Employee & HR

Measures how employees feel about their pay, benefits, and the process behind raises — covering satisfaction, market comparison, and priority trade-offs between compensation elements. An AI follow-up interview digs into the specific reasons behind fairness or satisfaction scores, especially where perceptions of pay and market value diverge.

Explores how employees actually use internet access during the workday — for work tasks, communication, and personal browsing — plus awareness of usage policy and perceived impact on productivity. An AI follow-up interview digs into the reasoning behind usage patterns and where policy or access gets in the way, for HR teams shaping acceptable-use guidance.

Measures how well your employee orientation program builds role clarity, confidence, and connection to the organization in the first days on the job. An AI follow-up interview digs into the specific moment orientation clicked or fell flat, surfacing fixes a satisfaction score alone would miss. Built for HR and onboarding teams refining new-hire programs.

Captures how an employee experienced a formal write-up or written warning — clarity of the issue, perceived fairness, and what support would help them improve. Built for HR teams and people managers auditing disciplinary conversations, with an AI follow-up interview that surfaces exactly what the employee understood, agreed with, or found unclear.

Measures how manageable employees find their day-to-day workload, where their time actually goes, and early signs of burnout risk — for HR and people managers running a workload or capacity check-in. An AI follow-up interview digs into the real story behind the busiest or most strained response instead of settling for a number.

Measures how often employees get coached, which manager behaviors actually land, and which coaching topics matter most to them — built for HR and people-development teams. The AI follow-up interview reconstructs a real recent coaching conversation to surface what's driving (or blocking) impact, instead of relying on generic satisfaction scores.

Tracks how employees genuinely feel about their work, managers, and leadership — using a validated advocacy score, a multi-statement morale battery, and a best-worst trade-off on what would move the needle. An AI follow-up interview digs into the story behind each person's score instead of settling for the number alone. Built for HR and people teams running quarterly or annual pulse checks.

A manager-completed evaluation of an individual restaurant employee covering attendance, guest service, teamwork, food safety compliance, and speed under pressure — with an AI follow-up interview that reconstructs a specific recent incident behind the employee's guest-recovery rating instead of relying on a vague number. Built for shift leads and GMs running quarterly or post-probation reviews.

Measures how predictable, swappable, and fair hourly employees find their work schedules, plus early burnout signals like clopening shifts and exhaustion. Includes an AI follow-up that reconstructs a specific recent scheduling incident — a denied swap or a last-minute change — instead of relying on general impressions.

Measures overall job satisfaction, the specific drivers behind it (workload, manager support, growth, recognition, pay, work-life balance), and retention risk — with an AI follow-up interview that digs into the real reason behind each employee's satisfaction score instead of just the number. Built for HR teams running quarterly or annual pulse checks.

Measures how much real autonomy employees have to make decisions, act on ideas, and push back without waiting for approval — plus what specifically blocks that autonomy. An AI follow-up interview reconstructs a concrete recent example instead of relying on abstract agree/disagree ratings, giving HR and managers a specific moment to act on.

Measures how employees rate the organization overall and their direct supervisor specifically, across culture, fairness, feedback, and growth — with an AI follow-up that digs into the concrete moments behind a supervisor's rating instead of settling for a number.

An upward-feedback survey where direct reports rate their manager on coaching, clarity of direction, fairness, and day-to-day support, plus behavioral questions about 1:1s and feedback frequency. An AI follow-up digs into a specific recent example behind the lowest-rated area so managers get concrete, actionable coaching notes instead of just a score.

Measures how employees actually use the internet during the workday, how well current access and content policies support their jobs, and where blocked sites or unclear rules slow people down. Built for HR and IT teams reviewing acceptable-use policies, with an AI follow-up that digs into the specific moment access got in someone's way instead of a generic complaint.

Measures how middle managers are experiencing AI-driven reductions in management layers — perceived job security, shifting responsibilities, and confidence in a flatter structure — for HR and leadership teams navigating restructuring. An AI follow-up interview digs into the specific incident behind each manager's top anxiety, separating genuine risk from vague unease.

Measures how confident employees feel using frontier AI tools like ChatGPT and Copilot across core workplace skills, where the biggest gaps sit, and what's blocking adoption. An AI follow-up interview digs into the real story behind each person's lowest-confidence skill area, not just the number they picked. Built for HR and L&D teams planning AI training.

Measures how often employees are recognized, how fair and meaningful that recognition feels, and whether it comes more from managers or peers. An AI follow-up digs into a specific recent recognition moment to surface what actually made it land — or fall flat — beyond the survey ratings.

Measures employee awareness, fairness perceptions, and trust regarding organizational pay equity audits. Designed for HR and DEI teams to identify transparency gaps and prioritize communication and process improvements.

Gathers confidential feedback from employees who recently went through a disciplinary action, measuring how clearly the reason was explained, how fair and consistent the process felt, and trust in the manager or HR handling it. An AI follow-up interview reconstructs what actually happened in the meeting rather than just the rating given. For HR and People teams auditing process quality and consistency.

Captures how direct reports experience their manager's communication, feedback, recognition, and support — with a rating battery, a prioritization exercise on where to improve, and an AI follow-up that digs into the specific moment behind their satisfaction score. Built for HR teams and leaders running 360 or upward-feedback cycles.