Frequently asked questions

Yes — every product is available standalone. Most teams start with one product (Analytics, Surveys, Learning, or ATS) and add others as they expand. Bundling unlocks shared data across products and a discount on annual plans.

All four products share one data model. Engagement signals from Surveys feed predictive attrition in Analytics. Skills assessed during ATS hiring become Learning paths on day one. Performance and engagement data from Surveys flow into Analytics dashboards. The integration is native, not a side bolt-on.

Start with the product that solves your most pressing problem. Scaling rapidly and need predictive insights → Analytics. Fixing engagement or running pulse surveys → Surveys. Skills development and onboarding → Learning. Hiring volume → ATS. The decision matrix above maps common needs to products.

No. Analytics is designed for HR-led operation. Predictive models, manager-effectiveness scoring, and skills inference all run out of the box without data engineering. If you have a data team, the underlying data is exportable for custom analysis.

No — PeoplePilot integrates with your existing HRIS and payroll provider (BambooHR, HiBob, Rippling, Workday, Gusto, ADP, and others). PeoplePilot replaces add-on tools you would otherwise stack on top of HRIS: separate analytics, separate engagement surveys, separate LMS, separate ATS.

Yes — every product has a free tier or trial. No credit card required to start. You can evaluate any product against your real workforce data before purchasing.

Each of the four products is priced on its own tiers, so you pay for what you actually use rather than for a bundle you half-need. Every product follows the same shape: an entry tier, a paid tier that unlocks the AI and automation, and an Enterprise tier for scale and security requirements. Limits are set by what matters to that product — employees for Surveys, active job postings for ATS, report volume and licences for Analytics.

Both. Analytics, Surveys and Learning each have a permanently free tier — Surveys Starter covers up to 50 employees, Analytics Free includes 10 report generations a month and the full Solutions Library, and Learning Free includes a course and monthly AI tutor credits. ATS starts on a paid Starter plan. Separately, paid plans include a 14-day trial with no card.

The intelligence layer and the ceiling. On Surveys, Professional moves you from 3 surveys a month to unlimited, from 2 AI agents to all 6, and adds multi-channel distribution and custom branding. On Analytics, Premium adds the Advanced Insights Generator, the full Orchestration Center and unrestricted report generation. The free tiers answer "what happened"; the paid tiers are where the AI does the work.

When one of four things is true: you are past the tier's ceiling (over 500 employees on Surveys, for instance); you need SSO (SAML/OIDC) and GDPR compliance tooling; you need HRMS integrations, on-premise deployment or custom AI agents; or procurement needs a contractual SLA and a dedicated account manager.

Yes — annual billing costs ten months rather than twelve, so you get two months free. That holds across every product and paid tier. You can switch from monthly to annual at any point and the change is prorated.

Yes. Each of the four products is sold standalone, and the plan tiers apply per product. Bundling two or more products unlocks a discount on annual plans and, more usefully, shared data between them — engagement scores feeding attrition models, hiring assessments feeding learning paths.

Nothing breaks and nothing is cut off mid-cycle. You will be prompted to move to the next tier, and the upgrade is prorated against what you have already paid. We do not retroactively bill for the period you spent over the line.

No. The 14-day trial requires no card and no sales call. You can connect real workforce data, run a real survey and see real dashboards before you decide anything.

Yes, at any time and without a cancellation fee. Downgrades take effect at the end of the current billing period so you keep what you paid for; upgrades take effect immediately and are prorated.

It stays yours. You can export your workforce data, survey responses and reports at any point during your subscription and during the wind-down window after it ends. We do not hold data hostage as a retention tactic.

Not on Starter or Professional — setup is self-serve and the connectors are included. Enterprise engagements involving custom integrations or migration from a legacy system are scoped separately.

All major credit cards, bank transfer for annual plans, and UPI or NetBanking for customers in India. Enterprise customers can pay by invoice against a purchase order.

Yes. Academy Module 1 is free forever, and the HR Metrics Library — 45 metrics with formulas, benchmarks and worked examples — is ungated with no sign-up at all.

For Starter and Professional it is a self-serve connection rather than a project. You authorise your HRIS, PeoplePilot syncs your people data, and the first dashboards populate from that sync — most teams get to a first useful report in the same sitting. Enterprise rollouts with custom integrations and historical migration are scoped with your success manager.

Usually only to approve the HRIS connection. The integrations are OAuth-based, so there is no server to stand up, no agent to install and no data warehouse to build. SSO configuration on Enterprise does need an IT owner.

Yes. Historical headcount, exits, survey results and learning records can be imported by CSV or pulled from your HRIS where it stores them. History matters for the predictive models — attrition prediction gets meaningfully better with a couple of years of leaver data behind it.

CSV import and the API cover anything without a native connector, and Enterprise includes custom integration work. Tell us what you run — connector coverage is driven by what customers actually ask for.

One owner in the people team is enough for Starter and Professional. The products are built for HR-led operation, not for a data team — the models, scoring and reporting run without anyone writing SQL or maintaining a pipeline.

Yes, and we recommend it. Scope surveys, learning paths and dashboards to a single department, prove the value on a group you know well, then expand. Nothing about the plan structure penalises starting small.

Your workforce data is stored encrypted and is accessible only to the people you grant access to inside your own organisation. Role-based permissions let you separate, for example, a manager who should see their own team's engagement trend from an HR business partner who should see the whole picture.

PeoplePilot is built GDPR-first, and supports CCPA obligations as well. That includes lawful-basis handling for people data, data subject access and deletion requests, and configurable retention. Because people analytics is a higher-risk processing category, we expect you to run a DPIA — and the platform gives you the processing detail you need to complete one.

PeoplePilot operates against SOC 2 Type II controls, with HIPAA considerations supported for organisations handling health-related workforce data. Enterprise plans include the advanced security controls, SSO (SAML/OIDC) and contractual terms that procurement and security review teams typically ask for.

Anonymous by default, and enforced rather than promised. Results are only released once a response group is large enough that individuals cannot be identified by cross-referencing demographics — the point of the guarantee is that people answer honestly, and a guarantee people do not believe is worth nothing.

Your workforce data is used to generate insight for your organisation, not to train models that serve anyone else. The AI is there to augment your judgement on your own data — that principle is the whole point of the platform, not a policy footnote.

Yes — supporting data subject access requests is part of the GDPR-first design, and access can be handled without an engineer exporting tables by hand.

Starter includes email support. Professional adds priority support. Enterprise adds a dedicated success manager and a custom SLA agreed as part of your contract.

Yes — product documentation, plus a free HR Metrics Library covering 45 metrics with formulas, worked examples and the mistakes that make each one misleading, and a course catalogue for teams who want structured certification.

Contact the team directly and a person will answer — commercial questions go to sales, product and data questions go to the people who build it.