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

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

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, team context, and coaching read-surface are Coming Q3 and are not included in current purchase access.

Roadmap direction: working-style context becomes connective intelligence across 1:1 prompts, coaching moments, and talent conversations. These capabilities remain in development until each integration ships in production.

• Coming Q3: consented instrument and derived working-style profile
• Coming Q3: team working-style view for collaboration context
• Coming Q3: 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

Calibration workflow, coming after production proof.

9-box talent calibration is Coming Q3 and is not included in current purchase access. Blind dual-rating, L1/L2 divergence review, and structured calibration follow-through remain unavailable to paying tenants today. Personality working-style profiles are also Coming Q3 and will remain conversation support, not a scoring input.

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

• Coming Q3: blind dual-rating for L1 and L2 inputs
• Coming Q3: divergence review and calibration prompts
• Coming Q3: structured follow-through for calibration outcomes
• Roadmap: KVD nominations, predictive retention, and advanced movement analysis

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)

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

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 Coming Q3; 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

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