SURFACE AGENT

Turn people intelligence into finished work

Grounded in your company context, informed by peer benchmarks, and shaped by experts who have advised thousands of organizations, the Surface Agent turns questions into analysis, recommendations, and finished work.

What are the biggest drivers of attrition among top performers?
Streaming…
Analyzing…
Formulating…
I'll find who your top performers are and why they're leaving. Pulling performance ratings, exit data, and engagement.
31 of the 74 voluntary exits last year were top performers, and they cluster in the 18–30 month tenure band.
Compensation leads the stated reasons, but the pattern underneath is stalled progression: top performers who went 18+ months without a promotion left at nearly 3× the rate, concentrated under managers new to the role.
Thought for 1s
Thought for 4s
Invoked: Root Cause DiagnosisPendingDone
Get Organization InfoPendingDone
List DatasetsPendingDone
Query Employee DataPendingDone
Analytics Sub AgentPendingDone
Show me this as a chart.
Top-performer exits by driver
Compensation31%Career growth24%Manager18%Workload13%Recognition9%Other5%0%35%
% of top-performer voluntary exits citing each driver · your exit surveys + HRIS
Top Performer Attrition Drivers
Ask Surface a questionAsk Surface a question
What are the biggest drivers of attrition among top performers?
Streaming…
Analyzing…
Formulating…
I'll find who your top performers are and why they're leaving. Pulling performance ratings, exit data, and engagement.
31 of the 74 voluntary exits last year were top performers, and they cluster in the 18–30 month tenure band.
Compensation leads the stated reasons, but the pattern underneath is stalled progression: top performers who went 18+ months without a promotion left at nearly 3× the rate, concentrated under managers new to the role.
Thought for 1s
Thought for 4s
Invoked: Root Cause DiagnosisPendingDone
Get Organization InfoPendingDone
List DatasetsPendingDone
Query Employee DataPendingDone
Analytics Sub AgentPendingDone
Show me this as a chart.
Top-performer exits by driver
Compensation31%Career growth24%Manager18%Workload13%Recognition9%Other5%0%35%
% of top-performer voluntary exits citing each driver · your exit surveys + HRIS
Top Performer Attrition Drivers
Ask Surface a questionAsk Surface a question

WHY IT'S DIFFERENT

Not another general-purpose AI

Generic AI has access to a vast amount of human knowledge. But knowing something and knowing how to apply it to your organization are not the same thing. Surface combines domain-specific intelligence with your company context, peer benchmarks, and HR expertise.

WHY IT'S DIFFERENT

Not another general-purpose AI

Generic AI has access to a vast amount of human knowledge. But knowing something and knowing how to apply it to your organization are not the same thing. Surface combines domain-specific intelligence with your company context, peer benchmarks, and HR expertise.

WHY IT'S DIFFERENT

Not another general-purpose AI

Generic AI has access to a vast amount of human knowledge. But knowing something and knowing how to apply it to your organization are not the same thing. Surface combines domain-specific intelligence with your company context, peer benchmarks, and HR expertise.

Your complete company context

LLMs are only as good as the context they’re given. Surface draws from your systems, policies, workforce practices, and organizational history, so its answers reflect how your company actually works.

Expertise built in

Paradigm’s frameworks, research, and experience across talent, culture, employment law, and people analytics shape how Surface analyzes problems and recommends action.

Benchmarks you can't get anywhere else

Compare parental leave, performance practices, onboarding, and other real operating decisions with relevant peers by industry, size, and talent market.

Generates finished work in minutes

Surface goes beyond analysis to create the reports, policies, plans, charts, and communications your team needs, grounded in your data and ready for review.

Your complete company context
LLMs are only as good as the context they’re given. Surface draws from your systems, policies, workforce practices, and organizational history, so its answers reflect how your company actually works.
Expertise built in
Paradigm’s frameworks, research, and experience across talent, culture, employment law, and people analytics shape how Surface analyzes problems and recommends action.
Benchmarks you can't get anywhere else
Compare parental leave, performance practices, onboarding, and other real operating decisions with relevant peers by industry, size, and talent market.
It generates the finished work
Surface goes beyond analysis to create the reports, policies, plans, charts, and communications your team needs, grounded in your data and ready for review.

SURFACE VS GENERIC AI

Same question. Different class of answer.

Generic AI relies on broad patterns and whatever context you provide in a prompt. Surface uses your connected data, organizational practices, and relevant peer benchmarks.

SURFACE VS GENERIC AI

Same question. Different class of answer.

Generic AI relies on broad patterns and whatever context you provide in a prompt. Surface uses your connected data, organizational practices, and relevant peer benchmarks.

SURFACE VS GENERIC AI

Same question. Different class of answer.

Generic AI relies on broad patterns and whatever context you provide in a prompt. Surface uses your connected data, organizational practices, and relevant peer benchmarks.

?Generic AINo company context
Most companies offer somewhere between 6 and 16 weeks of paid parental leave. It really depends on your industry and budget — consider benchmarking against similar organizations to see where you stand.
Sounds reasonable. Not specific to you.
Surface AgentYour data + peer benchmarks
You're at 12 weeks; ~82% of your tech peers now offer 13 or more, and the most common band is 13–15. One strength worth keeping: your policy already applies equally to all caregivers — a meaningful share of peers still split primary and secondary. Want me to model the cost of moving to 14 or 16 weeks, or draft the update?
Specific. Sourced. Honest about limits.
Ask both the same question

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Jevan Soo Lenox, Chief People Officer at WRITER:

Jevan Soo Lenox

Chief People Officer, WRITER

AI amplifies your organization

Whatever a company is great or bad at, AI accelerates. Strengths compound faster, and weaknesses amplify faster still.

Revenge of the generalist

As agents absorb the standard work, broad judgment and connecting dots across disciplines become the differentiators.

Growth over efficiency

The real opportunity isn't the same results with 40% fewer people. It's tripling output with the team you have.

Listen to the episode →

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Jevan Soo Lenox, Chief People Officer at WRITER:

Jevan Soo Lenox

Chief People Officer, WRITER

AI amplifies your organization

Whatever a company is great or bad at, AI accelerates. Strengths compound faster, and weaknesses amplify faster still.

Revenge of the generalist

As agents absorb the standard work, broad judgment and connecting dots across disciplines become the differentiators.

Growth over efficiency

The real opportunity isn't the same results with 40% fewer people. It's tripling output with the team you have.

Listen to the episode →

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Jevan Soo Lenox, Chief People Officer at WRITER:

Jevan Soo Lenox

Chief People Officer, WRITER

AI amplifies your organization

Whatever a company is great or bad at, AI accelerates. Strengths compound faster, and weaknesses amplify faster still.

Revenge of the generalist

As agents absorb the standard work, broad judgment and connecting dots across disciplines become the differentiators.

Growth over efficiency

The real opportunity isn't the same results with 40% fewer people. It's tripling output with the team you have.

Listen to the episode →

IN THEIR WORDS

It's like adding a people-analytics team and a strategy consultant overnight. We ask a question, and finished work comes back — grounded in our own data.

VP of People

Series C technology company · 1,200 employees

IN THEIR WORDS

It's like adding a people-analytics team and a strategy consultant overnight. We ask a question, and finished work comes back — grounded in our own data.

VP of People

Series C technology company · 1,200 employees

GET STARTED TODAY

Ready to put your people intelligence to work?

Join people leaders using Surface to move from insight to finished work — faster, and with confidence.

Request a Demo

GET STARTED TODAY

Ready to put your people intelligence to work?

Join people leaders using Surface to move from insight to finished work — faster, and with confidence.

Request a Demo