직원·HR

Measures employee perceptions of leadership update clarity, channel effectiveness, communication cadence, and trust in follow-through. Designed for quarterly or semi-annual internal pulse checks to identify actionable communication gaps.

A 30-day pulse instrument measuring engagement, belonging, manager trust, safety, growth, and retention intent across logistics roles including drivers, warehouse, and operations staff. Designed for recurring deployment with ~6-minute completion time.

A 30-day pulse instrument for HR and people teams to measure employees' sense of inclusion, procedural equity, and representation—designed to surface bias gaps, track belonging trends, and prioritize DEI initiatives.

Measures employee satisfaction with office facilities, workspace conditions, and support services to help Facilities and People teams prioritize improvements. Designed for recurring (monthly or quarterly) pulse deployment.

Measures what employees value, use, and trade off across their benefits package. Use this with current employees to identify improvement priorities for total rewards strategy.

Explores how employees shop online for work needs — software, supplies, travel, equipment — and how smooth or frustrating the approval and procurement process feels. Includes an AI follow-up that reconstructs a recent purchase attempt step by step, surfacing friction points and workarounds that closed-ended questions miss. Built for HR and procurement teams evaluating purchasing tools and policy.

Measures employee experiences of belonging, perceived inclusion, and psychological safety to identify gaps across teams and track progress over time. Designed for HR and DEI teams conducting periodic organizational assessments.

Measures employee awareness, usage, perceived value, and satisfaction with employer-provided benefits. Use this instrument to identify communication gaps, enrollment barriers, and unmet benefit needs across workforce segments.

Measures how pet owners experience the front desk, technicians, and veterinarians during a visit — friendliness, communication, competence, and wait times — with an AI follow-up that reconstructs the specific interaction behind a client's rating. Built for veterinary practice managers who want actionable staff feedback, not just star ratings.

Captures how interns experienced onboarding, mentorship, meaningful work, and team culture, then has them trade off which parts of the program mattered most. An AI follow-up interview digs into the real story behind their overall rating. Built for HR and program leads assessing internship ROI and full-time conversion potential.

Captures how candidates experienced your internship application process — from finding the posting through interviews and final decision — with an AI follow-up that digs into the specific moment that made the experience feel smooth or frustrating. Built for HR and university recruiting teams who want to fix funnel drop-off before it costs them strong candidates.

A multi-rater (self, manager, peer, direct report) survey that measures how well someone identifies root causes, weighs options, uses data, and makes sound decisions under pressure. Combines a behavior-frequency battery and a strengths/development trade-off with an AI follow-up that digs into one concrete example instead of vague impressions. Built for HR teams running competency-based 360 reviews.

A recurring weekly pulse survey for remote and hybrid team members, measuring workspace comfort, workload balance, communication quality, and well-being to surface actionable engagement trends over time.

A recurring pulse instrument measuring employee workload manageability, pace sustainability, support quality, and improvement priorities. Designed for weekly fielding to track burnout risk and inform resourcing decisions.

직원들이 VoIP 전화 시스템을 매일 실제로 어떻게 사용하는지(통화 품질, 안정성, 기능 활용도)를 측정하며, 일반적인 불만이 아닌 가장 큰 불편 사항의 진짜 이야기를 파고드는 AI 후속 질문을 포함합니다. 직장 내 VoIP 도입을 평가하거나 문제를 해결하려는 IT 및 HR 팀을 위해 설계되었습니다.

An employee pulse survey measuring perceptions of pay clarity, fairness, and communication quality. Designed for HR and People teams seeking to identify compensation transparency gaps and prioritize total rewards improvements.

Measures employee perceptions of belonging, psychological safety, fairness, and inclusive practices. Designed for quarterly or monthly pulse deployment with confidential, anonymized responses to inform organizational DEI strategy.

Measures how well employees build and sustain real working relationships with managers and coworkers through online and hybrid communication channels. Built for People teams assessing remote/hybrid culture, with an AI follow-up interview that surfaces a specific moment where an online interaction built — or broke — a work relationship, beyond what a connection score alone shows.

Measures where employees feel skill gaps, which learning formats and time investments actually work for them, and how their career goals should shape the L&D roadmap. Built for HR and L&D teams planning training budgets and programs. An AI follow-up digs into the specific skill gap and career goal each person names to surface concrete blockers, not just checkbox preferences.

A voluntary, confidential survey for HR and benefits teams to understand employees' current health-related work accommodation needs and wellness-benefit priorities — not a diagnostic or pre-employment screening tool. The AI follow-up interview explores accommodation gaps and barriers respondents might not fully describe in a closed-ended answer, so support can be tailored rather than generic.