Everything people management requires — in one place.

The heartbeat of Cadence.

Every functional management relationship runs through the 1:1. Cadence makes it structural — not aspirational. Structured agendas, AI-captured meeting notes, and private coaching after every conversation, for both participants.

Most organizations run 1:1s inconsistently, document them nowhere, and lose every insight the moment the call ends. Cadence captures the meeting, surfaces the patterns, and turns every conversation into a coaching moment.

• 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: what went well, what to improve
• Private post-meeting coaching for the employee: how to get more from 1:1s
• Meeting health metrics: frequency, talk-time ratio, topic coverage
• Manager-employee relationship history — every 1:1, searchable, private

Calibration with intelligence, not just a view.

The 9-box is the most consequential conversation most organizations have about their people — and most run it on gut feeling, recency bias, and whoever speaks loudest in the room.

Cadence runs blind dual-rating: the L1 manager and L2 leader submit their ratings independently, without seeing each other's. When they diverge significantly, the system triggers structured coaching on where the gap likely comes from.

• Blind dual-rating: L1 and L2 submit independently
• Divergence scoring with bias-coaching prompts when L1/L2 gap exceeds threshold
• Automatic top-right KVD nominations with retention flag
• Bottom-left structured intervention workflows — PIP, role recasting, or transition
• 9-box movement tracking across cycles
• Connected to Job Architecture for role-fit 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.

The 5:1 ratio is tracked per manager in real time and visible to their L2. If a manager is running at 2:1, their leadership knows it. That visibility changes behavior.

• 5:1 Rule tracking per manager — ratio surfaced in real time
• L2 visibility: every manager's recognition ratio on the leadership dashboard
• Peer, manager, and cross-functional recognition channels
• Values tagging — connect recognition to company values
• Recognition gaps: AI flags employees with no recognition in 30+ days
• Reward integration hooks (points, gift cards, experiences)

Career paths that are always current and always visible.

Nothing breaks trust faster than an employee who doesn't know what's expected at their level — or what they'd need to do to grow. Job Architecture gives everyone a living role definition, surfaced in context every time the manager sits down with them.

• Living role definitions — maintained, versioned, always current
• Competency frameworks with level-by-level expectations
• Career path mapping: horizontal and vertical growth paths
• Visible in every 1:1 — both parties see the role context
• 9-box-triggered role recasting workflows
• Compensation banding integration

The intelligence no fragmented stack can produce.

No competitor can correlate 1:1 quality + ER patterns + recognition ratios + survey sentiment + goal attainment + 9-box movement into one composite score. They don't own all the planes. Cadence does.

• Manager effectiveness scoring: composite of all signals
• Turnover prediction: early warning at team and individual level
• Heat maps: visual org health across locations, teams, levels
• A-player environment scoring
• Board-ready culture reporting
• Trend lines: org health over time, not just snapshots