People science technology,
from feedback to action

Not just survey software: technology, data science, and a human people-science team, working as one loop from honest feedback to confident action.

4.7 / 5 on G2, Spring 2025

Trusted by 500+ organizations across 30+ countries
Cerence AIBayportAujan Coca-ColaAlumilRobertshawAstra Service PartnersGarrett
Loop

Four disciplines, one continuous loop

CollectSurveysResearch-backed questions capture honest, structured feedback.Research-backed templatesMultilingualAnonymousDeliverTechnologyAutomation delivers surveys and reminders across your channels.Scheduled remindersLifecycleHRIS syncInterpretData ScienceAI turns raw feedback into sentiment, themes, and trends.Sentiment analysisThemesTrendsActionPeople ScienceHuman experts read the analysis and shape what you do next.Driver analysisTailored reportsLeadership coaching
Employee voice

on a loop

each pass feeds the next survey

Text alternative: a repeating cycle where Surveys feed Technology, Technology feeds Data Science, Data Science feeds People Science, and People Science shapes the next round of Surveys.

Sync

How your people get in

  • The sync is read-only: it never writes back to your HR system. It is a scheduled pull, twice a week by default, daily where enabled, and records match on a stable external ID first, then email, so nobody gets duplicated.
  • Connectors come in tiers, and the tiers are published. Darwinbox, Zoho People, Keka and Workline are self-serve today; Workday, BambooHR and Freshservice are enabled on request; ADP and Namely are on the roadmap, with CSV import alongside any of them.
  • Your org structure comes across too, not just a list of names. Teams, sub-teams, locations, business units and manager relationships flow in where your HR system shares them. Joiners are added, changes updated, and leavers deactivated with admin access removed.

Every connector, and how a sync works

Run

Surveys that run themselves

  • Lifecycle surveys trigger from dates on the employee record. Joining and separation dates put each person in a month-window stage, sent once per person and re-checked continuously. Configure the stage once; the trigger does the recurring work.
  • Reminders go only to people who have not submitted. Each recurring rule pairs one weekday with one channel, nobody gets more than one reminder a day, and anyone who submits drops off the list the moment they do.
  • Two honest limits are worth knowing before you launch anything. Reminders send at a fixed time in your account's time zone, not each person's, and pulse reminders are email-only. Better you say it than a global customer finds it.

Lifecycle triggers in detail

Your HR system, one real cycle, results you can act on.

Interpret

Feedback becomes measurable insight

  • Every comment is scored on a published scale and read in context. The question being answered goes along where that helps. With editing enabled, an admin can correct any tag; the fix sticks to that one comment and nothing retrains.
  • Themes come from what people write, not a preset list. The model pulls the distinct topics inside each comment with their sentiment and emotion, and a theme's size is the count of unique comments raising it, not volume of words.
  • Retention flags are signals to act on, not predictions. The platform flags silent employees, low scorers and eNPS detractors. Named lists come only from surveys run as confidential; anonymous surveys show the same signals as group patterns.

How the AI reads feedback, and where it stops

Advise

Real people, and what your plan includes

  • People Science support depends on your plan, and the plan is published. Under 200 employees, group onboarding with Customer Success; from 200 to 999, a dedicated Customer Success Manager; at 1000+, a results deep-dive with the People Science team.
  • What they do is design, mapping and interpretation. Survey design help and people-science advisory come with the subscription, while advanced driver analysis, predictive insights and custom board-ready reporting are the People Science Plus add-on.
  • Nine report types exist, produced by people rather than the platform. They run from a whole-organization engagement read to a three-dimensional cut, and the hub lists all nine with who each one is for.

The nine reports, and how you reach the team

Asked on real demo calls
Prospect question
What does the People Science team actually do for us?
CM
Your CultureMonkey contact
Three things.
Design your survey and map the questions to drivers.
Analyse which drivers move your engagement score.
Interpret it, so you leave with a plan, not just a dashboard.
Collect

Surveys built on the framework

  • The framework is fifteen research-backed drivers on one five-point scale. A survey uses the subset that fits its goal, the scale ships with eight preset label sets, and custom scale labels and reverse-coded questions are not supported.
  • Templates run from five questions to about forty. Onboarding, exit, wellness, inclusivity, leadership, tenure and lifecycle each have their own, and the preview shows an estimated completion time before anything is sent.
  • Anonymity is a threshold in the product, not a promise. A report opens at three responses and dashboard cuts hold at five, floor three. On an anonymous survey no role, super admin included, can link a response to a person.

The fifteen drivers and how the score is calculated

Choose a template6 shown
Question types
Rating (Likert)eNPSSingle selectMulti-selectOpen text
Auto-translates into 100+ languages
Out

How results get out

  • Exports exist in the formats leadership already uses. Heatmaps go to Excel with color codes, reports to PDF, comments to CSV, demographic cuts to batch PDFs; Executive Summary and Advanced deck need an ended survey, and newer exports are beta.
  • A board member can read a report without a license. Guest report access is a read-only link with no sign-in. Anonymity thresholds still apply to everything shown, and guests cannot export anything.
  • The API is directory-only, and that is stated plainly. List, create, update and deactivate employees with one account-level key; it does not expose survey results, there are no customer-facing webhooks, and BI tools work from XLSX and CSV exports.

Security, isolation and the procurement path

Proof

The science is real, and recognized

15drivers in our research-backed engagement framework
10M+employee data points behind the industry benchmarks
4.7/5average rating from HR leaders on G2
G2 High Performer, EnterpriseG2 Momentum LeaderG2 Fastest Implementation
ISO 27001 certifiedSOC 2 Type IIGDPR compliant

Go deeper on our methodology, intelligence, and benchmarks, or start from the People Science overview.

In their words

Hear it from people leaders

Mollie Mock Kaufman, Director of Talent Development & Training at United Bank
CultureMonkey made it easy to automate our employee engagement surveys while still giving us the flexibility to customize them. Their real-time data analysis, combined with insights from the People Science team, helped us uncover key focus areas, align our strategy with industry benchmarks, and strengthen our leadership development efforts.
Mollie Mock KaufmanDirector of Talent Development & Training · United Bank
View case study
Heather Kane, Change Management & Engagement Lead at Robertshaw
QR codes, multilingual support, and open comment analysis helped our managers understand culture deeply and have more meaningful conversations, something that was not possible before.
Heather KaneChange Management & Engagement Lead · Robertshaw
View case study
Elizabeth Egan, Director of Talent Management & Organizational Development at Cerence AI
CultureMonkey is able to translate that accordingly, not just a translation you might get on Google, but one that is actually utilized in each language, understood as the question is intended to be understood. And that is done by the employee choosing the language they would like to take that survey in, which is a really big difference maker.
Elizabeth EganDirector of Talent Management & Organizational Development · Cerence AI
View case study
FAQ

People science and AI, answered

People science, explained

What it is, and how AI and humans divide the work.

What is people science, and how does CultureMonkey use it?
People science is drawn from workplace-engagement research and refined across thousands of surveys, applied to understand what drives engagement at work. CultureMonkey uses it two ways: surveys designed on a research-backed framework of fifteen engagement drivers, and a human People Science team that interprets your results and advises on what to do next.
How does CultureMonkey combine AI and human people science?
The platform runs the listening and the heavy analysis: automation delivers surveys, and AI produces sentiment, themes, and trends. The People Science team then reads that analysis in context and turns it into recommendations, and AskCooper answers questions about your data between cycles. The loop holds whether you run an annual engagement survey or a continuous pulse cadence.
How does the AI analysis work, and can we trust it?
AI summarizes open text, quantifies sentiment, clusters recurring themes, and surfaces retention signals. These are AI-assisted analyses with correctable tags, not automated verdicts, and where editing is enabled an admin can fix any tag the model gets wrong. On an anonymous survey, no role, super admin included, can link a response to a person.

The system

Sync, reminders, and getting results out.

Does CultureMonkey write back to our HRIS?
No. The sync is read-only and one-directional: a scheduled pull from your HR system into CultureMonkey, never a write back. Records match on a stable external ID first, then email, joiners are added, changes updated, and leavers deactivated automatically, with the full connector list documented in the Help Center.
How often does the HRIS sync run?
Twice a week by default, daily where enabled. It is a scheduled pull, not a live feed, and CSV import works before and alongside any connector, so teams without a live integration are never blocked. Lifecycle triggers read the joining and separation dates the sync keeps current.
Is there an API for survey results?
No. The API is directory-only: list, create, update, and deactivate employees with one account-level key. It does not expose survey results, and there are no customer-facing webhooks or BI connector. For Power BI, export XLSX or CSV and load it from there; guest links cover read-only report access.

The team you get

Access, inclusion, and what they deliver.

Do we get access to a dedicated people scientist, and is it included?
It depends on your plan. At 1000+ employees a results deep-dive with the People Science team is included; from 200 to 999 a dedicated Customer Success Manager brings your questions to the team; under 200 you get group onboarding with Customer Success. The tiers are published on the pricing page.
What does the People Science team deliver?
Survey design and driver mapping, driver analysis that shows what moves your engagement score, and tailored reports, a results deep-dive, and a tailored survey strategy. Advanced driver analysis and predictive insights are the People Science Plus add-on. The strategy usually pairs the annual census with a lighter pulse cadence in between.

See the system run on your own data

Connect your HR system, run one cycle, and export the results. Every step of that path is documented in the Help Center.

ISO 27001SOC 2 Type IIGDPR 4.7/5 on G2