Live Workflows + Roadmap Previews

When management happens at a distance, the operating record has to be connected.

Most organizations run 1:1s, goals, recognition, ER, surveys, and calibration across disconnected tools. Cadence gives remote and hybrid teams one operating plane for the management work that has to stay visible.

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The journey

Start with the management habit. Follow the roadmap as the intelligence layer expands.

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Here today

Run live workflows for 1:1s, goals, recognition, ER, surveys, job architecture, core 9-box calibration, Personality Intelligence, and current Culture Scorecard views.

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Coming Q3

Roadmap-labeled depth adds richer calibration movement, more woven Personality prompts, and clearer follow-through instrumentation after current tenant proof is attached.

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The vision

Every manager gets better support, every employee gets a clearer record, and leaders see the culture signal no fragmented stack can produce.

Module 01 · 💬 1:1 Management Engine

The heartbeat of Cadence.

Every functional management relationship runs through the 1:1. Cadence makes it structural — not aspirational. Structured agendas, follow-through, AI summaries, and private coaching lanes are live workflows.

Most organizations run 1:1s inconsistently, document them nowhere, and lose every insight the moment the call ends. Cadence gives the conversation a durable workspace today, with AI support that develops managers and employees while humans stay accountable.

Shared agenda builder — both parties contribute, nothing gets forgotten
AI-generated meeting summaries with key decisions and action items
Private post-meeting coaching for the manager
Private post-meeting coaching for the employee
Meeting health metrics: frequency, talk-time ratio, topic coverage
Manager-employee relationship history — every 1:1, searchable, private

Cadence 1:1 Engine — AI coaching insights panel with risk flags, coaching notes, and goal updates

Module 02 · 🎯 Goals & OKR Tracking

Accountability built into the conversation.

Goals that live in a separate system are goals that get reviewed once a quarter. Cadence supports goal creation, updates, and progress tracking today; goal context inside the 1:1 remains preview until current tenant proof is attached.

Set goals at every level, track progress, and keep accountability close to the management rhythm. AI recommendations remain preview rather than a current GA promise.

Company, team, and individual goal cascading
OKR framework with weighted key results
Preview: progress visible in the 1:1 sidebar
Goal progress tracking over time
Preview: AI-generated goal health recommendations
Roadmap: review-cycle integration

Cadence Goals workspace showing company, team, and individual goals with progress and risk states

Module 03 · 🧩 Personality Intelligence

How your people work, made useful without becoming a score.

Cadence names this Personality Intelligence because the product direction is broader than a standalone form. The consented working-style profile foundation is live in Professional access, including team context and a coaching read-surface.

Roadmap direction: working-style context becomes connective intelligence across 1:1 prompts, coaching moments, and talent conversations. Those deeper woven-use claims stay labeled as coming until each integration ships in production.

Live: consented instrument and derived working-style profile
Live: team working-style view for collaboration context
Live: coaching read-surface for conversation prep
Coming: 1:1 prompts informed by working-style fit
Coming: coaching moments that reflect dyad fit without exposing raw responses
Hard line: personality signal never feeds scoring, ratings, 9-box placement, or compensation

Cadence Personality workspace showing working-style usage guidance and consent boundaries

Live · ⬛ 9-Box Talent Calibration

Calibration workflow, with roadmap depth clearly labeled.

Core 9-box calibration is live in current Professional and Enterprise access: blind dual-rating, L1/L2 divergence review, and structured calibration follow-through. Personality working-style profiles remain conversation support, not a scoring input.

Roadmap direction: KVD nominations, predictive retention, and advanced movement analysis stay roadmap-labeled until each ships in production.

Live: blind dual-rating for L1 and L2 inputs
Live: divergence review and calibration prompts
Live: structured follow-through for calibration outcomes
Roadmap: KVD nominations, predictive retention, and advanced movement analysis

Cadence 9-Box talent calibration matrix with category labels, employee pills, and performance and potential axes

Module 04 · 📋 ER Command Center

ER cases are expensive. Cadence reduces how many open.

Most ER tools manage cases after they surface. Cadence connects ER case management to the broader management record; AI coaching, recognition-ratio enforcement, and declining-pattern prediction remain preview or roadmap until verified as GA.

When a case does open, it opens with full context: every 1:1 note, every recognition interaction, every goal conversation, every prior HR touchpoint. Nothing starts cold.

Full case lifecycle: verbal warning → written → PIP → separation
Case history connected to the full management record
Live role-based access separates workspace admin, manager, and employee views; deeper HR, executive, and auditor policy surfaces remain entitlement-scoped
PIP builder with structured check-in cadence and measurable milestones
Preview: pattern-history analysis for employees or managers
Preview: manager problem-solver score as an upstream prevention metric

Cadence ER Command Center — active case card with lifecycle stages and severity badge

Module 05 · ⭐ Recognition

Recognition as accountability, not wallpaper.

Recognition platforms often become noise — a feed of "congrats" posts that nobody reads and management ignores. Cadence treats recognition as an operational metric with real teeth.

Recognition feed and posting are live. Recognition-ratio analysis is a preview insight, not an enforced GA control.

Preview: 5:1 Rule tracking per manager
Preview: L2 visibility into recognition ratios
Peer, manager, and cross-functional recognition channels
Values tagging — connect recognition to company values
Preview: recognition-gap insights
Roadmap: reward integration hooks (points, gift cards, experiences)

Cadence Recognition — 3 stacked recognition cards with value badges and 6.2:1 manager ratio

Module 06 · 📊 Survey Engine

Survey data that connects to a manager, not just a department.

Most survey tools produce beautiful company-level dashboards that tell you something is wrong but not where or why. Cadence supports tokenized pulse responses and aggregate survey analytics today; full campaign management and manager-level attribution remain preview or roadmap.

Live: tokenized pulse-survey response collection
Preview: manager-level signal attribution
Preview: AI-generated comment summaries
Preview: cross-signal correlation across survey, 1:1, and recognition data
Anonymous response guarantees with minimum cohort sizes
Roadmap: manager action planning from survey results

Cadence Survey Engine — eNPS +42 score with 12-month trend, dimension heatmap, and top manager

Module 07 · 🏗️ Role expectations

Make the next 1:1 clearer, not another HRIS project.

When role expectations live apart from the conversation, managers guess and employees are left to decode what good looks like. Cadence gives People teams an administrative role-definition foundation today. The shared role-expectations experience that steers 1:1s is coming.

Live today: Job architecture data import for admin setup
Live today: Versioned role definitions
Live today: Level context and role assignment
Coming: Role expectations that guide shared 1:1 agendas for both manager and employee
Coming: Human-approved expectation prompts — never auto-inserted or used to score people

Cadence role-definition view with level context

Module 08 · 🏆 Culture Scorecard

The intelligence no fragmented stack can produce.

Cadence connects 1:1 quality, ER patterns, recognition ratios, survey sentiment, and goal attainment into one management view. Personality working-style context is live as conversation support; calibration movement and predictive risk remain roadmap inputs, not current GA claims.

Manager scorecard and org-health heatmap
Roadmap preview: predictive retention risk
Heat maps: visual org health across locations, teams, levels
Roadmap preview: high-performer environment scoring
Preview: board-ready culture reporting
Trend lines: org health over time, not just snapshots

Cadence Culture Scorecard — composite score 83 with 4 KPIs and dimension x department heatmap

Preview · 🔌 Connected Agents (BYOA)

Bring your own AI. Keep your audit trail.

Connected Agents is in preview. External customer BYOA connections over MCP open after scope-consent and scoped audit logging ship.

Current product work is validating tenant-scoped permissions, consented scopes, and admin-visible audit events before this becomes purchasable in Professional or Enterprise.

Preview BYOA access over the open MCP standard
Scope-consent gates before external customer connections open
Scoped audit logging required before purchasable availability
Admin enable, review, and revoke controls under validation

Connected Agents · MCP audit log

Agent connected

Personal assistant authorized via workspace sign-in

Request logged

read:goals — scoped to the connecting user's own records

Admin visibility

• Full audit trail of agent, user, scope, and timestamp

• Revoke any connected agent at any time

Open the workspace your managers will actually use.

Start a trial workspace, invite a small team, and evaluate the live workflows before expanding into deeper roadmap-labeled intelligence.

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