The AI People Scientist for your whole company.
Sensa is an intelligent employee listening system. It measures how your people feel and what's missing, reads it like a senior organisational psychologist, then hands every manager, HR lead and exec a plan for Monday morning.
Every time you ask your people how they're doing. Every year the answers sit in a spreadsheet.
The survey isn't the hard part. Acting on it is. The answers arrive as numbers nobody has time to turn into decisions, so the year passes with the same problems inside it - and the bill arrives later, in who leaves.
So the report gets built, presented once, and quietly filed. The teams that needed attention never get it, and next year you ask the same questions again.
0% had no conversation about their job satisfaction in the three months before leaving. 0% of employees who quit say their manager or company could have prevented it.
Gallup, 42% of Employee Turnover Is Preventable but Often Ignored
So here's how Sensa runs it instead
One loop, four moves.
The same four steps a good people scientist takes - run continuously, for every team, without weeks of manual work.
eNPS -20 against a company +32, on an engagement index of 4.24 that is above the company.
Relationships with colleagues 5.00 - the highest single factor score anywhere in the company.
Fair compensation 3.45 and work-related emotions 3.72 are the two real shortfalls.
Stress 1.77 against 1.62, with unclear expectations rather than workload as the driver.
Run a pay-transparency session with Field Operations before the company-wide rollout, not after it.
Goodwill is buffering a fairness problem: people stay for each other, not for the deal. A leading retention risk, not a lagging one. Confidence: moderate
Strongest levers on employee advocacy.
iβ is a standardized ridge weight: each factor's unique effect on eNPS holding the other nine constant. Amber marks a lever that is also below the 4.0 target - that is where gap meets influence.
One team, one read, one action, one number that moved.
None of this happens in the abstract. Here is a single cycle for a single team, from the moment responses close to the number that moved - the shape every team's cycle takes.
Illustrative: a sample cycle on sample data, not a customer result.
Ten dimensions, three indices, plus the ones you add.
Engagement and satisfaction broken into factors you can act on - each benchmarked against last year and against the rest of the company.
Engage is live. Pulse and Perform come next.
Psychology and engineering.
Be one of the first 100.
We're inviting partners in order, ahead of the public launch. Early sign-ups get first pick of onboarding slots.
