Traditional forms ask.Lontra conversations understand.
Feedback forms were yesterday. Lontra’s conversational AI talks to every employee, follows up on what they say, and turns it into understanding your managers can act on.
Start freeOne free campaign: up to 30 invitations over 60 days, no credit card.
Used in production by an international retail group. The group has 100,000 employees across more than 40 countries.
“This back-and-forth between managers and their people, there isn’t enough of it today. That is what I liked.”
CHRO, network of automotive centres, 3 countries“We are trying to build out so many trainings for managers, and it’s just the two of us. You just created a training within minutes, and it could even capture our style.”
Talent & Learning lead, non-profit organisation, United StatesReactions to demonstrations. Excerpts condensed, translated where needed, and anonymised.
Fairly satisfied
We have been three people covering four roles since March.
- It’s fine.
- What is fine, precisely?
- The schedule. Saturdays, mostly.
MarchI’ll take the vendor handover.
JuneWhere does the vendor handover stand?
Example exchanges, to show the mechanism. What HR leaders actually told us scrolls above.
To try it
Try one question, then invite your team.
A clear path to scope a campaign, check the brief, and organise what happens next.
- Step 1You open your account.Google or email. Start with no card required.
- Step 2You choose a question and a population.For example, a team check-in, onboarding, or a performance review. Define what the campaign should clarify before inviting people.
- Step 3You try the conversation.Answer a conversation yourself to see the journey and check that the question fits the work people actually do.
- Step 4You review the sample brief.Check the points to revisit and follow-up questions generated from your trial conversation. A manager receives a brief to prepare the discussion, never raw conversations.
- Step 5You invite your population.The trial covers one campaign with up to 30 invitations in total over 60 days, with no card required. Decide who will receive the briefs and how you will report back to participants.Start free
The problem
Score 3.7. So what?
The number does not say why. Your people do. Lontra gathers the context. You prepare the conversation.
The shift
Yesterday
The annual survey. A score in June. Nobody follows up.
Today
A conversation with every employee. A brief for every manager.
Tomorrow
Every cycle remembers the last. Understanding compounds.
The product
The conversation. The brief. The action.
Employee, manager, HR. Each sees what is theirs.
The conversation
It asks follow-up questions and requests examples to clarify the work context.
Illustrated walkthrough using a fictional situation.
The manager brief
The context described, questions to ask and the previous commitment. A brief to review before the discussion, never the raw conversation.
The HR view
Aggregate themes within the permitted scope, with a minimum of five respondents. HR explores available context and checks whether groups are comparable.
How it works
From a question to a clearer next step.
What stays private
The manager never hears the raw conversation. HR reads aggregates, from five respondents up. The analysis covers what is said, never how it is said.
What is inside
Everything inside.
Plugs into your existing processes.
The manager brief
Facts, questions, previous commitment. One page before the conversation, never the raw transcript.
The organization you can ask
What obstacles does this team describe? Which example deserves a review? Explore permitted context in plain language.
Gaps between locations
Explore themes by group, taking roles, context and available responses into account.
Follow-through
Revisit the previous commitment and what needs updating at the next conversation.
Each person’s language, and their country’s register
Not only translated: the cultural register is set at installation.
Permitted context
Dated, sourced, bounded by the rights of whoever is looking.
The Studio
One team has a useful practice. Turn it into a resource others can use.
Turn a described work practice into a draft learning resource. Adapt the format and language, then have the responsible team review it before sharing. Use follow-up questions to check what still needs explanation.
Paid Studio module, available after the trial.
- VideoShort or long, in your brand.
- PodcastFor teams on the move.
- One-pagerPrintable in the stockroom.
- QuizTo check it landed.
- DeckFor the morning briefing.
“We are trying to build out so many trainings for managers, and it’s just the two of us. You just created a training within minutes, and it could even capture our style.”
By industry
Your industry, your questions, your numbers.
Trust
What each person sees. What nobody sees.
We will
- Give the manager the brief, never the raw transcript.
- Read aggregates on the HR side, from five respondents up.
- Define the expected data and check how sensitive situations are handled before the campaign.
- Analyze what is said, never how it is said.
We will not
- Let anyone see more than their access allows.
- Score or rank people.
- Let the system decide. A signal informs a human decision, it never replaces it.
Signals inform human decisions. They never replace them.
What it costs
One price. And you start free.
- One conversation per person per month, included.
- From 50 people, which is €100 a month. Then €2 per person, no tiers.
- One free campaign: up to 30 invitations over 60 days, no credit card.
Above 500 people, let’s talk: the price per person goes down with size, and never above the public price.
Lontra holds conversations with invited employees and prepares summaries to help managers and HR ask useful questions and follow up on actions. You choose the topic, the group and the cadence.
A survey can measure comparable responses. Lontra helps explore a topic through conversation and requests for examples, then prepares a human discussion. The approaches can complement each other; a conversation alone does not establish what caused a problem.
€2 per person per month, excluding tax, with one conversation per person included. Billing starts at 50 people, or €100 per month. The trial includes one campaign with up to 30 invitations over 60 days, with no card required. Studio is a paid subscription module available after the trial.
The manager receives a brief with context, questions and commitments to revisit, never the raw conversation. HR views aggregates within its permitted scope, with a minimum of five respondents. That threshold alone does not guarantee anonymity: groups and access need careful definition.
It helps prepare the discussion and retrieve useful context for follow-up. The manager and employee discuss the situation, correct interpretations and decide the next action. The system does not make employment decisions for them.
Before inviting employees, define the collection purpose, authorised users, retention periods and information provided to participants. Check how sensitive situations are handled in your configuration. Analysis concerns the conversation content, not emotions inferred from voice.
make your next listening cycle more useful.
One free campaign: up to 30 invitations over 60 days, no credit card. Planning a deployment across countries? Talk to us.
Rolling out across countries, or want to look at your case together? Book a thirty-minute conversation.
30 minutes. Your problem, your teams, your measure.
Less theater. More humans.