Ranx's overall score, out of 100. Higher is better. It combines how people rated each area with how much each area matters to them.
67.1
4 categories scored
No sign-up needed
See a company go from survey to results.
Decivium is a sample company with made-up data. Follow it through every step: Listen, Rank, Drivers, Act, and Lift, then back to the next survey.
Sample data only. In the real app, each leader sees only their own part of the organization, and small groups stay hidden so no one can be singled out.
Employee Net Promoter Score: would people recommend working here? The share who would, minus the share who wouldn't. Useful context, but it doesn't set what to fix first.
-15
Promoters 14.8% · Detractors 29.5%
The share of invited people who answered: 122 of 162.
75.3%
122/162 responses
The share of invited people who opened the survey. Comparing it with the response rate shows whether people saw the survey but didn't finish it.
80.2%
130/162 accessed
The best place to start: it matters a lot to people, the results are clear enough to act on, and there are practical things leaders can do.
Start here
Ready to act
Career Growth and Development
Matters most to people, and scores lowest of the four areas.
Walkthrough
Pick a step to explore.
Follow the whole path: the survey, what to fix first, why it matters, the plan leaders chose, and whether things got better.
Drivers
Why it matters: what each priority is linked to.
Drivers shows which priorities move together with the results leaders care about most: job satisfaction, engagement, plans to stay, and whether people would recommend working here. AI helps spot patterns but never changes the ranking, and small groups stay hidden.
Career growth and feedback are slipping, while overall engagement holds up.
Fewer people see chances to advance or get regular, useful feedback than in earlier surveys. Satisfaction and engagement are mostly healthy, but plans to stay are mixed.
AI summary, reviewed and accepted · 12 surveys compared
Left to right: how high the item ranks. Bottom to top: how strongly AI sees it shaping the results. AI never changes the ranking.
Ranking vs. AI's read i
Top right: both agree it matters.
The top-left corner is empty: AI hasn't found anything the ranking missed. Ranx shows the empty corner rather than filling it.
In order
Ranked by priority and AI's read together.
- 1
P1 · Career growth You have opportunities for advancement or promotion at this organization. Act on thisBoth agree
- 5
P2 · Feedback and coaching You receive regular, constructive feedback on your performance. Act on thisBoth agree
- 8
P3 · Manager effectiveness Your immediate manager cares about your development. Check furtherRanked high
- 4
P4 · Work fit and challenge You find your job interesting and challenging. Check furtherRanked high
- 2
P5 · Capability development Your leadership gives you the time and resources to seek training and ongoing education. Check furtherRanked high
- 3
You rarely consider leaving this organization. Keep an eye onOutcome measure
- 6
How happy are you with your job? Keep an eye onOutcome measure
In the app, each point trails a line showing how it moved across the last 12 surveys.
Follow the same pattern down from business unit to department to team, within each leader's own part of the organization.
Teams below the minimum group size still appear in the structure, but their results stay hidden.
Around the cycle
Connect your systems, add your brand, take the data with you.
These features sit around every step: where the survey list comes from, whose name is on the survey, and where the results go afterward.
- 1ConnectLink your HR system or CRM once, through Merge, a secure integration service.
- 2Refresh dailyRanx checks for changes every day, at a time you choose.
- 3Review what mattersPeople leaving, new managers, and reorganizations wait for an admin. Small updates flow straight in.
- 4Survey the right peopleEvery survey and every leader's results use the current, approved list.
Comes with HR and CRM connectors. Without them, upload a CSV or Excel file whenever your list changes. What the connectors bring over
Get started
Launch a proven survey program on day one, not next quarter.
Choose a playbook, bring in your people from your HR system, CRM, or a spreadsheet, and let Ranx take it from the survey through to the results.