Every employee heard. Every manager’s next move, drafted.
Employees talk naturally with Emma, an AI colleague inside Teams or Slack. Managers get practical recommended actions — not surveys or dashboards.
enTalent.ai is AI employee-engagement software for knowledge-work organisations — from 100-person scale-ups to single departments of global enterprises. Emma — enTalent.ai’s AI mentor — has short check-in conversations with employees in Slack or Microsoft Teams, and managers receive the aggregated, anonymised signal as three drafted actions, every cycle.
Native workplace integration
Works inside the tools
your teams already use
Employees simply chat with Emma in Microsoft Teams or Slack. No new applications. No additional logins. No change in daily routines.
Higher participation through familiar tools
Secure, compliant and enterprise-ready
No extra logins or installations
Natural conversations employees trust
Actionable insights for managers and organisational leaders
How does enTalent.ai work?
The same employee situation becomes support, a manager action and an aggregated organisational signal.
“Everything seems urgent, and I'm not sure what should come first.”
Situation
Priority clarity
Context
The employee has ownership of their work, but competing demands make prioritisation difficult.
Support in the moment
“Let's identify the three priorities that need a decision and separate them from the work you can sequence yourself.”
Run a 15-minute priority reset with the team.
Reason
Several employees describe unclear and competing priorities.
Priority clarity is declining across Operations.
Suggested focus
Support managers with clearer planning and prioritisation practices.
A relationship that remembers, check-in after check-in
Emma builds context over time, adapts the conversation and returns to learn whether support made a difference.
Remembers context
Remembering your last conversation
Last time, you mentioned feeling overwhelmed by unclear priorities.
Adapts naturally
Rigid survey (not Emma)
Rate your autonomy from 1 to 5.
Emma's conversation
You seem comfortable deciding how to approach the work. Is the difficulty more about dependencies and competing deadlines?
10:04
Learns what changed
Learning from outcomes
Priority clarity improved after the manager action.
Reports that end in actions managers take
Emma transforms thousands of conversation signals into practical manager guidance and a clear organisational view for HR and leadership.
MANAGER BRIEF
Your team. Your next best action.
1. Engagement snapshot
Engagement
62
-2 ↓
Autonomy
66
-1 ↓
Growth
48
-6 ↓
Purpose
71
+3 ↑
Belonging
69
+2 ↑
2. Why is it moving?
Limited development opportunities and unclear career progression continue to reduce Growth, while stronger team relationships are improving Belonging.
3. Recommended actions
- Schedule structured career conversations.
- Clarify individual development goals.
- Review role priorities during the next team meeting.
4. Why Emma recommends this
Employees repeatedly describe fewer opportunities to learn new skills and progress in their role. Growth is therefore the strongest driver behind the engagement decline.
5. Follow-up
Emma will revisit Growth during the next Pulse Check to determine whether this action improved engagement.
LEADERSHIP BRIEF
Organisation-wide insights. Priorities that matter.
1. Organisation snapshot
Engagement
64
-3 ↓
Participation
82%
+5 ↑
Teams at risk
4
+1 ↓
Avg. Growth
51
-8 ↓
Purpose
70
+2 ↑
2. Recommended organisational focus
Standardise career conversations across all managers.
3. Observation
Growth declined by 8 points across four teams during the latest Pulse Check.
4. Why this matters
The same pattern appears across multiple teams, suggesting an organisation-wide issue rather than isolated management behaviour.
5. Recommended organisational action
Introduce a monthly coaching rhythm supported by managers and monitor improvements during the next engagement cycle.
6. Teams most affected
- Operations
- Marketing
- Customer Success
- Engineering
7. Progress over time
Trust & privacy
Trust, enforced by the architecture
Every engagement tool promises to protect your people. Here the system enforces it — these are structural properties of the product, not settings.
No individual scores, ever
No human — not a manager, not HR, not us — can see an individual’s score. It never leaves an internal analytics layer.
The five-response floor
Nothing renders for any team or filter below five completed responses — blocked entirely, never partial.
You confirm before anything is stored
Emma drafts a summary of the conversation; the employee edits, approves — or shares nothing at all.
Never reads channels or DMs
The only input is the conversations people choose to have with Emma — and only what they confirm.
Designed from day one for the EU AI Act’s high-risk workforce regime — EU data residency, full audit logging. Never retrofitted.
Value & impact
Improve employee engagement — and the rest follows
+20%
Engagement
Our commitment · agreed as a success criterion before every pilot · EAGPB index
If it doesn’t move, we tell you why.
+18%
Productivity
Gallup benchmark
+23%
Profitability
Gallup benchmark
−43%
Turnover
Gallup benchmark
Engagement is the lever we move; the rest is what it’s worth. See what this means for your team in the ROI calculator below.
Sources: Gallup Q12 meta-analysis (independent benchmarks) · our commitment measured on the EAGPB index.
What does one point of engagement mean for your organisation?
Explore what improving employee engagement is worth at your scale — and what today’s gap is already costing you. Adjust the assumptions; a pilot replaces them with your own data.
Adjust your assumptions
Number of employees
750 employees
Current engagement
61 out of 100
Expected engagement improvement with enTalent.ai
+8 points
The strong-team benchmark
Your current level is compared with 73 on the index — an illustrative marker of where consistently strong teams sit. A pilot replaces every assumption here with your own data.
Potential annual business value
$1.42M
Potential value created through higher engagement.
Value left on the table today
$2.13M
12 points below the strong-team benchmark (73)
Gap recovered by your plan
67%
of today’s gap closed by your improvement
Without improving engagement
- Higher turnover
- Lower productivity
- More absenteeism
- Managers react too late
Today’s gap
$2.13M
Recovered with enTalent.ai
$1.42M
With enTalent.ai
- Better manager decisions
- Higher engagement
- Better retention
- Continuous improvement
Why engagement creates value
Productivity
More engaged employees contribute more discretionary effort.
Retention
Lower unwanted turnover reduces recruitment and onboarding costs.
Absenteeism
Healthier engagement typically means fewer lost working days.
Better management
Managers receive recommended actions instead of spending time diagnosing problems.
A pilot replaces assumptions with your own organisational data.
Measure engagement improvements, manager actions and business impact using your own teams instead of generic benchmarks.
Estimates are illustrative and based on published engagement research combined with configurable assumptions — including an illustrative $236.67 of annual value per engagement point per employee, an illustrative strong-team benchmark of 73, and a practical ceiling of 90 on the index — the improvement slider spans from your current level up to that ceiling. Actual outcomes depend on organisational context and implementation.
Per-person pricing — scoped with you when we design your pilot.