Questions people ask.

Nobody, by name. A report is about the team. A topic appears only when five or more people raised it, counts under five print as 'fewer than 5', and quotes are edited to remove anything that could point to one person. If you choose joint release, a steward or employee representative gets the identical report at the same moment you do.

On a 12-person shift, two or three people saying something is a short list of names. Five is where it becomes a pattern. It works on an eight-person crew, it's the usual floor for reporting on small groups, and it's enforced in the software, not a policy. The cost is honest: a six-person round says less.

A topic shows up when five people raise it. That's the dot.

A note on the phone that they finished, a cap on how many can start, conversations that look like repeats are counted once, and, if you want it, one-time codes handed out at the huddle. None of it records who anyone is.

Nobody is turned away. If completions move your round into a higher tier, the difference is due before the report opens, and you see the exact amount first.

Yes, and we'd rather you did. Mark the team as represented, release the report to the steward and the manager at the same moment, and the interviewer never asks about union matters. You're responsible for your bargaining obligations; we don't bypass them. For union representatives

We keep the words of the conversation, the language, and the hour, rounded. No names, emails, phone numbers, IP addresses or logins, and the conversations themselves are deleted twelve months after the report. Your agreement says the report may not be used for any decision about an individual.

Only if you sign up with a free mailbox like Gmail. The free round costs us real money to run, and a card is the one thing that stops someone creating a new address every week to get it free again. Stripe checks the card; we don't charge it, there's no subscription, and you'd only ever pay if you choose to run a second round and agree to the price first. With a work email we don't ask at all.

The whole round: the interviews, the two-page report, the supervisor-safe version, Ask the report, Practice the huddle, and Hear back. The ongoing tools (open line, benefits line, team brief, job preview, Say it for the floor, Run it by the crew) come with a paid round at the $750 tier and up.

Yes, with one thing to know. A topic shows in the report only when five or more people raised it, so on a very small team most things print as 'fewer than 5'. Run the whole place as one team (front and back of house together), or pool your locations into one round. The promises don't change.

Yes, everything except the conversations themselves. Settings → Account → Export my history builds one ZIP with every report (PDF and data), hear back, promises-kept record, team brief, job preview, open-line digest, your turnover ledger and your agreements. The link is emailed to you and works for 7 days. Transcripts are never exported; they are deleted on schedule.

Yes. Every report has a 'Verified counts' line that opens a public page at heardby.co/verify/report/ followed by its id. It recomputes the distinct conversations, the threshold, each theme's count and the report's fingerprint live, and shows red if anything changed. It checks counts and integrity, not what anyone said. Union representatives: see heardby.co/for-stewards.

Exit interviews: priced on your yearly leavers, open for 12 months, renew each year. Hand the link to people when they give notice. You can set a shorter date or close early. Once five have finished, an open round refreshes on the 1st of each month only when new people have taken part; you can also regenerate manually. If completions exceed your paid tier, the difference is due before the report updates. At month 11, we remind you to renew through the normal paid flow, using this year’s actual leavers rounded up to a tier. Renewal creates a separate round and compares its report with last year’s when both have reports. Nothing renews or charges automatically.

Sign up with a work email and there's nothing else to do. If you sign up with Gmail, Yahoo, Outlook or another free mailbox, we check a card first and don't charge it; it's the one thing that stops someone making a new address every week for another free round. There's no subscription.

Every round includes a planning call and a report walk-through with a Heardby HR practitioner, someone who has sat in the HR chair. A 20-minute planning call with a Heardby HR practitioner before you share the link, a walk-through of the report when it lands, and answers to questions in between. Nobody at Heardby is a salesperson.

The $250 round is the whole round. The ongoing tools come with the $750 tier and up. Every paid round at the $750 tier and up also unlocks the open line, the benefits line, the team brief, the job preview, and the floor-language tools for your account.

It does four things: asks the questions and the follow-ups; groups what people said into themes; drafts explanations and rewrites for a person to review; answers benefits questions only from the employer's documents. It never scores, ranks or rates any person; predicts whether a named person will leave; writes the employer's commitments to the team; shows anything fewer than five people said; makes decisions about anyone. The full list is on the employee privacy page.

No white-labeled or employer-branded interviewer. No questions about a named person. No lowering of the five-person rule. No access to raw conversations. No changes to the promises employees see.

Not every quarter. Run a round when something's moving: a new supervisor, a schedule change, three resignations in a month, a shift that's gone quiet. One team, one link, a report when five people have finished. Then run the same team again in a few months and the report tells you what changed. On a unionized floor, release the report to the steward and the manager at the same time; nobody holds it first. Exit rounds stay open for 12 months by default and refresh monthly with new completions; ask rounds run the week before a decision. Floor checks can run every quarter; the rest run when something's moving.