For people leaders
Fund the development your people actually use.
Trueings for teams is a confidential, AI-led 360 you fund as a benefit. The employee owns the round, chooses who to ask, and keeps the report. You never see the content. The best firms invest in their people’s development the way they invest in well-being: by funding the benefit and trusting people to use it.
For the firm
Three reassurances that aren’t footnotes.
Confidential by design
You never see employee content. Ever. The product is built so they can be honest. That’s the whole point, and it’s built into the system, not just a policy.
No long-term data footprint
Raw conversation data is deleted 30 days after each report is finished. We clean the feedback at three points (during the interview, when we build the summary, and before you see it) to strip out project codenames, client names, and specific figures.
Usage, not analytics
Your dashboard shows sign-up rate, completion rate, and tool satisfaction, never any employee’s identity, content, or themes. It sits in your training and well-being budget, not HR analytics.
How we expect it to work
What we expect to change, even though we can’t see the content.
The hardest question a people leader gets is: “How do we know it’s working if we can’t read the data?” The honest answer is the one well-being benefits have been giving for ten years: people use it voluntarily, more than once, and the numbers that prove it are the same as for any benefit a firm funds without claiming to own the results.
Sign-up rate
The share of codes that get used within the benefit period. Shows interest at the moment you offer it.
Completion rate
The share of signed-up seats that finish a round. Shows whether interest turns into real use.
Repeat use & satisfaction
How many people run a second round. How they rate the experience after their first. Together, these tell you whether it’s working.
Notably absent: combined themes, sentiment heatmaps, or any attempt to measure “what employees feel.” That’s HR analytics, and it’s deliberately not what this is.
Portability is the feature
The report belongs to the person, which is exactly why your firm is safer.
The most common objection a people leader hears internally is: “What if a departing employee takes the data and uses it against us?” The answer flips the question. Because the report has always belonged to them, the firm never held it. There is nothing to subpoena, nothing to surface in a future dispute, nothing that ties the firm to the specific content of any one person’s feedback.
For the employee, portability is the trust promise made real: the firm cannot take back their report, cannot use it to influence a pay review, cannot pass it to a new manager. That’s the reason they’re honest, and the reason the benefit holds value past their time with you.
For your people
The promise that makes feedback honest.
Internal 360s do a different job: they inform reviews and development planning, and people answer with that in mind. Trueings covers the other half: the employee owns the round and chooses who to ask; you can’t see it; the report lives with them, not with you. That separation is what makes the feedback honest, and it’s why the two work side by side.
You decide who’s invited
Peers, customers, colleagues, supervisors: your choice, your list.
Only you see the report
Your manager doesn’t. Your firm doesn’t. HR doesn’t. The trust promise is the product.
It’s yours forever
Link your account to a personal email. When you leave the firm, your report, and your future rounds, go with you.
How it compares
Where it sits next to what you already have.
Trueings is not a CultureAmp / Lattice / 15Five replacement. Those tools measure engagement at the team and company level and show it to leadership. Trueings measures feedback on individual behaviour and shows it to that individual. The right comparison is well-being benefits and coaching, not HR analytics.
| Trueings | Internal 360 | Engagement tools (CultureAmp / Lattice / 15Five) | 1:1 coaching | |
|---|---|---|---|---|
| Who sees employee content | The employee only | HR, manager, pay-review committee | HR + senior leaders (combined) | The coach + the employee |
| What it measures | Specific behaviours, backed by evidence | Competency scores, free-text comments | Sentiment / NPS / pulse | Whatever the coach chooses |
| Frequency | Per project or quarterly | Annual | Weekly / monthly | Weekly to monthly sessions |
| Employee perception | A benefit they own | Performance review | Another survey | Personal investment by the firm |
| Annual cost per seat | $55–$100 | Tool $20–80 + admin time | $8–25 | $2,000–10,000 |
| Sits in budget as | Training / well-being benefit | HRIS / talent management | HR analytics | Training / exec development |
Trueings sits under your existing engagement tool, not over it. If you already run CultureAmp or Lattice for team-level health, the missing piece (feedback on behaviour the individual can act on without it becoming a performance file) is what this fills.
How to position it internally
The lines that close the internal conversation.
Three audiences, three slightly different framings. Take what’s useful; ignore what isn’t.
For a partner committee
“We fund this so our associates know we invest in their development without claiming the right to read it. It’s the inverse of a performance review, and it’s how we recruit and retain people who already have other options.”
For a head of HR asking for metrics
“Sign-up rate, completion rate, and satisfaction: the same numbers we use for any benefit. It is not HR analytics, by design. The proof that it works is the same as the proof a well-being benefit works: people use it, voluntarily, more than once.”
For a finance lead asking why pay yearly upfront
“It’s a fixed-cost benefit at $55–$100 per seat per year, sized to how many people you expect to use it. Discounts step in at 11, 31, and 101 seats. Stripe handles the billing; we can send an invoice on request for orders we can’t put on a card.”
Firm-facing questions
The objections, answered.
What if employees leave? What if they use it to document grievances? What do we tell the head of HR? Full firm-facing FAQ at /faq#firm. Security, the services we use, and the contract details: /security.