Short answer: Jennifer Dulski says leaders get anonymized, rolled-up insights on what people practice, plus session ratings averaging 8.5 out of 10. Individuals are never visible, and guardrails stop RT from helping with hiring, firing or rating decisions.
Watch this answer from Episode 52 (starts at 14:51) · Episode 52 notes and transcript
From Episode 52: She Sold Her First AI Company to Google in 2009. Now She Is Fixing How Teams Work., starting at 14:51.
Jordan Metzner [14:51]: Okay. We talked a little bit about kind of like what the customer view is, not the customer, but like the worker or teammate view. What is the executive team kind of able to yield from the tool?
Jennifer Dulski [15:01]: We are about to publish a piece called The Engagement Survey is Dying, and Here's What's Replacing It. Because, engagement surveys, while they are valuable, they are so infrequent, maybe once or twice a year. And by the time you get the data back, it is unclear whether it's even relevant anymore because it took a couple months to analyze it and nobody knows what to do to action it. And so instead what happens is when you give people a tool like RT, you know in real time what they are working on. So we can look at usage and satisfaction. We can also look at all the insights. So these are real insights, sample insights coming from big enterprise customers of ours. They're practicing things like, promotion denial or underperformance or, at financial institutions, it's like the stress of prepping for your licensing exams. All that is going in a rolled up, anonymized way to HR folks and the leaders at these big organizations. And the other thing that's happening is they can tell how people feel about it.
Jennifer Dulski [16:05]: At the end of every session with RT and also every Teams session, we give a little survey that is a one out of 10 survey. We have an average of eight and a half and a median of nine across all our customers, and people are just saying things like, it's like you really know me. It's so easy to implement. It's different than what I would get if I typed into a general LLM, and so the team that is buying this and making sure it's working is also getting regular feedback.
Jordan Metzner [16:32]: The information is confidential. The attraction of that information becomes relevant to executives. So you're saying how many people are talking about asking about a raise, but you don't see Sally as asking about it.
Jennifer Dulski [16:44]: Exactly. A 100%. You would never see Sally. We can also slice it by things like level or location or function to get that those insights at a deeper level, but it will never be even at the team level. It would be much broader than that. And the other thing is privacy, and I'm sure this comes up in your news talks all the time, but the privacy elements are so important. So we start with a set of guardrails built into RT around things like protecting the EU AI Act. So RT will never help you make a firing, hiring, rating decision, as an example, and then each company can set their own stricter guardrails. So, when we have financial services companies, they have a whole set of stricter guardrails where RT will direct you back to your HR if you go into a direction you shouldn't.
Jordan Metzner [17:33]: That's great. Well, this was an awesome presentation, Jen. I think we should jump into the news.
