Too long to answer.
Legacy surveys ask 40–80 questions. Completion rates collapse below 50% after question 20, and the response you get is from the most burned‑out — and most available — employees.
People Analytics · Built for Scaling Teams
The 5‑minute heartbeat check for high‑performance teams.
Pulsaf5 runs a scientifically validated, five‑question weekly pulse — the P5 Index — so HR leaders can spot attrition risk 47 days earlier than an exit interview ever could.
No credit card. Up to 25 seats free, forever.
Chapter 01 · The Problem
Annual engagement surveys miss the signal HR leaders actually need.
A 60‑question survey fired once a year produces a beautiful PDF and a three‑month reporting lag. By the time the data lands on your desk, the resignation already left the building.
Too slow to act on.
The industry benchmark from launch to first insight is six days. Pulsaf5’s median is 4.2 minutes. Attrition risk moves on a Tuesday, not a quarter.
Too late to matter.
An exit interview is a post‑mortem on a decision already made. The signal HR actually needs lives 47 days earlier — in the week a manager’s behavior quietly shifted.
Too bloated to deploy.
Enterprise platforms ship with onboarding consultants and six‑week implementations. Scaling teams need instrumentation they can switch on this afternoon.
Pulsaf5 is a different category of measurement — not a shorter survey.
Chapter 02 · The Instrument
Five questions. Validated against the Gallup Q12. Built to be answered on a Monday.
The P5 Index is a proprietary five‑question weekly pulse that has been validated against the Gallup Q12 with a 0.91 correlation across 312,000+ responses. Five is the right number: short enough to finish in under five minutes, long enough to triangulate three distinct constructs.
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01
Engagement
I am excited about the work I do each day.
Measures discretionary effort & emotional commitment to the role.
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02
Manager Effectiveness
My manager gives me feedback that helps me improve.
Surfaces coaching quality without naming the manager.
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03
Psychological Safety
I feel safe raising problems without fear of retaliation.
The single strongest leading indicator of team retention.
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04
Clarity & Alignment
I understand how my work connects to company priorities.
Predicts execution speed and cross‑team friction.
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05
Wellbeing & Burnout
I can sustain my current pace without burning out.
The early‑warning channel for attrition 47 days out.
The five scores roll up into three dashboards:
A
Team Engagement
A composite of Q01, Q04, and Q05, weighted against your industry cohort.
B
Manager Effectiveness
A manager‑level rollup of Q02 with auto‑generated coaching playbooks for low‑score clusters.
C
Psychological Safety Index
A company‑wide score from Q03, benchmarked against 1,840+ scaling teams.
The proof point, in four numbers
Spot attrition risk 47 days earlier than exit interviews ever will.
Pulsaf5 was built around one stubborn observation: by the time a quiet quitter submits their resignation, the signal has already been on the wire for weeks. The P5 Index compresses that signal into five questions, scored weekly, and surfaces the cluster before HR has to read a goodbye Slack message.
- 47 days earlier median lead time on attrition-risk detection vs. exit-interview-only programs, validated across 412 customer case studies.
- 4.2 minutes median time-to-first-insight from survey launch — against an industry benchmark of six days, per G2's 2024 Listening Platforms report.
- 0.91 correlation P5 Index vs. the Gallup Q12 across 312,000+ responses — a five-question weekly pulse that holds its weight against a twelve-question legacy instrument.
- 23% lift in 90 days average team engagement improvement after managers act on auto-generated coaching playbooks triggered by low-score clusters.
Figures drawn from Pulsaf5's FY2024 customer impact review of 412 deployments. Methodology available on request.
Already running on Pulsaf5
The companies that treat people data like product data.
1,840+ scaling companies in 47 countries run their weekly heartbeat on Pulsaf5. A few of the names that have made the P5 part of how they operate.
- NotionWorkspace · People Ops
- VercelFrontend Cloud · Eng
- LinearIssue Tracking · Product
- RampFinance OS · People
"Best Employee Listening Platform 2024."
"The first pulse platform I trust the way I trust our analytics warehouse."
"Founded by the people who built Greenhouse and Culture Amp."
"Backed by behavioral scientists, not buzzwords."
Customer base grew 312% year-over-year, FY2023 → FY2024. No Fortune 500 deployments claimed — Pulsaf5 is built for the 50–500 stage.
A pause in the data
What changed when low scores started producing playbooks, not dashboards.
"We had three teams land in the bottom quartile on psychological safety in the same week. Old us would have scheduled a retrospective and hoped for the best. New us got three coaching playbooks before lunch — one per manager, each one written to the actual cluster of comments. Ninety days later those teams were up 23%. I'd rather not imagine the year we'd have had without it."
Pulsaf5 is the only pulse platform that ships auto-generated manager-coaching playbooks from low-score clusters — built on a proprietary clustering model, not generative AI, and grounded in the same engagement benchmarks the P5 Index is validated against.
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