Survey 360s ask people to rate statements on a scale and leave short comments. Your360 conducts real voice conversations where an AI coach asks follow-up questions, probes for specifics, and draws out the kind of examples that make feedback genuinely useful. A 15-minute conversation captures more depth than a 45-minute written survey. And every participant receives a live AI coaching debrief to help them understand and act on what they heard, something most survey tools don't offer at all.

By default, peer and direct report feedback is anonymous in the report. Manager feedback is attributed, because development works best when it's connected to the working relationship. We don't trace quotes back to specific providers, though naming very specific situations could make feedback recognizable to the learner.

These settings are configurable. Administrators can adjust attribution rules to fit their organization's culture, whether that means making all feedback anonymous, attributing by relationship category, or something else. The default works well for most developmental 360s, but organizations running 360s in different contexts have flexibility to set this up the way that fits.

By default, the 360 report is private to the participant. Managers and HR do not see individual reports. What they do see is completion tracking (who has finished, who hasn't) and, for team programs, an anonymized Team Insights report that surfaces patterns across the group without identifying individuals.

For organizations that want more visibility, the platform can be configured so managers or HR receive the full synthesized report. Participants are always told upfront who will see their results. Regardless of the configuration, no one outside the Your360 technical team can ever access raw voice recordings or transcripts. All shared outputs are synthesized.

Your 360 debrief with Coach Tam, where you process your feedback, ask questions, react, and work through what you've heard, is always private. That conversation is never shared with feedback providers, managers, or HR, regardless of how your organization has configured the program.

Other interactions with Tam may connect to outputs that are shared depending on your setup. For example, context from your onboarding conversation helps shape the feedback collection and may be reflected in your report. The development plan you build with Tam could also be something you choose to share with your manager or that your organization's configuration makes visible.

The key distinction: Tam is your coach throughout the process, and the coaching itself (especially the debrief) is a confidential space. The outputs it helps you create, like your development plan, may be shared depending on how things are set up.

Our technical team may access recordings for security or quality assurance purposes under strict NDAs, but content is never shared outside the platform.

The best 360s have always been interview-based. Every executive coach we've talked to who uses the major brand-name 360 tools will say the same thing: real conversations produce far richer, more actionable feedback than surveys. The challenge has been that interview-based 360s required a human to conduct every conversation and write every report. That meant $5,000-$15,000 per person, months of waiting, and access limited to a handful of senior leaders.

Your360 delivers that same interview-based methodology, powered by voice AI, at a fraction of the cost. Participants get the same experience: a self-discovery conversation, individual peer interviews, synthesized themes and coaching guidance, and a live debrief. Built with Rebecca Glenn, co-author of Fearless Feedback (a practitioner's guide to 360s), and Mandy Varley, PhD in Organizational Behavior.

All data is encrypted in transit (TLS 1.2+) and at rest. We are currently in the SOC 2 Type II observation window with Sensiba as our auditor and expect certification to be complete by mid-2026. We comply with GDPR and CCPA requirements.

Voice recordings and transcripts are retained while your account is active and deleted when you delete your account. Aggregated, de-identified data may be retained to improve our AI coaching quality. We do not sell, share, or use your data for training third-party AI models.

Timing: We recommend running 360s a couple of months before performance reviews or off-cycle. This gives people time to focus on development without evaluation pressure, and to act on insights before their next review.

Privacy and ownership: In the default developmental setup, the 360 report belongs to the employee. Managers do not receive it. After their AI coaching debrief, employees can choose to share their results, or specific themes, with their manager if they find it valuable. They can also use the report as a starting point for self-reflection in annual reviews.
For organizations that want a more evaluative setup, the platform can be configured so managers or HR receive the synthesized report. Participants always know upfront who will see what.

What's always confidential: The AI coaching debrief is always private to the participant. How they process their feedback, the questions they ask, the reactions they have during their conversation with Coach Tam, that stays between them and Tam regardless of how the broader program is configured. This is what makes the debrief genuinely useful: participants can be honest with themselves because no one else is in the room.

Why this works: Employees process their feedback in a confidential space first. When they're ready, they bring their most important insights into conversations with their manager. Performance discussions become more focused and development-oriented because employees arrive with self-identified growth areas rather than being surprised by feedback.

Typically 2-3 weeks from kickoff to delivered reports. Onboarding takes about 15 minutes. Each feedback provider conversation takes about 15 minutes. The live AI coaching debrief takes about 45 minutes. The main variable is feedback provider scheduling, which the platform handles automatically with invitations and reminders.

Yes. Your360 handles the full cycle: participant onboarding, feedback provider scheduling and reminders, voice-based interviews, synthesis, and live coaching delivery. Most teams that adopt Your360 are replacing either a survey-based 360 tool, a consultant-led assessment process, or an informal feedback process that wasn't delivering useful results.

Administrators can customize feedback questions, timelines, and confidentiality settings to match their program. Setup takes minutes, not weeks. And because every conversation is captured and synthesized by AI, the system gets smarter over time. Repeat 360s and pulse checks build on prior context for more relevant, more personalized coaching.