Employee & HR

Measures employee perceptions of fairness, clarity, and potential bias in the formal performance review process. Designed for HR teams seeking actionable insights to improve review equity and transparency.

Evaluates how well your current IT team is staffed, skilled, and equipped to meet workload demands, then helps forecast where hiring and budget should go next. Built for IT leaders, People/HR partners, and workforce planners; the AI follow-up interview turns staffing-gap flags and confidence ratings into concrete examples of what broke, what it cost, and what's most fragile going forward.

A quick pulse for teams navigating AI-driven change — measuring sentiment, trust in leadership communication, skill-confidence, and the support employees actually want next. An AI follow-up interview digs into the real story behind each person's sentiment score, surfacing specifics a scale alone can't capture.

A confidential intake form for employees to document a workplace complaint or concern, capturing what happened, who's involved, severity, and desired resolution. An AI follow-up interview gently reconstructs the specific timeline and details so HR gets an actionable, well-documented account instead of a vague summary.

Measures employee job satisfaction, workplace engagement, retention intent, and eNPS to help HR and leadership teams identify drivers of morale and areas for improvement.

Captures core new-hire registration details alongside a quick pulse on how clear, fast, and frustration-free the paperwork and setup process felt. Built for HR and People Ops teams standing up onboarding flows, with an AI follow-up interview that pinpoints exactly which registration step caused friction and what would have made it smoother.

Measures day-to-day engagement, recognition, workload, and retention risk among individual contributors (non-managers), separate from manager-level surveys. An AI follow-up interview digs into the concrete reasons behind each person's likelihood-to-recommend score instead of settling for a number.

Measures how included, respected, and fairly treated employees feel day-to-day — covering belonging, fairness in advancement, exposure to exclusionary behavior, and which DEI investments matter most. An AI follow-up interview turns the lowest-scoring signals into concrete, specific stories HR can act on. For HR and DEI teams running an annual or pulse climate check, about 8 minutes.

Measures how engaged, supported, and likely to stay your employees are — covering manager support, recognition, growth opportunities, and turnover risk — with an AI follow-up that digs into the specific reason behind each employee's recommendation score instead of settling for a number.

Measures remote new hire satisfaction across four onboarding dimensions—orientation clarity, tooling access, mentorship quality, and ramp-up speed—to identify actionable improvement areas and reduce early attrition.

Measures employee engagement, psychological safety, support, and job satisfaction to identify key drivers of retention and workplace culture health. Designed for organization-wide deployment with anonymous, aggregate reporting.

Measures onboarding friction, confusion points, and drop-off drivers in your product's setup wizard. Designed for first-time and recent users to surface specific UX blockers and improvement opportunities.

Tracks how happy employees are right now, what's driving or dragging that happiness, and how it connects to retention risk. An AI follow-up interview digs into the story behind each person's happiness rating instead of settling for a number, giving HR teams concrete detail to act on.

Captures up-to-date employee profile details (team, tenure, work location) alongside how well-informed and equipped staff feel by company communications and HR resources. Includes an AI follow-up that digs into the specific moment information broke down, so HR can fix real gaps instead of guessing.

A structured engagement survey for HR teams to measure role satisfaction, workplace drivers, and improvement priorities across departments. Combines scaled measures with AI-moderated qualitative follow-up.

Measures how employees feel about their role, manager, and the organization overall — covering recognition, motivation, and intent to stay — with an AI follow-up that digs into the real story behind low or high scores instead of settling for a number. Built for HR teams running regular engagement pulses.

Evaluates how employees experience your organization's guarantor requirement — for salary advances, employment bonds, or equipment custody — including clarity, difficulty finding a guarantor, and perceived fairness. An AI follow-up interview reconstructs what actually slowed or complicated the process, giving HR concrete input for simplifying or replacing it.

Measures how employees experience hazard awareness, incident reporting, and safety training in practice — not just policy on paper. An AI follow-up interview reconstructs what actually happened the last time someone saw or reported a safety issue, including any fear of retaliation, giving safety teams a real picture behind the scores.

Tracks how employees feel about their manager, workload, growth, and the organization overall, then uses an AI follow-up interview to surface the specific reasons behind low or lukewarm scores. Built for HR and people teams running quarterly or annual pulse checks who need both trend data and the 'why' behind it.

Tracks how employees are really doing — stress frequency, burnout symptoms, and which wellness benefits actually get used versus ignored — then uses a trade-off exercise and AI follow-up interview to uncover the specific causes of stress and the barriers stopping people from using support that already exists. Built for HR and People teams running quarterly wellbeing check-ins.