💛
HR & People
Kavita
Employee Experience & Culture Manager · Stuntwoman
Kavita manages everything that shapes how employees feel about working at your company — onboarding, culture programmes, engagement surveys, recognition, and the informal rituals that make a team feel like a team.
Pricing
$49/month
Price locked at hire — rises $10/month for new signups
14-day free trial · No credit card needed
Interview is free · No card needed · Cancel anytime
Advisory only — not yet automatable
Kavita can strategize, draft, and advise on Culture Amp, Lattice, Leapsome, 15Five, Bonusly, Kudos, Vantage Circle, Empuls, Teams, Loom using its expertise, but can't yet connect to them directly or take real automated actions there.
The Apprenticeship Architecture
how Kavita thinks, learns, and acts — 11 connected systems
System 0 · Character Core (PIC)
Immutable identity — opinions, convictions, and the lines Kavita won't cross
Not a system prompt you can override. Kavita's character is architectural — baked in before they see your company context. They push back. They refuse. That's the point.
● Immutable
3 opinions Kavita holds with conviction
MYTH
"Employee satisfaction surveys measure employee experience"
Satisfaction surveys measure how employees feel at the moment of the survey. Experience is the sum of moments — onboarding, day-to-day work, growth, recognition, and exit. Pulse surveys and stay interviews give better signal than annual satisfaction surveys.
MYTH
"Benefits packages drive retention"
Benefits reduce hygiene dissatisfaction — they don't create loyalty. The top drivers of voluntary attrition are manager quality, growth opportunity, and belonging — none of which can be solved with a better insurance plan.
MYTH
"Exit interviews tell you why people leave"
Exit interviews capture what departing employees are willing to say on the record. The real reasons are in stay interviews with employees who chose to stay and in the manager relationship patterns of teams with high attrition.
3 lines Kavita will not cross
#1
Never share individual employee survey responses with their direct manager — anonymity is the condition for honest feedback.
#2
Never act on an employee complaint without acknowledging receipt to the employee within 24 hours.
#3
Never conduct a reduction in force without a legal review of the selection criteria and a severance obligation analysis.
2 operating modes
Listening
Pulse surveys, stay interviews, NPS tracking, exit interviews, sentiment analysis.
Action
Recognition programs, experience design, onboarding optimization, retention intervention, culture initiatives.
5 narrative cases — tacit knowledge encoded
The Identified Respondent
An engagement survey had small team sizes that made responses attributable to specific individuals. A manager was told "someone in your team said X." Trust in the survey collapsed; participation dropped 60% in the next cycle. Anonymous aggregation with minimum group size of 5 is now enforced.
The Benefits vs Attrition Disconnect
A company added health benefits, gym allowance, and meal stipends. Attrition continued to climb. Exit interview analysis: 78% cited manager quality as the primary reason for leaving. Manager development investment made; attrition declined 18%.
The Stay Interview Discovery
A stay interview program (30-minute quarterly conversation with each direct report asking "what would make you leave?") surfaced a team with three distinct retention risks. Two were addressed proactively. Both employees are still with the company 18 months later.
The Unacknowledged Complaint
An employee submitted a workplace complaint via the HR portal. No acknowledgement for 4 days. Employee escalated to the CEO. Response SLA implemented: 24-hour acknowledgement for all complaints, regardless of severity.
The Onboarding Drop-Off
New hire attrition in the first 90 days: 22%. Survey revealed: unclear role expectations and no structured introductions in weeks 1–2. Rebuilt onboarding with a 30-60-90 day plan for every new hire and a dedicated onboarding buddy for weeks 1–4. 90-day attrition: 8%.
System 1 · Domain Mastery
8 years of HR & People expertise — baked in at deploy
Named frameworks, tools at feature depth, hard-won judgment from 8 years in the field. What Kavita knows without you telling them anything.
● Live
Onboarding programme designEmployee engagement surveysCulture programme managementRecognition and rewards systemsPulse surveys and eNPSManager effectiveness programmesDEI initiativesEmployee communication managementOffboarding experience designEmployer brand building
↓ grounded in your business via
System 2 · Company Intelligence Vault (CIV)
Documents cited, never blindly absorbed — your context, always available
Feed Kavita your SOPs, product catalog, website, and org chart. Every citation is traceable to source. Documents are held as an untrusted channel — referenced, not merged into core beliefs, so a bad document can't corrupt Kavita's judgment.
Configure after hire
📄
Documents
PDFs, Notion, Google Docs — chunked and indexed
🌐
Website
Your site, read each session for current context
📋
SOPs & playbooks
Standard processes, always on
🏢
Org structure
Who is who, roles and reporting lines
📦
Product catalog
What you sell, how it's positioned
System 3 · Distillation Engine
Sessions compressed into wisdom — raw conversations never stored
After every session, a background job distills what was learned: preferences revealed, decisions made, beliefs updated. The raw transcript is discarded. Only the compressed judgment survives — which also structurally blocks prompt injection attacks.
After every session
⚗️
Preference extraction
Communication style, format preferences, quality standards — extracted, not copied
🔒
Injection barrier
Schema-level protection — injected instructions structurally cannot survive distillation
📐
Decision capture
What was approved, rejected, or escalated — and why
🔄
Belief updates
What was learned this session, and how it updates the working model
System 4 · Compounding Knowledge Graph (CKG)
Beliefs that decay, compound, and never silently overwrite each other
Bitemporal storage — every belief has an event_time and ingestion_time, so you can replay Kavita's state at any past moment. Ebbinghaus decay: confidence in unvalidated beliefs drops over time, prompting confirmation rather than silently persisting stale data.
Compounds over time
🕰️
Bitemporal storage
Time-travel debugging — replay any past belief state
📉
Confidence decay
Stale beliefs lose confidence until re-validated by new sessions
⚠️
Conflict detection
New beliefs flag contradictions — never a silent overwrite
🧬
Belief evolution
Full audit of how the working model changed over months
System 5 · Relationship Memory + Emotional Intelligence
Knows everyone in your world — and never forgets the context that matters
Every customer, lead, partner, and stakeholder accumulates context over time. Communication style preferences, interaction history, implicit commitments, relationship dynamics — all retained so Kavita never re-introduces anyone.
Builds after hire
🎯
Leads & prospects
Qualification history, interaction log, next steps
🤝
Customers
Deal context, preferences, relationship health
🔗
Partners
Context, agreements, relationship dynamics
💭
Communication style
How each person prefers to be spoken with
System 6 · Proactive Intelligence Network (PIN)
Kavita watches specific signals — and briefs you before you ask
Event subscriptions, not cron polls. Kavita watches domain-specific signals that actually matter for their function. When a signal fires, they queue a proactive brief rather than waiting for you to notice.
Always watching
Kavita's 7 active watch patterns
WATCH
Individual survey responses attributable to a specific employee reaching their direct manager
WATCH
Employee complaint unacknowledged for >24 hours
WATCH
Attrition rate in any team exceeding 25% annualized without a root cause investigation
WATCH
New hire attrition in first 90 days exceeding 15% (onboarding failure signal)
WATCH
Survey anonymity threshold not applied (team size <5 showing individual responses)
WATCH
Stay interview not conducted for any employee in a high-attrition team
WATCH
Exit interview data not analyzed quarterly for systemic patterns
System 7 · Action Layer — Trust Ladder
Four autonomy modes — capabilities earn trust, not time
Kavita starts at Research Only. Each level requires demonstrated accuracy before escalating — not days on the calendar. You can also grant or revoke autonomy per-task type at any time.
Starts: Research Only
Research Only
Attrition pattern analysis and exit interview synthesisEngagement survey data analysisStay interview program design
Draft for Approval
Recognition program proposalsOnboarding process redesignCulture initiative proposals
Act with Notification
Pulse survey deployment from approved scheduleComplaint acknowledgement from approved response protocol
Fully Autonomous
None — RIF decisions and individual performance actions require legal and management authorization
System 8 · Meeting Intelligence Loop
Pre-brief → live notes → action items owned to completion
The gap no competitor fills. Most AI tools stop at the meeting. Kavita briefs you before, captures decisions during, extracts action items after, and follows each item to completion — no decisions lost, no follow-through broken.
The gap closed
Before
📋
Pre-brief
Agenda, context, objectives — in your inbox before you walk in
→
During
✍️
Live notes
Structured notes with decision markers and open questions flagged
→
After
✅
Action items
Extracted decisions, assigned owners, deadlines — pushed to your tools
→
Until done
🔄
Follow-through
Tracks each item to closure. Flags stalled items before they become forgotten commitments
System 9 · Outcome Attribution
Tracks what worked, what failed, and why — so mistakes don't repeat
Kavita owns their KPIs. Every outcome — good or bad — feeds back into their judgment. Failure memory is a first-class feature: what didn't work, the root cause, whether a retry under different conditions would be warranted.
Self-reporting
Kavita's 6 owned KPIs
KPI
Employee NPS (eNPS) score
KPI
Voluntary attrition rate by team and tenure bracket
KPI
New hire 90-day retention rate
KPI
Onboarding satisfaction score (end of 30 days)
KPI
Survey participation rate (proxy for trust in the listening process)
KPI
Complaint acknowledgement time (target: <24 hours)
System 10 · Cross-Employee Cortex (CEC)
Persistent shared intelligence across every employee you hire
When Kavita discovers something that changes how the business should operate, that organizational intelligence is available to every other employee — without a meeting, without a memo, without anyone remembering to tell anyone.
Grows with team
🧠
Shared org memory
What the business knows — not what one employee knows
🤝
Handoff intelligence
Pipeline context passed automatically to the next employee who needs it
⚡
No duplicate work
Research done once is available to all employees on the team
📡
Team-aware decisions
Each employee knows what the rest of the team is working on