NuRenN Inc.
Relationship capital is the capital.
Everything a school wants — the results, the attendance, the family who stays, the teacher
who is still there in her fifth year — sits on top of one thing: whether people feel
known here.
Every school believes this. Almost none of them have a way to tend it.
Steward is that way. Built by practitioners, for the people doing the work.
The teacher who stays is the whole strategy.
A teacher in her third year, who knows the families, who has learned the building — she is worth more to your children than any curriculum you will buy this decade. Keeping her is not a retention problem. It is the plan.
And she is knowable. She goes quiet before she goes. So does a family. The signal is always there in October, sitting in the silence — and it costs nothing to look.
The children who need a stable adult the most are in the schools least able to keep one. That is not a mystery. It is a maintenance problem — and nobody has been given the tools to do the maintenance.
A practice tool. Not another dashboard.
Steward trusts your teachers to think. It does the counting — the arithmetic nobody has time for — and then it asks them a question and gets out of the way.
Because the thinking is the practice. A tool that hands people conclusions makes them faster this week and smaller by June. We would rather make them dangerous.
Steward was built inside a school, by people who taught in one — twenty years across Brooklyn, Harlem, Chicago, Gary, and Cincinnati. Every screen in it was argued about by somebody who would have to use it at 6:40 in the morning.
The practitioner interprets.
Relationship Capital
Every family and every colleague, and how long since they last heard from you. Steward surfaces the silence — the list you'd have wanted in October, while there is still a whole year to do something with it. It never scores a relationship. Score one, and somebody starts gaming a call log.
The Story
Bring in a biweekly check or a trimester exam. Steward splits it by ELL, IEP, new transfers, attendance — any lens your teachers invent — and hands them the number. Then it asks: what do you notice? And: what would prove you wrong?
The Board
One wall the whole building reads. The fire drill, the substitute protocol, the dates everyone forgets — and the good news, which most schools never post. A new hire in February should be able to stand here and read the building.
Teamwork
Rosters, lists, deliverables, and a wire that lives with the work instead of dying in a group chat. Every message can be answered — seen, on it, resolved — so a leader can tell the difference between agreement and silence.
The Practice
An inquiry engine built on Elements of Thought, the intellectual traits, Shared Inquiry, and twenty years of coaching practitioners. Every reflection is private — enforced in the rules, not in a setting. Not even we can read it.
StewardHR
The hiring pipeline, and the update it writes for you. Who's been waiting nine days on a decision. Whose offer has gone cold. Whose fingerprints are blocking a start date. One button, and your leadership knows.
Signals
The evidence — including the evidence against us. Coverage, overturn rate, acceptance rate. Correlation, never causation. If Steward isn't working, this is how you find out first.
Your data never stops being yours.
Steward signs in with the Google account your staff already has — domain-locked to your school. Your hiring tracker stays the Google Sheet you already keep, in your Drive, under your retention policy. Steward reads it and writes back to it.
We are a lens on your data. Not a second copy of it. And a practitioner's private reflection is readable by nobody — not their principal, not us. That is enforced on Google's servers, in rules you are welcome to read.
One price. Everyone in.
The paraprofessional, the intern, the front office, the first-year teacher — they are all doing the work, so they all get the tool. No seat counting. No school should have to do arithmetic about who is worth including.
One Full Cycle
one grading cycle
- Everyone on staff
- Every feature. All of it.
- Relationship Capital
- The Story · The Board
- StewardHR · Signals
- 90-minute onboarding
A trimester, a quarter, a marking period — whatever you call yours. Long enough to run a real data cycle, watch a family come back, and see your own numbers move. At the end you won't be deciding whether you liked it. You'll be reading your own evidence.
Practice
per school / year
- Everything, ongoing
- Your logo, your colors
- Your own rubric, linked
- Your school's own words
- Full onboarding
- Your data in your Drive
Under a quarter of what one teacher's departure costs a school. Keep one teacher who would otherwise have gone, and it paid for itself four times over.
Firm
per school / year
- Everything in Practice
- Three schools or more
- Network-wide signals
- Half-day onboarding, each
- Direct line to us
For networks. Every school keeps its own words, its own rubric, its own data.
Nu Teacher — our culturally responsive teacher thought-partner for lesson planning, briefings, and practice-work — bundles at +$3,000/year. Nu Teacher teaches the practice. Steward tends the capital.
A family that feels known does not leave quietly.
They tell you first. That is what the capital buys — and it is why a school that tends it keeps
its children, its families, and its teachers.
Take one full cycle. Decide on your own numbers.
You've read the pitch. Here is the whole thing.
This page is for the leader who is past being interested and is now deciding. It walks
through what Steward actually does, screen by screen — what it refuses to do and why,
what your first cycle really looks like, and the things we would want you to be skeptical
about before you put it in front of your staff.
It is long on purpose. You are considering handing us your year.
What Steward is actually for.
Schools already have tools for the things that are easy to count. Attendance, grades, incidents, compliance. What almost no school has is a way to tend the thing all of those numbers actually rest on: whether the people in the building — families, colleagues, children — feel known.
Relationships are the capital that drives every outcome, and in most schools nobody is tending them on purpose. Not because anyone is careless. Because the work is heavy, the day is full, and the tending is invisible until the moment it fails.
They tell you first.
The signal is almost always there before the loss. A family goes quiet in October. A teacher stops asking questions in November. Neither of those shows up on a dashboard, because nobody built the dashboard that watches for absence.
Steward watches for absence. It surfaces the silence — who has not been heard from, and for how long — while there is still a year left to do something about it.
Three surfaces, and the lines between them.
Steward could have been one app with permission checks bolted on. It is not, and this is the most important structural thing to understand before you evaluate anything else: three surfaces carry three different promises — and a promise you can break by clicking the wrong tab is not a promise.
My Steward
The practitioner's own space. Reflection, their placement on the professional rubric, their growth asks, their own tasks. Nobody reads it — not their lead, not their principal, not us.
Teamwork
The team's work. Rosters, the board, relationships with families, cross-team events, and the questions a team is testing together against its own data.
Steward HR
Hiring, from first contact to placement. Candidate records, interview reads, offers, certification, and the structured onboarding week. Behind its own door.
Who gets into what
Access is resolved from the staff record your leadership maintains — not from what a person types about themselves. Someone can tell Steward their own standing so their own growth card is accurate; that never widens what they can see or write.
| Surface | Who gets in | What they see |
|---|---|---|
| My Steward | Every staff member | Only their own. Private by construction. |
| Teamwork | Every staff member | Their teams. Team leads hold the pen for their own team's work; only school leadership assigns work across teams. |
| Steward HR | School leadership and HR | The full hiring pipeline. |
| HR · clearances | A named scope, granted per person | Fingerprinting and background status only — no offers, no interview scores, no reasons a candidate declined. |
Teamwork, where most of the day happens.
This is the surface your staff will actually live in. Nine views, one shared spine.
| View | What it is for |
|---|---|
| The Board | One wall the whole building reads. Protocols, dates, the things everyone forgets — and the good news, which most schools never post. |
| Calendar | The shared clock, so the school runs on one rhythm instead of nine private ones. |
| Relationships | The family ledger. Who has been contacted, who has gone quiet, and the balance of good news to concerns. |
| My Tasks | The same shared work, filtered to one person's plate. |
| My Team | Roster, roles, and who holds the pen for what. |
| Onboarding | A new hire's own first ninety days — the reading, and 30/60/90 checkpoints. Private to them. |
| Events | The things no single team can pull off alone. Each team joins in its own lane, sealed by its own lead. |
| Meetings | Agendas and debriefs that outlive the room they happened in. |
| The Story | Name what you believe your data says — then try to disprove it. |
| Signals | What the numbers say about activity and outcomes. Never about practice. |
Two ideas worth understanding before you buy
Relationships are counted, never scored
The ledger tells you how long since a family was last heard from. It will never tell you that a relationship is a 3 out of 5. The moment you score a relationship, somebody starts gaming a call log — and you have traded the actual thing for a number about the thing.
The Story refuses to interpret for you
Bring in a biweekly check or a trimester exam. Steward splits it by whatever lens your teachers invent — ELL, IEP, new transfers, attendance — and hands them the number. Then it asks two questions and stops: what do you notice? and what would prove you wrong?
The practitioner interprets.
A team names a narrative, and then marks it confirmed, denied, or revised. The number we would watch hardest is the overturn rate — how many narratives got denied or revised rather than confirmed.
Hiring, and the week that follows it.
Steward HR runs the pipeline from first contact to placement — and then keeps going, which is the part most hiring tools drop.
| Stage | What happens |
|---|---|
| Pipeline | Every candidate as a card. Each one shows who owns the next touch, so nobody falls through. |
| Interview | Structured questions, captured while they are still warm. |
| Panel | One honest read per interviewer, against named dimensions rather than a general impression. |
| Offer Desk | Candidates flagged for offer, with certification compliance checked before anything goes out. |
| Onboarding | The structured first week — assigned reading, the candidate's own written responses, and a report to leadership. |
| Report | What needs a decision this week, and what is going cold. One button, and your leadership knows. |
| Orbit | Your own resources — Classroom links, readings, video — refreshed without touching the core flow. |
The onboarding week
A new hire gets a link to their own five-day module. Each day carries assigned reading, real tasks in your building, and one anchor question they answer in their own words. Their leader reads what they wrote before the daily check-in — so the conversation starts from something real instead of "how's it going."
A candidate is told on day one, in writing, that everything they submit will be read. That transparency is exactly what makes reading it fair — and it is why this is a different pipe from the private reflection in My Steward. The two never mix.
It speaks your school's language.
Steward was built inside a school that runs an unusual model — teacher-led, with partners instead of principals. Most schools are not that. So the capabilities underneath are universal, and every label on top is yours.
| If you run… | Steward calls the same role… |
|---|---|
| A principal-led school | Principal · Assistant Principal · Grade Chair · Teacher · Teaching Assistant |
| A charter or network school | School Director · Director of Culture · Instructional Coach · Teaching Fellow |
| A teacher-led firm | Partner · Executive Officer · Lead Teacher · Co-Teacher Apprentice |
The permissions are identical across all three, because the job is identical — the person who holds the pen for a team's work is the same person whether you call them a Grade Chair or a Lead. Only the word changes.
What Steward will never do.
This is the chapter we would read first if we were you. A tool's refusals tell you more about it than its features.
Counted — numbers only
- How many families are on ledgers, and how many have gone quiet
- How many contacts, and the balance of good news to concerns
- How many narratives were named — and how many were actually tested
- How many coaching debriefs were run
- Time-to-hire, offer acceptance, and why candidates declined
- Which parts of Steward get used and which get ignored — only if you turn it on
Never touched — by anyone, including us
- What a practitioner wrote in their private reflection
- Where they placed themselves on the professional rubric
- What they said in a growth ask — their gems, their gaps, their silences
- What a family told them in a logged conversation
- What a lead wrote in a debrief about them
And one more refusal
Steward reports correlation and refuses to claim causation. If your contact coverage rises and your retention rises in the same year, Steward will show you both numbers side by side and tell you plainly that it cannot prove one caused the other.
We could sell harder by not saying that. We would rather you trust the numbers you do get.
Your data stays yours
Staff sign in with the Google account they already have, domain-locked to your school. Your hiring tracker stays the Google Sheet you already keep — in your Drive, under your retention policy. Steward reads it and writes back to it. We are a lens on your data, not a second copy of it.
What your first cycle actually looks like.
One full grading cycle, free, everyone on staff, every feature. Here is the honest shape of it — including what it will cost you in time, because that is the number leaders actually need.
We load your staff list, your campuses, your vocabulary, and your logo. You tell us how your school actually runs — who reports to whom — and we set the labels to match.
One session with your whole staff. Not a training on software — a working session where they set up their own ledgers and leave having already used it once.
Staff log contacts as they happen. This is the habit that has to take, and it is the one we watch hardest. If it does not take, we will tell you.
Your teams bring in a real assessment and run a real cycle: name a narrative, test it, and mark it confirmed, denied, or revised.
Coverage, quiet families, overturn rate, and what moved. Yours, about your school, from your data.
At the end you are not deciding whether you liked it. You are reading your own evidence and deciding whether it earned the next year.
What we'd want you to be skeptical about.
If we only tell you what works, you have no reason to believe us about anything. So here are the real risks, stated the way we would state them to a colleague.
The habit is the hard part, not the software
Steward only works if people log contacts. That is a new habit in an already-full day, and it is where this fails when it fails. It does not fail because the interface was confusing. It fails because week three got hard and the logging stopped. Ask us how we plan to handle that at your school specifically — and be suspicious of any answer that is mostly about features.
A tool cannot fix a trust problem
If your staff currently believe that anything they write will be used against them, Steward's privacy guarantees will not change that on their own — and a private journal in a low-trust building will simply sit empty. The architecture is real, but it buys you the possibility of honesty, not the fact of it.
We refuse to tell you what your data means
Some leaders want a tool that says "third period is your problem." Steward will never say that. If what you need is automated diagnosis, we are genuinely the wrong purchase, and we would rather say so now than after you have spent a year on us.
We are small
We are not a large company with a 24-hour support desk. What you get instead is a direct line to the people who built it and taught in classrooms for twenty years. For some schools that is better. For some it is not, and that is a fair thing to weigh.
What happens if you say yes.
- A conversation, not a demo. Thirty minutes about how your school actually runs — the reporting lines, the vocabulary, what is already working that we should not touch.
- We configure it to your school. Your labels, your rubric, your campuses, your colors. Before anybody signs in.
- Ninety minutes with your staff. One working session. They leave having used it.
- One full cycle, free. Everyone on staff, every feature, no seat counting.
- You decide on your own numbers. Not on ours.
Pricing, plainly
One price, everyone in — the paraprofessional, the intern, the front office, the first-year teacher. No school should have to do arithmetic about who is worth including.
| Plan | Price | Who it is for |
|---|---|---|
| One Full Cycle | Free | Any school. Every feature, whole staff, one grading cycle. |
| Practice | $6,000 / school / year | A single school, ongoing. Your branding, your rubric, your words. |
| Firm | $4,500 / school / year | Networks of three or more. Each school keeps its own words and data. |
Nu Teacher — our culturally responsive planning partner for lessons, briefs, and practice work — bundles at +$3,000/year. Nu Teacher teaches the practice; Steward tends the capital.
The spreadsheet was never the problem. Losing the human thread was.
Bring us the way your school actually works — including the parts that do not fit our assumptions. This is a working tool, not a finished one, and the schools that push back on it are the reason it is any good.