What can People & HR teams use Perspective for?

Perspective is built for workflows where people and HR teams need more than a form submission or survey score. Use it to understand what keeps employees engaged and what makes them leave, ask intelligent follow-up questions, and turn the conversation into structured data the team can act on.

Will employees be honest with an AI interviewer?

Often more so than with a manager or an HR partner in the room. There is no social cost to saying the awkward thing, and the follow-up questions are consistent for everyone. You decide what is attributed and what is reported only in aggregate.

Can we use it for onboarding and exit conversations too?

Those are two of the strongest uses. Onboarding conversations catch confusion while it is still fixable, and exit conversations get past "better opportunity" to whatever actually made someone start looking.

How do we handle sensitive topics and required questions?

Mark questions as mandatory, restrict subjects the agent may not raise, and add consent language before the conversation starts. You review the entire experience before anyone sees it and decide which fields reach which systems.

Does this replace our engagement survey?

It can, or it can sit alongside it. Many teams keep the score they already trend and run conversations at the moments a once-a-year survey misses: after a reorg, during onboarding, or when a team's score moves and nobody knows why.

For People & HR Teams

Give Every Employee a Conversation, Not Another Survey.

Perspective follows up with care, protects a consistent process, and turns employee feedback into themes People teams can act on.

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01Listen

Employees talk, in their words

02Learn

Comments become themes

03Prioritize

Change what actually matters

04Release

Ship it, and tell people

v2.4

01 · Listen

Ask at the moments that shape whether someone stays.

An agent runs the conversation during onboarding, after a reorg, at a role change, or on the way out.
It probes what changed rather than collecting a rating, and keeps required questions consistent for everyone.
There is no social cost to saying the awkward thing to an agent that is not your manager.
People answer by link, in email, or out loud over voice, whichever they will actually finish.

Employee pulse template

Over voice

Spoken answers, with the asides and hesitations a typed reply never has. Transcribed and structured on arrival.

On your page

Triggered at the moment that matters, not weeks later.

In an email

One link, no login, no portal to remember.

Behind a QR code

In person, on print, in the room.

02 · Learn

See the pattern before it shows up in resignations.

Every conversation is summarized, and themes group across teams, tenure, location, and lifecycle stage.
Separate one loud comment from a repeated organizational signal, which is the distinction that matters.
Supporting quotes stay attached, so a theme can be shown to a leadership team without being paraphrased.
You decide what is attributed and what is only ever reported in aggregate.

Employee experience template

I found out my scope changed in an all-hands slide.

My manager is great. I have no idea what the next role is.

We were told to prioritise, then given three priorities.

Theme

Career path opacity, not management quality

Named by 34 of 61 employees, and by every one of the six who resigned last quarter.

03 · Prioritize

Change the thing that actually moves retention.

Rank issues by how often they came up as a reason to leave, not by how many people mentioned them.
The quote is what gets a change approved. A satisfaction score gets it deferred.
Bring a reason to the leadership meeting instead of a number nobody can act on.
Escalation follows your rules, so a safety or conduct signal never sits in a queue.

Engagement survey template

Named as a reason to leave

Publish levelling and next-role criteria62%

Reduce competing priorities37%

Revisit compensation bands16%

“I would stay if I could see what the next step was. I am not even asking for it yet.”

Senior engineer, two years tenure

04 · Release

Ship the change, then ask the same people again.

People changes get treated like releases: what shipped, when, and what moved because of it.
The next pulse tells you whether it landed, rather than next year's engagement survey telling you.
Themes and flags keep flowing to the systems your team already works in.
Then it runs again, which is the difference between a loop and an annual survey.

Exit interview template

People changelogthis quarter

v2.4

Levelling criteria published for every function

Career-path mentions down 52%

v2.3

Team priorities cut from three to one per quarter

Pulse score up 14 points

v2.2

Annual survey replaced with quarterly agent check-ins

Completion up to 87%

Each release feeds the next pulse, so you find out whether the change worked instead of hoping it did.

Start the loop with your own team.

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Customer Momentum

This Is What It Looks Like When People Stay.

Four things that move together, because they share one root cause: hearing what employees mean, not what fits the survey scale.

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Acquisition cost

Replacing someone costs far more than keeping them, and hearing why people are considering leaving while they are still here is the cheapest retention work available.

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Win rate

Offers land more often when the pitch matches what current employees say is genuinely good about working here.

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Organic and referral

Referrals rise when people would recommend the place, and that shows up in your own applicant sources.

One story

Leadership, HR, and managers stop working from three different readings of the same engagement survey.