From real conversations
From real conversations
Deep employee insights
Deep employee insights
AI-led interviews that surface the patterns, frustrations, and motivations your surveys miss.
AI-led interviews that surface the patterns, frustrations, and motivations your surveys miss.
What used to take a consultant, a budget, and a quarter, Spradley now delivers continuously.
What used to take a consultant, a budget, and a quarter, Spradley now delivers continuously.
Qualitative employee research has traditionally meant hiring external consultants — long timelines, high costs, and insights that arrive after decisions have already been made. Spradley delivers the same depth as a product. Continuously, and at a fraction of the cost.
Qualitative employee research has traditionally meant hiring external consultants — long timelines, high costs, and insights that arrive after decisions have already been made. Spradley delivers the same depth as a product. Continuously, and at a fraction of the cost.
What used to take a consultant, a budget, and a quarter, Spradley now delivers continuously.
What Spradley does
We help companies have a fast and deep understanding of the frictions and
successes that live within their organization.
Actionable insights
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
Our AI-interviewer for deep insights
Who gets heard shouldn't depend on who speaks best. Spradley gives every employee the same depth of conversation. No interviewer bias. No presence effect. Every response carries equal weight.
Download
Slides
Download
Team Succes
What’s going well
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
See successes
What to change
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Explore actions
Team Frictions
What’s needs attention
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
See frictions
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
How would you describe the culture around giving feedback in your team?
Download reports and slidedecks
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
Our AI-interviewer for deep insights
Who gets heard shouldn't depend on who speaks best. Spradley gives every employee the same depth of conversation. No interviewer bias. No presence effect. Every response carries equal weight.
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
How would you describe the culture around giving feedback in your team?
Actionable insights
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
Team Succes
What’s going well
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
See successes
What to change
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Explore actions
Team Frictions
What’s needs attention
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
See frictions
Report
Download
Slides
Download
Download reports and slidedecks
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
What Spradley does
We help companies have a fast and deep understanding of the frictions and
successes that live within their organization.
Actionable insights
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
Our AI-interviewer for deep insights
Who gets heard shouldn't depend on who speaks best. Spradley gives every employee the same depth of conversation. No interviewer bias. No presence effect. Every response carries equal weight.
Download
Slides
Download
Team Succes
What’s going well
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
See successes
What to change
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Explore actions
Team Frictions
What’s needs attention
Work-life
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
Recognition
Mid-level engineers aren't leaving because of pay. They are leaving because promotion criteria are invisible.
23 Voices
See frictions
It's generally okay. People are respectful. I don't feel like I'd get in trouble
for speaking up.
How would you describe the culture around giving feedback in your team?
Download reports and slidedecks
Most employee data tells you something is wrong. Not what to do about it. Spradley surfaces the patterns behind the friction, and connects them to decisions you can actually make. Stop staring at charts wondering what they mean. Start knowing what to do.
What Spradley does
What Spradley does
We help companies have a fast and deep understanding of the frictions and
successes that live within their organization.
ENTERPRISE SECURITY
GDPR COMPLIANCE
GDPR
Built from the ground up to meet European data protection standards. Full audit trails and data subject rights support. All data stored in EU.
TRUE ANONYMIZATION
Data is automatically segmented and protected with k-anonymity. Built for true anonymization, with full organizational understanding.
AI-ACT COMPLIANCE
AI-ACT
The EU AI Act sets strict requirements for AI systems used in employment contexts. Our system is built to meet them, with future use of data in mind.
ENTERPRISE SECURITY
ENTERPRISE SECURITY
GDPR COMPLIANCE
GDPR COMPLIANCE
GDPR
GDPR
Built from the ground up to meet European data protection standards. Full audit trails and data subject rights support. All data stored in EU.
Built from the ground up to meet European data protection standards. Full audit trails and data subject rights support. All data stored in EU.
TRUE ANONYMIZATION
TRUE ANONYMIZATION
Data is automatically segmented and protected with k-anonymity. Built for true anonymization, with full organizational understanding.
Data is automatically segmented and protected with k-anonymity. Built for true anonymization, with full organizational understanding.
AI-ACT COMPLIANCE
AI-ACT COMPLIANCE
AI-ACT
AI-ACT
The EU AI Act sets strict requirements for AI systems used in employment contexts. Our system is built to meet them, with future use of data in mind.
The EU AI Act sets strict requirements for AI systems used in employment contexts. Our system is built to meet them, with future use of data in mind.
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