Management operating plane for distributed teams

Close the remote-contributor management chasm.

Cadence is the management operating plane for remote and hybrid companies that have outgrown proximity-based management. It turns 1:1s, goals, recognition, ER context, surveys, and culture signal into a human-owned system where AI develops managers and employees, and humans remain accountable.

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Live workspace access

Coming Q3 previews labeled

Humans own decisions

Cadence dashboard showing manager health, goals, recognition, and culture intelligence

The operating thesis

Remote work removed the hallway. Cadence builds the management system that should have replaced it.

The remote-contributor management chasm is the gap between what distributed employees need from managers and what managers can consistently see, remember, document, calibrate, and improve without sitting beside them. Cadence makes the 1:1 the live management record and connects the surrounding signals back to that relationship.

Managers fly blind without proximity

Remote contributors lose hallway reads, informal advocacy, visible struggle, and fast course correction unless the company replaces proximity with a system.

Point tools split the management record

Performance, surveys, recognition, ER, and goals each hold a slice of the story. None can explain whether a remote employee is being seen, developed, or calibrated fairly.

Leaders learn after damage accumulates

Attrition, complaints, and surprise reviews are late signals. Cadence surfaces earlier patterns while there is still time to coach the manager and support the employee.

How it works

Daily management workflow becomes board-ready culture intelligence.

1Here today: 1:1 agenda, context, goals, recognition, ER, surveys, and job architecture

2Here today: AI summaries and private coaching where enabled

3Coming Q3: Personality Sandbox by Jul 31 and 9-box/talent calibration preview

4Vision: connected culture intelligence for development, retention, and fair calibration

1:1 workspace

Shared agenda, live context, decisions, and private coaching start in the meeting where management actually happens.

Manager team health

Managers see goals, blockers, recognition ratios, and relationship risk without jumping across disconnected tools.

CHRO Culture Scorecard

People leaders get a composite view across 1:1s, ER, surveys, goals, recognition, and live management signal.

9-box movement

Coming Q3 preview: calibration becomes a living movement record with L1/L2 gaps, interventions, and retention context.

Eight connected modules

One employee-manager record powers the whole platform.

1:1 Management Engine

Structured agendas, AI-captured meeting notes, searchable decisions, and private coaching after every conversation.

See module

Goals and OKRs

Goals stay active because progress, blockers, and trend context surface inside the 1:1 workflow.

See module

9-Box Talent Calibration

Preview path for blind L1/L2 calibration, movement tracking, gap alerts, KVD nominations, and intervention workflows.

See module

ER Command Center

Case management starts with the full management record and tracks formal actions through resolution.

See module

Recognition and Rewards

Recognition becomes operational telemetry through 5:1 ratio tracking and L2 visibility.

See module

Survey Engine

Pulse, engagement, exit, and stay signals connect to the managers and teams that can act on them.

See module

Job Architecture

Living role definitions and career paths are always visible where coaching conversations happen.

See module

Culture Scorecard

A composite org-health layer correlating 1:1s, ER, recognition, goals, and survey signals, with Q3 calibration inputs labeled as preview.

See module

Five user views

The customer is the hero: ICs, managers, L2s, CHROs, and CEOs get the same truth at the right altitude.

IC

Cadence helps remote employees cross the management chasm with a searchable 1:1 history, clear goals, role expectations, recognition history, and private coaching that their manager cannot see.

Manager

Managers get structured 1:1s, live goal context, Coming Q3 9-box guidance, recognition ratio tracking, and coaching that helps them improve without turning feedback into evaluation theater.

L2

Senior leaders see where the remote-contributor management chasm is opening across their chain: manager effectiveness, 1:1 compliance, recognition ratios, survey signal, ER activity, and goal health without micromanaging.

CHRO

People leaders get the Culture Scorecard, ER pipeline, manager effectiveness, survey health, recognition health, and Q3 preview calibration signal in one command center.

CEO

CEOs get signal, not noise: live Culture Scorecard metrics and targeted drill-down today, with Q3 calibration movement and retention context clearly labeled as preview.

Competitive architecture

Not another point solution in the HR stack.

Lattice, 15Five, Culture Amp, Leapsome, and BetterUp each solve important jobs. Cadence positions against the fragmented stack first: the management relationship record connects the work without claiming roadmap capabilities as live superiority.

Compare Cadence

Lattice

Performance and HR platform

Cadence is the management operating plane that correlates live 1:1s, ER, recognition, surveys, and goals today, with 9-box calibration clearly labeled as Coming Q3 roadmap.

15Five

Continuous performance

Cadence adds ER context, Culture Scorecard signal, private post-1:1 coaching, and Q3-labeled 9-box movement tied to the management record.

Culture Amp

Employee experience

Cadence operationalizes survey signal inside manager workflows instead of leaving engagement diagnosis in a separate reporting lane.

Leapsome

Modular people enablement

Cadence centers the manager-employee relationship record and turns that record into culture intelligence for CHROs and CEOs.

BetterUp

Coaching and transformation

Cadence includes coaching, but differentiates as a system of record plus workflow telemetry across the full people operations surface.

Fellow

Meeting management

Cadence uses the meeting as the starting point, then connects it to goals, recognition, ER context, surveys, and culture signal.

HR Acuity

Employee relations

Cadence connects ER context to the upstream management record while preserving human-owned decisions and appropriate confidentiality.

Betterworks

Goals and performance

Cadence keeps goals live inside the management relationship instead of isolating goal health from 1:1s, coaching, and culture signal.

Values and story

AI develops humans. Humans lead humans.

Humans own judgment; AI prepares, coaches, summarizes, and surfaces signal.

Management should be visible, not performative.

Privacy is a product feature, with consent, current flat Admin/Member access, and a granular access roadmap.

Development beats surveillance; coaching improves the relationship before the system escalates.

Culture is operational: recognition, ER, surveys, goals, and roadmap-labeled calibration have to connect.

Read the manifesto

All-party consent

Meeting capture is consent-first and visible to participants. Raw audio and transcripts follow configurable retention.

Human approval

AI drafts summaries and coaching, but humans approve memorialized meeting records and own outbound communication.

Enterprise posture

Encryption, current flat Admin/Member access, audit trails, DPA process, and SOC 2 Type II roadmap are stated honestly.

Workspace access goes through the existing `/signup` funnel.

Start with live management workflows today. See where the operating plane is going next.

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Essentials

$12

Live management workflows for teams replacing proximity-based management with a system.

Professional

$24

Live intelligence layer for mid-market People leaders, with Q3 previews separated from current features.

Enterprise

Custom

Full platform with enterprise security, compliance, and dedicated support.