Pulse is currently in limited beta
You've communicated the direction.
Pulse tells you whether it got there.
The plan is done. The team is executing. Pulse answers the question your other tools don't ask: do the people responsible for your strategy actually understand it, and do they have the capacity to deliver on it?
ALIGNMENT MAP
DEPARTMENT OVERVIEW
Who Pulse is for
Different missions. The same gap.
Built for leaders who need to know whether their people are actually aligned with the direction. Not just doing their jobs.
Nonprofit Organizations
Executive directors use Pulse to see whether staff understands the mission direction and has the capacity to act on it, before misalignment becomes a retention crisis or a funder conversation they weren't ready for.
See how it works
Business Teams
Chiefs of Staff and CPOs use Pulse to find exactly where the strategy stopped translating, before it shows up in Q4 results nobody can explain.
See how it works
School Leaders
Principals use Pulse to understand whether their teachers actually understand the instructional direction and have the conviction to execute it. Not just the compliance.
See how it worksWhat this is for
You have more data than ever. None of it answers this question.
Plan tracking tools tell you whether the strategy is being executed. Engagement tools tell you how your people feel. Neither tells you whether your team actually understands the direction you're heading and has the capacity to deliver on it.
That is the question that determines whether a strategy lands or drifts. It's the question every leader asks in private when results don't follow effort. And it's the question nobody built a tool to answer.
Until Pulse.
PLAN TRACKING TOOLS
Is the plan moving?
ENGAGEMENT TOOLS
How do people feel?
PULSE
Do the people responsible for executing your plan actually understand it, and do they have the capacity to act on it?
How it works
Three things Pulse does that your other tools don't.
Maps understanding and capacity. Not just activity.
Pulse separates "I understand the direction" from "I have the capacity to deliver on it." That distinction is where strategy actually lives or dies. Your engagement survey doesn't capture it. Your OKR dashboard doesn't either.
Finds exactly where your intent stopped translating.
The all-hands was clear. The plan made sense in the room. Pulse shows you where the message dissolved between your intent and what the team actually carries, and what narrative took its place.
Tracks whether your actions are building alignment over time.
You ran targeted sessions. Changed the messaging. Pulse shows you whether it moved the needle. Quarterly deployments build an organizational memory that outlasts any single leader or planning cycle.
What Pulse surfaces
Not more reporting. Answers to the questions you've already been asking.
Where understanding breaks down
Which teams have a fundamentally different model of what the organization is trying to accomplish. Not different engagement scores. Different mental models.
Where capacity is missing
A team can execute the surface motions with no real grasp of the plan. The gap shows up in results nobody can explain. Pulse finds it before that happens.
Where your communication is landing
Consistent at the top. Pulse shows you where it stayed consistent at the front line, and where it fractured.
Whether your interventions worked
You ran alignment sessions. Changed the messaging. Restructured for clarity. Pulse shows you whether any of it moved the needle. That's organizational intelligence you can actually act on.
Where trust in leadership is fragile
Not surveillance. A signal for better conversations before fragility becomes attrition or open conflict.
How alignment compares across locations
Multi-site networks see exactly which sites are aligned and which need attention. Without anyone having to self-report.
What this looks like in practice
Across verticals. Across team sizes. The same gap.
Nonprofit, 45 staff
The ED thought her team understood the theory of change. Pulse showed that program staff had fundamentally different models of what the organization was trying to accomplish. The strategic plan had been clearly communicated. The clarity had not survived the communication.
Business, 180 employees
The CPO had run an OKR process. Execution was happening. Two departments had quietly lost clarity on the direction and the capacity to deliver on it. It showed up six months later in attrition nobody could explain.
School district, 12 schools
The superintendent had communicated the improvement plan in every all-hands. Principals were aligned. Teachers were not. Pulse identified the exact school where the message had dissolved between the principal and the staff, before it became a performance problem.
These scenarios are illustrative of the patterns Pulse surfaces. Not case studies from named clients.
Why the data is different
Honest data requires honest conditions.
Standard surveys tell you what people think you want to hear. Pulse's trust architecture, built on participatory metric design, individual anonymization, and pattern-level visibility, creates the conditions for responses you can actually act on.
We call it trust architecture because it's not a feature. It's the reason the data Pulse produces is different from what you'd get from a standard tool. Your team answers differently when they know the system protects them.
Read about trust architecture
Tell us what your data isn't telling you.
30 minutes with the founders. We'll ask about your organization, your strategy, and the gap you're trying to close. If it's not a fit, we'll tell you. No pitch deck.
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