Employee & HR

Tracks overall staff satisfaction, satisfaction across key workplace dimensions, and early flight-risk signals, then uses an AI follow-up interview to uncover the specific reasons behind low scores or turnover intent. Built for HR and people teams running quarterly or annual pulse checks.

A pulse-style survey that measures trust, workload sustainability, manager support, and overall satisfaction across your workforce, then uses an AI follow-up interview to surface the specific story behind each person's lowest-rated area. Built for HR and people teams running quarterly or annual climate checks.

A structured self-assessment for performance review cycles, combining competency self-ratings, goal progress, and development priorities with an AI follow-up that draws out the specific evidence behind an employee's accomplishments and challenges. Built for HR teams and managers running annual or quarterly review processes.

Measures how valued employees feel, which recognition channels actually land, and how often meaningful appreciation happens day to day. Includes a best-worst trade-off on recognition types and an AI follow-up interview that digs into the specific moment recognition worked (or fell flat) instead of generic satisfaction scores. Built for HR and people teams auditing or redesigning a recognition program.

A structured pulse survey for fintech organizations measuring intent to leave, retention drivers, compensation fairness, manager effectiveness, and psychological safety to identify and mitigate turnover risk across teams and levels.

Tracks how employees experience the process of raising issues with HR — from reporting channel and response speed to fairness, confidentiality, and final resolution. Built for HR and People Ops teams auditing their issue-handling process, with an AI follow-up interview that reconstructs exactly what happened in a specific case instead of relying on averaged satisfaction scores.

Measures how emotionally invested, obligated, or 'stuck' employees feel toward the organization, plus their real retention risk and the specific factors that would deepen commitment. The AI follow-up interview probes the story behind each person's score instead of settling for a number.

Measures employee comfort, trust, privacy concerns, and usability experiences with biometric time clocks to inform workplace adoption strategies and data governance policies.

Captures detailed, behavior-based nominations for employee recognition or awards programs — including the specific story behind each nomination — for HR teams and recognition committees. An AI follow-up interview digs into the concrete example nominators give, drawing out impact and quotes that a checkbox form alone would miss.

Captures Day 1-7 impressions from new users to identify onboarding value moments, friction points, and support gaps that impact activation and retention.

Captures how employees actually use the internet, the company intranet, and internal web tools during the workday — device mix, frequency, pain points, and satisfaction — alongside role and tenure demographics. An AI follow-up interview digs into the specific friction points behind low satisfaction scores so IT and HR can prioritize fixes to the digital workplace.

Measures employee perceptions of objectivity, clarity, and potential bias in formal performance reviews. Designed for HR teams seeking to identify systemic issues and improve review processes.

Measures employee adoption rates, perceived impact, barriers, and enablers of AI coaching tools for writing, communication, and meetings. Designed for HR and L&D teams evaluating AI coaching ROI and rollout strategy.

Measures frontline retail engagement — scheduling fairness, manager support, recognition, staffing, and advancement — plus an employee-recommend score to benchmark culture health. An AI follow-up interview digs into the real story behind low scores and turnover risk, surfacing specifics closed questions miss. Built for retail HR and store operations leaders.

Measures how safe employees feel day-to-day, how strong your safety culture and reporting habits actually are, and what stops people from speaking up — with an AI follow-up that reconstructs a real near-miss or incident and what would change how it's handled next time.

A structured self-assessment for performance review cycles, covering goal progress, core competencies, manager support, and development priorities — paired with an AI follow-up interview that digs into the story behind the ratings, not just the numbers, for richer 1:1 prep and calibration.

Captures what drew a new hire to accept the offer, how the first weeks stack up against what was promised, and what would keep them long-term. Built for HR and people teams running structured 30/60/90-day check-ins, with an AI follow-up that digs into the specific moment expectations and reality diverged.

A pulse check on how happy employees genuinely feel at work, what's driving that feeling, and where it's at risk of slipping — built for HR and people teams running regular sentiment check-ins. An AI follow-up interview digs into the specific moment behind each person's rating so low scores come with a real story, not just a number.

Measures how employees experience or witness racism and racial bias at work, how safe they feel raising concerns, and whether leadership follows through on accountability. An AI follow-up interview probes the real story behind low safety ratings or unreported incidents, surfacing details a scale score alone can't capture.

Diagnoses where and why new users stall during signup and onboarding. Use with recent signups to identify friction points, missing trust signals, and time-to-value barriers that suppress activation.