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Custom pricing for culture infrastructure

Build the business case for an intranet employees actually use.

Floture pricing is scoped around the employee experience you want to create: trusted answers, stronger communication, onboarding, communities, culture programs, and the governance that keeps it all healthy.

Executive business case People Ops rollout plan AI trust and governance
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  1. 01Map where employee experience breaks down.
  2. 02Scope the launch, owners, content, and teams.
  3. 03Build a rollout plan executives can fund.

Guided quote

Tell us what your company needs first.

We will shape pricing around rollout complexity, not a fake public tier.

Tell us what your team needs

Start with the basics.

Company size
Main priority
Timeline

One home employees trust

Policies, updates, people, communities, and answers become part of one governed employee experience.

Rollout support that matches the stakes

Scope the teams, content, ownership, launch path, and adoption work before a quote is built.

Culture that survives scale

Make rituals, onboarding, ERGs, support, and leadership communication visible in daily work.

Why pricing starts with fit

Culture needs infrastructure, not another buried portal.

A healthy company culture cannot live only in meetings, old docs, chat threads, and manager memory. Floture gives culture a visible, searchable, governed home.

See pricing questions
Trusted answersApproved content and permission-aware AI help employees know what to trust.
Visible cultureEvents, ERGs, onboarding, recognition, and resources become easier to join.
Governed growthOwners, permissions, publishing workflows, and audit history keep the hub healthy.

What shapes the quote

Your rollout has moving parts. Pricing should reflect them.

Company size and shape

Locations, departments, roles, and work styles change how employees should find what matters.

Content and ownership

Policies, handbooks, announcements, resources, and support pages need clear owners before launch.

Culture programs

Communities, ERGs, rituals, events, recognition, and onboarding moments shape the rollout experience.

Governance and trust

Permissions, publishing workflows, AI answers, and audit history keep the employee hub reliable.

Executive case

A stronger intranet should make the company easier to run.

Less time lost to repeat questionsGive employees and managers a trusted place to find policies, links, people, and answers.
Faster, more consistent onboardingTurn scattered first-week guidance into journeys that help new hires understand the company sooner.
Communication people can revisitMake announcements, resources, and decisions easier to find after the chat thread has moved on.
Clearer alignment across the companyHelp distributed teams navigate priorities, programs, people, and support without relying on tribal knowledge.

People Ops inspiration

Make belonging easier to find.

Culture becomes easier to sustain when employees can see where to go, who to ask, what is happening, and how to take part.

  • Employee communities and ERGs
  • Company rituals and events
  • Recognition and belonging moments
  • Onboarding journeys
  • People resources and support

Culture friction signals

Scope the attention your company is losing.

We use these signals to connect employee experience pain to rollout scope. No fake savings claim, just a practical way to frame the business case.

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Repeated questions

How often do HR, IT, managers, and comms answer the same questions?

Missed updates

How many important announcements are lost in chat, email, or old docs?

Slow onboarding

How long does it take new hires to understand tools, teams, rituals, and resources?

Policy hunting

How much time do employees spend looking for the current source of truth?

How pricing is scoped

The right quote starts with how your company works, communicates, and grows.

Start with the teams that feel the pain firstMost companies begin with People Ops, Internal Comms, IT, or Operations before expanding company-wide.
Match the plan to your employee experiencePricing depends on size, content volume, governance needs, and launch support.
Keep AI trust and permissions in scopeWe will help map source quality, access rules, ownership, and rollout milestones before quoting.

What happens after you reach out

  1. DiscoveryWe map teams, culture goals, content sources, and the launch moment you care about.
  2. ScopeWe shape a rollout plan around ownership, governance, AI search, and adoption support.
  3. QuoteYou get pricing tied to the rollout your company actually needs.

Pricing FAQ

Custom pricing should still feel clear.

Why is Floture pricing custom?

Every rollout depends on company size, content complexity, governance needs, AI search scope, and the support needed to launch well.

Can we start with one team?

Yes. Many companies begin with People Ops, Internal Comms, IT, or onboarding before expanding the hub company-wide.

Is implementation support included?

Implementation support is scoped with the rollout, including content planning, ownership mapping, launch priorities, and adoption support.

How does AI search affect scope?

AI search works best when source quality, permissions, ownership, and governance are planned up front, so it is included in scoping.

What happens as we expand?

Floture can grow from a focused launch into a broader employee hub as teams, locations, communities, and content areas come online.

See it with your company’s content.

We will shape the walkthrough around your teams, your policies, and the questions people ask most.

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