For people leaders
Fund the development your people actually engage with.
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. Modern firms invest in associate development the way wellness platforms invest in mental health: by funding the benefit and trusting the outcome.
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 structural, not a policy footnote.
No long-term data footprint
Raw conversational data is destroyed 30 days after each report is finalised. A multi-layer scrub minimises leakage of project codenames, client identities, and specific figures at interview, synthesis, and post-output stages.
Engagement, not analytics
Your dashboard shows redemption rate, completion rate, and tool satisfaction — never per-employee identity, content, or themes. It’s positioned against L&D / wellness budget, not HR analytics.
Theory of change
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 wellness platforms have been giving for ten years — the mechanism is voluntary, repeated use, and the metrics that prove it are the same as for any benefit a firm funds without claiming ownership of the outcome.
Redemption rate
The percentage of codes that get redeemed inside the benefit period. Reads engagement at the moment of offer.
Completion rate
The percentage of redeemed seats that finish a campaign. Reads whether the benefit converts intent into use.
Repeat-use & NPS
How many people run a second campaign. How they rate the experience after their first one. The two combined are the truest read on whether it’s working.
Notably absent: aggregate themes, sentiment heatmaps, or any attempt to measure “what employees feel.” That’s HR analytics; 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 — so 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 concrete: the firm cannot reclaim their report, cannot use it to influence a calibration, cannot pass it to a new manager. That’s the reason they engage honestly — and the reason the benefit holds value past their tenure with you.
For your people
The promise that makes feedback honest.
Internal 360s are a performance review wearing a friendlier face. The data flows to a manager, an HR file, a calibration meeting — and everyone knows it. Trueings is the opposite: the employee owns the round and chooses who to ask; you can’t see it; the report lives with them, not with you.
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
Bind your account to a personal email. When you leave the firm, your report — and your future campaigns — 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 org level and surface it to leadership. Trueings measures behavioural feedback at the individual level and surfaces it to the individual. The right comparison set is wellness 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, calibration committee | HR + senior leaders (aggregated) | The coach + the employee |
| What it measures | Specific behaviours, evidence-bound | Competency scores, free-text comments | Sentiment / NPS / pulse | Whatever the coach chooses |
| Frequency | Per engagement 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 | L&D / wellness benefit | HRIS / talent management | HR analytics | L&D / executive development |
Trueings layers under your existing engagement tool, not over it. If you already run CultureAmp or Lattice for team-level health, the missing piece — behavioural feedback 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 CHRO asking for KPIs
“Redemption rate, completion rate, and NPS — the same metrics we use for any benefit. It is not HR analytics by design. The proof that it works is the same as the proof a wellness platform works: people use it, voluntarily, more than once.”
For a CFO asking why annual prepaid
“It’s a fixed-cost benefit at $55–$100 per seat per year, sized to expected uptake. Banded discounts kick in at 11, 31, and 101 seats. Stripe handles the billing; we get an invoice path 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 CHRO? Full firm-facing FAQ at /faq#firm. Security, sub-processors, and the contracting cluster: /security.