Hey PH 👋 Real talk. I didn't set out to build an HR product. I set out to stop losing my team. Rewind a bit. I was running a 30-person team. Engineering, product, QA. On paper, everything looked healthy. Standups were happening. Sprints were shipping. Reviews were on the calendar. Green across the board. Under the hood though? Something was rotting in slow motion. 😔 Attrition started climbing. People who used to dominate meetings were going quiet. Two of my best senior engineers quit in the same month. Their exit interviews had almost the exact same line: "I found btter opportunity." But I knew real problem was different, that's what people say - but employee don't leave organisation, they leave leader. That one broke me. I still remember the night I sat down with our lead HR at 10pm in a mostly empty office. Half-cold chai on the desk. Both of us just blank. We'd already tried everything a Google search tells you to try. Quarterly engagement surveys. Skip-levels. Fancier 1:1 templates. A shiny new goals framework. A Slack recognition channel that maybe three people ever used. Then we started buying tools. Expensive tools. 💸 We sat through enterprise demos that looked stunning in slide decks and collapsed into spreadsheets the moment a real manager opened them on a Tuesday. We paid for platforms that gave us dashboards, graphs, heatmaps, every shade of green and red imaginable. None of it moved the needle. Not one inch. What haunted me was how obvious it all was in hindsight. The signals were right there. Mood was dropping for weeks before people quit. Kudos had dried up. Goals had gone stale. 1:1s had turned into status updates. No one was connecting the dots into a single sentence that mattered: "hey, this person needs a check-in, today." I kept thinking, if I just had one really observant colleague sitting next to me whose entire job was to notice the small stuff and nudge me before it became big stuff, I could have kept those engineers. I could have kept a lot of people. That colleague didn't exist. So we started building one. 🔥 That's how Pulsewise was born. Not from a pitch deck. Not from a TAM slide. From a very specific kind of failure I do not want another manager to live through. It's the layer that sits on top of your existing HR stack and quietly watches the signals: mood, feedback, kudos, goals, 1:1 history. When something starts drifting, it tells a manager exactly what to do next. Not a dashboard. Not another report. A nudge. "Mood trend dropped this week, open your 1:1 with a wellbeing check." That's it. Small thing. Huge difference. A few honest things since you'll see through a pitch anyway: Kudos is the module people fall in love with in demos. We didn't expect that. We thought goals would be the star. It wasn't. 🤷 The AI 1:1 prompts are great most of the time and occasionally weird. We're tuning them every week. Send us the weird ones. Setup takes about a week right now. We want it to be a day. Working on it. We're priced for 30 to 500 person teams because that is the exact gap I lived in. Not enterprise. Not free tier. One question for anyone reading who manages people. What's the one thing you wish a tool would quietly handle in the background so you didn't have to remember it? That list is what we build from. And if you want to rip apart the landing page, please do. I'll read every word. 😅 Thanks for having us 🙏

Pulsewise

Create a world where every workday is a happy day.

Create a world where every workday is a happy day.