The same coaching, turned inward. Rehearsing the internal role, making the promotion case, running the all-hands, having the conversation nobody wants to have. Growth practised here instead of at the next employer.
Minimum 10 seats · annual billingSettle this first, because it decides whether anyone actually uses it. A tool that reports individual performance to a manager gets used defensively, or not at all, and then you have paid for nothing.
So we do not offer it. Not as a premium tier, not on request, not for a large enough contract.
| Capability | The person | Admins |
|---|---|---|
| Their own scores and transcripts | Yes | No |
| Which formats they practised | Yes | No |
| Individual session recordings | Yes | No |
| Cohort averages by team | No | Yes |
| Which formats a team avoids | No | Yes |
| Seat usage for billing | No | Yes |
Generic competencies produce generic feedback. Load yours and the questions, rubrics and coaching all follow it.
Add the questions your panels actually ask, per level and per function. They sit alongside ours rather than replacing them.
Map each question to the framework you already run, so a practice score means the same thing as a review score.
Set what a 7 looks like for your organisation. The four dimensions stay; the thresholds are yours.
Structured practice for 1:1s, giving critical feedback, and performance reviews, for the manager, not about their reports.
Internal role descriptions turned into rehearsal sets, so someone can practise for the job two doors down.
One person to set it up with, and a quarterly review of where the cohort is weakest. Not a ticket queue.
Pick the cohort, usually one team or one level. Decide what success looks like before anyone logs in, because engagement is not it.
Question banks, competencies and rubrics loaded, and your admins and managers set up. Nothing live to users yet.
Ten to twenty people, one format each. The point is to find what feels wrong while it is still cheap to change.
Rolled out with the manager toolkit. First cohort report at week eight, not week five, there is nothing real to see before then.
No usage tiers, no per-run pricing, no separate charge for the speaking side.
UK and EU regions only. Transcripts are stored so scores mean something over time; audio is not retained after a session. Full record on request for your DPIA.
You see seat usage for billing, active or dormant, and nothing about what they practised or scored. If someone is dormant, that is a management conversation, not a report.
An admin removes them and the seat frees immediately. Their transcripts and scores move to a personal account rather than staying with the company, because they are that person’s own words.
No. It is the repetition between sessions, the part a coach cannot be present for. The organisations that get most from it run both.
No. A tool that looks like it was built by the employer is a tool people assume is monitored, and then nobody says anything honest into it.
Thirty minutes, and we will tell you if this is the wrong tool for what you are trying to fix. That happens often enough to be worth saying up front.
No deck. We will screen-share the actual product.