Surface by Paradigm

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Surface by Paradigm

Request a demo

Surface by Paradigm

Platform

Use Cases

Pricing

Sign in

Request a demo

EMPLOYEE LISTENING

Turn employee feedback into measurable action

Analyze your engagement surveys, build team-specific action plans, and measure whether they improve the business metrics that matter.

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Analyze my H1 engagement surveys and provide an action plan
Streaming…
Analyzing…
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I'll analyze your H1 engagement survey data and build an action plan. Let me start by discovering what data is available.
I have your engagement survey data (5,130 responses). Let me examine the survey cycles and the H1 picture across departments and trends.
Clear signal: this is not a company-wide problem — it's concentrated in Sales (3.07) and Operations (3.12), which sit a full point below every other function.
Thought for 1s
Thought for 7s
Invoked: Engagement AnalysisPendingDone
Get Organization InfoPendingDone
List DatasetsPendingDone
Query DatasetPendingDone
Analytics Sub AgentPendingDone
2023-H22024-H12024-H22025-H12025-H2Avg engagement (1–5)
SalesOperationsCompany Overall
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The Challenge

Most survey data never turns into action

Teams collect employee feedback, review the results, and then struggle to act. Managers lack specific guidance, and few organizations measure whether their interventions worked.

Scores without answers

You can see engagement dropped, but not which drivers or teams are behind it.

No clear next step

Results rarely translate into specific, owned action plans for each manager.

No measured impact

Nobody connects survey follow-through to retention or performance outcomes.

HOW SURFACE HELPS

From survey data to business impact

1
Connect or upload your survey data
Connect your HRIS and performance systems, then bring in engagement, pulse, and lifecycle survey results. Surface unifies everything automatically — no manual cleanup.
2
Run the expert-built playbook
Apply Paradigm’s employee-listening playbook to diagnose drivers, spot disparities, and surface at-risk teams in minutes instead of weeks.
3
Build team-specific action plans and company comms
Generate owned action plans for each manager plus ready-to-send company communications written in your voice.
4
Measure whether it worked
Track every action plan against the engagement, retention, and performance metrics it was meant to move, and see which interventions actually landed.
Connect or upload your survey dataRun the expert-built playbookBuild team-specific action plans and company commsMeasure whether it worked

FOR YOUR WHOLE TEAM

Turn feedback into action across the People team

Surface helps everyone in the People function use employee feedback to make better decisions and follow through.

Explore all use cases by team →

HR Business Partners

Team-level sentiment analysis

Analyze sentiment by team and employee group, identify the drivers behind each result, and give managers specific actions to take.

Culture & Inclusion Leaders

Sentiment gaps across employee groups

Identify where employee experiences differ most, understand what is driving those gaps, and prioritize targeted interventions.

L&D Leaders

Skill sentiment before and after training

Measure sentiment on the specific skills a course trains, before and after employees take it, and see whether the program actually moved them.

HR Business Partners

Sentiment at key lifecycle moments

Analyze sentiment after onboarding, at work anniversaries, and on exit, spot where the employee experience breaks down, and intervene earlier.

HR Business Partners
Team-level sentiment analysis
Analyze sentiment by team and employee group, identify the drivers behind each result, and give managers specific actions to take.
Culture & Inclusion Leaders
Sentiment gaps across employee groups
Identify where employee experiences differ most, understand what is driving those gaps, and prioritize targeted interventions.
L&D Leaders
Skill sentiment before and after training
Measure sentiment on the specific skills a course trains, before and after employees take it, and see whether the program actually moved them.
HR Business Partners
Sentiment at key lifecycle moments
Analyze sentiment after onboarding, at work anniversaries, and on exit, spot where the employee experience breaks down, and intervene earlier.

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 Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear passed $1B in value with under 200 people — every hire has to expand what the team can do.

Paid work trials over interviews

Candidates do real, paid work with the team before either side commits.

Impact over hours

Linear explicitly rejects 996 grind culture — focused teams beat raw output.

Watch the podcast →

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 Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear passed $1B in value with under 200 people — every hire has to expand what the team can do.

Paid work trials over interviews

Candidates do real, paid work with the team before either side commits.

Impact over hours

Linear explicitly rejects 996 grind culture — focused teams beat raw output.

Watch the podcast →

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 Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear passed $1B in value with under 200 people — every hire has to expand what the team can do.

Paid work trials over interviews

Candidates do real, paid work with the team before either side commits.

Impact over hours

Linear explicitly rejects 996 grind culture — focused teams beat raw output.

Watch the podcast →

IN THEIR WORDS

“Surface finally connected our engagement scores to what managers should actually do — and let us prove it moved retention.”

VP, People Operations

Fortune 500 Retail

IN THEIR WORDS

“Surface finally connected our engagement scores to what managers should actually do — and let us prove it moved retention.”

VP, People Operations

Fortune 500 Retail

Explore the other use cases

Org Planning

Learning & Development

Executive & Board Updates

HR Benchmarking

Policies & Benefits Design

Employee Listening

Talent Management

AI-Native People Team

See Surface on your own survey data

Bring an engagement survey and we’ll show you the action plans and impact tracking in under two weeks.

Request a Demo

See Surface on your own survey data

Bring an engagement survey and we’ll show you the action plans and impact tracking in under two weeks.

Request a Demo