Engagement interviews
Know how your people are doing, and why.
A one-on-one interview with every employee, in their own words. You get the score and the reasons behind it, ready within days.
- Choose the shape
- Invite your people
- Read what came back
Solutions
Whatever you need to understand, ask your people.
Spradley holds a one-on-one interview with every employee and turns what they say into insight within days. Start from the question you have.
Engagement interviews
How people experience their work, and why.
Strategy
Has the strategy landed, and what stands in its way?
Change
Reorganisations, new tools, new ways of working.
One platform, three kinds of question
Strategy
Find out whether your strategy has landed.
A focused interview asks the one question leadership needs answered, and follows up until the answer is clear.
- Write your question
- Send it to the people carrying it out
- Read and ask
Change
Hear how a change is really landing.
Before a change, hear what people expect. After it, hear what actually happened. Act while it is still underway.
- Ask before
- Ask again after
- Compare
How it works
- 1
Set the question
Start from a template, or write the one question you need answered and the themes around it.
- 2
Your people talk
Each person gets a personal link by email or Slack and answers in a one-on-one conversation, by text or voice.
- 3
You read and ask
Within days you get the themes, the reasons and the quotes, and you can ask Brain what they mean.
The platform
Everything that turns conversations into decisions.
AI interviewer
One-on-one depth interviews with every employee, by text or voice.
Analysis
Answers coded and clustered with qualitative research methods.
Reports
Themes ranked by prevalence, with quotes and experiments to try.
Brain
Leaders ask about what their people said and get answers with evidence.
In your AI apps
Your research in Claude, ChatGPT or Copilot, through the Spradley MCP.
Learn moreResearch
Spradley runs a research project with your people for you.
Learn more
The interview has always been the gold standard. It just never scaled.
Learn moreWhen researchers really need to understand people, they do not send a form. They sit down with someone and talk. Anthropologists knew it. Sociologists knew it. Every People leader who ever learned more in one exit interview than in a year of dashboards knows it too.
The problem was never the method. It was the math. A good interviewer can hold maybe five conversations a day. At that pace, listening to a 300-person company takes three months, and by the time you finish, the answers have changed.
That constraint quietly shaped everything about how companies listen. Not because anyone believed it was the best way, but because it was the way that fit in a quarter.
That constraint quietly shaped everything about how companies listen. Not because anyone believed it was the best way, but because it was the way that fit in a quarter. Then the math changed. AI made it possible to hold a real conversation, one that follows up, asks for examples, and notices what was almost said, with every person at the same time. Researchers took notice: peer-reviewed studies, including from the London School of Economics, began documenting a method with the depth of the interview and the scale of the census. A new field is forming around AI-moderated interviews. We are building Spradley at its frontier: the first AI interviewer made for employee engagement, grounded in the research, built in Copenhagen alongside the people studying the method itself.
The gold standard, finally at scale.