For organizations
Numbers for the whole company. Tools for the people running it.
An organization buys two things here: an engagement cycle that asks everyone the same questions and reports what they said as group numbers, and the manager tools, priced for the managers writing reviews rather than for every employee receiving one.
The engagement cycle
A cycle asks everyone in the organization the same questions once — the same climate statements the team survey uses, asked about the team each person actually works in, plus questions about their own work — and reports the answers as group numbers for the organization, for each unit, and for each manager. Every mean comes with the number of people it came from and a 95% interval, and groups too small to report are left out rather than quietly included.
The pricing unit is the cycle, not the person per month. One cycle for an organization of up to 100 people is $999, bought once: the bill does not arrive again the month after, and it does not move when somebody joins mid-cycle. Larger organizations pay by size band, and between bands you top up in blocks — ten or fifty seats at a time, depending on the band — at the rate your band already charges, so crossing a boundary is a slope rather than a cliff.
The manager toolkit
The other thing an organization runs on is the write-ups its managers owe their people: goals, quarterly check-ins, conversation guides, and a structured assessment at the end of each quarter and each year. The Organization plan puts those tools in front of every manager at once, with consolidated billing, org administration, and roster continuity when a manager leaves.
It is priced per manager — $16 per manager per month, billed annually, five seats minimum — because only managers have accounts. The people they track never sign in and are never counted or charged for, so a 150-person company pays for its fifteen managers rather than its 150 employees.
How the pieces fit
The cycle tells you where to look
Organization-wide numbers say which units are doing well and which are not, with error bars honest enough to stop you acting on noise. What they cannot do is fix anything — a cycle deliberately produces no debrief pack and no individual notes.
Teams and leaders are what you do about it
A team that wants to work on itself runs a team survey — everyone rates everyone, and the results become a 60-minute debrief with commitments. A leader who wants to know what it is like to work for them runs a Leadership 360. Both are sold separately, per team and per leader, and a unit’s climate numbers mean the same thing whether they came from a cycle or a team run.
The records stay on their own side
Every survey is developmental: individual answers have no read policy for any signed-in account, and results appear only as group numbers. The manager tools are a performance record, kept structurally apart, and the app says so on every screen where somebody types about a named person.
What HR and executives can see
Group numbers, and nothing else. Individual answers are not readable by administrators, and what somebody writes in an open question is never shown to anyone at the organization — only themes that several different people raised, in our words rather than theirs. Below five respondents a group is not reported at all, and sometimes a neighboring group is withheld with it, because a number recoverable by subtraction is a number published. You can raise that floor; you cannot lower it.
None of this is sold as anonymity, because anonymity is an effort, never a guarantee — answers are tied to a person so somebody can finish later and nobody can answer twice. Participants are told that too, in those words, before they start.
Talk to a person, or just start
A cycle is bought from inside the app once your roster is imported, at the band the roster puts you in; the Organization plan is bought per manager seat. Above 2,500 employees, or if the rollout has more moving parts than a pricing table can hold, write to us and you will get a person.