Know how your team is really doing
Great teams quietly drift long before they visibly break. Regular, honest pulse checks show you how morale and delivery are trending - so you can step in while a dip is still a conversation, not a resignation.
A real read on your teams
How teams rate how work feels - self-reported, not inferred - early enough to act on.
A clear read on morale and delivery
One radar across the dimensions that matter - workload, support, delivery confidence, clarity, fun and mission. Run it live as a team ritual or collect quietly over a week, so you see where a team is thriving and where it is straining.
Team health · Live pulse
Pulse 5 · Data Platform
Participants (6 invited)
Emily SaputraSubmitted ✓
Leo NovakSubmitted ✓
Lucia MendesSubmitted ✓
Hana ParkSubmitted ✓
Marcus WebbWaiting
Sofía ReyesWaiting
Participation is visible. Individual ratings are strictly private.
Live aggregate score (n=4)
Spot the dip before it costs you
Per-dimension trends over time, correlated with absence and capacity, so a sliding morale score gets tied to the on-call load or crunch behind it - and you act while it's still fixable.
Trends · Data Platform
Support × absence
Turn insight into action
Capture what you'll do about it, give it an owner and a date, and link it directly to Linear or Jira - so the things people raise actually get fixed, instead of resurfacing next quarter.
Health · Attention required
Team support dip
Support fell as absence rose (Feb–Jul). Follow-up required.
New action
Lucia MendeseNPS, included
The classic would-you-recommend check, built in: a 0–10 check scored −100 to 100 with promoter, passive and detractor splits trended per team over time. Confidential, aggregated, and included on every plan.
eNPS · Q2
−12
Scale −100 to 100
Responses
28
Data Platform + Platform
vs last quarter
▼ 18
Worth a talk
Standard eNPS check
Would you recommend working here?
Why teams pick it
See morale before it tanks
Catch the slide while there's still time to do something about it.
Tie morale to delivery
Health trends sit right next to absence and capacity signals.
Manage every team's pulse
One consistent read across teams, sprints and quarters.
Act, don't just measure
Actions with owners close the loop on what you learn.
Or your team can simply ask
Plain language in, the right thing done - correctly, and always within your rules. Here's a real example.
The Platform team's last pulse felt off. Show me the trend, what people actually raised, and whether it tracks workload.
get_team_health_trendsInspect query parameters
{ "teamId": "team_platform", "modelId": "hmod_pulse_5" }list_health_runsInspect query parameters
{ "teamId": "team_platform", "status": "closed" }correlate_health_signalsInspect query parameters
{ "teamId": "team_platform", "modelId": "hmod_pulse_5" }get_health_runInspect query parameters
{ "runId": "hrun_2026q2" }list_actionsInspect query parameters
{ "teamId": "team_platform", "sourceType": "health_run" }Questions, answered
What does a team health check measure?
Morale, workload, delivery confidence, support, clarity and more - on a simple scale, per team - so you get a rounded picture of how a team is doing, not a single vanity score.
How is this different from a survey tool?
It's built for managing teams, not collecting forms: trends over time, correlation with absence and capacity, live facilitation, and actions that close the loop on what you find.
Is it live or async?
Both. Run a facilitated live session with a synced radar and reactions, or collect responses asynchronously over a window.
Can I track trends across teams and sprints?
Yes - per-dimension trends over time for each team, correlated with approved-absence and capacity signals so a dip is explained, not just flagged.
Will people answer honestly?
Yes. Responses are confidential and aggregated, so you get candid signal you can act on rather than what people think you want to hear.
Can I measure eNPS?
Yes - a built-in eNPS check ships with every workspace. People answer the standard 0–10 question, you get the −100 to 100 score with the promoter, passive and detractor split and a per-team trend, and the comments carry the why behind the number.
One suite for the whole people-ops day
Leave, time, team health and the employee record work as one, so the picture is always joined up - a booked holiday is known everywhere, a new hire's day one starts itself, and a quiet team never slips through.
Time off should be the easy part
When booking leave is effortless and cover takes care of itself, people actually rest, managers stop firefighting, and you always know where the business stands.
Know where the week actually went
Time tracking only matters when it's honest and effortless.
Clock in. That's the whole job.
Four buttons for the day.
Day one, already handled
The moment someone is hired, their record exists, their onboarding tasks have owners and dates, and the policies that need signing find them by themselves.
Run HR from the AI you already use
SquadBear is the system of record.
From the blog
Practical guides on this part of the job, written for teams small enough that the person reading this is also the person doing it.
Your Team Isn't Taking Vacation. That's a Management Problem
Untaken vacation is a management problem, not employee diligence. The four structural causes, the fixes that actually work, and a script for the talk.
Read the guide →Surveillance-Free Timesheets: Track Hours Without Spyware
Hours data without spyware: expected hours from real schedules, a short editing window for honest corrections, and logging that costs seconds, not minutes.
Read the guide →Pulse Surveys vs eNPS vs Health Checks: Which Do You Need?
Annual surveys, pulse tools, eNPS and team health checks answer different questions at different speeds. Sort the instrument first, then the vendor.
Read the guide →Less admin. More of the actual job.
Try the live demo - three ready-made sign-ins, real data, nothing to set up. Or start free in minutes.