For heads of people. For founder-CEOs.
Engagement surveys ask people what they think. People answer what they think they're supposed to say. Exit interviews tell you why someone left, ninety days too late.
VEX reads how your team types, which is the part nobody can fake, and shows you the shape of the room before the next resignation, the next reorg blowback, the next quiet quarter.
Surveys read what people say. VEX reads how they say it.
Hosted in the US · SOC 2 in progress · MSA, DPA & security
Three tools every people leader runs. None of them work in time.
Gamed within a quarter of launch. Tell you what people will say, not what they'll do. Lag the truth by a quarter.
Ninety days too late. By the time you're in the conversation, you've already lost the person and paid the search fee.
You see one layer down. The fracture lives two layers down. The fix is too late by the time it surfaces.
VEX runs once on the calendar and updates as the team types. Eight minutes per person. The aggregate is the readout.
No new tool to roll out. No survey fatigue. Three steps from contract to readout.
We open your dashboard and you invite up to twenty-five seats. Each person takes the assessment on their phone, on their own time. Eight minutes. Private to them.
We never see what individuals wrote. We read the rhythm, pressure, and pattern of how twenty-five people held the same six questions. That aggregate is the readout.
Six numbers. A working-style breakdown. A friction forecast. No names attached to answers, ever. Decisions you can act on Monday.
Six numbers. Each one answers a question your CEO is already asking.
How aligned what your team says is with what your team actually shows. Wide gap means the survey results aren't real. Narrow gap means the team is operating in coherence.
How your twenty-five seats split across eight ways people show up under pressure. Concentration tells you your hiring bias. Balance tells you your range.
The share of the team showing the patterns that precede a resignation by sixty to ninety days. Watching this number is how you keep the people you don't want to lose.
Spread of conviction across your team. Too narrow and you're rubber-stamping. Too wide and you're coming apart. Healthy teams sit in the middle.
The interpersonal collisions about to surface in the room. Surfaced by pattern, not by person. Lets you put the right hire between the wrong two desks before it lands.
How often the team is checking in with itself. The leading indicator of whether engagement holds through the next hard quarter or breaks under it.
Representative data. No real customer numbers shown. Your dashboard reads against your own team only.
Walk through a sample readout · /demo · Send the one-pager to your CHRO
Individual readings stay with the individual. Leadership sees only the aggregate.
Every team member who takes the assessment keeps sole access to their answers, their raw text, and their keystroke data. No one upstream, including you, reads what any individual wrote.
What leadership receives is the team-level shape. Working-style counts, trust gap, attrition signal, alignment variance, friction forecast. The room without the faces. This is a condition of the architecture, not a toggle, which is why your General Counsel signs the MSA without redlines on the data clauses.
Four readouts. One executive session. Concrete decisions on the calendar from week two.
We open your dashboard and you invite your seats. Each person takes the assessment in their own time. Baseline numbers captured. You see your starting position.
Thirty-minute call. Written executive summary. Working-style mix, trust gap, attrition signal, friction forecast. The first time you see your team the way they actually are.
Second readout against baseline. Drift surfaced. Where the team tightened. Where it loosened. Which two layers down is starting to show stress before it reaches you.
Ninety-minute sit with your leadership. Full architecture of your team. The friction points we'd watch. The places the team is carrying itself. The places it's costing you. Hiring, placement, and intervention recommendations.
The pilot light is the wedge. Five seats. Two weeks. One readout. The annual is the contract.
Five seats. One reading. One executive readout. Two weeks. No annual commitment.
The fastest way to put VEX in front of your leadership team.
Twenty-five seats. Quarterly readouts. One executive session. MSA, DPA, security review on file.
Less than one round of exit interviews. Less than the retained-search fee for one director-level departure.
Enterprise from $130,000 a year. Custom seat counts, on-prem, SSO. Email Cole directly.
The fastest way to understand what your team will see is to take the consumer version yourself. Six questions. Eight minutes. Twenty-nine dollars. The pilot conversation reads different after.
Take the consumer assessment · $29