How does Voice AI improve 360 feedback?

Voice AI captures nuance through conversation, probing for specifics, examples, and real impact rather than checkbox ratings. It provides psychological safety with a neutral AI that has no agenda, history, or stake in the outcome, allowing people to share what they'd never type.

What is the Your360 AI process?

The process has three steps: 1) Self-Discovery - a 15-minute conversation with Tam, the AI coach, about goals and strengths. 2) Feedback Collection - voice conversations with feedback providers who are asked follow-up questions. 3) Live Coaching Debrief - AI synthesizes conversations into themes, coaching guidance, and a prioritized growth plan delivered in a live debrief.

Who benefits from Your360 AI?

Employees receive executive-quality feedback and coaching for real growth. Managers see how their team leads and develops, surfacing collective strengths and blind spots. HR Executives and Leaders get aggregate insights across programs and teams with simple admin and automated tracking.

Voice-Powered 360 Feedback

Deeper Feedback.
At Scale.

Coaching-grade, interview-based 360s that capture what your people really think. The organizational patterns your leaders need to see.

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Your360 AI replaced slow processes with an insights-driven feedback culture that keeps our team ahead in a fast-moving industry.

Bobby Land

Chief Product and Technology Officer

Voice Changes Everything

Surveys measure. AI interviews reveal.

Depth

Conversation captures nuance. AI probes for specifics, examples, and real impact—not checkbox ratings.

Safe and Confidential

A neutral AI with no agenda or stake in the outcome. Feedback is confidential by default and never shared without consent.

Growth

Walk away with a plan, not just a report. Your AI coach turns feedback into clear priorities and next steps you can actually act on.

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How it Works

Every 360 starts with a conversation and ends with a plan.

Step 1

Self-Discovery

15-minute conversation

Participants meet Tam, their AI coach, for a short conversation about their goals, strengths, and growth areas. They choose who they want feedback from and set the direction for their 360.

Listen in Action

Step 2

Feedback Collection

Higher participation. Deeper responses.

Each feedback provider has a real voice conversation with an AI coach who asks follow-up questions, probes for examples, and draws out depth and perspective that surveys never capture.

Listen in Action

Step 3

Live Coaching Debrief

The depth of a $10,000 executive assessment

AI synthesizes every conversation into clear themes, coaching guidance, and a prioritized growth plan. Tam delivers it all in a live debrief, so participants can ask questions, push back, and leave with a plan they actually believe in.

Listen in Action

Ready to hear what real feedback sounds like?

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Decades of Research. Now Powered by AI.

Our executive-grade methodology is built by people scientists and shaped by leading experts in 360 feedback and executive coaching.

“Most 360s collect data. Your360 actually turns it into insight — built on the same methodology I've spent 20 years refining with executives.”

Rebecca Glenn

Your360 AI Advisor, Executive coach & author of Fearless Feedback, a practitioner’s guide to 360s

"Survey 360s were always the wrong tool. Scales and averages are for things you can count. How someone leads or builds trust? That requires a conversation. That’s Your360.”

Mandy Varley, PhD

People Scientist and PhD, Organizational Behavior

Results at Every Level

What used to take months and consultants now takes two weeks and runs itself.

Employees

Executive-quality feedback and coaching that drives self-awareness and real growth. For everyone, not just the C-suite.  

Managers

See how your team leads, develops, and gives feedback. Surface collective strengths, blind spots, and patterns you wouldn't catch in 1:1s.

HR Executives & Leaders

Aggregate insights across programs and teams. Simple admin, automated tracking, and real data to inform talent decisions and build a feedback culture.

Patterns Across Hundreds of Conversations

Voice AI doesn't just help employees grow—it surfaces patterns across your team that inform real decisions.

What's Showing Up Across Your Team.

Hours of voice interviews, aggregated and anonymized across your team. The specific themes showing up across roles, levels, and teams.

Skill Gaps Across Your Team

Spot the development needs that span your team or organization, so you can invest in training that matches reality.

Signals for Strategic Decisions

Give executives and HR leaders the evidence to prioritize development investments, address root causes, and align on what matters most.

Team Insights Report

Engineering Leadership Cohort · 8 participants

SHARED STRENGTHS

End-to-End Ownership

Strong pattern - mentioned by 6 of 8 team members

Taking full responsibility for outcomes, proactively solving problems without waiting for permission, and following through on complex initiatives from start to finish.

What Team Members Report

People picking up problems outside their lane and running them to resolution without being asked.
Owners following multi-month initiatives through to the finish with no status-chasing.
Teammates reliably closing the loop, so others rarely have to follow up.

Why This Matters

It creates a high-trust environment where everyone knows their teammates will close the loop. This ownership culture allows the team of 8 to operate with the output of a much larger organization.

SHARED CHALLENGES

Jumping in Instead of Coaching

Strong pattern - mentioned by 5 of 8 team members

Senior team members tend to step in and complete work themselves rather than coaching others through it, a common manager-to-leader transition pattern.

What Team Members Shared

Several said it tends to happen under deadline pressure, when redoing the work feels faster than coaching through it.
A few noticed their reports had started bringing fewer problems forward, expecting the senior person to just take over.
Several framed it as a conscious tradeoff under pressure, not a blind spot, which makes it addressable.

Why This Matters

Left unchecked it caps how much the team can take on and slows growth of high-potentials. Addressing it frees up senior capacity and accelerates readiness across the team of 8.