The platform behind the survey.
One platform for every employee moment — from onboarding through exit. Multichannel listening, comment themes in Arabic and English, live dashboards, and a clear path from results to owned follow-up.
Reach every employee where they already are.
Email, SMS, WhatsApp, QR code, SSO portal, kiosks, and offline paper — consolidated into one dataset with anonymity preserved end-to-end.
Multilingual by design. Arabic survey instruments with RTL layout. Mobile-first templates that don't feel like homework. Automatic reminders that actually respect timezones and prayer schedules.
Design the instrument without starting from blank.
Predefined templates, a reusable question bank, and a builder that supports matrix/grid, ranking, dropdowns, and checkboxes — with conditional show/hide so follow-ups only appear when they matter.
Drag questions into place, clone a prior wave, or start from a PEACE® engagement template. Branching logic keeps surveys short for people who are already clear — and deeper for the ones who are not.
AI reads every comment. Anonymously.
Sentiment, topic clustering, and key-phrase extraction on every open-text response. The model never sees identifiers — anonymity is guaranteed by architecture, not policy.
Our fine-tuned models understand Gulf Arabic dialects, code-switching, and industry-specific vocabulary. Every insight is traceable back to the raw taxonomy, so managers can drill from a headline number to the actual quote.
Built for signal and trust.
Live dashboards. Real hierarchy.
Unlimited organisational hierarchy, thermal heatmaps, manager scorecards, and one-click exports to PDF, PPTX, or XLSX.
Every manager sees their own area when the survey closes, including comment themes that do not identify a person. Executives see the organisation. Boards see movement across cycles. No one waits for a slide to be rebuilt by hand.
Team heatmap by dimension
Action Hub® — what happens after the report.
Survey evidence becomes owned actions. Managers never open a blank page. ACT™ diagnoses, commits, and later checks whether employees felt the change.
Two or three priorities, routed to enterprise, function, or team. HR sees follow-through. Employees can see progress against what they said. Next year’s report can answer: did it work?
This cycle beside the last illustration
This cycle beside the last one.
Leaders see where results moved since the previous survey, and against the benchmark context agreed for the programme. The view is there to choose a conversation.
It compares results you have collected. It does not predict who will leave, and it is not used to score an individual.
Anonymity by design. Compliance by default.
Access is limited by role. Survey data is encrypted in transit and at rest. A result is withheld when the group is too small to protect a person. Hosting can be cloud, in-country, or on-premise when the programme requires it.
Wired to your HR stack.
Native connectors for the systems you already run. SSO on day one. Webhook-driven on day two. Custom on day three.
Headcount and structure can stay in step with your HR system on the schedule you agree. Employees sign in through the access method you already use. The systems in scope are named in the proposal after we confirm what is live for your stack.
Platform adoption happens with people, not just features.
