Employee Follow-Up for Tech Companies
In tech companies, talent is mobile and expectations on growth, autonomy and workload are high. Teams grow fast, managers are often former engineers with little training in people management, and burnout or boredom is rarely spoken about until someone hands in their notice. Passisto People provides regular voice check-ins and a profile that builds over time, so managers and HR can listen continuously.
The challenges
Talent that is easy to lose
Developers, data and product people receive offers all the time. A resignation is often the first visible sign of months of unspoken dissatisfaction.
Rapid growth, thin onboarding
New hires join remote or hybrid teams, learn a codebase and a culture in a few weeks, and may not find the right person to ask for help.
Managers who learned on the job
Engineering managers are often promoted for technical skill. Regular, structured one-to-ones are not always part of their habits.
Workload, focus and burnout
On-call duties, deadlines and context switching create a load that stays invisible. Employees rarely say they are struggling.
How it works
- 1
Set up the check-in rhythm
HR creates a recurring campaign for a team, a department or new hires, and chooses the template: onboarding, growth, workload or retention.
- 2
Employees talk when they have focus time
Each person receives their login details, signs in to their portal and has a voice conversation with the AI agent in the browser, between two tasks. Nothing to install.
- 3
Reports for the manager and HR
The AI produces a structured report: motivation, workload, growth expectations, relationship with the manager. The manager adds notes and prepares the next one-to-one.
- 4
Trends build in the profile
Goals and issues carry over from cycle to cycle, so progress or recurring concerns are visible. Managers and HR decide on actions.
Examples of questions the AI agent asks
- What was the best part of your last few weeks, and what drained your energy?
- How do you feel about your workload and the pace of delivery on your team?
- Do you feel you are growing in your role, and what skill would you like to build next?
- How would you describe the feedback you get from your manager?
- What would make you stay here for the next two years, and what could make you leave?
What you get
Listen before people leave
Regular check-ins surface frustration and unmet growth expectations while there is still time to act.
A stronger first quarter
Onboarding check-ins show what documentation, mentoring or tooling is missing for new hires.
Better one-to-ones
Managers arrive at their meetings with context and a clear list of open points.
A consistent view across teams
HR spots patterns across squads or departments without running long surveys.
Frequently asked questions
Does it replace one-to-ones with managers?
No. It prepares them. The report gives managers context so they can have a better conversation. People always lead the follow-up.
Can we run check-ins for remote employees in several countries?
Yes. Employees join from their browser wherever they are, and interviews and reports are available in the platform languages.
Can an employee see what is written about them?
What is shared depends on how you configure access and your internal policy. Decide it before launching, and tell employees clearly how their answers are used.
See how it works for your team
Tell us about your context: we will show you the conversations, reports and follow-up that fit it.