Why does exist? was launched in August of 2019 with one mission: to develop a data-driven platform that equips companies, managers, and employees with the insights they need to scale faster, drive performance, and improve the employee experience. We are democratizing the data SMBs are generating and providing high-impact insights when and where managers need them. 

The idea was spawned by Matthew Schmidt, co-founder of technology media site DZone (now Devada). Through the rapid growth of DZone, as well as a successful exit, Matt witnessed firsthand the growing pains that come along with a growth stage organization.  

Like many companies, DZone often erred on the side of promoting high-performing team members into management positions. Sometimes it worked, sometimes it didn’t. Many of us have seen this strategy used—as almost all companies in a similar stage tend to lean on their highest performing individual contributors when a layer of middle management needs to be created. The problem, however, is that companies at this stage are often moving too fast, failing to provide the recently promoted with the tools or training required to be successful in a management role.

With that in mind, and the fact that companies today are generating TONS of data about their teams in various technology-enabled platforms, was created. To learn more about our history, head over to The Origin of 

What are people analytics? Aren’t they just for big companies? 

People analytics is a recent methodology to leverage a data-driven approach to managing people at a place of work. Instead of relying on age-old instinctual decision making, which is based on personal relationships, experience, and risk avoidance, people analytics allows leaders to make unbiased decisions about their people rooted in data. 

In recent years, people analytics has made a big splash—proper usage increases employee retention, identifies high performing talent, allows for team performance optimization. Often times, however, the only organizations to get to a point to leverage true people analytics were large enterprises that were in a mature stage of their big data initiatives, often having to combine that data with costly BI tools and expensive analysts. Most, if not all, of the platforms in the enterprise space are built primarily around HR data, leaving the valuable data employees are generating in the software and tools out of the feedback loop.  

That’s why we created! Arguably, smaller, growth-stage companies could benefit just as much, if not more so, from leveraging the power of people analytics but lack the data maturity often required to successfully deploy such an initiative. Luckily, that’s not the case anymore—with you can use the data your teams are already generating, in the tools they use each and every day.  

How does the tool help with performance management? empowers managers to become true leaders and manage more effectively. Teams with leaders that manage based on individualization and an employee’s strengths out-perform teams with managers that do not, every single time. The problem? Most managers don’t have enough time in the day, have never received formal training, whether academic or professional, and most are not afforded the opportunity to receive such training at their current company. It’s a costly endeavor, but arguably one that could setup growth-stage organizations for successful scalability.  

With—managers receive recommendations and insights based on the activities, behaviors, and even the personalities of each team member. Leveraging Artificial Intelligence (AI) and Machine Learning (ML), the platform learns what makes each employee tick, what makes them most productive, and how they like to be managed. The best part? The platform surfaces actionable insights to the manager in a frictionless way, allowing them to leverage strengths-based management and improve the cohesiveness and performance of the team. 

My team is remote? Can help my remote team’s performance? 

Absolutely! By providing managers with an integrated activity stream, can reduce the need for constant messages, emails, and check-ins. Leaders that are new to remote management, and even some experts, have a hard time not blurring the lines between being a great manager and being a micromanager. Without being face to face in an office setting, many may feel like their losing the real-time pulse of their team. can reduce the anxiety around managing your team remotely. By connecting to the tools your team is using to get their work done, you can rest assured that the platform will highlight any red flags or drop off in activity—but, it will also give you insight into what team members are being incredibly productive on their own schedule and highlight their accomplishments.  

You’ve mentioned employee experience in a few of your posts, why is the employee experience important, and how does help? 

The employee experience, and the manager experience, are vital to the overall success of a growing organization. For individual contributors, this experience often starts and ends with their manager. Delivering a superior experience opens the door to long-term retention, improved engagement, and a passion that fuels productivity. 

Managers tend to be squeezed into a keystone position, with the ability to affect the employee experience up and down the chain of command. Managers, too, have unique perceptions, interactions, and experiences that not only affect how they manage themselves, but how they manage their teams.  

If you get the employee/manager experience right, your organization will be able to achieve a healthier growth trajectory. gives organizations an affordable, unbiased way to help deliver a superior employee experience. By delivering a holistic approach to understanding teams, managers, and employees, automatically suggests actions that optimize for a better employee experience—keeping managers, and their teams, happier, more engaged, and more productive.  

I’ve seen platforms that discuss similar themes, what makes different? 

This is one of our favorite questions! Let’s start where everyone’s mind ends up—cost. A lot of organizations, particularly small to medium sized companies, that venture down the people analytics, performance management, and employee experience route are shocked at the costs required to build, maintain, and use the architecture required to achieve the level of sophistication we can deliver with  

Perhaps they then arrive at a continuous feedback solution that promises higher-productivity, engagement, and performance through the use of monitored 1 on 1s, “pulses,” and non-stop continuous surveys. No one likes having to constantly do surveys! Likewise, you add a tool that requires your employees to provide more manual inputs, taking them away from their work and higher-value tasks. Most of the people we’ve spoken to that use these tools say they just “check the box,” and don’t make their managers any better.  

We deliver a product that is holistic and easy-to-use—using AI/ML we don’t need managers and employees to provide manual input, we let them focus on their work and get more time back in the day! Likewise, what good is survey data when there is no coaching, guidance, or prescriptive analytics that help drive change? By using data from the tools you and your teams are already using, we deliver the power of true people analytics, performance management, and employee experience at a price a small or medium sized company can afford.  

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