Employee & HR

Assesses the maturity, clarity, and pain points of asynchronous communication practices across remote and distributed teams. Designed for HR, People Ops, or team leads seeking to reduce unnecessary meetings and improve async workflows.

A 4-week pulse instrument measuring how tools, workspaces, and team norms support hybrid work. Designed for HR, People Ops, or Workplace teams to identify friction points and prioritize improvements across distributed teams.

A pulse survey measuring how hybrid and flexible work arrangements affect collaboration effectiveness, productivity, scheduling equity, and manager support. Designed for HR and workplace strategy teams to identify arrangement-preference gaps and fairness concerns across distributed workforces.

Gathers a new hire's hobbies, quirks, and communication preferences to power a warm team introduction post, buddy matching, and onboarding events. An AI follow-up interview turns one hobby or interest into a specific, shareable story instead of a generic bio line. Built for People teams, onboarding buddies, and managers welcoming a new employee.

Measures how comfortable employees feel returning to in-person work after the pandemic, what safety measures and flexibility factors matter most, and where policy gaps remain — for HR teams planning return-to-office plans, with an AI follow-up that surfaces the specific concerns behind low comfort scores.

Captures new-hire feedback on remote onboarding kit delivery, contents, setup, and support within the first 14 days to identify gaps and accelerate time-to-productivity.

Measures how employees are experiencing the shift back to in-person work — attendance patterns, productivity and wellbeing impact, and retention risk — with an AI follow-up that digs into the specific friction points behind low satisfaction or flight-risk scores instead of generic complaints.

Before a reorg, tooling migration, or new process lands, measure whether people understand it, believe in it, and feel equipped for it — the three things that decide adoption. The AI interviewer surfaces the concerns people won't put in a comment box, anonymously.

Measures whether reps understand how they're paid, whether quotas feel attainable, and how the comp plan shapes day-to-day selling behavior — built for sales leadership and RevOps. An AI follow-up reconstructs the specific moment a rep's trust in the plan was tested, going deeper than a top-line fairness score.

Gathers manager, peer, and direct-report perspectives on how clearly, openly, and effectively someone communicates day to day. Combines a behavior-frequency rating battery with a best-worst skill-priority exercise and an AI follow-up interview that surfaces a concrete recent example behind the respondent's lowest rating, turning vague impressions into specific, coachable feedback.

Measures training course quality across content relevance, instructor delivery, engagement, and materials. Designed for L&D teams seeking actionable feedback to improve future training programs.

Measures how employees use, value, and understand their benefits package — including a trade-off exercise to prioritize future investment and a budget-allocation question. Built for HR and Total Rewards teams; the AI follow-up interview digs into the specific moment a benefit helped or let someone down, surfacing detail no rating scale can capture.

Measures whether sales training actually changes behavior in live deals — skill application frequency, content relevance to real customer situations, and rep confidence in reaching full ramp — with an AI follow-up that reconstructs a specific deal instead of relying on self-rated satisfaction with the training.

Measures how satisfied employees are with the physical conditions of their workspace — noise, lighting, temperature, ergonomics, and cleanliness — and which upgrades would matter most. An AI follow-up digs into the specific incident behind each person's lowest-rated factor so facilities teams get real stories, not just scores.

Captures how candidates actually experience your online hiring process — from finding the posting to receiving a decision — including friction points, communication gaps, and employer brand impact. An AI follow-up interview reconstructs the specific moment that shaped their impression, not just a generic rating.

Captures how candidates experienced your application process, interview fairness, and communication speed — collected from hired and rejected candidates alike — and how that experience shaped their view of your employer brand. An AI follow-up reconstructs the specific moment that most shaped their overall impression, whether a confusing application step, an unprepared interviewer, or silence after a final round.

Captures the business case, urgency, and role requirements behind a hiring manager's request for a new staff position, so HR can prioritize openings and staff the recruiting pipeline correctly. An AI follow-up interview digs into what happens if the role stays unfilled and where trade-offs on candidate qualifications are acceptable.

Measures how employees actually experience shopping for their benefits on your online enrollment marketplace — ease of comparing plans, trust in the tools, and confidence in the final choice. Built for HR and benefits teams evaluating an enrollment platform, with an AI follow-up that digs into the specific moment a chooser got confused or nearly picked the wrong plan.

Assesses the cadence, quality, and follow-through of manager one-on-one meetings over a 90-day period. Designed for HR and People teams seeking actionable data to improve meeting practices and manager effectiveness.

Evaluates meeting structure, facilitation quality, and decision follow-through to identify specific improvement opportunities. Designed for organization-wide or team-level deployment with results segmented by function, role level, and work arrangement.