Healthier tech teams, from feedback to action

The detail your evaluation needs: how the integration works, who is in your benchmark, how the score is calculated, and what our security review covers.

4.7 / 5 on G2, Spring 2025

AccountAcmeLive account view
Roster sync
Workday · read only · scheduled pull
Last syncLive · 06:12
Records added14
Records updated231
Leavers deactivated9
Match orderexternal ID → email
Trusted by teams at
Cerence AIBayportAujan Coca-ColaAlumilRobertshawAstra Service PartnersGarrett
Switch

Switching employee engagement software, honestly

  • Prior numeric scores come across, so your trend line survives the move. Open-text comment migration is not a routine, proven path: treat it as a scoping conversation and get the answer in writing.
  • The scale changes, and it is worth planning for. Ratings are held on a 1 to 5 scale and shown on 0 to 10, so a like-for-like comparison against your old absolute numbers is not automatic.
  • You decide what is worth carrying. Which questions map to which, who does the mapping, and how long from signature to the first survey landing in an inbox.
How procurement evaluates this
Overtime analysisYour history, carried across and rescaled onto 0 to 10
Three cycles carriedTrend line intactOne point per cycle
Trust

Will your engineers believe the number?

  • The score is a flat average of every rating answer in scope. Not an average of per-driver averages, and open text, eNPS and lifecycle sends are excluded.
  • Two published thresholds decide what is visible. A report opens at three responses, and each dashboard cut needs five by default, hard floor three, so no filter combination can isolate one person.
  • Below threshold, nothing shows. A squad under the line reports nothing and rolls up, and no role, super admin included, can link a response to a person on an anonymous survey.
How anonymity is designed
Survey visibility2 modes
Identity is never stored for this survey
Who sees results
AggregatesIndividual
Super admin✓
Sub-admin✓
Manager✓
Engineer✓
Squads below the threshold, default 5 with a hard floor of 3, are hidden from every view.
Compare

Show me who we are compared against

  • Technology is an explicit benchmark industry. The comparator is your industry plus your employee-size band, shown against every standard driver and an Overall row.
  • A regional filter covers EU, NA, LATAM, APAC and MEA. It switches both sides at once, so you compare your EU people against the EU reference, not your global average.
  • eNPS and internal benchmarks are separate. eNPS has its own benchmark tab with downloadable data, and internal benchmarks compare a manager against the company average.
How the peer group is built
Annual readout2024
66/100First baseline
  1. Recognition64·
  2. Manager support63·
  3. Growth58·
  4. Workload62·
Technology benchmark 66Level with technology
Annual readout2025
69/100+3 on 2024
  1. Recognition71+7
  2. Manager support68+5
  3. Growth59+1
  4. Workload61-1
Technology benchmark 672 above technology
Annual readout2026
74/100+5 on 2025
  1. Recognition78+7
  2. Manager support72+4
  3. Growth61+2
  4. Workload58-3
Technology benchmark 686 above technology, growth still behind
Model

Employee engagement software that fits a tech org

  • Filter to any cut you track. Squad, business unit, location or any demographic, with direct and indirect rollups for every manager.
  • A cut below threshold shows nothing and rolls up. Splitting the org finer never becomes a way to identify an individual.
  • The same grid becomes deltas. Survey over survey, every cell shows movement rather than a standing score.
Running multi-country programs
Engagement by squad4 squadsThis cycle, standard drivers, illustrative sample data
Data Infra scores 4.9 on wellbeing. The company average is 7.3, so nobody was going to notice.
Review

It survives your security review

  • SAML 2.0 with any compliant identity provider, including Okta, Microsoft Entra ID, Google Workspace and OneLogin. It covers the people who log in, not survey participants.
  • Each customer sits in its own database schema, routed by subdomain, so separation is at the database layer, not a per-query filter.
  • One answer is deliberately withheld. SSO-only login enforcement is not covered in the public documentation, and we will not assert it on a marketing page. Raise it in the first call and get the answer in writing.
Certifications in detail
Identity hidden
No role, super admin included, can see who said this
Anonymous response
ConstructiveGrowth
Squad: Data Infra (8 responses)Above threshold
ISO 27001SOC 2 Type IIGDPR
Act

Something actually happens after the survey

  • Actions carry an owner, a deadline and a status. A kanban board, owner filters, live counts and a downloadable report. If nobody owns it, it shows up as nobody owning it.
  • Admins can see exactly what a manager sees before rollout. View-as-manager is the check most people skip and then regret. What managers do with their view is the Manager Effectiveness page’s subject.
  • Survey-over-survey comparison turns every cell into a delta. One side is always the latest survey; Participation Count is excluded as raw counts are not comparable.
Action planning in depth
Engineering feedbackLive
From a raw comment to an owned action
"On-call rotation is burning us out."Platform
● NegativeDriver · WellbeingAuto-tagged
Action plan opened
Add a second on-call rotationJ. Meyer, six days lateLate
Illustrative sample data.

Bring your integration questions. We will answer them against your actual HR system.

In their words

Hear it from people leaders

Mollie Mock Kaufman, Director of Talent Development & Training at United Bank
CultureMonkey made it easy to automate our employee engagement surveys while still giving us the flexibility to customize them. Their real-time data analysis, combined with insights from the People Science team, helped us uncover key focus areas, align our strategy with industry benchmarks, and strengthen our leadership development efforts.
Mollie Mock KaufmanDirector of Talent Development & Training · United Bank
View case study
Heather Kane, Change Management & Engagement Lead at Robertshaw
QR codes, multilingual support, and open comment analysis helped our managers understand culture deeply and have more meaningful conversations, something that was not possible before.
Heather KaneChange Management & Engagement Lead · Robertshaw
View case study
Elizabeth Egan, Director of Talent Management & Organizational Development at Cerence AI
CultureMonkey is able to translate that accordingly, not just a translation you might get on Google, but one that is actually utilized in each language, understood as the question is intended to be understood. And that is done by the employee choosing the language they would like to take that survey in, which is a really big difference maker.
Elizabeth EganDirector of Talent Management & Organizational Development · Cerence AI
View case study
Proof

The science behind it is real, and recognized

15

drivers in the research-backed framework your engagement surveys score against

10M+

employee data points behind the benchmarks and sentiment models

4.7/5

average rating from HR leaders on G2

G2 High Performer, EnterpriseG2 Momentum LeaderG2 Fastest ImplementationISO 27001 certifiedSOC 2 Type IIGDPR compliant

Go deeper on our methodology, intelligence, and benchmarks, or start from the People Science overview.

FAQ

Employee engagement software for technology: FAQs

Fit and evaluation

Whether this belongs in a technology company at all.

Is CultureMonkey a good fit for a technology or software company?
Yes, and the useful test is what the platform publishes rather than what it promises. Technology is an explicit benchmark industry, so your scores get a technology comparison rather than a generic one. This page states what evaluators press hardest: how the score is calculated, the exact anonymity thresholds, which HR systems connect live today, and what the API exposes.
Is my HRIS's built-in survey module enough for a tech company?
Often yes, if you run one email survey a year and read results at company level. A dedicated platform earns its place when you need manager-level breakdowns, anonymity thresholds on every demographic slice, an outside technology benchmark, and a record of who owned each action. Test your module against those four.
How should we shortlist employee engagement survey vendors?
Start from how you will evaluate rather than from feature lists. Compare employee engagement survey tools on integration depth, anonymity maths and benchmark composition, then pressure-test the shortlist against a structured comparison of employee engagement survey software and a wider list of top employee engagement survey vendors.
Can we trial or test the platform before we buy?
There is no standard self-serve trial or sandbox account today, and it is better to say so up front. An evaluation can include a guided walkthrough against your own org shape and questions, plus the full product documentation so your team can check every claim independently. If a test environment is a hard requirement, raise it in the first call.

Integration and identity

The most interrogated subject in every technology evaluation.

Which HR systems does CultureMonkey connect to, and how often does it sync?
Darwinbox, Zoho People, Keka and Workline connect self-serve today. Workday, BambooHR and Freshservice are built and switched on for your account by request. ADP and Namely are on the roadmap, with CSV import in the meantime. The standard cadence is a read-only scheduled refresh twice a week, daily where enabled: a pull, not a live feed.
Do you integrate with Workday? With BambooHR? With Rippling or HiBob?
Workday and BambooHR both have connectors that are built and enabled on request rather than self-serve. Rippling and HiBob have no live connectors today, so those run on CSV import. The sync reconciles against your existing employee list rather than replacing it, so many teams start on CSV and move across once settled.
Is there an API, and can we pull survey results into our own BI tool or data warehouse?
There is a REST API scoped to employee-directory management, list through deactivate, with one account-level key. It does not expose survey results. There are no customer-facing webhooks and no data-warehouse or BI connector today, and Power BI means an XLSX or CSV export. Results reach your own stack through scheduled exports, not a live pipe.
Do you support single sign-on?
Yes, SAML 2.0 with any compliant identity provider, including Okta, Microsoft Entra ID, Google Workspace and OneLogin. NameID is the work email address. It covers the people who log in: admins, sub-admins and managers. Survey participants answer through a personal link with an optional one-time passcode. Final activation is handled by CultureMonkey.

Trust and anonymity

The part a sceptical engineering team will attack first.

Can HR or a super admin see who wrote an anonymous survey response?
No. On an anonymous survey, identity is never stored with the response, so there is nothing for any role, super admin included, to look up. Groups below the anonymity threshold show nothing rather than a blurred score. Identified surveys are the explicit exception: there, individual responses are visible to a super admin only.
What is the minimum number of responses before survey results are visible?
By default a dashboard cut needs five respondents before results are visible, customizable per account down to a hard floor of three, applied so that no combination of filters can isolate one person. A separate survey response threshold, default three, decides whether a report opens at all. A squad below threshold reports nothing and rolls up.

Benchmarks and data

Where the numbers come from and where they are allowed to live.

Who exactly are we benchmarked against?
Organizations in your account’s industry and, where the data supports it, your employee-size band, with an optional regional filter covering EU, NA, LATAM, APAC and MEA. Technology is an explicit industry in that set. Benchmarks are aggregated references rather than live competitor data, cover standard drivers and eNPS only, and one industry applies account-wide at a time.
Where is our survey data hosted, and can we choose an EU data region?
The documented hosting regions are US and EU, with a dedicated European Union environment served from app.culturemonkey.eu. The region is chosen at provisioning, and moving after launch is disruptive, so raise residency before contract rather than in month three. If you need another region confirmed, take the answer from the security documentation, not a marketing page.

Programs and reach

What runs on the platform beyond one survey.

Do you run pulse surveys as well as an annual survey?
Yes, and they do different jobs. A pulse survey tool gives you short, frequent reads between the deep cycles an annual employee engagement survey provides, and many teams run both. If cadence is new territory, start from what a pulse survey is, then compare pulse survey tools on fatigue controls.
What should our employee survey questions cover?
The drivers you intend to act on, not everything measurable. A good employee engagement survey keeps rating questions consistent across cycles and leaves room for the open text your employee feedback software analyzes. For design, start from a library of employee survey questions and the basics of what employee engagement is.
How do surveys reach a distributed engineering team?
On the channels people already work in. Surveys go out over email or as private Slack and Microsoft Teams messages, and multilingual and omni-channel surveys cover 100+ languages, so people answer in their own language. Employee feedback tools that stop at email undercount every office outside headquarters.
Can engagement results feed retention and inclusion work?
They can. Falling driver scores and eNPS point at the squads worth attention first, which is the ground employee retention software works on, and demographic cuts, still protected by the anonymity thresholds above, give diversity, equity and inclusion programs evidence rather than anecdote to start from.

Commercials

The questions technology buyers ask late and should ask early.

What happens to our pricing when headcount churns, or when part of the workforce is contractors?
This is set in your agreement rather than by a published policy, so pin it down before you sign. Get three things written into the contract: how a backfilled role is treated when people leave, whether contractors and other non-participating headcount count toward your licensed number, and what happens if company size drops materially during the term.
What carries over when we switch from our current engagement tool?
Prior numeric scores come across, so your trend line survives: history is carried and rescaled onto 0 to 10. Because ratings are held on a 1 to 5 scale, a like-for-like comparison against old absolute numbers is not automatic. Open-text migration is not a routine, proven path, so treat it as a scoping conversation and get the answer in writing.

Bring your integration and security questions

A working session on your org shape, your HR system and your anonymity thresholds. Bring your evaluator.

ISO 27001·SOC 2 Type II·GDPR·★★★★★ 4.7/5 on G2