Deep employee insights
From real conversations
Deep employee insights
From real conversations
Deep employee insights
From real conversations
AI-led interviews that surface the patterns, frustrations, and motivations your surveys miss.
How would you describe the culture around giving feedback in your team?
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
How would you describe the culture around giving feedback in your team?
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
How would you describe the culture around giving feedback in your team?
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
How would you describe the culture around giving feedback in your team?
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
Depth at scale
Interview everyone in your organization at survey speed
Interview everyone in your organization at survey speed
Depth at scale
Interview everyone in your organization at survey speed
How would you describe the culture around giving feedback in your team?
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
How would you describe the culture around giving feedback in your team?
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
Capture
Our AI interviewer for deep insights
Our AI interviewer for deep insights
Who gets heard shouldn't depend on who speaks best. Spradley gives every employee the same depth of conversation. No interviewer bias. No presence effect. Every response carries equal weight.
Fast and depth
Engaging
How would you describe the culture around giving feedback in your team?
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
How would you describe the culture around giving feedback in your team?
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
Capture
Our AI interviewer for deep insights
Who gets heard shouldn't depend on who speaks best. Spradley gives every employee the same depth of conversation. No interviewer bias. No presence effect. Every response carries equal weight.
Fast and depth
Engaging
Impact
Actionable insights
Actionable insights
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
Presentable
Team Succes
What’s going well
People actually enjoy working together
Collaboration doesn't feel forced — it grows out of shared challenges and genuine curiosity about each other's craft.
20 Voices
People trust the people steering the ship
Employees describe leadership with warmth and specificity — they know what their leaders care about, and it feels aligned.
12 Voices
People take risks because they know they can
Psychological safety isn't a buzzword here — it shows up in how teams run retros, share bad news, and try new approaches without cover.
10 Voices
What to change
Be transparant about what’s unknown
silence is scarier than uncertainty — People aren't anxious about risk — they're anxious about the absence of context. They fill the vacuum with worst-case scenarios. Name the unknowns before they become stories.
14 Voices
Redistribute ownership, not just tasks
trust has become a bottleneck — Managers default to proven people because delegation feels expensive when everything moves fast. The fix isn't workload balance — it's giving newer people real domains, not errands.
12 Voices
Name the culture before it becomes nostalgia
what worked at 30 doesn't transfer at 100 — Norms spread through proximity. That mechanism broke and nothing replaced it. Long-tenured employees feel the shift but can't articulate it. Make the invisible transferable before it's gone
9 Voices
Team Succes
What’s going well
People actually enjoy working together
Collaboration doesn't feel forced — it grows out of shared challenges and genuine curiosity about each other's craft.
20 Voices
People trust the people steering the ship
Employees describe leadership with warmth and specificity — they know what their leaders care about, and it feels aligned.
12 Voices
People take risks because they know they can
Psychological safety isn't a buzzword here — it shows up in how teams run retros, share bad news, and try new approaches without cover.
10 Voices
Impact
Actionable insights
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
Presentable
Team Succes
What’s going well
People actually enjoy working together
Collaboration doesn't feel forced — it grows out of shared challenges and genuine curiosity about each other's craft.
20 Voices
People trust the people steering the ship
Employees describe leadership with warmth and specificity — they know what their leaders care about, and it feels aligned.
12 Voices
People take risks because they know they can
Psychological safety isn't a buzzword here — it shows up in how teams run retros, share bad news, and try new approaches without cover.
10 Voices
What to change
Be transparant about what’s unknown
silence is scarier than uncertainty — People aren't anxious about risk — they're anxious about the absence of context. They fill the vacuum with worst-case scenarios. Name the unknowns before they become stories.
14 Voices
Redistribute ownership, not just tasks
trust has become a bottleneck — Managers default to proven people because delegation feels expensive when everything moves fast. The fix isn't workload balance — it's giving newer people real domains, not errands.
12 Voices
Name the culture before it becomes nostalgia
what worked at 30 doesn't transfer at 100 — Norms spread through proximity. That mechanism broke and nothing replaced it. Long-tenured employees feel the shift but can't articulate it. Make the invisible transferable before it's gone
9 Voices
Team Succes
What’s going well
People actually enjoy working together
Collaboration doesn't feel forced — it grows out of shared challenges and genuine curiosity about each other's craft.
20 Voices
People trust the people steering the ship
Employees describe leadership with warmth and specificity — they know what their leaders care about, and it feels aligned.
12 Voices
People take risks because they know they can
Psychological safety isn't a buzzword here — it shows up in how teams run retros, share bad news, and try new approaches without cover.
10 Voices
Download
Download
Report
Report
Slides
Slides
Download
Download
Build for Managers
Download reports and slidedecks
Download reports and slidedecks
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
Slides
Reports
Download
Report
Slides
Download
Build for Managers
Download reports and slidedecks
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
Slides
Reports
Why this works
Built for leaders,
powered by simplicity
You hear from the people you never hear from.
Town halls, open-door policies, and anonymous comment boxes systematically favor the loudest voices. Spradley's AI interviewer creates a private, non-judgmental space where introverts, conflict-averse employees, and people lower in the hierarchy actually open up
You move from annual ritual to continuous understanding.
Traditional engagement surveys are a snapshot. They are expensive, slow, and outdated by the time results land. Spradley lets you run focused "Insight Sprints" whenever you need clarity: before a reorganizing, after a leadership change, during rapid growth. You get deep qualitative insight in days, not months — at a fraction of what a consulting engagement would cost.
You finally learn why, not just how much.
Pulse surveys tell you engagement is at 7.2 out of 10. They don't tell you why your best engineers are quietly disengaging, or what "lack of development opportunities" actually means in your specific culture. Spradley replaces guesswork with rich, qualitative narratives
Why this works
Built for leaders,
powered by simplicity
You hear from the people you never hear from.
Town halls, open-door policies, and anonymous comment boxes systematically favor the loudest voices. Spradley's AI interviewer creates a private, non-judgmental space where introverts, conflict-averse employees, and people lower in the hierarchy actually open up
You move from annual ritual to continuous understanding.
Traditional engagement surveys are a snapshot. They are expensive, slow, and outdated by the time results land. Spradley lets you run focused "Insight Sprints" whenever you need clarity: before a reorganizing, after a leadership change, during rapid growth. You get deep qualitative insight in days, not months — at a fraction of what a consulting engagement would cost.
You finally learn why, not just how much.
Pulse surveys tell you engagement is at 7.2 out of 10. They don't tell you why your best engineers are quietly disengaging, or what "lack of development opportunities" actually means in your specific culture. Spradley replaces guesswork with rich, qualitative narratives
research
Read about the field of AI-moderated interviews in HR
research
Read about the field of AI-moderated interviews in HR
AI-ACT COMPLIANCE
The EU AI Act sets strict requirements for AI systems used in employment contexts. Our system is built to meet them, with future use of data in mind.
AI
Act
TRUE ANONYMIZATION
Data is automatically segmented and protected with k-anonymity. Built for true anonymization, with full organizational understanding.
GDPR COMPLIANCE
Built from the ground up to meet European data protection standards. Full audit trails and data subject rights support. All data stored in EU.
GDPR
ENTERPRISE SECURITY
ENTERPRISE SECURITY
GDPR COMPLIANCE
GDPR COMPLIANCE
Built from the ground up to meet European data protection standards. Full audit trails and data subject rights support. All data stored in EU.
Built from the ground up to meet European data protection standards. Full audit trails and data subject rights support. All data stored in EU.
GDPR
GDPR
TRUE ANONYMIZATION
TRUE ANONYMIZATION
Data is automatically segmented and protected with k-anonymity. Built for true anonymization, with full organizational understanding.
Data is automatically segmented and protected with k-anonymity. Built for true anonymization, with full organizational understanding.
AI-ACT COMPLIANCE
AI-ACT COMPLIANCE
The EU AI Act sets strict requirements for AI systems used in employment contexts. Our system is built to meet them, with future use of data in mind.
The EU AI Act sets strict requirements for AI systems used in employment contexts. Our system is built to meet them, with future use of data in mind.
AI
Act
AI
Act
ENTERPRISE SECURITY
ENTERPRISE SECURITY