Onboarding survey
Venn asks “What has helped you settle in, and what would make things easier?”
“I’d love clearer goals, though.”
“The team’s been so welcoming.”
AI employee surveys your people will actually answer
Describe what you want to learn below. Hoogly creates a survey that employees answer through personalised AI conversations, by voice or text.
See how a conversation goes
Venn is Hoogly's AI interviewer. It has a confidential conversation with each person, by voice or text chat.
VennConfidential conversation Three weeks in. How's it been settling into the job so far?
Voice answer
Pretty good, I think? Everyone's friendly. I'm just not totally sure what I'm meant to be doing yet. My laptop only got sorted on day four, so I lost a chunk there. Waiting until day four for a laptop would slow anyone down. What's it been like working out what you're meant to be doing?
Voice answer
Kind of piecing it together. My manager's great but she's been away at a conference, and the process doc is from like 2022. I've asked the same colleague about five times now, feel bad. That's really useful. What's the one thing you'd tell the organisation about starting here that you wouldn't say in the induction session?
Voice answer
That I wondered if I'd made the wrong call, around week two. The welcome lunch was nice, then silence. Even a how's it going on day ten would've helped. Survey templates for the whole employee lifecycle
New starter check-in
Venn asks “Looking back on your first month, what was most useful and what was missing?”
New manager check-in
Venn asks “What support would help you lead your team with confidence?”
Got something else in mind?
Understand the story behind the score
Aisha scored her engagement a 6 on a traditional survey. With a conversational survey, you find out what sits behind that score.
How engaged do you feel at work? (1 = poor, 10 = excellent)
Aisha
MayaTomAverage score: 6.0. Aisha’s 6 does not say what is wrong.
Just a numberNo contextNo next step
Conversational surveyVenn
How have you been feeling about work lately?
Aisha
The team’s great, but I’ve lost momentum since we were restructured.
VennFollow-up
What changed after the restructure, and how is that affecting your day to day?
Aisha
My priorities keep shifting and I can’t tell what matters most, so I spend more time re-planning than doing the work.
ThemeUnclear priorities after the restructureMixedTeam culture
Relevant follow-upThe reason whyA clear next step
This is a survey people will actually answer
When employees trust that responses are anonymous, they tell HR what they really think.
Anonymity that employees can trustRemoves personally identifiable information and lets employees review and validate their feedback before it’s shared.
Insights aggregated by teamAnonymity thresholds ensure managers only see aggregated insights for teams or departments with enough responses to protect individuals.
Personalised conversationsAI adapts the conversation to each employee, exploring their relationships with managers and colleagues, confidence in the organisation, and wellbeing.
A choice of text or voiceEmployees can type or speak, making it easier to participate in the way that suits them.
Feedback that leads to actionHelps leaders turn insights into practical actions and communicate progress back to employees, addressing the “nothing ever changes” frustration behind survey fatigue.
VennExample employee conversationType, or tap the mic…
While traditional surveys stop at results, Hoogly helps you turn feedback into meaningful change.
Hoogly helps leaders turn feedback into practical actions and keep employees informed about what’s changing, so your people can see how their voice shapes what happens next.
Create
Describe your goal, then review and edit the survey Hoogly drafts.
Draft survey
Improve the first 90 days
Role clarity
Tools and access
Support
Belonging
EditLooks good
Maya, People Lead, asks how new starters are really settling in.Listen
Invite your people to share feedback through personalised voice or text conversations.
Voice or text conversation
How has your onboarding been so far?
The team’s been welcoming, but I still can’t access the tools I need.
Which tools are you missing, and how has that affected your work?
I couldn’t access the CRM in my first week…
Sam, three weeks in, talks it through with Venn on the way home.Understand
See the strengths, themes and concerns across your people’s feedback.
Themes across responses
Welcoming teamStrength
Delayed tool accessConcern
Unclear early goalsTheme
“Access to systems is the most common blocker in week one.”
The people team spots the pattern across every new starter.Act
Help leaders choose practical next steps, with coaching and support to follow through.
Leader action plan
Check tool access before day one
OwnerHiring manager + IT
StatusIn progress
Coaching tip: agree a day-one checklist with IT and review it with each new starter.Leo, a team lead, picks one change and gets it moving.Communicate
Show employees what was heard, what is changing and how things are progressing.
Employee update
You said, we’re doing
What we heard: waiting for tool access made the first week harder.
What’s changing: every new starter’s access is now checked before day one.
Next review: we’ll check in again at your 90-day conversation.
Sam sees what changed because they spoke up.A dashboard that gives every leader an action plan
Not just another dashboard. Hoogly turns what employees say into real plans, and you can see who acted on them.
Venn1. The conversationHow has your first month compared with what you expected?
voice Honestly, harder. I didn’t have a laptop for the first week.
2. The dashboardOnboarding surveyExample data
Top themes
Slow equipment setup62% mentioned
“I didn’t have a laptop for my first week.”
A great buddy system48% mentioned
“My buddy made the first month.”
Unclear 90-day goals35% mentioned
“I wasn’t sure what good looked like.”
Plan for [LEADER NAME]
Own laptop setup before day oneDone
Set 30/60/90 goals in week oneIn progress
Leaders who’ve acted
7 of 9Case management for employee concerns
Alongside scheduled surveys, Speak Up gives employees a place to raise workplace concerns and seek support when they need it. It helps you meet your duty to provide a respectful, safe workplace.
- Available between surveysA route to raise a concern when it matters.
- Clear sharing choicesExplain how a report will be shared and the options available.
- A route to the right peopleHelp employees understand who will receive their concern and what happens next.
Speak Up
Something on your mind?
Raise a workplace concern at any time. Nothing is shared until you choose how.
What’s it about?
Workplace behaviourHealth and safetyWellbeingSomething else
How would you like to share?
AnonymouslyYour name isn’t attached, so the team can’t contact you.
With a pseudonymUse a chosen name. The team can still reply to you.
With my nameShare openly with the reviewing team.
Who receives it
Concerns go to the people your organisation has chosen to review them, not to a public channel.
How it’s shared
Employees see their sharing options up front and choose before anything is sent.
What happens next
A clear outline of the next steps, so people know their concern has been received.
“We have seen in practice a culture of listening and quickly responding to feedback and questions from the whole Hoogly team. This is a real demonstration that you live out what is the core proposition of the platform not only in the product but also in your everyday customer interactions!”
Security and confidentiality you can trust
Honest answers need a safe place, so Hoogly is confidential by design.
Your data, your choiceHoogly only trains AI models on your organisation’s data if you opt in.
Enterprise-grade securitySOC 2 Type II and ISO 27001 certified and GDPR compliant, with continuous monitoring.
CompliantGDPR
IT approved
Only pay for what you use.
Run the surveys you need, with the people you want to hear from, without buying access for your entire workforce.
Frequently asked questions
How does Hoogly ensure anonymity and trust in feedback?
Yes. Venn anonymises every response with AI, so there are no anonymised extracts to request, and employees can review what they have said before they submit it. Personally identifiable information is never shown to HR teams or managers, and our AI models never see names or contact details.
Results only appear once at least five responses are aggregated, and only authorised managers or admins can access them. Our AI also redacts sensitive words and replaces real names with pseudonyms, so individual voices stay protected while the organisation still gets a clear picture.
How is Hoogly different from Culture Amp and other survey tools?
Most engagement tools are built around forms and rating scales. Hoogly has a conversation instead. Venn, our voice-first survey agent, asks, listens, follows up on what people actually said, and turns it into a plan for every leader.
You get the reasons behind the scores, not just the scores, and the people who gave them can see what happened next.
Anonymity is built in too. Venn anonymises every response, so you never need to ask for anonymised extracts the way you do with some survey platforms.
Does Hoogly work with Slack, Microsoft Teams or Google Chat?
Yes. Hoogly has native integrations for Slack, Microsoft Teams and Google Chat, so notifications and quick actions land straight in the tools your team already uses.
Can people talk to Venn in their own language?
Yes. Venn speaks with people in the language they're most comfortable in, by voice or text, so a team spread across countries can all say it in their own words. On the homepage demo you can see Spanish, Arabic, German and English.
If you need a specific language, talk to us and we'll confirm it.
How long does a conversation take?
Most conversations take about five minutes, and shorter check-ins take around three. People choose voice or text, and can say as much or as little as they like.
You decide the length when you draft the conversation, and Venn keeps to it.
Who can access reporting and insights inside Hoogly?
Access is governed by roles to ensure data is only seen by those who need it.
- Employees: Can access a private dashboard showing their own trends and anonymised team averages.
- People Managers: Can view aggregated results for their direct team once the five-response anonymity threshold is met. This helps them identify trends and hotspots without compromising individual privacy.
- HR & Executives: Have an organisation-wide view with the ability to drill down by team, function, or geography, always anonymised and aggregated.
Can I customise the surveys to align with my organisation's needs?
Yes. Hoogly is flexible: you can set the focus areas and check-in cadence that suit your goals.
Does Hoogly integrate with my HRIS?
Yes. Hoogly integrates with 25+ HR systems, including Workday, BambooHR and Oracle, so your people data syncs automatically and you can drop the manual CSV uploads. Setup and admin stay simple on your end.
