Integrations
You don't need to replace your stack.
You need to fill the gap your stack leaves.
Lattice tracks engagement. Asana tracks tasks. Workday tracks your people data. None of them measure whether the people responsible for your plan actually understand it and have the capacity to execute it. Pulse fills that specific gap alongside the tools you already rely on.
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What your current tools measure and what they miss
Each tool solves a real problem. None of them solve this one.
OKR frameworks answer: is the work getting done? Engagement surveys answer: how do people feel about working here? HRIS systems answer: what are the HR signals in my workforce? These are all real questions worth tracking.
None of them answer: do the people responsible for executing my plan actually understand it, and do they have the capacity to act on it? That question sits in the gap between strategy and execution. It's the gap Pulse was built for.
Pulse imports context from the tools you use, fills the gap they leave, and exports insights that make everything else more actionable.
How Pulse connects to your stack
Alongside the tools you already have, not instead of them.
OKR and planning frameworks.
Pulse imports your strategic plan context from where it lives today. Your OKRs, annual priorities, and department goals provide the frame. Pulse measures understanding and capacity against that frame.
Engagement survey data.
Pulse is not a replacement for engagement surveys. It answers a different question. The two data sources are complementary. Engagement data tells you how people feel. Pulse data tells you whether they're aligned to the plan.
HRIS and people data systems.
Department structure, role hierarchy, and team membership pulled from your HRIS mean Pulse deployments reach the right people with the right questions. No manual roster management.
Reporting and board presentation export.
Pulse outputs are formatted for the conversations you're already having. Board decks, leadership team reviews, funder reports. The data flows into the formats your stakeholders already expect.
In practice
Adding Pulse to your planning cycle without disrupting it.
Connect your plan context.
Pulse imports strategic priorities from your planning tools or from a simple structured intake. No migration required. Pulse reads your plan in the format it already exists.
Pull roster and structure from your HRIS.
Team membership, department structure, and role hierarchy come from your existing people systems. Pulse uses that structure to route the right questions to the right people.
Run Pulse alongside your planning cycle.
Quarterly Pulse deployments slot into your existing rhythm. Before the quarterly planning review. After a major strategy update. Wherever the alignment question is most relevant.
Export findings into the formats that matter.
Alignment data flows back into your planning tools, your reporting dashboards, and your board-facing documents. Pulse intelligence makes your other tools more actionable, not more complicated.
Built to add, not replace
The best integration is one that makes your existing tools smarter.
Every organization has made investments in their planning and people tech stack. Those investments represent real decisions about how to run the organization. Pulse respects those decisions.
The alignment gap Pulse fills is not addressed by any of those tools. Adding Pulse means adding visibility into the question none of your other tools ask. That visibility makes your OKR tracking more actionable, your engagement data more interpretable, and your planning conversations more grounded in what your team actually understands and can do.
See the full dashboard view
See how Pulse fits your existing stack.
We'll walk through how Pulse connects to the tools you're already using and what it adds to the picture.
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