“Alex communicates decisions clearly.”
What you learn
3.8A number. No reason, no example.
360 feedback tool: AI interviews instead of surveysStop scoring colleagues. Start asking them.
Colleagues and managers give feedback in a live conversation with an AI, not on a rating scale. Every person gets a report with themes, real examples and next steps.
AI interviewerwith Priya · peer
Live 04:31How does Alex handle disagreement in planning?
Mostly well. But decisions sometimes get reopened a week later.
Follow-upWalk me through the last time that happened. What did it cost the team?
Emerging themesfrom 4 interviews
Sets a clear directionStrength
“Everyone knows why we’re building what we’re building.”
Peers 2 · Reports 2Decisions get reopenedWatch
“We agree on Monday, and it’s back on the table by Friday.”
Peers 2 · ManagerHow it’s different
A common criticism of 360 feedback: scores without reasons. So ask differently.
A 1-to-5 scale tells you how someone scored. It doesn’t tell you why, or what to do about it. A conversation does.
AI interviewsame question
How does Alex communicate decisions?
Clearly in the room. But the reasoning rarely reaches the wider team.
Follow-upWhere does it get lost?
In Slack threads. Two teams built against the old plan last month.
What you learn
The pattern, a real example and what to change.
- How feedback is given
- A real conversation with an AI interviewerRating scales and multiple choice
- Depth
- Follow-up questions that dig for examplesA number, maybe a comment box
- Time to complete
- One natural conversation per personA long form, repeated for every rater
- Report
- Themes, evidence and next stepsAverages and a bar chart
- Anonymity
- Every response anonymized before anyone reads itComments that can be traced to the writer
How it works
From org chart to finished report. Three steps.
A program takes 2–4 weeks, and most of that time is reviewers talking, not your team setting things up.
01 · 2–3 days
Set up the structure
- You send a reviewer map: who reviews whom across peers, reports, managers and other teams.
- We agree on the competency model: yours, or one tailored to your industry.
- You approve the report format before launch.
02 · 2–3 weeks
Everyone talks to the AI
- Each reviewer gets a personal link per person, like “Give feedback on Sarah Chen”.
- A spoken conversation of 5–10 minutes.
- The AI asks questions from your competency model and asks for examples when answers are vague.
03 · up to 2 business days
Reports, generated automatically
- Responses are processed and anonymized.
- Each person gets a report: competency profile, company benchmark, Johari window, growth areas with actions.
- HR gets a company-wide summary.
The report
Not averages and a bar chart. Themes, evidence, next steps.
Each person gets a report built from what colleagues actually said. Quotes carry no names, and every theme shows how many people raised it.
Alex · 360° summaryHead of Product · 7 of 7 interviews · 58 minutes of conversation
- Self
- Manager
- 3 peers
- 2 reports
What works
Sets a clear directionStrength
“Everyone knows why we’re building what we’re building.”
Raised by 5 of 7Credits the team publiclyStrength
“He names who did the work, in the all-hands, every time.”
Raised by 4 of 7What gets in the way
Decisions get reopenedBlind spot
“We agree on Monday, and it’s back on the table by Friday.”
Raised by 4 of 7Reasoning stays in the roomBlind spot
“Two teams built against the old plan last month.”
Raised by 3 of 7Self-view vs others
Delegation
Self
“I hand off whole projects and stay out of the way.”
Others
3 of 5 raters describe this“Takes tasks back when a deadline gets close.”
Suggested focusClose each planning meeting with the decision and its reason written down in one place.
Alex, others’ viewAlex, self-viewCompany average
- Strategic direction4.2
- Team recognition3.9
- Delegation2.8
- Decision follow-through3.0
- Handling conflict3.6
- Communication4.0
Scores come from the conversation: the AI asks at what level a skill shows up, then probes for examples, so every number is comparable and trackable between cycles.
Known to AlexNot known to Alex
Known to othersNot known to others
Open areaSets direction · Credits the team
Alex and colleagues agree these are strengths.
Blind spotDelegation · Decisions reopened
Colleagues see it; Alex rated himself higher.
Hidden areaWants to coach more
Alex mentioned it; colleagues didn’t raise it.
UnknownCrisis leadership
No evidence yet from either side.
Want to walk through full sample reports and see how a reviewer conversation runs?
Book a demoWho sees what
Feedback that is useful at every level.
A private report
Strengths, growth areas and concrete next steps, in colleagues’ own words.
The same report
So the next coaching conversation starts from evidence, not impressions.
A company-wide summary
Patterns across teams that show where development budget will make a difference.
Anonymity
Honest because it’s confidential.
Names and identifying details are removed, similar comments are grouped to protect confidentiality, and original recordings are deleted after processing.
- Conversation recorded
- Transcribed
- Names and identifying details removed
- Similar comments merged
- Original recording deleted
What the reviewer said
“In last Tuesday’s call with Northwind, I watched Alex agree to the scope, and Jonas and I rebuilt it again on Friday.”
What the report shows
“In a client call, Alex agreed to the scope, and it was reopened later that week.”
A peer · similar point raised by 3 of 7Pricing
How much does 360 feedback cost?
One flat price per assessment cycle covers setup, the competency model and every reviewer conversation. No per-seat license.
360 program
Per assessment cycle€2,000total · base package
Base package covers up to 10 people. Each additional person: €170.
Book a demo- Up to 15 reviewers per person assessed
- Reviewer map and timeline agreed before launch
- Competency model: yours, or adapted to the interview format
- Individual report per person: competency profile, benchmark, Johari window, recommendations
- Company-wide summary report
Recurring or 100+ people
EnterpriseCustomvolume pricing
Run 360 every cycle across the company, or combine it with AI roleplay for the growth areas the reports reveal.
Talk to sales- Everything in the 360 program, plus
- Cycle-over-cycle progress tracking
- Development plans linked to AI roleplay scenarios
- SSO, EU or US hosting, DPA
- Dedicated program manager
Prices exclude VAT and applicable taxes
FAQ
What HR teams ask us. Answered plainly.
What is 360° feedback?
A review method that gathers input from peers, direct reports, managers and sometimes other teams, so a person sees a fuller picture of how they work than a single manager’s view.
How is an AI-interview 360 different from a survey 360?
Reviewers have a spoken conversation instead of rating a scale. The AI asks follow-up questions and requests real examples, so the report explains why, not just how much.
What does a 360 measure?
Behavioral and managerial competencies and real-world effectiveness, such as decision-making, communication and handling difficult situations. It does not test technical knowledge.
How does a conversation become a score?
The AI asks at what level a competency shows up, then probes for specific examples. If a reviewer gives a rating, the AI asks why it is not higher, or for an example. The result is a comparable, trackable score per competency.
Is the feedback anonymous?
Yes. Names and identifying details are removed, similar comments are grouped to protect confidentiality, and original recordings are deleted after processing.
What is in the individual report?
A scored profile for every competency, a comparison with the company average, a Johari window, and actionable recommendations for each growth area.
Who receives the final report?
The person reviewed and their manager. Reports can be sent automatically when collection closes or handed to HR first. A company-wide summary is also produced.
How long is one conversation?
Usually under 10 minutes, depending on the competency model and how much the reviewer wants to share.
How fast can we launch?
Typically 2–4 weeks end to end: 2–3 days for setup, 2–3 weeks for conversations, and up to 2 business days for reports.
Can we use our own competency model?
Yes. Upload an existing model or start from a ready-made set for your industry and company stage.
Is this only for managers?
No. The same process works at any level, because reviewer lists and competency models are set per program.
See a sample AI 360 report. Before your next review cycle.
Book a short demo to hear how a reviewer conversation runs and walk through sample report variants.