Cadence looks different depending on where you sit. The IC sees their career path and coaching. The manager sees their team health and 1:1 workspace. The CHRO sees the whole organization — in one view. Same platform, different lenses.
Management quality varies wildly across organizations. Some ICs get a manager who coaches them, advocates for them, and develops them deliberately. Most get someone who is too busy, too inconsistent, or too conflict-averse to be honest.
Cadence doesn't fix your manager — it creates a system where good management happens by default, not by luck. Your goals are visible. Your 1:1s are documented. Your feedback is captured. Your career path is explicit.
"I spent 18 months at my last company not knowing if I was on track for a promotion or heading toward a PIP. Nobody told me. There was no system. Cadence changes that — everything is visible."
Every 1:1 you've ever had with your manager — documented, searchable, private.
See your goals and their status in real time. Surfaces in every 1:1 so they stay active.
After every 1:1, you get private coaching on the conversation — separate from what your manager receives.
Your role definition and growth path are always visible. You know exactly what's expected at your level.
Give and receive recognition tied to values. Your recognition history follows your tenure.
Pulse and engagement surveys designed for anonymous honesty.
Good management is hard. It requires you to be consistent, observant, coaching-oriented, and data-informed — all while doing your actual job. Most managers fail not because they don't care, but because they have no system.
Cadence is the system. Run your 1:1s here. Track your goals here. See your team's 9-box here. Know who you're over-correcting and under-recognizing before it becomes a problem.
"I've been a manager for six years. I thought I was good at it. The first month with Cadence showed me three relationships I was managing on autopilot that needed real attention."
Structured agendas, shared with your direct report. Both parties contribute topics.
After every 1:1, private coaching: what you said well, what you could have handled differently.
See your calibration ratings in context. Understand where each direct report sits.
Your 5:1 ratio — real time, tracked, and visible to your manager.
See every direct report's goal status at a glance. Surface blockers in 1:1s.
Aggregated survey results with team-level attribution.
Senior leaders are accountable for outcomes produced by people they don't directly manage. They need signal without micromanagement — the ability to see what's happening across their chain without having to ask or infer.
"I used to find out about management problems through resignations and complaints. Now I find out 90 days earlier, when the data starts showing the pattern."
See every manager in your org: 1:1 compliance, recognition ratio, ER activity, effectiveness composite.
AI surfaces managers trending downward across multiple signals before problems become visible in attrition.
Submit your 9-box ratings independently, see calibration convergence across the team.
Know who your Key Value Drivers are and whether they're in an environment likely to retain them.
Engagement and pulse results broken down by manager.
See the goal status for all teams in your chain. Identify blockers sitting unresolved.
The CHRO's traditional view is backwards-looking: turnover reports, ER case counts, survey summaries published weeks after they're conducted. It tells you what happened, not what's happening.
Cadence gives the CHRO an operational command center — real-time visibility into the management activity driving the outcomes they're responsible for.
"The ROI conversation is easy. We replaced 15Five, Lattice, and our internal survey tool. But the real value isn't cost — it's that I can now answer questions I couldn't before."
Composite org health score connecting every signal source. Board-ready reporting.
All active cases, PIPs, and formal investigations in one view.
9-box cycle progress across the entire org. KVD nominations, intervention workflows.
AI early warning at the individual and team level — before someone accepts a competing offer.
Beta access is by invitation. Tell us about your org and we'll walk you through the experience built for your role.