What we are learning, while we build it.
Notes on the decisions inside the product: how a review score is composed, what anonymous has to mean, and why an AI-written lesson waits for a person. Written by the team, not by an agency.
Everything we have written.
How to run an employee review conversation that is worth the hour
Most review conversations fail before they start, because nobody prepared and nobody agreed what the hour is for. Here is a structure, four sets of questions and a short template you can take into the room.
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The structured interview, from criteria to scoring sheet
A free conversation tells you who you enjoyed talking to. A structured interview, with criteria set in advance and an anchored scale, tells you who is likely to do the job well.
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AI in recruiting: what the EU AI Act and the GDPR ask of HR
The EU AI Act treats AI used to select candidates as high risk, and the GDPR says a machine must not reject anyone on its own. Here is what that means for an HR team in practice.
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The onboarding plan for the first 90 days
Most onboarding goes wrong between the signed contract and the third week, not on day one. Here is a plan you can copy: preboarding, day one, week one, 30/60/90 days, who owns what, and what to measure.
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The internal reporting channel: what German companies have to run
From 50 employees, companies in Germany must run an internal reporting channel. What it has to be able to do, which deadlines apply, and how to choose between an internal team, an ombudsperson and software.
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How company goals reach the individual without a single status meeting
Goals usually break on the way down, somewhere between the annual plan and the person who has to deliver. How to cascade them so they stay measurable, and how to check in without status reports.
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How to practise difficult employee conversations with an AI persona
Difficult conversations go wrong in the minute nobody planned for. How to prepare them in four steps, and how to rehearse them out loud with an AI persona that scores every turn.
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What belongs in an employee database: a checklist
Personal details, contract, organisation, payroll and tax, development: what an employee database should hold, what to leave out, and how to get from a spreadsheet to a working database.
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One yardstick at a time, across the whole team
Judging a whole person in one pass invites the halo effect, where a strong impression on one measure bleeds into every other rating. So the scoring board is built the other way round.
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In, out, or unresolved: the third answer that matters
Eligibility used to have two outcomes, and a blank cell quietly meant "out". Somebody could be dropped from their own performance review with no warning anywhere. Now a round refuses to launch instead.
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What anonymous has to mean to actually be anonymous
A checkbox that hides a name is not anonymity. It is a promise with several ways to break it: the audit log, the job role, an error message, a reorganisation. Here is each one, and what we do about it.
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Why the interview opens with a line from the candidate's own CV
The first thirty seconds decide whether a candidate treats the conversation as real. So the persona starts with something only a reader of their CV could know.
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Every AI-written lesson lands as a draft
The model can write a lesson in seconds. It cannot know that your company reorganised last quarter, or that the policy it just described was replaced. So a person publishes.
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The Human Component: Why AI Needs Real Emotion to Train Real Skills
Most corporate training ignores the one thing that makes difficult conversations hard: the emotional charge. We break down the neuroscience of learning under social stress, and why only realistic practice changes behaviour.
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Simulation 2.0: Our New AI Feedback Engine
How we rebuilt our response model so the AI stays in character under pressure, and why that changes everything for sales training.
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Why We Founded Persohap
A letter from our founder on human connection in an automated world, and the gap no corporate tool had tried to fill.
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Privacy first, and why the boring answers are the right ones
Everything sits in Frankfurt, one company's data can never surface in another's, and coaching data never reaches a performance review. The principles behind those choices, without the parts we do not publish.
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What eight dimensions of a conversation actually tell you
Completion rates say someone turned up. We score every turn of a conversation across eight dimensions instead. This is what those numbers can and cannot tell you about how a person is improving.
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Every decision in these posts is visible in the product. We will walk you through whichever one you care about.