Is your team flying — or quietly burning out? What they say vs what they think. Actions vs feelings. Managers as multipliers of good and bad. tru.place turns silence into signal.
Most organizations measure how their people feel once a year — long after the decisions to leave have been made.
The enterprise tools that try to fix this — Culture Amp, Glint, Leapsome — cost €8–12 / $8–12 per person per month, take six months to roll out, and produce dashboards that HR reads and the board ignores.
Below that, in the 50–500 person market globally, nothing serious exists. No real-time behavioral signal. No predictive model. No translation into financial risk. No way to know what your people aren't saying out loud — until the resignation letter arrives.
Your best engineer is having a conversation with a recruiter right now. Annual surveys won't tell you. eNPS won't tell you. Their manager won't tell you. They won't tell you either — until they hand in the notice.
Not opinions. Behaviors. Did you speak up? Did you ask for help? Did you decide your own approach? Six questions, rotating daily, scored over weeks. The signal is honest because the question is concrete.
When safety drops, behavior follows a sequence that repeats across teams, sectors, and countries. Initiative stalls, the authenticity gap widens, learning shuts down. Burnout and flight risk materialize last. tru.place learns the signature from completed cascades and runs the pattern backwards in real time.
The predictive model is trained on real outcomes — exits, burnout leave, internal escalations — and runs the pattern backwards in real time. By Week 2, alerts fire. By Week 4, the manager has three ranked actions and a 4-week projection under three echo scenarios.
Email surveys get 20% open rates and zero honesty. We deliver on the channel each person chooses — WhatsApp, Slack, MS Teams, Telegram or email — at 8:30 in the morning, one behavioral question, three taps, done. No new apps to install. No friction.
Below 5 people on a team, no data is shown. Ever. Your manager sees team patterns. Never your individual answers. Never. Phone numbers hashed before storage — we can't reverse it. Neither can anyone else. GDPR Article 25 · Privacy by Design · Built in Europe · Data stored in your region.
tru.place speaks to four people in four languages. Same product. Same data. Different words for different audiences. People think things they never say. Managers know things they can't prove. Boards decide on incomplete information. tru.place closes the gap.
What you signal never reaches your manager with your name attached. Below 5 people on a team — no data shown. Ever. Your honesty makes your workplace better. That's the only reason we exist.
SIGNAL™ gives you the pattern, the cause, and the one action that changes the trajectory — this week. Not generic advice. Not a dashboard to read. A surgical diagnosis you can act on tomorrow morning.
Your team SIGNAL is 58. Industry benchmark: 74. 3 flight-risk profiles. Cost of inaction: $2.1M. tru.place gives you the number. The seat at the table that people never get is now in the room with you.
"People think things they never say.
Managers know things they can't prove.
Boards decide on incomplete information.
tru.place is the seat at the table that your people never get."
SIGNAL Echo™ is the layer that closes the loop. Managers act. The system logs. Collaborators see something changed because of signals like theirs. Trust compounds. The signal stays honest. Without Echo, the flywheel stops.
Collaborator answers daily check-in. System aggregates patterns at the team level — never individuals.
Manager receives the alert and three ranked actions. Picks one. Opens a 1:1. Shifts a protocol.
Action is logged — by the manager in one click, by calendar (1:1 detected), or by collaborator confirmation.
Collaborator is told: "Your team's signal led to X." Never reveals individuals. Trust compounds. Honesty deepens.
Every other tool tells you what is wrong. SIGNAL™ Diagnose tells you why, who caused it, what to do, and what happens if you don't. 24 diagnostic patterns across 4 clusters. Triangulated from a minimum of 3 independent behavioral signals before any diagnosis fires.
Your team is hiding mistakes. Not because they make more — because they've learned that surfacing errors has consequences here.
Leader behaviour in failure situations. How errors are discussed (or not) in team settings — specifically since the Sprint 8 failure three weeks ago.
In your next team meeting, open with: "What's something that didn't go as planned, and what did we learn?" Say it first. About yourself.
Edmondson 1999: best teams report MORE errors, not fewer. Bandura: team mirrors leader's response. Weiner: blame = external attribution.
Without the Equity layer, injustice is invisible. We measure score by gender, ethnicity, LGBTQ+ identity, neurodivergence, seniority — minimum 5 per group, shown only to HR and Board.
An overall score of 68 looks fine on the dashboard. It hides the fact that some groups feel safe to speak and others don't. Voice gets unevenly distributed. Recognition gets unevenly attributed. The average looks healthy. The structure isn't.
SIGNAL™ Equity audits every node by demographic group. When the gap crosses 15 points, Pattern D1 (Voice Inequality) fires and the case is escalated to HR — not the manager.
The EU DEI Reporting Directive — and equivalent local regulations — will require organizations to evidence equity in psychological safety. tru.place already has your audit trail.
Boards don't act on engagement scores. They act on financial exposure. Move the sliders. tru.place translates SIGNAL into the language the CFO already speaks — turnover, productivity, absenteeism — using methodology from SHRM, McKinsey, Gallup, and Google Project Aristotle.
SIGNAL™ doesn't invent the science. It synthesizes 11 peer-reviewed frameworks into a behavioral measurement instrument. Two pillars carry it.
"The best teams don't make fewer mistakes — they report more of them."
"Who is on a team matters less than how they interact."
"Psychological safety is the single biggest differentiator between teams that perform and teams that don't."
These authors didn't invent the foundations of SIGNAL™. They translate them — into language that today's managers, founders and readers actually meet.
"Think Again" · "Give and Take"
"Vulnerability is the birthplace of innovation."
"Some leaders make everyone smarter. Others drain intelligence."
"Multipliers get 2× the intelligence from their people."
"Thinking, Fast and Slow" — anchoring · loss aversion · System 2.
After 50,000+ users and three years across 30+ countries, tru.place will know what patterns precede exits in PT vs BR vs US vs SG. Which interventions work in which cultural contexts. How psychological safety differs across industries and geographies. The most complete dataset of PS behavioral signals in existence — built by the people who use it. Every new user makes it more accurate. Every new country adds cultural context.
"That model is impossible to replicate without time. Time only comes with users. Users only come from being right."
Privacy is not a feature we layered on. It's the architecture. GDPR Article 25 by design, EU-stored, phone numbers hashed on ingestion. Below five people per team, the dashboard shows nothing at all.
"You can be honest because the people who could punish you for it will never know it was you."
Visibility is encoded into the schema. Every query is bounded by the role of the requester. No view, no API, no admin tool can route around it.
Policy is a promise. Architecture is a constraint. If a query can't return individual data, no leak, no misconfiguration, and no bad-actor admin can produce it. That's the bar.
One plan for individuals. One plan for companies. No tier confusion. No upsell traps. Volume discounts on Enterprise scale with team size — but never below the Individual price.
All plans: below 5 people on a team — no data shown. Ever. · Currency adapts to your location.
The more teams signal honestly, the sharper your benchmark becomes. Your industry. Your country. Your moment in time. Not just data about your team — context that makes it mean something.
The benchmark sharpens with every team.
Today — you see how your team compares to companies like yours.
Month 6 — you see your industry benchmark. Where your sector stands. What's normal. What's a warning sign.
Year 2 — you see how psychological safety in your industry differs from the global average. Which patterns are universal. Which are specific to your context.
You're not just measuring your team. You're contributing to the most complete people intelligence dataset ever built.
tru.place is in pre-launch. First 50 companies → 3 months free + personal onboarding from the founder, plus a permanent founder-tier price on the Growth plan. No card. No annual contract. Reply STOP to leave anytime.