Senseeing surfaces what surveys and meetings can't: the blockers, opportunities, and value-generating ideas your team already sees, using the same discovery method the world's best product teams use with customers, applied inward.
There is a version of your team that is more efficient, more focused, more aligned.
They already know what would make them measurably more effective. It has just never existed in one place. Validated. Ranked. Ready to act on.
Why existing tools fall short
Surveys
1:1s
Town halls and team meetings
None of these are culture problems. They are format problems. The format decides who gets heard.
See it working
Six real screens from one Senseeing cycle. A Customer Success team of twelve, the friction they named, and what they decided to do about it.
The Overview tab brings the whole picture onto one screen: the ranked priorities, the time cost of each, and the cross-team partners behind the work.
The Collaboration tab structures the team’s view of every partner team into what helps and what slows the work, and recommends where to act first.
The Profile names what is already working under each objective, not only what is broken.
The Insights tab pulls the recurring comments into a handful of named patterns, with the evidence and possible next steps behind each.
The Action tab turns the team profile into doing: an effort-versus-impact call on what to start, the commitments with owners and dates, and Ask Senseeing to interrogate the team’s own data.
The cycle chart tracks how the team’s priorities rank across cycles, so you can see what shifted.
A team does not need a manager to run this. Even a two or three person startup can use it for the proper retrospective they never made time for: dedicated time to finally see what is actually slowing the team down, and agree on what to fix first.
"8 of 10 people named this as the biggest blocker" is a different conversation with your leadership than "my team is struggling." You walk in with evidence and advocate with it.
When managers from different departments run this, opportunities that span departments surface, the kind no single team sees on its own. And the company gains a shared language for naming what matters.
In most orgs the team's real needs only surface when someone quits or a strategy fails. That's an expensive lesson. Senseeing makes this all actionable while there's still time.
The team built and validated the picture together, so it carries the weight of everyone, not one loud voice or a manager's hunch. And it cuts through the mixed feedback a manager juggles, surfacing the few priorities the most people agree matter most.
Senseeing asks follow-up questions in your team's language, adapts to each person's communication style.
Raw words become clean language. Same meaning, no fingerprints.
IP, timestamps, and names drop at submission. Each submission gets a fresh pseudonym.
Findings emerge from multiple voices, not one. Thresholds vary per team size to ensure anonymity.
Patterns surface as drafts. Your team approves what becomes a finding.
Senseeing asks follow-up questions in your team's language, adapts to each person's communication style.
Raw words become clean language. Same meaning, no fingerprints.
IP, timestamps, and names drop at submission. Each submission gets a fresh pseudonym.
Findings emerge from multiple voices, not one. Thresholds vary per team size to ensure anonymity.
Patterns surface as drafts. Your team approves what becomes a finding.
Privacy by design
No sentiment analysis. No urgency inference. No individual analytics. Pseudonyms rotate per conversation. Threshold anonymity gates mean that no single response ever gets singled out until a minimum of 3 employees agree on a finding (threshold adjusts per team size). Raw responses are deleted 48 hours after the conversation finishes. Your data does not train any AI model. The manager only sees what the team votes to surface.
We have designed the architecture to protect the people who use this in order to ensure that the results are the closest interpretation of the team's collective truth.
Where we are
We're building Senseeing to close the gap between what leaders assume and what teams experience. Even the best leaders decide with incomplete information, and the people who see a problem first usually stay quiet. Speaking up risks being cast as the one who complains, or sounding disrespectful to the people above you, or simply having no way to turn what you see into something leadership can act on.
Close that gap and decisions get sharper, adaptation gets faster, and the people closest to the work start shaping where it goes. We believe human experience outweighs artificial intelligence. AI's job is to carry what your people see to the people who decide, not to think for either of them. In the AI era, the teams that win are the ones that learn what their own people already know, faster than anyone else.
Join as an early partner. If you manage or are part of a team, run one free. You join as a co-creator, and your honest input shapes what we launch. Two 20-minute rounds, done individually, on your own time, across a day or a week.
Not ready to run one yet? Stay in the loop and we'll tell you when we open broadly.