The method
How it works — and why it tells you the truth.
Trueings is built on one idea: people are only candid when they’re certain it’s safe — and you only grow from feedback when it reaches the parts of yourself you can’t see alone. Every part of the method follows from that.
What happens
A conversation, not a form
A neutral AI interviewer talks to each person you choose. It asks a short scored question, then probes for a specific moment — what actually happened, and what effect it had. You approve what gets assessed; the AI owns how it’s asked, so questions are never leading and never defend you. You get concrete, behavioural feedback instead of vague checkbox scores.
Many voices, one honest picture
Every conversation is broken into evidence-bound claims, clustered into themes, and counted for corroboration — never who said what. Disagreement is kept as its own signal, not averaged away. Growth areas are stated plainly and early: the synthesis is explicitly built to resist flattery, so the picture never skews falsely positive.
Insight becomes a tracked plan
The prioritised actions become an editable development plan with target dates you actually track. Because your criteria persist, a growth area from one round can be deliberately re-measured in the next — progress becomes something you can see, not just something you noted once.
The self-awareness map
The feedback that changes you lives where you can’t look.
There are things you know about how you work, and things only the people around you can see. You rate yourself on the same criteria your reviewers do, and Trueings lays the two side by side — a Johari-style map of where your self-image and the honest outside view agree, and where they don’t.
Recognised strengths
You see them. Others see them too.
Blind spots
Others rate this lower than you do.
Underrated
Others rate this higher than you do.
To work on
The growth areas to focus on next.
Blind spots and underrated strengths are the two quadrants you could never reach by reflecting harder on your own. Surfacing them — safely — is the entire point.
Why people tell the truth
Confidentiality isn’t a setting. It’s what makes the data honest.
Soften the structure and people soften their answers — so the structure is the product. These aren’t promises; they’re how the pipeline is built.
Concretely: nothing is shown below 3responses (with only one or two voices in the mix, the maths of “anonymous” stops working — anyone could subtract themselves out and recover the other); from 3 to 3 you see only broad, high-confidence themes — no quotes, no counts, no fingerprinting specifics — behind a one-time acknowledgement; at 4+ the full picture unlocks. Plan to invite 6–10 so you land comfortably above the line, not on it.
- You never see raw answers, or who said what — only aggregated themes.
- Results stay sealed until enough people respond. Below that, detail is deliberately reduced and you’re told why — to protect the few who spoke.
- A name or quote appears only where that person explicitly opted in.
- Respondents are explicitly asked to focus on observable behaviours and not to share information confidential to their employer, their clients, or any third party. If specifics slip through, the interviewer pivots back to behaviour and the named entity is dropped from what gets stored.
- Raw transcripts are automatically purged 30 days after synthesis; the anonymized picture is what remains. EU region, GDPR by design.
- A mandatory confidentiality pass runs before anything reaches you — a final scrub of names, employers, and identifiers, every time.
Yours, not your employer’s
An independent platform, run by you.
A 360 run by your company is a performance review wearing a friendlier face. The data flows to a manager, an HR file, a calibration meeting — and everyone knows it. So people soften what they say, and you learn to be careful what you ask.
Trueings is the opposite. You own the round and choose who to ask. No employer, manager, or HR system can see it; there is no administrator behind you reading the results. Because nobody is grading you with it, your reviewers can be honest and you can actually hear it. Independence isn’t a privacy feature — it’s the reason the feedback is real.
What the AI is — and isn’t — allowed to do
Four engines, each on a short leash.
Criteria Designer
Proposes what to assess from your role and engagement. You approve, drop, reweight, or add a focus.
Never: Never writes or shows you the interview wording.
Interviewer
Runs each conversation — neutral, warm, probing for specifics and impact.
Never: Never leads, never argues your case, never reveals what anyone else said.
Synthesizer
Turns many conversations into themes tied back to evidence and to your criteria.
Never: No claim without a transcript behind it; no smoothing over dissent.
Confidentiality Guard
The mandatory final gate: enforces the minimum-respondent threshold, the soft-gate reduction, opt-in-only attribution, and a last identifier scrub.
Never: Nothing reaches you without passing it.