Organisational Intelligence · For Heads of People & Culture
You can’t fix what you can’t see.
So let’s see it.
We surface what your people are carrying. And give you the structural picture to act on it.
“
We do all the right things on paper. But I cannot tell you what is actually happening with our people.
Head of People & Culture · Mid-size tech firm
Tier-1 India · Bengaluru · Mumbai · Hyderabad · Pune
Two-practitioner clinical model
20-category organisational taxonomy
Zero individual data ever leaves the room
Pilot from ₹15,000
1
The Problem
HR is operating blind.
You have lagging indicators. You don’t have signal.
What you have today
What’s missing
01
Annual engagement surveys
67% satisfaction
What that 67% actually means.
02
EAP tie-ups · 2–8% utilisation
Why 92% never use it.
03
Exit interviews · post-departure
Warning before they decide.
04
Wellness attendance · headcount data
What actually shifted.
05
Intuition from 1:1s · your judgement
Patterns across teams.
By the time something hits my desk, it’s a resignation. I’d give anything for an early signal.
Head of HR · 850-person fintech · Bengaluru
2
The Cost of Blindness
It’s not soft — it’s expensive.
₹3–7 Lakh
Per attrition. Recruit, onboard, lost productivity.
85%
Of wellness budgets spend with no measurable outcome.
60%
Of HR 1:1 time goes to problems early signals could have prevented.
3
What HUD delivers
Three things. That’s it.
A session. An observer. A report your CFO can read.
Product 01
Gateway Workshop
A 90-minute in-person session. Up to 15 people. The fastest way to feel what we do.
90 min
In-person
Product 02
4-Week Cohort
Four weekly online sessions. Pre/post measurement. The flagship — richest signal for leadership.
4 × 90 min
Online · 8–12 participants
Output
Insight Report
Themes. Wellbeing delta. Structural recommendations. Zero individual data. This is what you actually buy.
Anonymised
Contractual
Governance Agreement
No individual data reaches you. Signed before kickoff. Enforceable, not aspirational.
Pre-engagement · Legal reviewable
Non-negotiables across every product
Fully voluntary participation
No direct reporting relationships within a cohort
Zero individual data to HR. Ever.
4
The Deliverable
Not wellness data. Intelligence.
A
Theme patterns
Coded against a 20-category taxonomy. Frequency. Intensity. Location.
B
Wellbeing delta
Pre vs. post. Cohort-level only. Never a diagnosis.
C
Structural recommendations
Hypotheses, not prescriptions. Board-memo ready.
Cohort 04 · Anonymised Insight Report · Page 03/14
DGA Signed
Executive Summary — Cohort 04, Engineering Org
A pattern around silent compensation strain.
Cohort Size
10 participants
Sessions
4 / 4 completed
Completion Rate
90%
A · Top emergent themes (frequency)
Compensation comparison loop
14 instances
Manager bandwidth absence
11 instances
Quiet career stalling
9 instances
Recovery rituals (positive)
7 instances
B · Pre/Post wellbeing delta (cohort-level)
−24%
Reported stress
+38%
Felt supported
+19%
Sleep quality
C · Structural recommendation (extracted)
→ Compensation transparency review, not retention bonus
The compensation theme presented less as a money issue and more as a fairness/legibility issue. A targeted review of band transparency for IC4–IC6 would likely move the needle further than a one-time retention adjustment.
HUD-IR-0042 · Confidential
No individual data · DGA enforced
5
Why HUD vs. the rest
Surveys ask. We listen.
Surveys capture what people will report. We capture what surfaces in the room.
Dimension
HUD
Trijog / YourDOST
Wysa for Teams
Data source
✓
Session-derived observation logs
×
Self-report surveys
×
App engagement metrics
Confidentiality
✓
Explicit contractual DGA
×
Generic privacy footer
×
Generic privacy footer
Clinical protocol
✓
20-cat taxonomy + observer model
×
Ad-hoc facilitation
×
Self-guided modules
Modality
✓
Structured cohort + clinical observer
×
Webinar + EAP referral
×
Chat + content
Insight language
✓
CHRO-readable structural framing
×
Therapy-speak summaries
×
Engagement charts
Pilot price
✓
From ₹15,000
×
50–70% higher
×
Annual contracts only
6
The pilot offer
One cohort. Then decide.
No annual SoW. No CHRO sign-off to begin. Read the report and choose.
Phase 1 pricing for our first ten partners. After that, ₹65–90k.
Pilot · Most chosen
4-Week Cohort
₹40,000
— ₹55,000 / cohort
→
Four 90-minute online sessions, 8–12 participants
→
Two-practitioner model — facilitator + clinical observer
→
Anonymised Insight Report — delivered within 5 days of close
→
Signed Data Governance Agreement before kickoff
→
Debrief call 14 days after report delivery
Reserve a pilot slot
7
What happens after you say yes
From Signed MOU to Forwarded Report.
In about six weeks.
Day 1
20-min call
Two questions. That’s the agenda.
Week 1
MOU + DGA
One page. Legal reviewable in one sitting.
Weeks 2–5
Cohort runs
You hear nothing. By design.
Week 6
Report + debrief
Delivered within 5 days of close.
8
The questions you’ll ask in the call
Things HR leaders ask us first.
Is this group therapy?
No. A structured cohort. Participants leave with tools. You leave with a report.
How do I know no individual data reaches me?
A signed DGA before kickoff. Theme-coded only. No names, no quotes. Enforceable.
My EAP is at 4%. Why would this be different?
EAPs are stigma-loaded. A cohort is “join a course,” not “admit you need help.” Completion: 80%+.
What does my CFO approve?
A one-page MOU at ₹40–55k. Defensible as L&D. Forwardable to leadership.
9
Begin
Twenty minutes. Two questions. One pilot.
Two questions. If the fit is there, signed MOU within a week.
Book the call
No deck. No qualifying form.
Two questions, twenty minutes
DGA reviewable by legal in one sitting
Pilot delivered in ~6 weeks