See it in action
Four short videos. What a manager experiences, what a People leader sees, and how you prove that development actually changed behaviour — about seven minutes in total.
A real conversation, with someone who pushes back
A manager rehearses a pay conversation on a simulated video call. The AI employee reacts like a person — deflects, gets defensive, tests the manager’s clarity — and then the manager gets a private feedback report on what they did well and what they avoided.
- Realistic video role-play, not a quiz or a script
- Private feedback: strengths, missed moments, what to try next time
- Nothing is shared with their line manager — it’s a practice space
The manager experience · 2:28
What People leaders see
Aggregate behavioural data across your management population. Where managers name the issue and where they avoid it, which conversation types create the most risk, and whether capability is actually moving over time.
- Team-level patterns, never individual surveillance
- Behaviour scored against research-backed markers
- Evidence for the board, not participation counts
The analytics view · 1:41
Prove the training worked
Run the same realistic scenario before and after a programme. The difference in observed behaviour — not self-reported confidence — is your evidence that the investment changed how managers actually handle the conversation.
- Pre / post behavioural baseline for any programme
- Works alongside your existing training providers
- An answer to “did that course do anything?”
Training assessments · 1:30
Your scenarios, your language
Describe the conversation your managers actually face — your policies, your job titles, your tone — and the platform builds the role-play around it. Currently available to design partners.
- Custom scenarios from a plain-English brief
- Your context, not generic case studies
- Talk to us if you want to shape this
Build your own scenarios · 1:22