A development benefit your team will actually use.
Fund Eva360 as part of your benefits or professional-development budget. Employees get an honest, private 360 assessment. You get utilization you can report on, never a single result.
Privacy isn't a limitation here. It's the feature you're funding.
Most company-run 360 programs collect polite, hedged answers, because every participant knows a manager or HR can eventually read the results. That's not a training problem. It's a rational response to being watched.
Eva360 works differently because it sits entirely outside your systems. Employees complete it on their own account, their raters answer through a private link, and nothing is ever visible to you at the individual level. That's precisely why people tell the truth in it, and why the feedback is worth funding as a benefit rather than mandating as a process.
Four steps, none of which involve you reading results.
You fund access
Add Eva360 to your benefits or L&D budget and fund seats for the employees you choose to offer it to.
Employees use it privately
Each employee runs their own assessment on their own time. No employer login, no manager visibility, no way to see who's used their seat or when.
You see utilization, not results
You get a single aggregate number for budget and ROI reporting, for example, the share of employees with access who've completed an assessment. Never anything at the individual level.
They get their own report
Employees receive their private Sweet Spot report and development roadmap, exactly as if they'd bought it themselves. It's theirs to keep, share, or not.
One number, company-wide. Nothing else, ever.
You'll know the share of employees with access who've completed an assessment, so you can report on utilization against the budget line. You will not see who used their seat, when, what their raters said, what their report contains, or any breakdown by team, manager, or individual. There's no dashboard where that data lives, because building one would undo the reason the feedback is honest in the first place.
Team pricing is based on headcount and rollout, and isn't a self-serve checkout yet. Get in touch and we'll put together a proposal sized to your team and budget.
Talk to us about pricing →Questions we hear from HR & People teams
Can we see who used their seat, or what they got back?
No, not ever, not even in aggregate broken out by team or manager. The only number you receive is a single company-wide utilization percentage. That's a deliberate limit, not a current gap: the reason employees engage honestly is that they know, with certainty, that no result of theirs is ever visible to you.
How is this different from the 360 process we already run internally?
An internally administered 360 is read by the people it's about, which is exactly why participants hedge. Eva360 sits entirely outside your systems. Nothing here is written to a personnel file, seen by a manager, or referenced in a review. That separation is what makes the feedback worth funding in the first place.
Does this connect to performance reviews in any way?
No. There's no integration, export, or shared record between Eva360 and your review process, and there won't be. Keeping the two systems fully separate is what preserves the privacy guarantee this benefit depends on.
How do employees actually get access?
Get in touch and we'll work out seat count, budget, and rollout with you directly. Team purchasing isn't a self-serve flow yet, so this starts as a conversation, not a checkout page.
A benefit line employees notice, and actually use.
Tell us your team size and what you're trying to fund it out of, benefits, L&D, or engagement, and we'll put together a proposal.