Lifecycle moments
- Onboarding feedbackHow new hires’ first 90 days are really going
- Stay interviewsWhy top talent stays, and what could pull them away
- Exit interviewsThe candid reasons people leave
Employee listening that actually listens.
The depth of a conversation. The scale of a survey.
Thinkline’s AI holds real conversations with every employee, asks the follow-up a survey never could, and turns thousands of answers into themes you can act on.
Thinkline’s AI holds real conversations with your users, members, customers, or partners, and turns thousands of answers into insight your product and business teams can act on.
Thinkline
What's one thing that made your work harder this quarter?
Employee
Honestly, the handoff between teams. Things get lost and I end up chasing people down.
Thinkline
Can you walk me through the last time that happened?
Employee
A customer escalation sat in two queues for three days before anyone owned it.
ThemeCross-team handoffs·214 of 1,280 conversations
Thinkline
You've used the new reporting feature for a month. Where does it slow you down?
User
Exporting. I still rebuild the charts in a spreadsheet.
Thinkline
What do you need the export for?
User
Our Monday leadership deck. It takes me an hour every week.
InsightExport to slides·187 users
The problem
Everyone runs employee surveys. Few know what to act on.
Ratings tell you something is wrong. Not why.
90%
of organizations run formal employee surveys
But only
19%
of CHROs say their organizations effectively act on the results
33%
of employees believe their feedback will be acted on
Source: Gartner
A rating
tells you something is wrong, but not what to fix
One line
is all most open-text boxes ever get
A few voices
end up speaking for every user, customer and partner
The solution
Thinkline conversations reveal the why, so you know exactly what to do next.
With surveys alone
The organization supports my career growth
3.9
12345
5
4
3
2
1
A score and a distribution. No reasons, no next step.
With Thinkline conversations
Do you feel supported in your career growth?
Employees described unclear promotion criteria and few visible internal moves.
“Nobody has ever laid out what it takes to get promoted here.”
Finance, New York
Career topics come up at annual review time, if at all.
“My one-on-ones are all about this week’s deadlines.”
Operations, Chicago
How it works
From a question to a clear answer, in three steps.
01Build
Design a study in minutes.
Describe what you want to learn in plain language. Thinkline drafts the objectives and conversation guide, with follow-up guidance that tells the AI how to dig deeper. You refine it before anyone is invited.
- 50+ languages and hundreds of voices
- Anonymous, confidential or identified
I want a short pulse with store managers on how prepared they feel for the new scheduling system: training, tools, and support from regional leads.
I want short check-ins with our reseller partners on what slows down deals: pricing approvals, the partner portal, and who they call for help.
Got it. I’ve set this up around readiness, tools and support. Want to tweak anything, or move on to the guide?
Got it. I’ve set this up around approvals, the portal and support. Want to tweak anything, or move on to the guide?
drafted 5 objectivesset the title
Brief›Objectives›Guide
1Readiness for the rolloutThe deal experience
When the new schedule went live, where did you feel least prepared, if anywhere?
Think about the last deal that took longer than expected. Where did it get stuck?
Find the specific moment and what was missing. Ask for a recent example, but don’t press for names.
Find the exact step and its effect on the customer. Ask for a recent example.
Follow-upsIf answer is thin
Voice + textEnglish · EspañolConfidentialYour branding
02Converse
A conversation, not a form.
Employees open a link and talk with an AI that listens, follows up, and wraps up in a few minutes.
Participants open a link and talk with an AI that listens, follows up, and wraps up in a few minutes.
- Voice or text
- Any device, nothing to install
- Your logo, colors and branding
meridianScheduling rollout pulsePartner deal check-in
Listening…
VoiceText
When the new schedule went live, where did you feel least prepared?
Think about the last deal that took longer than expected. Where did it get stuck?
Honestly the shift-swap rules. Nobody trained us on the exceptions.
Pricing approval. It sat there for three days on a standard discount.
Can you tell me about the last time an exception came up?
What happened with the customer while you waited?
meridian
VoiceText
Can you tell me about the last time an exception came up?
What happened with the customer while you waited?
Last Tuesday. Two people swapped and the system blocked it.
They called twice. I almost lost the deal.
Type your answer…
03Act
Insights built for action.
Every conversation rolls up into findings your leaders can use the same week.
- Thematic analysis
- Executive reporting
- Chat with your conversations
Do you feel supported in your career growth?
Employees described unclear promotion criteria and few visible internal moves.
“Nobody has ever laid out what it takes to get promoted here.”
Finance, New York
Career topics come up at annual review time, if at all.
“My one-on-ones are all about this week’s deadlines.”
Operations, Chicago
Q3 Employee ConversationsCareer Experience
Summary
Across 1,240 conversations, a majority of employees (55%) feel the organization supports their career growth. Two gaps stand out: unclear promotion criteria and internal mobility (19%), and inconsistent career conversations with managers (10%).
Recommended actions
Publish role-level promotion criteria by Q1, and introduce a quarterly career check-in for every manager, starting with Finance and Operations where the gap is largest.
Which teams feel least supported in their career growth, and why?
Finance and Operations report the lowest support. Employees cite unclear promotion criteria and infrequent manager check-ins.
Based on 312 conversations · 24 quotesAnalysis at scale
Turn qualitative feedback into quantitative insight.
Every conversation becomes something you can measure. A multi-agent research team handles the hard part, from sentiment and themes to translation and compliance, so you can size what people say, not just read it.
Qualitative 1,280 conversations · 64 hours
Qualitative 640 conversations · 32 hours
Multi-agent research team
- Sentiment agent
- Theming agent
- Translation agent
- Compliance agent
Quantitative every answer, mapped and measured
Traceable
Every insight links back to the quotes behind it.
Built for scale
Works at 50 conversations or thousands.
Compliant by default
Identifying details are flagged and removed.
Use cases
Start with one program. Grow into a deep understanding of your workforce.
Start with one study. Grow into hearing everyone your business depends on.
Growth & development
- Career experienceHow people see their growth path and mobility
- Learning needsWhat skills people want to build
- Manager feedbackHow managers support their teams, in their reports’ words
Engagement & wellbeing
- Engagement follow-upsThe “why” behind the scores
- Burnout check-insWorkload, sustainability and early warning signs
- Belonging & inclusionWhether people feel heard, valued and part of the team
Change & transformation
- AI adoption pulseWhere the ideas and blockers are
- Reorg & strategy rolloutsWhat’s landing, and what’s not
- Operations feedbackWhat helps or slows the work, from the people doing it
Product users
- Feature feedbackHow new features land in real workflows
- Onboarding experienceWhere new users get stuck, and why
- Churn interviewsWhy users stop, in their own words
Partners & networks
- Reseller & distributor experienceWhat helps partners sell, and what gets in the way
- Channel feedbackHow resellers and distributors see the relationship
- Program launchesHow a new partner program is landing
Customers
- Account check-insWhat’s working, before renewal comes up
- Win/loss interviewsWhy deals were won or lost, from the buyer
- Rating follow-upsThe “why” behind the score
Custom studies
- Concept testingTest ideas with the people you want to reach
- Stakeholder interviewsStructured conversations, at scale
Lead the next generation of listening.
We are building Thinkline with a founding group of enterprise HR, Employee Listening, People Analytics, AI Transformation, and Experience Research leaders. They work directly with our team and help shape what we build next.
Set up a call, or write to us directly.
hello@thinkline.coBacked by
Scout Fund
+ builders of
FAQ
Questions we hear most.
How is this different from a survey?
A survey collects a score and, at best, a line of text. Thinkline’s AI holds a short conversation, asks follow-up questions based on each answer, and gets to the “why.” Those answers are rolled up into themes across every conversation.
Does this replace traditional surveys?
It doesn’t have to. Surveys are good for identifying where there are challenges. Thinkline adds what they miss: the “why” behind them. Teams use it to follow up on survey results, or for moments where a survey falls short, like onboarding, exits or a major change.
What do participants need to do?
Open a link, talk or type. The conversation runs in the browser on any phone or computer, with nothing to install.
Do participants feel comfortable talking to AI?
Yes. 91% of people who start a conversation finish it, and most find it easier than they expect. There’s no one to impress and no one judging, they can talk or type, and they can take their time. People are told up front that they’re speaking with an AI and how their answers will be used.
How is confidentiality protected?
Employees are told up front how their responses will be used and asked not to share identifying details. Results are only reported for groups above a minimum number of respondents, and conversation audio is never shared with the organization.
Do we need IT or integrations to get started?
No. You can run Thinkline without system integrations or IT setup.
Can we start small?
Yes. A pilot study can start with as few as 50 conversations, then grow into an ongoing program.
How do you handle security?
Security is built into how we handle every conversation. Contact us for details on our enterprise security program.