For organisations
Your assessments end with a report. They could end with a plan.
You already know where your people are. What you do not have is evidence that anything changed afterwards — and the usual dashboard cannot give it to you, because a cohort average can be carried by two people in a group of fourteen.
What the console actually reports
The headline is a count of individuals who moved by more than the instrument can explain, never the change in the mean. The mean is shown too — as a small marker on the same axis as every individual, so you can see for yourself when it is being carried by outliers.
Aggregate movement
Per competency, with the reporting threshold drawn on the chart and every participant shown as a point.
Where the cohort is
Cohort means on the same 0–100 scale the participants see, plus what people chose to work on — often a better signal of the real gap than the assessment.
Learning consumed
Which courses ended up in plans and which were finished. A supporting signal, not the outcome you are buying.
The questions you were going to ask
Our HRMS already has IDPs.
Ask to see one. It is almost always a form with a free-text box and a date. This starts from an assessment, refuses goals that are really course completions, and re-measures at the end. The difference is whether anyone can tell afterwards if it worked.
Will employees use this to leave?
Some will leave either way. The evidence runs the other direction — no development path is a stronger reason to go than a good one. And you get cohort visibility regardless of what any individual decides.
Who owns the data?
You own the workforce view: cohort norms, aggregate movement, comparative analytics. The individual owns their own results. That is also the correct legal position under GDPR and the DPDP Act, not a concession we are making.
What happens if we stop paying?
Your entitlements lapse and your analytics remain yours. Individuals keep their own record. We tell them that at the start, which is precisely why they are honest enough inside the product for the data to be worth anything.
Can we use our own competency framework?
Yes. Yours maps into the Spine rather than replacing it, so results stay comparable across cohorts and across time. We do not fork the framework per client — that would quietly destroy the comparability you are paying for.
Will you upsell our people?
No, and it is not a policy. A sponsored engagement cannot carry a price, an upsell or a purchasable recommendation — the database refuses it. Your budget bought that experience; we do not sell into it.
What we tell you that others will not
If a cohort has not moved, the console says so in the largest type on the card — including in the quarter you are deciding whether to renew. Behavioural competencies move slowly, and ninety days is a demanding test. We would rather have that conversation than show you a number we do not believe.
For the same reason we suggest a longer re-assessment interval than the sales-friendly one. Over a year, a five-point move is credible. Over ninety days it takes eight, and most people will not get there.
Design partners
We are taking a small number of organisations through the first cycles at a heavy discount, in exchange for honest feedback and permission to publish the aggregate result — including if it is unflattering.
Talk to us