Individual goals point at team and company goals, so everybody can see how their quarter connects to the organisation's. Progress comes from the key results, not from an optimistic slider.
Free for every team. No seat caps, no credit card, no paid tier.
An individual goal can ladder up to a team or company goal, and only to those, so the chain always ends somewhere shared.
A goal's progress is the average of its key results. It cannot claim to be nearly done while its own measures say otherwise.
You see your own goals, your reports' goals at any depth, and every team or company goal. Peers' individual goals stay private.
Engagement data tells you that growth or alignment is weak. Goals are where a manager does something about it. Keeping both in one place means the quarterly conversation has the evidence and the commitments on the same screen.
TruePulse does not impose a quarter structure. Call a cycle Q1 2026, H1, or Spring — it is your label, applied consistently so goals can be filtered by it.
Remove a company goal and the individual goals beneath it are detached, not destroyed. Somebody's own goal is not the organisation's to delete because the objective above it changed.
Anonymous pulse surveys, Slack recognition, action plans, org chart, goals and 1:1s — one workspace, no tiers, no seat counting.
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