Your employees know things your organisation needs to hear. Strategy gaps. People problems. Early warning signs. Most of it never surfaces - because no real channel exists to capture it.
Pulsavox is an anonymous employee feedback platform built for Irish organisations. It sits between the annual engagement survey and the whistleblowing hotline — capturing continuous intelligence from employees, in real time, through a simple QR code or intranet link. No app download. No login. Structurally independent of your employer IT systems.
Your employees are often your most underutilised intelligence asset. They know which strategies aren't landing at ground level. They see the manager problems before they become HR cases. They feel the friction that quietly drains engagement. And they know, often months before anyone else, when they're thinking about leaving.
The annual survey captures a moment. By the time it lands, the moment has passed. Pulsavox is the live feed that runs in between - surfacing the intelligence that exists right now, while there's still time to act on it.
The people closest to execution often know where a strategy is wrong. Hierarchy makes it feel risky to say so. That silence costs organisations more than most leaders realise. Pulsavox gives those people a safe way to say it - and gives leadership the intelligence it is currently missing.
A difficult line manager is the hardest thing to raise and the most likely to cause churn. Most HR teams find out six months too late, in an exit interview. Surface it early and in almost every case there is still time to act.
Resignations rarely happen without warning. The signal is usually there months earlier. Without an always-on channel, nobody catches it in time to act. An always-on channel surfaces that signal while the conversation can still change something.
Salary, environment, process, benefits. Low stakes individually, but accumulated frustration is what quietly drains engagement before any survey picks it up. Small things acknowledged are small things fixed. Small things ignored become attrition.
Employees are not submitting feedback into a platform owned or controlled by their employer. This is not a privacy policy claim - it is a structural fact. And it is the reason employees would actually use it.
Pulsavox is hosted independently. Your IT team has no access to submissions and no ability to trace activity back to individuals.
Employees access Pulsavox via a public URL. The submission never touches your infrastructure.
Employees who understand how data works can verify the independence themselves. The anonymity is structural - not a statement on a screen.
Pulsavox captures the intelligence that currently goes unheard - across five categories that share one root cause. Employees have no safe, easy, always-available channel to say what they know.
The Protected Disclosures Act 2022 requires a formal internal reporting channel. Many organisations are not fully compliant.
Read more ->The ongoing friction - salary, environment, process, benefits - that accumulates quietly until it shows up as attrition. Patterns nobody sees until it is too late.
Read more ->Employees often know when the strategy is wrong. Hierarchy makes it feel risky to say so. That silence is expensive and entirely preventable.
Read more ->Manager feedback is the hardest signal to capture through any existing channel - and often the most valuable to surface early.
Read more ->The signal that someone is leaving is usually there 3-6 months before the resignation letter. An always-on channel surfaces it while there is still time to act.
Read more ->No app. No login. No friction. Because a feedback channel that takes effort does not get used.
QR code in the break room or a link on your intranet. Nothing to install.
No login. No name. No trace. Structurally anonymous - not a promise in a policy document.
Classified, prioritised, and routed to the right person - automatically.
Trends, volume, patterns, and resolution status. Act before issues become crises.
We are speaking to a small number of HR Directors and People leads in Irish organisations who would like real-time feedback from their employees - strategy gaps, manager issues, everyday friction, and the signals that someone is about to leave. If you are up for a chat, please drop us a line. No pitch, no pressure.
30 minutes. Your schedule.
We will respond within one business day. No sales calls without permission.
