What is your team's behaviour actually costing you?
Private, AI-led conversations that turn burnout, expectation gaps and disengagement into a number, in real money and momentum.
Krish is the private AI agent behind the platform. It reads nine culture dimensions the way an experienced coach would in real time and closes gracefully when you're done, so being measured feels like talking to a coach, never filling in a survey.
Behaviours don't stay soft. We turn them into a number.
Disengagement, burnout and broken expectations rarely show up in a report, until someone quits or output quietly slips. We surface each one early, in rupees, so you can act before it compounds.
Disengagement
of a team's salary quietly lost in output when people check out.
Burnout
gone to the days people miss, and the good ones who walk.
Broken expectations
the widest gap between promise and reality, and the clearest sign of who leaves next.
Add them up across a real headcount and the total stops being soft. It becomes a figure a leader can put on the table and do something about.
A 250-person org at ₹12L average salary carries a ₹30 Cr payroll base. When even one of these patterns sits in the red, the exposure is measured in crores. Your figure is built from your own headcount, salaries and conversations, never a template.
Research-informed and aligned with international standards.
Framed as exposure, never a realised loss.
Put one team through a pulse and watch the number appear.
Private conversations, a rupee exposure figure calibrated to your headcount and salaries, and the first move to close it. About two weeks.
A real conversation with a coach that reads everything happening across your teams.
The moment a conversation feels like a survey, people stop being honest. Krish has a genuine conversation with each person, reading signal across nine dimensions the way an experienced coach would.
What you say stays with you. Not your manager, not HR, not leadership, not even VMS CultureLabs. HR only ever sees team-level numbers with a minimum of seven responses. That promise is why people are honest.
Directly anchored questions on the four dimensions that move the money.
Signal read honestly from the surrounding conversation.
Nine dimensions. Four are anchored in every conversation.
The four anchored dimensions carry the bulk of the score, because the research on their financial impact is overwhelming. The lighter five enrich the picture without forcing a survey question.
Every finding comes with a 30 / 60 / 90 plan.
A leader can hand it straight to their HR business partner. Every action ties to a measurable signal on the team.
Stabilise the worst signal
The rule engine maps your worst one or two dimensions to a research-anchored protocol. Maslach burnout protocols for exhaustion, Edmondson psychological-safety drills for silence.
Close the expectation gaps
Bauer onboarding structures for tenure-driven expectation gaps, plus manager prompts targeted at the specific finding, not generic training.
Re-measure and prove the lift
A fresh pulse re-scores the same dimensions, so the exposure you moved shows up as recovered rupees, not a claim.
See it on your own teams.
One team, one pulse period. Private conversations, an exposure number, and the first move, in about two weeks.