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I've been in this exact situation before, with no infrastructure to support the decision-making. That's why I built TidePoint. Everything on this page is what I wish I'd had.
Jay Bhayani
Founder & CEO, TidePoint
Companies under 1,000 people have systems for hiring, payroll, and performance, but no infrastructure to handle a reduction in force (RIF).
TidePoint is your end-to-end solution for this company-defining moment.
TidePoint covers the full lifecycle — from modeling costs before you commit, to walking you through every step, to getting your employees the help they need the moment it happens.
Model separation scenarios with an intelligent compliance engine that provides WARN Act flagging, OWBPA requirements, and disparate impact analysis via the 4/5ths rule.
Separation agreements, OWBPA exhibits, and WARN/mini-WARN notices — auto-generated from your roster, not re-typed per employee, with deadlines tracked for you.
Every plan locked as a timestamped, integrity-hashed record with sign-offs. Proof of exactly how the decision was made, if it's ever questioned.
TidePoint generates counsel-ready documents — so your attorney's time goes to advising, not drafting from scratch. This is software, not legal advice; qualified employment counsel should review everything before use.
One benefit, four kinds of support — everything a departing employee needs to land on their feet.
AI-matched job leads, 1:1 coaching, and interview prep.
AI-built runway estimate plus real experts on severance and equity.
Same-day COBRA and ACA guidance, plans compared side by side.
Bridge lending at subsidized rates through licensed partners.
Start with the Planning Software. Understand your separation costs, model severance scenarios, and know the potential exposure — before your board asks. It's one of the most important numbers you're not tracking.
Every mishandled layoff leaves a mark on your reputation, your team, your runway, and your cap table.
Most founders aren't comparing a solution at all; they're running their RIF off a spreadsheet. It's manual, fragmented, error-prone and it fails both the company and the people being let go.
| Status Quo e.g. DIY |
Legal Document Generators e.g. SixFifty |
Enterprise Offboarding Platforms e.g. Onwards HR |
TidePoint | |
|---|---|---|---|---|
| RIF scenario planning & cost modeling | complex math, days to stand up |
✗ | ✗ | ✓ |
| Compliance documents | redone by hand, employee by employee |
✓ | ✓ | ✓ |
| Deadline tracking | one missed window, real liability |
✗ | ✓ | ✓ |
| Same-day outplacement | ✗ | ✗ | ✗ | ✓ |
| Financial & healthcare consults, capital access | ✗ | ✗ | ✗ | ✓ |
| Startup pricing | ✓ | ✓ | ✗ | ✓ |
✓ full capability · ~ partial or limited (software) · ✗ not offered
I've been in this exact situation before, with no infrastructure to support the decision-making. That's why I built TidePoint. Everything on this page is what I wish I'd had.
We're offering a free 90-day pilot for a select few design partners in exchange for occasional feedback with a direct line to the founder to shape the platform — no long-term commitment.
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