You own the people programs, but probably not a people ops team. Engagement scores, eNPS, review cycles, and participation rates all land on your desk, and every tool that promises to help seems to come with enterprise pricing and a rollout project. FeedbackPulse gives HR and people leads the whole program in one lightweight platform: engagement surveys, eNPS with industry benchmarks, and review cycles that managers actually complete.
Credible programs, without the admin week
A people program only works if it survives contact with a busy quarter. That means the cadence has to run itself, the results have to be trustworthy, and the reporting has to be ready when leadership asks how the team is doing.
Heavy platforms solve this with modules and consultants. FeedbackPulse solves it with defaults: ready-made survey templates, automated scheduling and reminders, and anonymity rules that keep the data honest.
What HR and people leads get
Engagement and eNPS programs that run on schedule
Engagement surveys cover pulse check-ins, eNPS, onboarding, and exit feedback with editable templates. Set the cadence once, and automated reminders chase the responses so you don't have to.
Benchmarks that give your scores meaning
An eNPS of +20 means nothing to a board until you can say what normal looks like. FeedbackPulse ships eNPS benchmarks so you can put your score next to your industry and answer the "is that good?" question with data.
Honest input you can defend
Anonymous surveys protect respondents with a minimum-response threshold: results stay hidden until at least 3 people answer. When a manager challenges a low score, you can explain exactly why the data deserves trust.
A path from listening to action
When it's time to move from measuring sentiment to developing people, performance reviews and 360 feedback run in the same platform, so your engagement data and your review cycles finally live in one place.
A rollout you can run in week one
- Pick a template: pulse, eNPS, or a full engagement survey.
- Set the cadence and let scheduling and reminders run automatically.
- Review the trend view and the eNPS heatmap by department.
- Share one insight and one action with leadership and managers.
- Add review cycles when the listening rhythm is established.
No consultants, no implementation phase, no procurement cycle. Teams launch their first survey the same day they sign up. See how other teams run it in our customer stories.
Honest scope, on purpose
FeedbackPulse is built for growing companies, roughly 10 to 200 people. It is not an HR system of record, and it doesn't try to be a compliance suite. If your organization needs payroll, benefits administration, or a multi-week vendor security review before any pilot, pair a dedicated HRIS with FeedbackPulse or choose an enterprise platform. For everyone else, that focus is exactly why the program stays light enough to keep running.
Frequently asked questions
How is FeedbackPulse different from enterprise platforms like Culture Amp?
FeedbackPulse covers the core people programs, engagement, pulse, eNPS, and reviews, without enterprise pricing or a multi-week rollout. If your organization needs deep people-science consulting or a long vendor security review before a pilot can start, an enterprise suite fits better. For growing companies, we keep the program credible and light. Compare plans on the pricing page.
Can I show results to leadership without building decks?
Yes. Results come with trend views over time and an eNPS heatmap by department, and you can share report links or export the data when leadership wants the detail.
How do you keep responses honest?
Surveys can run anonymously, and results stay hidden until at least 3 people respond, so nobody can be singled out even on small teams. That threshold is what makes the scores worth defending in a leadership meeting.
What does it cost to start?
The free plan covers up to 10 people and 5 active or scheduled surveys, with no credit card required. Many HR leads pilot with one team on the free plan, then move to Pro when they roll the program out company-wide.
Run a people program leadership takes seriously
Start with one survey this week, benchmark the result, and show a trend by next month. Start free or book a demo to plan a company-wide rollout.