Engagement interviews: The new paradigm in employee research. Get real-time access to deep insights
Engagement interviews: The new paradigm in employee research. Get real-time access to deep insights
When people talk instead of ticking boxes, they give you context. Spradley's interviews make room for every voice and follow up where it matters. Every conversation captures not just how people feel, but why, and ideally what to do about it.
That is where our analysis is unique. Spradley analysis across every interview in the organization, connecting what an employees mention to detect patterns. The qualitative method that was previously impossible to scale, now gives you answers within days. Spradley has built the framework tailored to engagement research, delivering actionable insights, while preserving anonymity
When people talk instead of ticking boxes, they give you context. Spradley’s interviews make room for every voice and follow up where it matters. Every conversation captures not just how people feel, but why, and ideally what to do about it.
That is where our analysis is unique. Spradley analysis across every interview in the organization, connecting what an employees mention to detect patterns. The qualitative method that was previously impossible to scale, now gives you answers within days. Spradley has built the framework tailored to engagement research, delivering actionable insights, while preserving anonymity
The interview has always been the gold standard. It just never scaled.
The interview has always been the gold standard. It just never scaled.
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When 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.
When 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.