You hire and you manage on instinct, because you have never seen your organization from the outside. The Culture Read is that outside view: one rendered read of your room, built from your own people's consented readings. Not a survey. A mirror.
The most expensive decisions you make are about people, and you make them half-blind.
A single mis-hire costs on the order of thirty percent of that person's first-year salary once you count the recruiting, the ramp, the lost work, and the exit. Replacing a person who leaves runs far higher when the role is senior. Every one of those costs traces back to the same gap: you decided who fit your company without ever having a clear picture of what your company actually is.
of first-year salary, conservatively. On a $120k role that is roughly $36,000 gone, before you count the drag on everyone around them.
People leave rooms they cannot read and cannot move in. Naming what your room rewards and what it quietly punishes is the cheapest retention lever you own.
Your organization as it actually is, on one page a founder can act on. Not a dashboard you never open. A read you keep.
This is a live demo organization, rendered from the same endpoint your packet will use. Nineteen consented readings, compiled into one word and one read. This is exactly what lands in your inbox, about your room, with your people's own words underneath it.
Existing team, existing consent, nothing else. VEX is not built or offered for hiring, candidate evaluation, or pre-employment screening of any kind.
No score, no rank, no fit percentage travels with anyone's name. Your judgment stays the deciding vote, always. Where the law requires disclosure of AI use, every participant sees it before they answer.
One number, one document, one debrief with the founder. Full terms and the buy button are on the packet page.
Book the readEarly companies lock a lower price and a year of re-reads for an honest word about the work. Details on the packet page.
Book twenty minutes to see your own packet mapped. We onboard your people the week you say yes and schedule your debrief.