For HR leaders & people operations teams
Honest employee input is harder to get than it should be
People don't always say what they mean in exit interviews. Pulse survey scores drift toward the middle. Retros are dominated by whoever speaks first. Harmonica gives every employee a private 1-on-1 conversation — and synthesizes across all of them to surface the patterns your current methods miss.
The signals you're missing. And how to hear them.
Exit interviews are too polished to be useful
By the time someone is leaving, they've made peace with their decision and often don't want to burn bridges. They tell you what feels safe: "great team, just time for something new." The real reasons (a manager who didn't give feedback, a promotion that went to someone else, a team culture problem) stay under the surface.
1-on-1 conversations that surface real feedback
Each employee gets their own conversation with the AI facilitator: no manager watching, no colleague judging, no HR rep to impress. The AI follows up where answers are thin. Anonymous by default, so people share what they actually think rather than what feels safe to say.
Pulse surveys measure compliance, not sentiment
A 7/10 eNPS score doesn't tell you why. Open-text fields get left blank or filled with platitudes. High scores on a stressed team and low scores on a high-performing one, because the meaning of the scale is different for different people. Aggregate numbers hide more than they reveal.
Cross-team synthesis surfaces systemic patterns
When the same theme appears across five different team conversations, that's signal. When it only appears in one, that might be an individual situation. Harmonica's synthesis shows you patterns across your organization that would be invisible when looking at teams in isolation, which is usually how retros work.
Retros and team sessions are dominated by extroverts
The person with the most to say sets the tone. The person with the most insightful thing to say might not feel comfortable saying it in front of their manager, or next to their louder colleague. Group dynamics don't produce representative input. They produce whoever spoke up.
Results that give HR a defensible evidence base
Session results include themes, consensus points, and tensions, with quotes that can be shared (anonymized) to leadership. You're not just reporting a score. You're showing what people actually said, how common each theme was, and where there's genuine disagreement versus broad agreement.
Ready to get started?
Start for freeBuilt for HR workflows
Features that matter for people ops
Anonymous by default. Employees know their identity isn't tied to their answers. Anonymous participation is the default.
Templates for HR use cases. Exit interview, retrospective, engagement check-in, team health survey — see our template library for starting points you can adapt to your own questions.
Runs async, on employees' schedules. No scheduling burden. Share a link via Slack or email. Employees complete the conversation when it's convenient — which means higher participation than scheduled sessions.
Real-time results. See themes as they emerge while the session is still open. If something unexpected appears, you can follow up directly with affected teams before the session closes.
No employee accounts required. Participation via link — no IT provisioning, no SSO setup required for participants. Reduces the friction that kills engagement on internal tools.
BYOM for enterprise data requirements. Connect your organization's own AI provider so LLM inference runs on your API keys — prompts and responses don't pass through Harmonica's AI providers. For full data sovereignty, self-host the open-source version.
How it works
Getting started is easy.
Share your objective and give us context about your team. We'll design the right questions to get you the insights you need.
Share the link with your team and analyze responses in real-time. You'll see themes and patterns emerge as people contribute.
Transform input into actionable insights. Get the clarity you need to make decisions and move your team forward.
Find out what your employees actually think
Run your first session in under 10 minutes. Start with a team retro, an exit interview, or an engagement check-in — and compare the quality of what you hear to your current approach.