You asked a few people.
The meeting stopped at "that's just a few opinions."
With too few people, even a sharp point is treated as one person's impression.
AI interviewer platform Self-serve software
Hear from 100 employees
with AI voice interviews, in 1 week
No more "that's just a few opinions."
An AI interviewer talks with each person individually, and everyone is interviewed in parallel.
Every insight in the report traces back to the original quote, so you can see who said it.
12:41 · at lunch
19:03 · on the move
21:26 · from home
08:12 · before work
13:55 · after a meeting+95more are answering, each at a time that suits them
The kind of voices you actually get (demo, translated)
Collecting numbers for the report eats two hours every month.
Voice answer · AccountingWe rolled out the tool, but we still go back to Excel.
Voice answer · Sales operationsIt is awkward to say, but approvals stall for three days.
Voice answer · Development
The problem
It is not that nobody is listening.
The voices never reach a form you can decide on.
You asked a few people.
There is a report.
You cannot go back to who said it.
The moment an executive asks, the evidence becomes someone's memory.
The numbers are there,
but manual work does not show up in them.
How work is done and how it is judged lives only in people's heads.
Compared with the traditional way
Interviewing 100 people
should not take two months.
The AI interviewer runs the interviews and your effort is mostly alignment, review and attending the readout. Optional research support from our team covers design through the report.
Effort on your side
Over 90% less
Before: about 113 h → CoeSignal: about 10 h
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Study design and questions
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Scheduling and recruiting respondents
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Running the interviews
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Transcription
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Analysis and synthesis
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Report and readout
TechWorker estimate for 100 people, 30 minutes each. Actual effort varies with scope and setup.
2 to 3 months→1 week
About 90% shorter5 to 10→30 to 100
A scale no one calls "a few opinions"For everyone→None
Respondents answer when it suits themHow it asks
Respondents just talk.
The AI asks for the reasons.
Respondents answer by voice, not by typing. With no writing to do, you get candid answers longer than free-text boxes produce. The AI understands each answer, then writes a follow-up question in the respondent's own words, on the spot.
When overtime grows at month-end, which tasks are overlapping?
Answered by voice. It becomes text instantly
Preparing the report. Collecting the numbers takes time every month...
The AI understands the answer"Collecting numbers" is not yet specific, so it writes a follow-up in the respondent's words
Where do you collect those numbers from, and how?
I copy them from each site's Excel file. The formats are all different, so I fix them as I go...
Once the needed depth is reached, on to the next questionThere are three levels of depth. The safety limit is six follow-ups, and it ends earlier once enough is gathered
Three ways to ask, depending on the topic. What they share: it is easy for the respondent to talk. It acknowledges answers and waits while people think, one question at a time.
In the monthly close, which step takes the most time?
Reconciliation. We match system figures against invoices one by one...
Thank you. Roughly how many of those reconciliations are there each month?
For understanding the current state and adoptionStart the microphone once and the acknowledgments and follow-ups continue in the moment, reaching reasons and context at a good pace.
If you are comfortable sharing, what first made you think about leaving?
Recording starts when the respondent chooses
...Let me think a moment. Mostly that there was no one I could talk to.
For resignation, leave, evaluation and auditRespondents take the time they need on each question. The hard things to say are the ones that get put into words.
While the respondent operates the tool, the AI watches without asking (PC, screen sharing)
You paused a moment on the expense screen earlier. Where did you get stuck?
I could not tell which category to pick. I always just choose one.
For tool adoption and system requirementsIt asks after seeing where people actually stumble on screen, so the reason a tool goes unused can be pinned down.
Deliverables
More than
an AI summary.
What people had in common, dissenting views and the original quotes all stay in the same report. Before delivery, our team reviews the content in four stages: checking quotes, searching for opposing views, and stating the limits of the study. Claims that cannot be backed up are left out.
18 people listened while doing chores or commuting.
18 / 20 peopleresponses behind this insight
"I can listen while doing housework, so I do not have to keep looking at a screen."
Respondent 0730s · existing user
How many people said the same thingSee how many raised the same situation or reason, with their quotes.
Moments when sound is not possible make people drop off.
3 / 20 peopleshown separately from the majority
"On the train I cannot play sound, so I just stop listening there."
Respondent 1420s · uses it 3 times a week
Voices that could overturn the conclusion stay inViews opposed to the majority conclusion are shown separately, not hidden.
People remember not only what was said, but how it was said.
16 / 20 peopleresponses behind this insight
"More than what they said, I remember the way that person talks."
Respondent 0350s · uses it daily
Go back to who said itFollow an insight down to the full response. When asked in a meeting, you can check the evidence.
The cards are excerpts from a shared report (sample content, translated). Internal studies are reported in the same format.
Use cases
More decisions can be made
by asking than you might think.
Understanding how work is really done, tool adoption, knowledge transfer, reasons people leave. We organized the 27 studies customers ask for most into five purposes. If one is close, you can run it as is. If not, we design it from the decision you need to make.
Corporate planning, business transformation
Current-state research
Make visible how time is really spent, issues scattered across sites, and manual work that leaves no record.
"We re-enter the same data into three systems."
Examples
- Work-time reality surveyTime per task and the distribution of burden
- Current-state research for business reformThe flow of current work and where it stalls
- Making unrecorded work visibleManual procedures and the judgment calls made on the spot
- Selecting candidates for automationA list of candidates and the priority to start
- Penetration of management policyWhere understanding diverges
- Field interviews for system requirementsRequirements, their priority, and gaps
IT, adoption offices
Adoption and impact measurement
Ask both users and non-users why a tool that was rolled out is not being used.
Examples
- Usage reality for deployed toolsWhy they go unused, and how to fix it
- Change after an initiativeThe difference from last time
- Practical use of trainingWhether behavior changed, and what blocked it
- Right-sizing tool usage and contractsOverlaps, shortfalls, and proposed changes
HR, R&D, business units
Knowledge transfer
Record the judgment criteria of veterans, the knowledge of people about to leave, and how top performers work.
Examples
- Articulating veterans' judgment criteriaDecision rules by situation
- Handover from departing employeesProcedures and points of caution
- Extracting how top performers workSteps others can reproduce
- Finding work that depends on one personA list of such work and handover steps
- Capturing R&D and engineering knowledgeIncluding failures and how decisions were reached
- Project retrospectivesLessons usable in the next project
HR, audit
People and organization
Check in with current employees, get candid views from leavers, and interview everyone before an audit.
"I left not because of pay, but because there was nobody to talk to."
Examples
- Pre-meeting issue framingTopics to cover on the day
- Regular check-ins with employeesEarly signs of attrition risk
- Candid input from leaversThe structure of reasons, and what to improve
- Status checks during or before return from leaveNeeded support and return conditions
- Full interviews before an auditComprehensive records and items to confirm
- Understanding candidates before interviewsPoints to probe in the interview
Marketing, product development
Customers and markets
Make concrete why customers are satisfied, how they react to a concept, and what made them leave.
"I did not quit over complaints. The hassle just piled up."
Examples
- Reasons behind satisfactionReasons for ratings and improvement priorities
- Pre-testing concepts and messagingGrounds for go or no-go, and what to fix
- Large-scale market researchAggregates and the reasons behind them
- Purchase and usage processWhat gets in the way at each touchpoint
- Interviews with experts and industry insidersStructured expert views
FAQ
Frequently asked questions
Questions not covered here can be asked in the Japanese contact form below.
01Is it an AI that asks the questions? Will employees answer seriously?
It is not a real-time call. Questions appear on screen, and respondents answer by voice or text. With a person asking, people tend to give safe answers because they worry it will reach their manager or HR. Studies in Japan and abroad have found that people speak more candidly when they are anonymous and the other side is not a person. The conclusions are drawn not by the AI but by our team.
02Will we actually get responses?
No scheduling is needed. Respondents answer when it suits them, even from a smartphone, in 10 to 20 minutes. The first screen states who will see the answers, how they will be used, and that they will not be used for HR evaluation. After the study, respondents are told what was decided. We follow up with people who have not answered.
03Are audio recordings stored?
For internal studies, no: audio is deleted once it has been transcribed. For external studies, audio is stored only with the respondent's consent. In both cases, the report can be traced back to the original quote.
04Can the data be used for HR evaluation?
No. The contract states that data is not used for HR evaluation or to monitor managers, and the respondent sees the same statement at the start of the answer screen. Results with fewer than five respondents, and content that could identify a specific role or case, are withheld.
05What about security and data handling?
You can start without connecting to any existing system. Data you provide is handled only to the extent needed to provide, maintain and improve the service, under the terms of use. Sign-in with a Google account is available. SSO (such as SAML) and multi-factor authentication are not currently offered. Workspaces have owner, member and viewer roles, plus an operation log. See Security for details. Please ask about NDAs or individual contracts.
06Can it be used with external customers?
Yes. You can distribute a URL and run a study with your own customers or members. If you have no one to ask, you can also recruit suitable people through a partner research network.
07What deliverables do we receive?
The basics are a report that sets out conclusions and opposing views, and a shared screen with the full responses. A readout or materials for internal approval can be added depending on the purpose. The report also states what this study cannot say.
08How much does it cost?
Quoted individually based on scope, number of people, conditions and deliverables. You can start small, with one department for one week.
Get started
Run your first interview
yourself, for free.
Sign up with a Google account and run your first study at no cost. Optional research support from our team is available if you want help from design through the report. For other questions, use our contact form (Japanese).
Sign up with Google, first interview free → Contact form (Japanese) →