Primary Purpose Pivot is selectively working with a small number of Treatment Organizations to validate a recovery coaching and career-stability model designed to extend engagement beyond treatment.
The model connects identity discovery, strengths-informed coaching, career execution and long-term stability in one longitudinal framework. This is a structured validation partnership—not a predetermined success story.
Career remains the anchor, but PPP begins earlier: helping a person understand who they are, what matters to them, how they naturally operate, and what future is worth building before asking them simply to find a job.
Psychometrics, participant context, strengths-informed coaching, personalized action and accountability help answer: Who is this person, and how should we coach them?
Career pathways, qualification planning, readiness, personal brand, employer matching and placement answer: What are they building, and what must happen next?
VRS™, SDoH pulse data, intervention workflows and retention monitoring help answer: Are they actually becoming more stable over time?
Pilot participants do not enter a temporary pilot-only workflow. They move through PPP’s existing Career Stability Framework™ while the partner and PPP learn from the journey.
Career Interests Exercise, CliftonStrengths, MBTI Personality Type and the O*NET Interest Profiler lead into structured interpretation and a clearer Identity & Strengths Statement.
Values, purpose themes and assessment evidence inform AI-assisted career pathways. The Pivoter reviews fit, tradeoffs, responsibilities and barriers before making a documented Career Commitment.
An individualized Qualification Plan identifies credentials, training and skill gaps while PPP supports resume development, career story, interview readiness and employment logistics.
After readiness is demonstrated, the Pivoter moves into Job Search Activation, employer matching, applications, introductions, interviews, offers and Placement Activation.
Support continues after placement through strengths-informed next actions, SDoH/stability pulse checks, early-warning interventions and structured 30/60/90-day retention monitoring—with longer-term follow-up as applicable.
PPP retains governed recommendation and outcome history, evaluates aggregate patterns under privacy and cohort safeguards, and uses approved evidence to improve future coaching context and product decisions. Provider models do not automatically train themselves on PPP client data.
The first cohort is designed to generate structured evidence about participant experience, product usefulness, coaching requirements, career execution and partner value.
Partner staff retain the primary participant coaching relationship while PPP provides the platform, assessments, Strengths Intelligence™, Career Stability workflow, evidence capture, implementation support and pilot review.
PPP provides the Recovery Development / Career Stability service layer while the Treatment Organization retains the treatment relationship and collaborates on coordination, escalation and pilot review.
A Treatment Organization may ask PPP to manage the pilot or give authorized staff role-based access. The standard pilot includes the weekly SDoH and stability experience. Protected clinical capabilities remain a separate implementation.
Clinical surveys and protected clinical workflows are not part of the standard pilot. These capabilities may include:
Activation requires eligible protected infrastructure and executed agreements, including a BAA where applicable.
A defined active-validation period followed by a structured closeout. Placement and retention observation may continue afterward when appropriate.
Design-partner pilots may begin with 3–4 participants. Standard organizational cohorts generally include 10–25 participants.
One executive or program leader owns the partner relationship and helps ensure operational participation and candid review.
The Pilot Participation Agreement documents the cohort, operating model, staff access, service scope, pilot dates, permitted reporting, account-security responsibilities and commercial terms. Authorized staff access is activated only after the agreement is executed.
The setup conversation is focused and practical. Together, PPP and the organization confirm:
What the organization most wants to learn from the participant experience.
The initial cohort and the appropriate path for voluntary participant invitations.
Whether PPP or partner staff will provide the primary Recovery Coaching layer.
The Administrator, Recovery Coach and Clinical Director roles required for the pilot.
The activation date, observation period and participant/partner feedback approach.
The primary pilot contact and the person authorized to execute the agreement.
Guided pilot planning, cohort activation, workflow configuration and operating-model alignment.
Authorized visibility into five-phase progression, VRS™, qualification and career-execution activity, and stability/retention evidence where applicable.
Scheduled reviews with PPP focused on what is working, where participants stall, what staff need, and what evidence matters to leadership.
A structured summary of observed engagement, progression, friction, human-support requirements and agreed pilot measures.
Founding partners have a direct voice in shaping PPP’s early Treatment Organization operating model and product priorities.
Internal product-learning participation is separate from permission to use a quote, testimonial, logo or public case study.
PPP can describe what the platform does and what the pilot measures today. Ordinary pilot observations will not be presented as proof that PPP causes reduced relapse, fewer readmissions, improved employment, stronger retention or ROI unless the evidence later supports those claims.
Capability ≠ efficacyObservational evidence firstMinimum-cohort safeguardsEmployer-safe data boundariesNo cross-client identifiable learningWe will confirm the cohort, operating model, staff access, timing, evaluation approach and agreement path together.
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