Your biggest people decisions.Built on evidence, not opinion.
At every point of the employee lifecycle, not once a year.
Pulse360 captures observations from the people who see the work, structures them against your criteria, and turns them into reviewed insight and clear next steps for the person, their manager and HR. You still make the call.
- Observed behaviour
- Structured evidence
- Reviewed insight
- Clear action
- 7 practical use cases
- ≈10 HR hours returned per person
- Human-reviewed outputs
Pick the decision you're facing.
See who contributes, what it's measured against, and what you walk away with.
Strong today ≠ ready for the next role.
Self · Manager · Peers · Team
Behaviours expected at the next level
- Person
- What to strengthen for the next role.
- Manager
- Whether the move is viable, and what support it would require.
- HR
- A consistent readiness and succession view.
Pulse360 analyses · HR reviews · You decide
360 feedback works. The manual operating model does not scale.
Three constraints block wider use: time, analysis capacity and cost.
Questionnaire design, reminders and report preparation stretch the process. By the time action starts, the context may have moved on.
Each report requires careful comparison across ratings, comments and patterns. Beyond this point, the analysts in our interviews struggled to hold quality steady.
External delivery can work well, but every additional cycle adds cost, waiting time and dependency on the provider.
Based on interviews with 11 talent leaders across 8 organisations.
Pulse360 cuts the time and the cost without giving up quality or control: AI does the heaviest part of the analysis, HR reviews it and stays in charge.
Which people decision is on your desk?
Most companies use 360 feedback for one thing: annual development. That is its narrowest use. The same engine puts evidence behind seven of the decisions HR is actually asked to make, changing who contributes, what they are measured against and what each audience gets back.
A calibration meeting, one manager's read, and a judgement call on whether they are ready.
Self · Manager · Peers · Team
Structured against: Behaviours expected at the next level
What to strengthen for the next role.
Whether the move is viable, and what support it would require.
A consistent readiness and succession view.
Rater-specific effects accounted for more than half of the variance in performance ratings: 62% in one dataset.
Their own manager's impression after six months. The team is never asked.
Self · Their team (3+) · Manager optional
Structured against: What the first months of people leadership require
How the team experiences them, and what to try now.
A short read, focused on coaching.
How the step into people leadership is going.
More than a third of leaders describe their transition into the role as overwhelming or very stressful.
A label on a talent grid, with no plan attached to it.
Self · Manager · Peers · Team
Structured against: The two or three behaviours that would move the needle
Where they are now, the target behaviour, the next step.
Written coaching openers for a one-to-one.
Where the development budget does the most work.
High-potential talent is 3.7× more likely to plan to leave within a year when managers do not regularly provide growth and development opportunities.
Whether their manager feels it has gone well.
Self · Manager · 3+ colleagues who worked with them
Structured against: What the role was said to require at hire
What was observed, and what would close the gap.
Whether to confirm, and on what basis.
A record of what was assessed, and against which standard.
Common selection methods predict future job performance imperfectly, and earlier validity estimates were often overstated.
The new structure is announced, and you find out afterwards who could lead it.
Self · Manager · Peers · Team, for each manager involved
Structured against: What it takes to lead through ambiguity
Where they are solid, and where they need help.
What to coach before the change lands.
The same criteria applied to every manager.
Less than a quarter of organisational redesign efforts succeed. 44% run out of steam after getting under way, and a third fail to meet objectives or improve performance after implementation.
Last year's review, written about a role that no longer exists.
Self · New manager · New peers · Team
Structured against: The expectations of the role they hold now
How the new role is going, in its own terms.
A basis for building the team, not inherited notes.
For each person, a read against today's role.
Only 42% of organisations say their job architecture fully meets business needs. Only 12% evaluate its effectiveness on an ongoing basis.
A difficult conversation with no shared record of what was expected.
Self · Manager (a 180). Colleagues are not used.
Structured against: Observable expectations of the role
Exactly what is being asked, and by when.
Defined behaviours to review deliberately.
What was observed, against which standard.
Built to support improvement. Not to build a dismissal. Observable behaviours. Human decision.
External research on the context of these decisions. Pulse360's own numbers come from our pilots.
One evidence standard. Four practical benefits.
Brings the relevant perspectives, and your own explicit criteria, into the people decisions that matter.
Supports more people without adding administrative load or external spend in the same proportion.
Gives the person, their manager and HR the information and the next steps each of them needs.
Pulse360 structures and analyses the evidence. HR reviews the output and remains responsible for the decision.
Pulse360 changes the operating model.
Six steps, one controlled workflow. Pulse360 handles the heavy work; HR reviews wherever judgement matters.
Select a step to preview it.
Run the conversation
Role-based insight and clear next steps, not a static report.
The output
One evidence base. Four views. Clear action.
Pulse360 turns ratings, comments and patterns into a reviewed evidence base and tailored views for the person, their manager and HR. Each view shows what that audience needs to understand and do next.
Evidence strength shows how much consistent, specific feedback supports an insight, not how certain the conclusion is. Pulse360 supports decisions; people make them.
More useful outputs, plus around 10 HR hours returned per person.
How much HR time could you get back?
Enter how many people you expect to support across Pulse360 use cases. From design-partner observation, HR effort fell from about 12 to 2 hours per person.
Design-partner observation
Your HR time back
Actual results depend on programme design and the customer's current process.
Run a pilot
Test Pulse360 on one real people decision.
Choose one of the seven decisions. We configure it with your framework, run it with a defined group, and review the result together.
The 12-to-2-hour figures come from interviews and process analysis with 11 talent managers across 8 organisations.
- 1
Choose the decision
We agree which decision the pilot supports, and what a good result looks like for you.
- 2
Configure the framework and contributors
We set up your competency framework, the questionnaire and the people who should contribute.
- 3
Run the case
2–8 weeksYou run it with real people in your own organisation.
- 4
Review the evidence and outputs
We look at the evidence, the outputs, what to improve and where it goes from here.
No licence fee during the pilot. You provide a real use case, a small project team and structured feedback. We start with an exploratory call to confirm whether there is a good fit.
Because the data is sensitive
Trust, privacy and human control
EU-hosted application and database
- People remain responsible for every decision.
- HR reviews AI-supported outputs before they are used.
- Customer data is isolated from other customers.
- Company context is used only for that customer.
- Model provider, processing region and retention terms are documented before launch.
Bring us one real people decision.
In thirty minutes we work out how to configure it with your criteria, the right people to involve, and the output you would actually use. Not a generic demo.
What you get:
Map one real people decision
Define the contributors, criteria and outputs
See how Pulse360 would work with your framework
Leave with a concrete next step
Prefer email? ···
Pulse360 is the first live product in Pulse Suite. It uses the same shared customer context and product architecture being extended across the wider suite.