Short answers for rollout, pricing, and planning.

It is built for HR Admins, HR Partners, and team leads who want a structured calibration flow instead of disconnected spreadsheets and documents.

The platform is especially useful when teams need a shared view of performance, potential, values, and retention risk.

A team can start quickly once organizations, teams, and employees are loaded.

The guided form and built-in explanations reduce the training overhead for leads during rollout.

Pricing is annual and based on employee count, with a fixed annual minimum.

The pricing calculator shows the current list price per employee and the minimum annual spend.

Yes. Trial workspaces can add a small number of employees before billing is required.

That gives teams enough room to validate setup and flow before they subscribe.

HR Admins manage setup, including core values and optional feature toggles such as succession planning and action tracking.

That keeps the core product stable while giving HR control over rollout scope.

Team leads are expected to complete the succession section either by naming successors for the role or by marking that no internal successor is identified right now.

The goal is visibility into bench strength and emerging role gaps, not forcing a promotion decision.

The recommended horizon is up to three years.

That keeps the conversation practical and focused on real development planning instead of distant hypotheticals.

That is valid. Mark the gap explicitly so it shows up in reporting and can be discussed during calibration.

A visible gap is better than implied coverage that does not really exist.