See where your team stands.
Know where to intervene.
Compass gives managers the team signal they need — AHT, FCR, CSAT, adoption health, hours recovered — all in aggregate. You see the trend and the gap. You don't see a surveillance log of each person's day.
Managers see the team and the trend — not a recording of each individual's activity. Aggregate only — never an individual's private report card. Decision-support, not employee scoring.
The CS Team demo shows Compass in motion across all three views. As a manager, your tab surfaces the metrics that matter to you — AHT, FCR, CSAT, escalation rate, and how many of your team are genuinely improving month over month. Step through the months to see the team sharpen in numbers.
Your team metrics, month by month
Same data, three points of view. As a manager you see AHT, FCR, CSAT, escalation, and individual sharpening bands — never the content of each person's private learning loop.
Only Dewi and her direct manager see this detail. HR does not.
Managers see the team and the trend — not a recording of each individual's activity.
HR sees workforce trust and growth in aggregate — with no individual surveillance detail.
Illustrative data. In a real deployment, Compass reports numbers straight from your team's own work systems.
Beyond the CS metrics, Compass tracks whether the AI tools and workflows you rolled out are actually sticking. As a manager you see team adoption health — who's proficient, who's dropping off, where to reinforce. Not what each person did privately.
Adoption that survives the rollout
Compass measures whether the tools you onboard actually get used over time — and whether the people using them are getting better. As a manager you see team-level adoption rate, time-to-proficient, and where drop-off is happening so you can act early.
Per-person adoption stays with Dewi. Her manager sees aggregate adoption health, not this granular breakdown.
Managers see adoption health and drop-off — the team-level signal — so you can intervene where retention is slipping. Decision-support, not employee scoring.
Org-wide adoption signal — what’s sticking, what’s stalling. Decision-support for HR / Ops, not employee surveillance.
Illustrative data. In a real deployment, Compass reports numbers straight from your team’s own work systems.
Compass also gives you the productivity delta across your team — hours recovered per member per week, mapped to specific activities. You see who's getting the most lift and where the team average is heading. Per-member hours saved is aggregate, not surveillance.
Hours recovered, mapped to the activity
Compass measures the productivity delta after AI and tooling change a workflow. As a manager you see hours recovered per member this week — aggregate, mapped to the activity type. You see the team trend, not the content of anyone's work.
Hours-saved values come from work-system telemetry (calendar, ticket time, doc time, code-time). Compass aggregates — it never reads inside any document, ticket, or message.
Per-member hours-saved is aggregate, not surveillance. Compass measures activity-level deltas — never the content of any document, ticket, or message.
Org-level totals come from the same per-activity telemetry, aggregated. Compass shows the delta — what would have taken X hours now takes Y.
Illustrative data. In a real deployment, Compass reports numbers straight from your team’s own work systems.
Your team signal. Your compass.
Compass gives you the team view you need to lead with clarity — not a surveillance dashboard. Your team gets the privacy they deserve. Everyone improves together.
Compass is sold to organizations, not individuals. These pages exist so managers know what the product actually shows — and what it deliberately does not.