Employee Engagement Software

PulseDesk

Hear Every Heartbeat, Act Instantly

PulseDesk equips HR managers in fast-growing tech startups to instantly detect and resolve employee morale issues with AI-powered, in-app pulse surveys. Real-time sentiment alerts and seamless dashboard integration empower leaders to prevent turnover, drive engagement, and decode team happiness—before problems escalate and valuable talent slips away.

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PulseDesk

Product Details

Explore this AI-generated product idea in detail. Each aspect has been thoughtfully created to inspire your next venture.

Vision & Mission

Vision
To empower every workplace to unlock team potential and retention through instant, actionable understanding of real employee sentiment.
Long Term Goal
By 2028, enable 10,000 tech startups to reduce employee turnover by 20% or more through real-time, AI-driven sentiment insights that drive transformative engagement and retention.
Impact
Reduces regrettable employee turnover by 20% and accelerates issue resolution by 50% for HR managers in tech startups, by delivering real-time sentiment insights that identify and address morale risks—driving measurable improvements in quarterly engagement scores and sustained retention rates.

Problem & Solution

Problem Statement
HR managers in fast-growing tech startups struggle to detect urgent morale issues and understand employee sentiment in real time, as traditional survey tools are slow, generic, and too cumbersome to deliver actionable insights before turnover occurs.
Solution Overview
PulseDesk delivers instant, AI-powered pulse surveys directly in your team’s workflow, flagging urgent morale issues and pinpointing engagement drivers in real time. One-click integrations funnel actionable sentiment insights to your dashboard before employee problems turn into costly turnover.

Details & Audience

Description
PulseDesk empowers HR managers in fast-growing tech startups to instantly track and decode employee sentiment, reducing turnover and boosting engagement. With AI-driven, in-app pulse surveys, it flags urgent morale issues before they escalate and pinpoints key drivers of team happiness—giving leaders clarity and speed traditional tools can’t match. One-click integrations deliver seamless, real-time insights straight to your dashboard.
Target Audience
HR managers (28-45) in tech startups urgently seeking real-time, actionable insight to prevent employee turnover.
Inspiration
One evening, a talented engineer friend messaged me her resignation—her decision made after months of quiet frustration no one noticed. Despite regular surveys, her unhappiness slipped through the cracks. That loss felt personal. In that instant, I pictured a platform that could pulse-check team sentiment in real time, catching the silent signals before valued people walk away.

User Personas

Detailed profiles of the target users who would benefit most from this product.

C

Culture-Conscious Carla

- Age 35, MA in Organizational Psychology - HR Development Lead at 200-person startup - 7 years HR experience - San Francisco-based, hybrid schedule - Salary range $90k–$110k

Background

After leading engagement programs at NGOs, Carla transitioned to tech HR. Her inclusive workshops inform her data-driven pulse interventions.

Needs & Pain Points

Needs

1. Real-time alerts on emerging culture dips 2. Clear metrics for measuring engagement rituals 3. Easily shareable culture reports with stakeholders

Pain Points

1. Unseen micro-culture declines before they escalate 2. Manual report creation drains her limited time 3. Low survey participation skewing culture data

Psychographics

- Values empathy-driven decision making - Motivated by team cohesion metrics - Believes in proactive cultural rituals - Seeks qualitative narratives alongside data

Channels

1. Slack channels daily updates 2. LinkedIn groups weekly discussions 3. Email summaries bi-weekly 4. HR forums monthly insights 5. Industry webinars quarterly trends

I

Integration Innovator Ian

- Age 29, BS in Information Systems - HR Systems Administrator at 500-employee startup - 3 years cross-platform integration experience - Austin-based, full remote - SHRM-CP certified, API coursework

Background

Former software developer turned HR tech specialist, Ian built middleware solutions for staffing firms. His workflow streamlining informed PulseDesk integration strategies.

Needs & Pain Points

Needs

1. Robust API access for custom integrations 2. Clear technical documentation for setup 3. Real-time sync between platforms without lag

Pain Points

1. Inconsistent data mapping across HR systems 2. Frequent API breaks interrupt survey workflows 3. Complex authentication processes deter automation speed

Psychographics

- Obsessed with workflow efficiency - Driven by seamless system interoperability - Values transparent data pipelines - Enjoys configuring low-code automations

Channels

1. GitHub issues board active discussions 2. Slack dev community real-time help 3. Stack Overflow technical Q&A 4. HR Tech newsletters monthly insights 5. Vendor support portal ticketing

P

Predictive Pete

- Age 40, MBA in People Analytics - Analytics Manager at 800-person tech firm - 6 years HR data science experience - London-based, hybrid schedule - Manages $150k analytics budget

Background

Starting as an HR analyst, Pete mastered R and Python for sentiment analysis. His predictive models cut churn by 15% at his last company.

Needs & Pain Points

Needs

1. Auto-generated turnover risk predictions 2. Customizable model parameters and alerts 3. Visualization of forecasted morale trends

Pain Points

1. Manual data preprocessing delays insights 2. Generic models missing company context 3. Leadership skepticism without clear projections

Psychographics

- Thrives on data-driven foresight - Seeks pattern recognition in engagement metrics - Values predictive accuracy over guesswork - Motivated by reducing turnover rates

Channels

1. Tableau community monthly webinars 2. LinkedIn Learning analytics courses 3. Slack PeopleOps channels real-time 4. Twitter data science threads 5. Company workshops quarterly

R

Remote-Ready Riley

- Age 32, BA in Communications - Remote Team Lead at 120-person company - 4 years leading virtual teams - Nomadic, PST-based location - Collaborates across 5 countries

Background

Growing up abroad, Riley adapted to diverse cultures early. She pioneered virtual onboarding and always seeks tools that unite dispersed teams.

Needs & Pain Points

Needs

1. Time-zone optimized survey scheduling 2. Multilingual survey capabilities 3. Automated reminders respecting local hours

Pain Points

1. Low response rates across different time zones 2. Lost context in asynchronous updates 3. Survey timings clash with local holidays

Psychographics

- Champions flexible, asynchronous communication - Values cultural sensitivity in feedback - Motivated by building trust remotely - Prefers mobile-first collaboration tools

Channels

1. Zoom check-ins daily 2. Slack global channels real-time 3. WhatsApp group chats instant 4. Email asynchronous updates 5. Trello collaboration boards

L

Leadership Liaison Lily

- Age 45, MSc in Organizational Leadership - HR Business Partner at 300-person scaleup - 10 years HR consulting experience - New York-based, hybrid work - Oversees strategic engagement budget

Background

Consulted for Fortune 500s, Lily honed stakeholder management. At her last startup, she aligned engagement data with OKRs to drive growth.

Needs & Pain Points

Needs

1. Executive-ready engagement slide decks 2. Key metric summaries for quick reviews 3. Benchmark comparisons across teams

Pain Points

1. Raw data without strategic context 2. Time-consuming report customization 3. Misalignment between data and OKRs

Psychographics

- Values narrative-driven data storytelling - Motivated by strategic influence - Seeks top-down alignment on morale - Prefers high-level dashboards over details

Channels

1. PowerPoint executive decks presentations 2. Slack executive threads urgent updates 3. Email CEO summaries daily 4. Quarterly board reports meetings 5. HR conferences annually

Product Features

Key capabilities that make this product valuable to its target users.

HeatWave

An interactive historical heatmap timeline that lets managers scroll through past sentiment data, identify long-term morale trends, and spot recurring highs and lows over days, weeks, or months.

Requirements

Interactive Timeline Scroll
"As an HR manager, I want to smoothly scroll through historical sentiment data on the heatmap so that I can easily track changes over time without loading delays."
Description

Enable managers to scroll horizontally through historical sentiment heatmap data, providing smooth, responsive navigation across days, weeks, and months. This feature supports dynamic loading of heatmap segments to maintain performance and integrates with the main PulseDesk dashboard to display sentiment overlays aligned with selected time ranges.

Acceptance Criteria
Basic Horizontal Scrolling Functionality
Given the manager is viewing the historical heatmap, when they drag horizontally or use the scrollbar, then the timeline shifts smoothly in the intended direction without stuttering or jumping, and the displayed dates update in real time.
Dynamic Segment Loading on Scroll
Given the manager scrolls into a time period not yet loaded, when the scroll position reaches within 20% of the loaded segment’s edge, then the next heatmap segment is fetched and rendered within 200 milliseconds, with no placeholder gaps longer than 50 milliseconds.
Sentiment Overlay Alignment with Selected Range
Given the manager selects a specific date range by scrolling, when the timeline settles, then the sentiment overlays align precisely with the corresponding date markers, with a maximum offset of one pixel per day.
Edge Boundaries Handling
Given the manager scrolls to the start or end of available data, when no further data exists, then the timeline ceases to scroll beyond the boundary, and a visual fade or boundary indicator is displayed.
Scroll Performance Under High Data Volume
Given a full year of daily sentiment data is loaded, when the manager scrolls rapidly back and forth, then the rendering frame rate remains above 30 frames per second and no UI freeze exceeds 100 milliseconds.
Date Range Selector
"As an HR manager, I want to select custom date ranges for the heatmap so that I can focus on specific periods relevant to my analysis."
Description

Provide a flexible date range selection tool allowing managers to define custom time windows (e.g., last 7 days, last 30 days, or a custom range) for the heatmap view. This requirement filters rendered data accordingly and updates the HeatWave component in real-time to reflect the chosen period, enabling focused sentiment trend analysis.

Acceptance Criteria
Default Preset Date Range Selection
Given the user navigates to the HeatWave component When the dashboard loads Then the “Last 7 Days” preset is selected by default and the heatmap displays data for the previous 7 days accurately
Custom Date Range Input and Application
Given the user opens the date range selector When the user picks a start date and an end date within the calendar widget and clicks Apply Then the heatmap updates to display sentiment data exclusively within the selected custom range
Preset Toggle Functionality and Performance
Given the user views the date range presets When the user switches between “Last 7 Days”, “Last 30 Days”, and “This Month” Then the heatmap refreshes to show the correct data for each preset within two seconds
Invalid Date Range Validation
Given the user inputs a start date that is after the end date When the user attempts to apply the selection Then an inline error message appears and the Apply button remains disabled
Real-Time Data Refresh on Range Update
Given the user applies a new date range When the date range change is confirmed Then the HeatWave component fetches updated data from the backend and renders the new heatmap without a full page reload
Data Point Drill-down
"As an HR manager, I want to click on individual heatmap cells to view detailed sentiment metrics so that I can understand the underlying data driving the visual trends."
Description

Enable click or hover interactions on individual heatmap cells to reveal detailed sentiment metrics for that specific time segment, including average sentiment score, response count, and sentiment distribution. The drill-down view integrates with PulseDesk’s analytics engine and presents contextual insights via tooltips or side panels without navigating away from the heatmap.

Acceptance Criteria
Cell Click Drill-down Activation
Given the manager clicks on a heatmap cell representing a specific time segment When the click is registered Then a drill-down side panel appears within 2 seconds showing average sentiment score, total response count, and sentiment distribution chart for that segment
Hover Interaction Drill-down Activation
Given the manager hovers over a heatmap cell for at least 500ms When the hover is maintained Then a tooltip appears adjacent to the cell displaying average sentiment score, response count, and sentiment distribution breakdown
Contextual Insights Accuracy
Given the drill-down view is displayed When the data is rendered Then the average sentiment score, response count, and sentiment distribution must match the backend analytics within a 1% tolerance
Non-disruptive UI
Given the drill-down view is active When the manager interacts with it Then the heatmap remains visible in the background and no full-page navigation occurs, and closing the view returns focus to the original heatmap state
Loading States and Error Handling
Given a drill-down request is initiated When data retrieval exceeds 2 seconds Then a loading indicator is displayed And if the request fails Then an error message with a retry option is shown
Customizable Color Scale
"As an HR manager, I want to customize the heatmap’s color scale and palettes so that I can highlight sentiment variations according to my organization’s visual guidelines."
Description

Allow managers to adjust the heatmap’s color gradient thresholds and select from predefined or custom color palettes to align with organizational preferences or accessibility standards. This requirement ensures that critical sentiment variations are highlighted effectively and that color choices meet UX and compliance guidelines.

Acceptance Criteria
Predefined Palette Selection
Given a manager opens the color scale settings, when they choose a predefined palette from the list, then the heatmap updates in real time to display the selected palette and the choice persists after page reload.
Custom Palette Creation
Given a manager enters valid hex or RGB values for low, medium, and high sentiment into the custom palette form and names the palette, when they save, then the new palette is stored in the system and applied to the heatmap without errors.
Threshold Adjustment Feedback
Given a manager adjusts the sentiment threshold sliders for gradient stops in the settings panel, when they move a slider, then the heatmap preview updates instantly to reflect gradient changes and the adjusted thresholds are saved upon confirmation.
Accessibility Compliance Check
Given a manager selects or creates a color palette, when they attempt to save, then the system evaluates the palette against WCAG AA contrast ratios, displays a warning if any gradient segment fails, and prevents saving until the palette is compliant.
Persistence Across Sessions
Given a manager configures and saves either a preset or custom color scale, when they close and reopen the application or switch team views, then the selected color scale is correctly loaded and applied to the heatmap for each view.
Export Heatmap View
"As an HR manager, I want to export the heatmap view as an image or PDF so that I can include it in presentations and reports."
Description

Provide functionality to export the current heatmap view, including custom date ranges and color scales, as a high-resolution PNG or PDF file. The export should capture annotations and selected filters, integrate with the PulseDesk export module, and offer options for including legends and metadata, facilitating sharing in reports.

Acceptance Criteria
PNG Export with Selected Filters
Given the manager has selected a custom date range, color scale, annotations, and filters on the heatmap view, when they click the 'Export as PNG' button, then a high-resolution PNG file containing the current view, annotations, and applied filters is generated and automatically downloaded within 5 seconds.
PDF Export with Legends and Metadata
Given the manager has configured legends and metadata inclusion options, when they choose 'Export as PDF', then a multi-page PDF file is generated containing the heatmap view, legends, metadata details (date range, color scale, filter settings), and annotations, and the file opens in a new browser tab.
Export via PulseDesk Export Module Integration
Given the manager initiates export through the PulseDesk export module interface, when they select the heatmap view and export format, then the module uses the unified export API to generate the file (PNG or PDF) and logs the export action in the activity history.
Annotation Accuracy in Export
Given the manager has added annotations or comments on the heatmap, when the export action completes, then all annotations appear at the correct positions with legible text and maintained formatting in the exported file.
High-Resolution Output Across Date Ranges
Given the manager selects a long historical date range (up to 12 months), when exporting in either format, then the heatmap resolution remains at least 300 DPI without data loss or blurring, and the file size does not exceed 10 MB for PNG or 15 MB for PDF.
Export Failure Handling and Retry
Given a network interruption or server error occurs during export, when the export request fails, then a clear error message is displayed and the manager is offered a retry option that successfully completes the export on the next attempt.

CrossPulse

Side-by-side comparison of sentiment heatmaps across different teams or time periods, enabling benchmarking, performance reviews, and identification of best practices to replicate high-morale environments.

Requirements

Team Comparison View
"As an HR manager, I want to view sentiment heatmaps of two teams side by side so that I can benchmark team morale and identify differences."
Description

Enable side-by-side display of sentiment heatmaps for any two selected teams, providing visual metrics for direct comparison. This feature integrates into the main dashboard, allowing HR managers to quickly benchmark team morale and identify areas of strength or concern. The heatmaps will align on the same scale and color gradient to ensure consistent interpretation, with interactive tooltips revealing detailed sentiment scores per time interval.

Acceptance Criteria
Comparing Two Teams' Heatmaps
Given an HR manager selects Team A and Team B on the dashboard and picks a predefined time period, When both teams are loaded, Then two sentiment heatmaps are displayed side by side with identical axis scales and aligned color gradients
Interactive Tooltip Display
Given the side-by-side heatmaps are displayed, When the HR manager hovers over any heatmap cell, Then a tooltip displays the team name, date interval, and precise sentiment score
Uniform Color Scale Application
Given the heatmaps for two teams, When displayed simultaneously, Then both heatmaps use the same color gradient and value-to-color mapping to ensure consistent interpretation
Custom Date Range Filtering
Given the HR manager applies a custom date range filter, When the date range is updated, Then both heatmaps refresh to show data only within the selected range and maintain side-by-side comparison
Data Loading Performance
Given two teams and a date range are selected, When the HR manager initiates the comparison view, Then both heatmaps are fully rendered within 3 seconds under standard network conditions
Accessibility Compliance
Given the side-by-side heatmaps are displayed, Then the color scheme meets WCAG 2.1 AA contrast ratios and tooltips are screen-reader accessible
Adjustable Time Range Selector
"As an HR manager, I want to set custom time ranges for each heatmap so that I can compare morale trends over different periods."
Description

Provide a flexible date and time range picker that lets users define custom periods for each heatmap comparison. The selector includes presets (e.g., last week, last quarter) and a custom range option. Once set, both heatmaps refresh to reflect the chosen intervals, enabling trend analysis across matching or differing timeframes. This enhances the granularity and relevance of the comparisons.

Acceptance Criteria
Preset Date Range Selection
Given the user opens the time range selector and selects a preset option (e.g., "Last Quarter"), when they confirm the selection, then both heatmaps refresh within two seconds to display data corresponding exactly to the chosen preset interval.
Custom Date Range Input
Given the user enters a custom start and end date using the date picker, when they apply the custom range, then the system validates the inputs and updates both heatmaps to reflect data only within the defined dates.
Invalid Date Range Handling
Given the user inputs an end date earlier than the start date, when they attempt to apply the selection, then the system displays an inline error message and prevents the heatmaps from updating.
Real-Time Heatmap Refresh
Given the user changes the time range (preset or custom), when the selection is applied, then both heatmaps reload concurrently and display a loading indicator until data is fully rendered.
Persistence Across Sessions
Given the user sets a time range and navigates away from the comparison view, when they return later in the same session, then the previously selected time range is preserved and reapplied automatically.
Heatmap Data Synchronization
"As a data analyst, I want synchronized data scales for comparisons so that I can trust insights are accurate."
Description

Automatically align data granularity, scaling, and normalization across both heatmaps to ensure fair and accurate comparisons. The system adjusts color intensity and sentiment scoring thresholds uniformly, avoiding misinterpretation due to differing data densities. This synchronization occurs in real time, with options to toggle normalization on or off for advanced analysis.

Acceptance Criteria
Real-Time Synchronization Activation
Given a user selects two teams for side-by-side comparison, when both heatmaps are rendered, then the system automatically aligns data granularity, scaling, and normalization thresholds in under 2 seconds.
Normalization Toggle Functionality
Given a user toggles the normalization option, when normalization is turned off, then the system preserves original sentiment scoring thresholds and scaling, and when turned on, reapplies uniform normalization across both heatmaps.
Uniform Color Scaling
Given datasets of differing densities, when heatmaps display sentiment intensities, then color intensity mapping uses identical thresholds so that equivalent sentiment scores correspond to the same color across both heatmaps.
Low-Density Data Alert
Given a team’s data sample falls below a predefined density threshold, when preparing side-by-side heatmaps, then the system displays an alert recommending normalization settings adjustment to prevent misinterpretation.
Historical vs Current Comparison Alignment
Given a user compares historical and current time period heatmaps, when both are displayed, then data scaling, granularity, and normalization are synchronized to enable fair comparison.
Annotation & Notes
"As an HR manager, I want to annotate events on the heatmap so that I can correlate sentiment changes with specific occurrences."
Description

Allow users to attach annotations or notes to specific data points or time intervals on the heatmaps. These annotations appear as icons or markers and display user-entered comments upon hover or click. This capability helps teams document key events (e.g., product launches, company announcements) directly on the sentiment timeline, correlating real-world actions with morale shifts.

Acceptance Criteria
Adding an Annotation to a Data Point
Given the HR manager is viewing the sentiment heatmap When they click on a specific data point and select 'Add Annotation' And enter a title and comment And click 'Save' Then an annotation icon appears at that data point And the comment is stored and retrievable
Editing an Existing Annotation
Given an existing annotation icon on the heatmap When the user clicks the annotation and selects 'Edit' And updates the title or comment And clicks 'Save' Then the annotation content is updated And the updated details are displayed on hover or click
Removing an Annotation
Given an existing annotation on the heatmap When the user clicks the annotation and selects 'Delete' And confirms the deletion Then the annotation icon is removed from the heatmap And the annotation data is no longer retrievable
Viewing Annotation Details on Hover
Given annotations are displayed on the heatmap When the user hovers over an annotation icon Then a tooltip appears displaying the annotation title, author, timestamp, and comment
Annotating a Time Interval
Given the user selects a time interval on the heatmap timeline When they click 'Add Annotation to Interval' And enter a title and comment And click 'Save' Then a bracket marker spans the selected interval And the annotation details appear on hover or click
Persisting Annotations Across Sessions
Given annotations have been added to the heatmap When the user logs out and logs back in Then all previously saved annotations reappear at their correct positions
Benchmark Highlights
"As an HR manager, I want the system to highlight significant sentiment variances so that I can quickly identify best practices."
Description

Incorporate automated highlighting of significant differences in sentiment levels between the two heatmaps. The system flags top-performing teams or periods with color-coded badges and summary stats. Users receive quick insights into areas where one team outperformed another, facilitating rapid identification of best practices and potential intervention points.

Acceptance Criteria
Identifying Peak Sentiment Differences Across Teams
Given two team sentiment heatmaps for the same survey period are loaded, when the system calculates the difference in average sentiment between each team, then the top three teams with the highest positive differences are highlighted with a green badge.
Flagging Significant Period-to-Period Sentiment Shifts
Given the user switches the comparison mode to time-based analysis, when the system computes the change in sentiment scores between the current and previous period for each team, then any team with a change greater than 10% is flagged with a yellow badge.
Color-Coded Badge Display on Heatmap
Given highlighted teams or periods are identified, when the results render on the heatmap interface, then each highlighted segment displays a badge colored green for top performers, yellow for moderate changes, and red for negative shifts.
Summary Statistics for Benchmark Comparison
Given two heatmaps are compared, when the comparison completes, then the system surfaces a summary panel showing numerical statistics including highest positive delta, largest negative delta, and average sentiment difference.
User Drill-Down from Highlight to Detailed View
Given a user clicks on any highlighted badge in the heatmap, when the click is registered, then the system opens a detailed view displaying underlying sentiment data, sample comments, and trend graphs for that specific team or period.
Export & Share Reports
"As a team lead, I want to export the side-by-side comparison so that I can share insights in performance reviews."
Description

Enable exporting the side-by-side heatmap comparison as PDF or CSV reports, including metadata like selected teams, time ranges, and annotations. Provide sharing options via email or direct dashboard links. This functionality allows HR managers and team leads to distribute findings easily during performance reviews or executive briefings.

Acceptance Criteria
Generate PDF report of heatmap comparison
Given the HR manager has selected two teams and a time range, when the manager clicks 'Export as PDF', then the system generates a downloadable PDF file containing the side-by-side heatmaps, selected teams, time ranges, and any user annotations.
Export sentiment data as CSV with metadata
Given the HR manager has selected teams, time ranges, and annotations, when the manager clicks 'Export as CSV', then the system provides a CSV file download that includes sentiment scores for each time interval, team identifiers, time range metadata, and annotations in separate columns.
Share exported report via email
Given a generated PDF or CSV report is available, when the HR manager chooses the 'Share via Email' option and enters at least one valid email address, then the system sends an email with the report attached and confirms delivery success to the user.
Copy direct dashboard link for sharing
Given the report is generated, when the user clicks 'Copy Link', then the system copies a unique, access-controlled dashboard URL reflecting the selected teams, time range, and annotations to the clipboard, and displays a confirmation message.
Include annotations in exported files
Given the HR manager has added annotations to the heatmap comparison, when exporting as PDF or CSV, then all annotations appear in the exported file in the correct context with timestamped references.

Threshold Tuner

Customizable alert thresholds for sentiment hotspots and dips. Set unique parameters per team or role and receive notifications when morale metrics exceed or fall below defined levels, ensuring timely interventions.

Requirements

Custom Threshold Configuration
"As an HR manager, I want to configure custom sentiment thresholds so that I receive alerts only when team morale deviates beyond acceptable ranges."
Description

Enable HR managers to define custom sentiment score thresholds for alerts within the Threshold Tuner feature. This requirement includes input fields for upper and lower sentiment limits, validation to ensure thresholds fall within allowable ranges, persistence of settings per user or team, and integration with the alert engine to trigger notifications when thresholds are crossed. By personalizing thresholds, HR managers can align alerts with their organization’s specific morale baselines, ensuring more relevant and timely interventions.

Acceptance Criteria
Set Valid Custom Thresholds
Given a lower threshold of at least 0 and an upper threshold of at most 100 that is higher than the lower threshold, When the HR manager saves the thresholds, Then the system persists the settings for the specified team and displays a success confirmation.
Validation for Out-of-Range Thresholds
Given threshold values outside the 0-100 range or a lower threshold equal to or greater than the upper threshold, When the HR manager attempts to save, Then the system prevents saving and displays an appropriate error message.
Persistence Across Sessions
Given the HR manager has saved custom thresholds, When the manager logs out and logs back in or switches devices, Then the previously saved thresholds are loaded and displayed correctly.
Trigger Alert on Threshold Breach
Given that the pulse survey sentiment score crosses above the upper threshold or below the lower threshold for a configured team, When the sentiment score update is processed, Then the alert engine sends a notification to the HR manager.
Threshold Configuration Per Role
Given multiple roles in an organization, When the HR manager configures thresholds for a specific role, Then the thresholds apply only to that role and do not affect other roles' alerting settings.
Role-Based Threshold Profiles
"As an HR administrator, I want to assign specific threshold profiles to different roles so that alerts reflect the unique sentiment norms of each group."
Description

Allow administrators to create and assign threshold profiles based on employee roles. This requirement covers a management interface to define distinct upper and lower alert thresholds for roles like engineering, sales, and support, backend mapping of roles to threshold sets, and enforcement logic within the alert processing pipeline. Role-based profiles ensure that alerts are calibrated to each group’s typical engagement patterns, reducing false positives and focusing attention where it matters.

Acceptance Criteria
Creating a New Role-Based Threshold Profile
Given an administrator is on the Threshold Tuner interface When they input a unique profile name and specify valid lower and upper sentiment thresholds Then the system saves the profile and displays it in the profile list with the correct name and threshold values.
Assigning Threshold Profile to a Role
Given an administrator is on the Role Assignment page When they select a role (e.g., Sales) and choose an existing threshold profile Then the system persists the mapping and reflects the assignment under the role’s profile settings.
Triggering Alerts Based on Role-Based Thresholds
Given a team member in the Sales role receives a sentiment score below the profile’s lower threshold When the alert processing pipeline runs Then the system generates an alert and sends a notification to the configured recipients specifying the role and threshold breach.
Editing an Existing Role-Based Threshold Profile
Given an administrator is viewing an existing threshold profile When they modify the threshold values and save changes Then the updated thresholds are stored and used for all subsequent alert evaluations without creating a duplicate profile.
Viewing Threshold Profiles and Assignments
Given an administrator accesses the Threshold Tuner dashboard When they view the profile list Then each profile shows its name, threshold ranges, and the roles it is assigned to, and the data matches the backend mappings.
Team-Specific Alert Rules
"As an HR manager, I want to set custom alert thresholds for each team so that I can address morale issues unique to individual groups."
Description

Provide functionality to set threshold rules at the team level, enabling HR managers to define unique alert parameters for individual project or functional teams. This requirement includes a team selector in the UI, workflows to create and update team rules, database schema expansions for storing team-specific thresholds, and integration with notification services for targeted alerts. Team-specific rules enable granular monitoring and tailored interventions for each team’s dynamics.

Acceptance Criteria
Team Selection for Threshold Configuration
Given the HR manager is on the Threshold Tuner page When they open the team selector dropdown Then all active project and functional teams are listed with their names and IDs
Create New Team-Specific Threshold Rule
Given the HR manager has selected a team When they enter valid sentiment threshold values and click Save Then the system stores the new threshold rule in the database for that team and displays a success message
Update Existing Team Threshold
Given a team-specific threshold rule already exists When the HR manager modifies the threshold values and clicks Update Then the existing rule is updated in the database and the UI reflects the new values
Receive Targeted Alert Notification
Given a team’s sentiment metric crosses its defined threshold When the system evaluates the latest survey results Then the HR manager receives a notification filtered by team via email and in-app alert
Data Persistence Rollback
Given a failure occurs during threshold rule save When a server or network error happens Then the system rolls back any partial changes, retains the previous rule, and displays an error message to the HR manager
Real-Time Threshold Adjustment
"As an HR manager, I want to adjust sentiment thresholds in real time so that I can quickly adapt alert criteria to evolving employee morale."
Description

Implement real-time threshold adjustment capabilities so HR managers can modify alert settings and immediately see effects on incoming surveys and notifications. This requirement involves live data binding in the UI, use of WebSocket or server-sent events for backend updates, and confirmation feedback on successful changes. Real-time adjustments empower managers to respond swiftly to shifting sentiment trends without delay.

Acceptance Criteria
Live Threshold Adjustment Reflection
Given the HR manager has the Threshold Tuner open with a positive sentiment threshold set at 70%, When the manager updates the threshold to 80% and clicks save, Then incoming pulse surveys received after the change are classified using the new 80% threshold without page reload.
Immediate Confirmation Feedback
Given the manager modifies any threshold value, When the new value passes validation and is sent to the server, Then the UI displays a success message within 2 seconds confirming the update and highlights the updated field.
Real-Time Notification Alignment
Given existing alert subscriptions based on sentiment thresholds, When thresholds are adjusted, Then any subsequent sentiment alerts are generated or suppressed according to the new threshold settings in real time.
Invalid Threshold Value Handling
Given the manager enters a threshold value outside the valid range (0-100) or non-numeric input, When they attempt to save, Then the system blocks the change and displays a validation error message indicating the valid range.
Threshold Persistence Across Sessions
Given the manager has successfully changed thresholds and logs out, When they log back in or open the Threshold Tuner again, Then the previously saved threshold values are loaded and displayed correctly reflecting the last change.
Threshold Override Logging
"As an HR manager, I want to view a log of threshold updates so that I can audit changes and understand why alert configurations were modified."
Description

Introduce an audit log to track all threshold changes, capturing who made the change, timestamp, previous and new values, and optional change rationale. This requirement entails designing a secure logging schema, storing records in an immutable audit trail, and providing a read-only history interface within the Threshold Tuner dashboard. Logging ensures transparency, accountability, and supports post-event analysis and compliance requirements.

Acceptance Criteria
Threshold change is logged
Given an admin changes a threshold for a team or role, When the change is saved, Then an audit log entry is created containing the admin’s user ID, timestamp of change, previous threshold value, new threshold value, and provided rationale.
Audit log entries are immutable
Given any user or process tries to modify or delete existing audit log entries, When the operation is attempted, Then the system rejects it and returns an authorization error without altering any log data.
Read-only history interface displays logs
Given an HR manager accesses the Threshold Tuner dashboard, When navigating to the history tab, Then the interface displays a read-only list of all audit log entries sorted descending by timestamp, with columns for user, timestamp, previous value, new value, and rationale.
Rationale field handling in logs
Given an admin changes a threshold with or without entering a rationale, When the change is saved, Then the audit log entry includes the rationale field either with the entered text or an empty string if none was provided.
Export audit logs
Given an HR manager selects the export function on the history interface, When choosing a date range and exporting, Then the system generates and downloads a CSV file containing all audit log entries within the range, including user, timestamp, previous value, new value, and rationale.

DeepDive

Click-through drill-down from any heatmap cell to access underlying survey responses, qualitative comments, and key morale drivers, empowering managers with context and actionable insights.

Requirements

Drill-Down Navigation
"As an HR manager, I want to click on any heatmap cell so that I can immediately access the detailed survey responses and understand the root causes of sentiment patterns."
Description

Enable users to click on any heatmap cell and seamlessly transition to a detailed view that displays all underlying survey responses and associated data. This feature enhances user interaction by providing instant access to granular insights directly from visual summaries, ensuring managers can quickly investigate trends and anomalies without navigating away from the heatmap context.

Acceptance Criteria
Valid Heatmap Cell Selection
Given a user is viewing the heatmap, When they click on a cell with underlying data, Then the application navigates to the detailed view for that cell within 2 seconds.
No Data Heatmap Cell
Given a user clicks on a heatmap cell with no data, Then the application displays a message indicating no responses available and remains on the heatmap view.
Navigation Breadcrumbs
Given a user is on the detailed view after drill-down, Then a breadcrumb link allows returning to the original heatmap view without loss of state.
Data Accuracy in Detailed View
Given the detailed view opens for a selected cell, Then all survey responses and comments displayed match the selected cell’s data and filter parameters.
Performance Under Load
Given the system contains over 10,000 survey responses, When a user drills down on a heatmap cell, Then the detailed view loads within 3 seconds under normal network conditions.
Response Data Retrieval
"As an HR analyst, I want to retrieve all relevant survey responses for a selected metric so that I can analyze the data comprehensively and identify trends."
Description

Implement backend logic to fetch and aggregate detailed survey response data, including quantitative scores, timestamps, and metadata. The system should support efficient queries to retrieve responses related to a specific heatmap cell, ensuring minimal latency and consistent performance even with large datasets.

Acceptance Criteria
Fetch Detailed Responses for Selected Heatmap Cell
Given a manager selects a heatmap cell for team satisfaction, when the system receives the retrieval request, then it returns all quantitative scores, timestamps, and metadata for that cell within 200ms.
Handle Empty Response Sets
Given a selected heatmap cell with no survey responses, when the retrieval request is executed, then the system returns an empty array with HTTP 200 and a message 'No responses found'.
Maintain Performance Under Large Dataset Loads
Given over one million survey responses in the database, when querying a specific cell, then the system responds within 500ms without errors.
Filter Responses by Date Range
Given a heatmap cell and a specified date range, when the request is sent, then only responses within that date range are returned.
Return Full Response Metadata
Given a retrieval request for a heatmap cell, when the system processes the request, then each response includes ID, employeeId, surveyId, timestamp, and all metadata fields.
Sort Retrieved Responses Chronologically
Given a retrieval request, when responses are returned, then they are ordered ascending by timestamp.
Comment Contextualization
"As a team leader, I want to see anonymized comments with sentiment highlights so that I can understand employees’ concerns and praise in their own words."
Description

Display qualitative comments alongside quantitative scores in the drill-down view, with clear indicators of key morale drivers. Comments should be presented with anonymized user identifiers, sentiment tags, and contextual highlights to help managers quickly grasp critical feedback themes and take informed action.

Acceptance Criteria
Drill-down View Anonymized Comments
- Given the manager drills down on a heatmap cell - When the drill-down view loads - Then each comment displays an anonymized user identifier, a sentiment tag (positive, neutral, negative), and highlighted key morale driver terms - And the number of comments displayed matches the number of underlying responses for that cell
Sentiment Tag Filtering
- Given the drill-down view is open - When the manager applies a sentiment filter (e.g., 'negative') - Then only comments with the selected sentiment tag are displayed - And the filter can be toggled on and off without affecting other display elements
Morale Driver Highlighting
- Given the drill-down view shows comments - When a key morale driver is present in a comment - Then that term is visually highlighted (e.g., bold or colored) - And a legend maps each highlight color or style to its corresponding morale driver
Score-Comment Alignment
- Given a quantitative score range is selected - When the drill-down view loads - Then only comments associated with responses within that score range are shown - And the total comments count matches the count of responses in that score range
Export of Contextualized Comments
- Given the manager clicks the 'Export' button in the drill-down view - When the export file is generated - Then it includes anonymized user identifiers, sentiment tags, highlighted morale driver terms, and original comment timestamps - And the export file opens in CSV format without errors
Filter & Sort Controls
"As an HR manager, I want to filter and sort survey responses by various criteria so that I can focus on specific timeframes or teams to pinpoint issues."
Description

Provide dynamic filtering and sorting options within the drill-down view, allowing users to refine results by date range, sentiment score, department, or specific survey questions. The interface should enable multi-criteria selection and instant result updates to support targeted analysis.

Acceptance Criteria
Refining Survey Results by Date Range
Given the drill-down view is open, When the user selects a start date and end date, Then only survey responses within that date range are displayed. The total number of displayed responses matches the expected count for that date range. The filter updates the results within 2 seconds of selection.
Filtering by Sentiment Score Threshold
Given the drill-down view is open, When the user sets a minimum and/or maximum sentiment score, Then only responses with sentiment scores within the specified threshold are displayed. The sentiment score filter updates the results instantly without requiring a page reload. The UI displays the applied sentiment threshold values.
Department-Specific Data Extraction
Given the drill-down view is open, When the user selects one or multiple departments from the department filter, Then only survey responses from the selected departments are shown. The system displays the selected departments in the filter UI. The count of displayed responses matches the number of responses in those departments.
Multi-Criteria Drill-Down
Given the drill-down view is open, When the user applies multiple filters simultaneously (date range, sentiment score, department, and specific survey question), Then only responses that meet all selected criteria are displayed. Removing or adjusting any active filter updates the result set accordingly within 2 seconds. The UI clearly indicates all active filters and their values.
Sorting Responses by Sentiment Score
Given the drill-down view is open, When the user clicks the sentiment score sort control, Then the responses are sorted in ascending order on first click and descending order on second click. The UI indicates the current sort direction with an arrow icon. The sorted list accurately reflects the numerical order of sentiment scores.
Access Permissions & Security
"As a compliance officer, I want to restrict and log access to detailed survey responses so that sensitive employee feedback remains secure and audit-ready."
Description

Ensure that drill-down data adheres to role-based access controls and data privacy policies. Only authorized users should view sensitive survey details, and all data transmissions must be encrypted. Audit logs should track who accessed which responses and when to maintain compliance and accountability.

Acceptance Criteria
Manager Access to Team Drill-Down Data
Given a user with 'Team Manager' role has logged in When the manager clicks a heatmap cell for their team Then the system displays the underlying survey responses and comments only for team members assigned to that manager
HR Admin Full Survey Response Access
Given a user with 'HR Admin' role is authenticated When the admin drills down into any heatmap cell Then the system displays all survey responses and qualitative comments across the organization
Unauthorized Access Attempt Blocked
Given a user without drill-down permissions is authenticated When the user attempts to access drill-down data Then the system denies access and displays an 'Access Denied' message
Encrypted Data Transmission
Rule: All drill-down data transmissions between client and server must use TLS 1.2 or higher encryption; Test: Verify via network inspection that no plaintext survey details are transmitted
Audit Log Records Access Events
Given any user accesses drill-down data When the access is granted or denied Then the system logs the user ID, timestamp, heatmap cell coordinates, and action result in the audit trail

MoodForecast

AI-powered sentiment forecasting that analyzes historical heatmap patterns to predict future morale shifts, helping leaders proactively plan engagement initiatives and prevent potential dips.

Requirements

Historical Data Aggregation
"As an HR manager, I want the system to aggregate past pulse survey results so that I can trust the forecasting model with comprehensive historical data."
Description

Collect, normalize, and securely store employee sentiment data from past pulse surveys over time, ensuring data quality, completeness, and consistency. Integrate with existing survey and dashboard systems, handle missing values, and maintain an optimized data schema to support accurate forecasting.

Acceptance Criteria
Initial Data Import
Given existing pulse survey data spanning at least six months is available in the legacy system, when the HR manager initiates the historical data aggregation process, then all records from the legacy system are successfully imported, normalized to the target schema, and stored in the secure data store without any data loss or duplication.
Daily Data Synchronization
Given new pulse survey responses are collected daily, when the scheduled synchronization job runs at midnight UTC, then only new and updated records since the last run are retrieved, correctly integrated into the historical dataset, and timestamped accordingly.
Handling Missing and Incomplete Records
Given some historical survey entries have missing or malformed sentiment fields, when the data normalization routine processes these records, then missing values are imputed using configured rules, invalid entries are flagged for review, and no record causes the aggregation job to fail.
Schema Validation and Versioning
Given the data schema may evolve over time, when the aggregation process writes data to the storage layer, then it validates each record against the current schema version, rejects or migrates non-conforming records according to migration scripts, and logs any schema discrepancies.
Secure Storage and Access Control
Given employee sentiment data contains PII, when data is at rest in the storage layer, then it is encrypted using AES-256, access logs capture every read/write operation, and only authorized roles with valid tokens can query the data.
AI Forecast Engine
"As an HR manager, I want the system to forecast future sentiment trends so that I can proactively schedule engagement initiatives."
Description

Develop the core AI model that analyzes historical sentiment heatmap patterns using time-series and machine learning techniques to predict future morale shifts. Integrate with the data pipeline, ensure scalable compute resources, and output forecasts with confidence intervals and explanatory factors.

Acceptance Criteria
Data Pipeline Integration
Given the data pipeline provides historical sentiment heatmap data, when the AI Forecast Engine runs, then the engine successfully ingests and preprocesses at least 3 months of data within 5 minutes with zero critical errors.
Forecast Generation Accuracy
Given a test dataset with known sentiment trends, when the model generates forecasts, then the Mean Absolute Percentage Error (MAPE) between predicted morale shifts and actual values is ≤ 5%.
Scalability Under Load
Given a concurrent request load of 100 forecast generation calls, when the AI Forecast Engine processes these requests, then response times remain under 2 seconds per request and CPU usage does not exceed 80%.
Confidence Interval Reliability
Given historical performance data, when the engine outputs forecasted morale shifts, then 90% confidence intervals are computed and at least 90% of actual data points fall within the predicted intervals.
Explanatory Factors Output
Given a generated forecast, when the result is returned to the dashboard, then the top three factors influencing the forecast are listed with their relative importance scores summing to 100%.
Forecast Visualization
"As an HR manager, I want to see visual representations of predicted morale shifts so that I can easily interpret and act on the forecasts."
Description

Create an interactive dashboard component that overlays predicted morale shifts on a heatmap, using intuitive color gradations and trend lines. Enable timeline navigation, date range selection, and hover tooltips for detailed forecast insights, seamlessly integrating with the existing PulseDesk UI.

Acceptance Criteria
Display Predicted Morale Shifts on Heatmap
Given the user accesses the Forecast Visualization dashboard, when the system renders the heatmap, then predicted morale shifts are overlaid using the specified color gradation scale with no discrepancies between forecast data and visualization.
Navigate Forecast Timeline
Given the user interacts with the timeline slider, when the user drags or clicks on a future date segment, then the heatmap updates in real time to reflect the predicted morale for the selected point in time.
Select Custom Date Range
Given the user opens the date range selector, when the user defines a start and end date within the allowable forecast window, then the heatmap and trend lines update to display predictions only for that specified range.
View Detailed Forecast Tooltips
Given the user hovers over any cell or point on the heatmap or trend line, when the hover action persists for at least 300ms, then a tooltip appears showing the exact predicted morale score, date, confidence interval, and key influencing factors.
Maintain UI Consistency with PulseDesk
Given the Forecast Visualization component is rendered, when compared with existing PulseDesk UI guidelines, then all fonts, colors, buttons, and interactions match the established design system without visual or functional discrepancies.
Alert Notifications
"As an HR manager, I want to receive proactive alerts when a morale decline is forecasted so that I can take timely action to improve engagement."
Description

Implement a notification system that triggers email and in-app alerts when the forecast model predicts significant upcoming morale declines or spikes. Allow configurable thresholds, alert frequencies, and recipient groups, leveraging the current notification infrastructure for delivery.

Acceptance Criteria
Threshold Alert Configuration
Given a morale decline threshold of 15% is configured, when the forecast model predicts a decline ≥16%, then an email and in-app alert is delivered to all configured recipients within 5 minutes.
Frequency Throttling Enforcement
Given an alert frequency limit of one notification per 24 hours is set, when multiple morale decline or spike events occur within that period, then only the first event triggers an alert and subsequent events are suppressed.
Recipient Group Management
Given one or more recipient groups are selected for notifications, when an alert is triggered, then all members of each selected group receive both email and in-app notifications.
High Morale Spike Alert
Given a morale increase threshold of 20% is configured, when the forecast model predicts a spike ≥25%, then an alert specifying the positive trend and a suggested recognition action is sent to recipients.
Infrastructure Integration Validation
Given the existing notification infrastructure is available, when any alert is triggered, then delivery logs confirm a 200 response code from both email and in-app services.
Feedback Loop
"As an HR manager, I want to provide feedback on the accuracy of sentiment forecasts so that the model can learn and improve over time."
Description

Build a feedback mechanism enabling HR managers to rate forecast accuracy, annotate deviations, and submit real-world outcome data. Integrate this feedback into the model retraining pipeline to refine forecasting performance and continuously improve prediction accuracy.

Acceptance Criteria
Feedback Submission by HR Manager
Given an HR manager views a completed sentiment forecast, when they click the 'Submit Feedback' button, then a feedback form displays with fields for accuracy rating, deviation notes, and outcome data.
Accuracy Rating Validation
Given the feedback form is displayed, when the HR manager selects an accuracy rating, then the system requires a rating between 1 and 5 before allowing submission.
Deviation Annotation Workflow
Given the feedback form is displayed, when the HR manager enters deviation notes, then the system saves the notes with a timestamp and associates them with the specific forecast record.
Outcome Data Capture
Given the feedback form is displayed, when the HR manager inputs real-world outcome data, then the system validates the data format (e.g., percentage change or categorical outcome) and prevents invalid entries.
Model Retraining Pipeline Integration
Given the HR manager submits feedback, when the feedback is successfully recorded, then the system triggers a data ingestion event to the model retraining pipeline within 5 minutes.

Snapshot Share

One-click export of current heatmap views into PDF, PowerPoint, or shareable image formats. Instantly distribute morale snapshots in Slack, email, or team channels to keep stakeholders aligned.

Requirements

Export Format Support
"As an HR manager, I want to export heatmap views in PDF, PowerPoint, or image formats so that I can easily include morale snapshots in presentations and reports."
Description

Ability to export current heatmap views into PDF, PowerPoint, or image formats with a single click within the dashboard. Ensures comprehensive snapshot availability for presentations, reports, and quick sharing across various channels without requiring external conversion.

Acceptance Criteria
Export Heatmap as PDF
Given the user is viewing a heatmap in the dashboard When they click the “Export” button and select “PDF” Then a PDF file is generated and downloaded automatically with the current heatmap view, retaining layout, colors, legends, and annotations, and named “PulseDesk_Heatmap_<YYYYMMDD>_<HHMM>.pdf”
Export Heatmap as PowerPoint
Given the user is viewing a heatmap in the dashboard When they click the “Export” button and select “PowerPoint” Then a .pptx file is generated and downloaded automatically with the heatmap inserted as a high-resolution slide, preserving design elements, titles, legends, and formatting
Export Heatmap as Image
Given the user is viewing a heatmap in the dashboard When they click the “Export” button and select “Image” Then a PNG file is generated and downloaded automatically at 300 DPI resolution exactly matching the on-screen heatmap dimensions
Share Exported Snapshot via Slack
Given the user has exported a heatmap snapshot When they choose the “Share” option and select “Slack” Then a message with the exported file attached is posted to the chosen Slack channel within 5 seconds, and a success notification appears
Share Exported Snapshot via Email
Given the user has exported a heatmap snapshot When they choose the “Share” option and select “Email” Then an email draft opens with the snapshot attached, prefilled subject “PulseDesk Heatmap Snapshot” and recipient field editable, and sending the email results in the attachment being received by all specified recipients
One-click Sharing
"As a team lead, I want to share morale snapshots with a single click so that I can quickly inform stakeholders without leaving the app."
Description

Provide a one-click share button that instantly generates and distributes the selected export via integrated channels, streamlining the process of sharing morale snapshots directly from the application without manual uploads or downloads.

Acceptance Criteria
Share heatmap via Slack
Given the user is viewing a heatmap and has connected their Slack workspace; When the user clicks the one-click share button and selects a Slack channel; Then the system posts the heatmap snapshot as a message attachment to the specified channel within 5 seconds and displays a success notification.
Email distribution of heatmap snapshot
Given the user is on the share modal and enters at least one valid email address; When the user clicks the share button; Then the system emails the selected heatmap export as an attachment to the provided addresses within 10 seconds and shows a confirmation message.
Export to PowerPoint and share
Given the user has selected PowerPoint format for export; When the user clicks the one-click share button; Then the system generates a .pptx file containing the current heatmap slide with proper formatting and uploads it to the chosen integration channel automatically with a success alert.
Share image format snapshot
Given the user chooses PNG or JPEG format; When the user clicks the share button; Then the system creates the image at a minimum resolution of 1080p, shares it via the selected channel, and confirms completion in the UI.
Generate and distribute PDF report
Given the user opts for PDF export; When the user clicks the one-click share button; Then the system generates a PDF no larger than 2MB containing the heatmap, distributes it to the configured channels or email addresses, and displays a success banner.
Customizable Export Templates
"As an HR manager, I want to customize the template of exported snapshots so that the documents align with our company branding and presentation standards."
Description

Offer customizable templates for exported documents, allowing users to select branding elements, layout options, titles, and footers to maintain consistency with company style guides and ensure professional output.

Acceptance Criteria
Template Selection Available
Given a user opens the export modal while viewing a heatmap, When the user selects a predefined template from the templates dropdown, Then the preview updates to reflect the chosen template’s branding elements, layout, and placeholders.
Custom Branding Upload
Given a user chooses to customize branding, When the user uploads a company logo and selects primary and secondary brand colors, Then the preview displays the logo in the header and applies the selected colors to titles and accent elements.
Layout Option Customization
Given a user accesses layout settings in the export modal, When the user selects page orientation, margin size, and header/footer positioning, Then the export preview updates to match the selected layout parameters.
Title and Footer Personalization
Given a user enters custom text in the title and footer fields, When the user clicks Apply, Then the preview displays the entered text in the designated header and footer areas with the chosen font style and size.
Consistent Multi-Format Export
Given a user finalizes template settings, When the user exports the document to PDF, PowerPoint, or image format, Then the output file matches the preview exactly with correct branding, layout, and no visual artifacts.
Integrated Slack & Email Distribution
"As a product manager, I want to send snapshots directly to Slack channels or email groups so that my team receives the latest morale data in their preferred communication tools."
Description

Integrate with Slack and email services to enable direct distribution of exported snapshots to specified channels or recipients, including scheduling options and pre-filled messages to ensure consistent communication workflows.

Acceptance Criteria
Immediate Slack Snapshot Distribution
Given a user has a heatmap view loaded and selects Slack distribution with a specific channel, When they confirm sharing, Then the system posts the snapshot file in the chosen Slack channel within 5 seconds with the correct file format and default message.
Scheduled Email Snapshot Delivery
Given a user schedules a daily email at 9:00 AM to specified recipients, When the scheduled time is reached, Then the system generates the snapshot in the selected format, sends it to all recipients with the pre-filled subject and body, and logs the successful delivery.
Custom Pre-Filled Message Editing
Given a user opens the distribution modal, When they edit the default message template, Then the system includes the exact edited text in the Slack post or email body upon distribution.
Unsupported Channel Handling
Given a user enters an invalid Slack channel name or malformed email address, When they attempt to share, Then the system validates inputs, displays inline error messages, and prevents distribution until valid channels or addresses are provided.
Multiple Format Distribution
Given a user selects multiple output formats (e.g., PDF and PNG) and chooses both Slack and email distribution, When they confirm, Then the system generates each selected format, delivers each to the specified channels and recipients, and provides a delivery status report in the UI.
Access Control & Permissions
"As an IT administrator, I want to restrict export and sharing permissions based on user roles so that sensitive employee sentiment data remains protected."
Description

Implement role-based access control to manage who can export and share snapshots, ensuring that only authorized users can distribute sensitive morale data and maintaining data security and compliance.

Acceptance Criteria
Admin Exports Snapshot Successfully
Given a user with the 'Admin' role and 'Export Snapshot' permission, when they click the export button on the heatmap view, then the system generates and initiates download of a PDF, PowerPoint, or image file within 5 seconds containing the current snapshot.
Non-Admin User Export Blocked
Given a user without 'Export Snapshot' permission, when they attempt to export or share a snapshot, then the export/share action is disabled and an 'Access Denied' message is displayed.
Dynamic Role Permission Update
Given an administrator updates a user's role to grant or revoke export permissions, when the user refreshes the application or logs in again, then the availability of export/share options immediately reflects the updated permissions.
Export Action Audit Logged
Given any user completes a snapshot export or share action, then the system records an audit log entry including user ID, timestamp, action type, and snapshot identifier, and the entry is accessible to the Compliance team.
Guest Role Export Restriction
Given a user assigned the 'Guest' role, when they access the heatmap view, then the export and share options are not visible in the user interface.

ToneTracker

Provides real-time visual feedback on speech tone (e.g., positive, neutral, negative) as employees record their 15-second clips. Empowers speakers to self-calibrate their message for clarity and positivity, boosting confidence and ensuring constructive feedback.

Requirements

Real-time Tone Detection Engine
"As an employee, I want to see my speech tone detected in real-time so that I can adjust my delivery for clarity and positivity."
Description

Process audio input in real-time to analyze speech tone (positive, neutral, negative) using AI models, ensuring accurate, low-latency detection for 15-second clips. This engine forms the core of ToneTracker, providing immediate insights that help speakers self-calibrate their message and maintain constructive communication.

Acceptance Criteria
Live Tone Analysis During Recording
Given the user starts a 15-second recording session, when each 2-second audio window is processed, then the system updates the on-screen tone indicator (positive, neutral, negative) with at least 85% classification accuracy per window.
Tone Continuity Visualization
Given an ongoing recording session, when the detected tone changes mid-clip, then the timeline visualization updates within 1 second to reflect the new tone segment and adjusts segment lengths proportionally.
Edge Case Silence Handling
Given periods of silence longer than 500ms during recording, when silence is detected, then the system labels those segments as 'neutral' and continues processing without interruption or errors.
Low Latency Performance Under Load
Given up to 10 simultaneous recordings on a standard mobile device, when the engine processes each audio stream, then the latency from audio capture to tone display remains under 300ms for each update.
Error Resilience and Recovery
Given a temporary interruption (network outage or model failure) during real-time analysis, when the failure occurs, then the system displays an error tooltip and automatically resumes tone detection within 2 seconds of recovery without requiring the user to restart the recording.
Visual Tone Feedback Overlay
"As an employee, I want a visual indicator of my current speech tone so that I can ensure my message is perceived as intended."
Description

Display a dynamic, color-coded overlay during recording that visualizes current tone category and confidence level. The overlay should integrate seamlessly with the recording interface, using intuitive icons and color cues to guide users toward more positive or neutral tones.

Acceptance Criteria
Real-time Overlay Activation
Given the user initiates a 15-second recording session, When the first audio waveform is captured, Then the dynamic tone feedback overlay appears within 0.5 seconds and remains visible without flicker or delay for the entire duration of the recording.
Tone Category Display Accuracy
Given the user speaks with a clearly positive tone, When the audio is processed by ToneTracker’s sentiment model, Then the overlay displays the 'Positive' category in green within ±1 second of detection and updates if tone shifts.
Confidence Level Visualization
Given the sentiment model outputs a confidence score between 0% and 100%, When the overlay is rendered, Then it displays a corresponding confidence meter (numeric and graphical) that matches the model output within ±5% accuracy.
Seamless UI Integration
Given the recording interface is active, When the overlay is displayed, Then all underlying UI elements (record button, timer, playback controls) remain functional and unobscured, with overlay icons maintaining 80% opacity or less.
Adaptive Feedback Guidance
Given the model detects a sustained negative tone for more than 3 consecutive seconds, When this threshold is met, Then the overlay color transitions to yellow and displays the message 'Try a more positive tone' until tone returns to neutral or positive.
Tone Calibration Settings
"As an employee, I want to adjust the sensitivity thresholds for tone detection so that the feedback aligns with my natural speaking style."
Description

Provide user-adjustable sensitivity thresholds and personalization options that allow calibration of tone detection based on individual speech patterns and language preferences. Settings should include sliders for tone strictness and presets for different communication contexts.

Acceptance Criteria
Accessing Tone Calibration Panel
Given the user selects 'Tone Calibration Settings' from the settings menu, when the page loads, then the tone strictness slider and preset options are visible and enabled.
Adjusting Tone Strictness Slider
Given the user moves the tone strictness slider to any position between minimum and maximum, when the adjustment is made, then the system updates the tone detection threshold value in real time and displays the updated threshold percentage.
Selecting Communication Context Preset
Given the user chooses a preset labeled 'Formal Communication' or 'Casual Chat', when the preset is selected, then the tone strictness slider automatically sets to the preset's predefined value and displays the preset name.
Customizing Language Preference
Given the user changes the language preference to 'Spanish' or 'English', when saved, then the tone detection algorithm processes future recordings using the selected language model.
Saving Customized Tone Settings
Given the user modifies any calibration setting and clicks 'Save', when the save action is confirmed, then the system persists the new settings to the user's profile and displays a success message.
Tone History Logging
"As an HR manager, I want to review the tone history of employee clips so that I can identify trends and provide targeted support."
Description

Automatically record and store tone analysis results for each 15-second clip, including timestamps, tone categories, and confidence scores. Offer a searchable history view where users and managers can review past tone performance and identify trends over time.

Acceptance Criteria
User Views Tone History
Given the user has recorded at least one clip, when they navigate to the Tone History view, then the system displays a list of tone analysis entries including timestamp, tone category, and confidence score.
Manager Searches Tone Records
Given a manager with appropriate permissions, when they input a search query (date range or tone category) in the Tone History search bar, then the system returns filtered entries matching the criteria.
Trend Analysis Over Date Range
Given the user selects a start and end date, when the user applies the date filter, then the system calculates and displays a trend graph with average confidence scores and tone distribution over the selected range.
Exporting Tone History
Given the user clicks the Export button, when they choose a file format (CSV or PDF) and confirm, then the system generates and downloads a file containing all visible tone history entries with accurate data.
Handling No Tone Records
Given the user has not recorded any clips, when they access the Tone History view, then the system displays a 'No records found' message and disables search and export options.
Integration with PulseDesk Dashboard
"As an HR manager, I want ToneTracker analytics integrated into the PulseDesk dashboard so that I can track team sentiment over time seamlessly."
Description

Sync ToneTracker data with the central PulseDesk analytics dashboard, enabling consolidated reporting on team-wide tone metrics. Ensure secure API connections, real-time updates, and customizable charts to visualize tone trends across individuals and groups.

Acceptance Criteria
API Authentication Handshake Initiation
Given valid API credentials When ToneTracker initiates a connection request Then the PulseDesk API responds within 2 seconds with HTTP 200 and a valid authentication token
Real-Time Tone Data Sync
Given a user records a 15-second clip When tone analysis completes in ToneTracker Then the tone data is displayed on the PulseDesk dashboard within 5 seconds, including user ID and timestamp
Secure Data Transmission
Given tone data payload is ready for transmission When sending data to the PulseDesk API Then the payload is encrypted using TLS 1.2 or higher and integrity is verified by matching checksum values
Dashboard Visualization Customization
Given an HR manager selects chart configuration options When selecting date range, group filters, and chart type Then the dashboard updates and renders the customized tone trend chart within 3 seconds with accurate aggregate metrics
Error Handling and Retry Mechanism
Given an API request fails due to network timeout or server error When ToneTracker retries the request Then it retries up to 3 times and logs each attempt, and if all attempts fail, notifies the user of the failure
Performance and Latency Optimization
"As a user, I want instant tone feedback with minimal lag so that the interaction feels natural and uninterrupted."
Description

Optimize the tone analysis pipeline to guarantee feedback delivery within 200 milliseconds of audio capture. Focus on efficient model inference, network throughput, and resource management to ensure a smooth, uninterrupted user experience.

Acceptance Criteria
Feedback Within 200ms End-to-End
For 95% of 15-second audio recordings, the time from recording completion to on-screen tone feedback must be ≤ 200 milliseconds.
Model Inference Under Load
When processing 100 concurrent inference requests, the model must return tone analysis results in ≤ 100 milliseconds for at least 95% of requests.
Network Throughput Under Varying Conditions
Under simulated network latency up to 100 ms and jitter up to 50 ms, end-to-end feedback delivery must be ≤ 200 ms in 90% of test runs.
Concurrent User Sessions
With 1,000 simultaneous users recording clips, average feedback latency must remain ≤ 200 ms and error rate (timeouts or failures) must be ≤ 5%.
Mobile Resource Utilization
During tone analysis on supported mobile devices, CPU usage must not exceed 30% and memory consumption must remain ≤ 150 MB per session.

EmotionTag

Automatically analyzes recorded clips to tag underlying emotions such as excitement, concern, or frustration. Enables HR teams to quickly filter and prioritize audio feedback based on emotional intensity, ensuring critical issues get immediate attention.

Requirements

Real-time Emotion Tagging
"As an HR manager, I want emotion tags assigned to recorded clips so that I can quickly identify and address underlying employee sentiments."
Description

Automatically analyze incoming audio clips using the AI emotion model to assign one or more emotion tags (e.g., excitement, concern, frustration) immediately after recording. Tags should integrate seamlessly into the PulseDesk dashboard, allowing HR managers to view emotional context alongside raw feedback. This functionality ensures that critical emotional cues are captured and surfaced without delay, improving response time to employee sentiment.

Acceptance Criteria
Immediate Emotion Tagging Post-Recording
Given an audio clip is saved, When the AI emotion model processes it, Then emotion tags are assigned within 5 seconds of recording completion.
Dashboard Integration of Emotion Tags
Given emotion tags are generated, When the user views the PulseDesk dashboard, Then each clip displays its assigned emotion tags alongside the playback controls.
Multiple Emotion Tags Assignment
Given the AI detects multiple emotions above the confidence threshold, When processing the clip, Then all relevant emotion tags are applied to the clip in order of confidence score.
Emotional Intensity Prioritization
Given clips have emotion tags with confidence scores, When the user sorts or filters by emotional intensity, Then clips are reordered to show highest intensity emotions first.
Error Handling for Low-Quality Audio
Given an audio clip fails quality checks, When the AI cannot reliably detect emotions, Then the system flags the clip as 'Needs Review' and does not assign emotion tags.
Emotion Intensity Scoring
"As an HR manager, I want to see the intensity of emotions in audio feedback so that I can prioritize the most urgent or intense concerns."
Description

Calculate a numerical intensity score (e.g., 0–100) for each detected emotion in an audio clip, reflecting the strength of the expressed feeling. Display intensity scores alongside emotion tags to help HR teams prioritize feedback based on emotional severity. The scores should update in real time and be stored for historical trend analysis.

Acceptance Criteria
Real-time Intensity Display During Playback
Given an HR manager plays an audio clip, emotion tags with numerical intensity scores are displayed adjacent to each tag, updating within 1 second of any new analysis.
Historical Trend Persistence
When an audio clip finishes playing, the intensity score is saved to the database and retrievable in historical records for at least 30 days without data loss.
Dashboard Filtering by Intensity Threshold
Given the manager applies a filter for a specific emotion with intensity ≥ 70, only clips meeting this threshold are listed and the total count matches the filter criteria.
Intensity Score Visualization Compliance
When viewing the emotion tag list, intensity scores are displayed as integer percentages (0–100) and color-coded: green (0–33), yellow (34–66), red (67–100), per the UI style guide.
API Response Includes Intensity Scores
Given an API GET request for clip details, the JSON response includes an array of objects with keys "emotion" (string) and "intensity" (integer 0–100) that exactly match the UI-displayed scores.
Emotion Filter and Sort
"As an HR manager, I want to filter and sort audio feedback by emotion tags and intensity so that I can focus on the most relevant and pressing employee sentiments."
Description

Provide UI controls in the PulseDesk dashboard to filter and sort recorded clips by emotion tag and intensity score. Users should be able to select single or multiple emotions, set intensity thresholds, and reorder results to focus on the most critical feedback. This feature enhances navigability and ensures key issues receive immediate attention.

Acceptance Criteria
Filtering by Single Emotion Tag
Given the HR manager is on the recorded clips dashboard When they select a single emotion tag (“frustration”) from the emotion filter Then only clips tagged with “frustration” are displayed
Multi-Emotion Selection
Given the HR manager is on the recorded clips dashboard When they select multiple emotion tags (“excitement” and “concern”) Then the dashboard displays all clips tagged with either “excitement” or “concern”
Intensity Threshold Filtering
Given the HR manager has selected an emotion tag (“concern”) When they set the intensity threshold to 0.7 Then only clips with the “concern” tag and an intensity score of 0.7 or higher are shown
Sorting by Intensity Score
Given the HR manager has applied filters When they choose to sort clips by intensity in descending order Then clips are reordered from highest to lowest intensity score
Combination of Filters and Sorting
Given the HR manager selects multiple emotion tags and sets an intensity threshold When they apply sorting by intensity Then the displayed clips meet both the filter conditions and the specified sort order
Emotion Tag Confidence Threshold Configuration
"As an HR manager, I want to set confidence thresholds for emotion tags so that only reliable tags are applied and low-confidence results are flagged for review."
Description

Allow administrators to configure minimum confidence thresholds for emotion tagging. Clips that fall below the threshold should be flagged for manual review rather than automatically tagged. This configuration ensures higher accuracy of EmotionTag outputs and reduces noise from low-confidence predictions.

Acceptance Criteria
Admin Configures Confidence Threshold in Settings Panel
Given the administrator is on the EmotionTag configuration page, when they enter a valid confidence threshold value between 0 and 100 and click 'Save', then the system persists the new threshold, displays a success confirmation message, and the configured value is returned by the settings API.
System Processes Clips Against Configured Threshold
Given a batch of recorded audio clips and a configured confidence threshold, when the EmotionTag service processes each clip, then for clips with predicted confidence ≥ threshold, the system automatically assigns emotion tags, and for clips with confidence < threshold, the system flags them for manual review.
Admin Reviews Flagged Low-Confidence Clips
Given clips flagged for manual review due to low confidence, when the administrator accesses the manual review queue, then the system displays all flagged clips with their predicted emotions and confidence scores, allows sorting and filtering, and provides options to assign or override emotion tags.
System Applies Default Confidence Threshold
Given no custom confidence threshold has been configured, when the EmotionTag service processes clips, then the system applies the default confidence threshold of 70% for tagging decisions.
Admin Inputs Invalid Threshold Value
Given the administrator enters an invalid confidence threshold (e.g., negative, greater than 100, or non-numeric) and attempts to save, when they submit the input, then the system rejects the value, displays an inline validation error message, and does not update the stored threshold.
Batch Emotion Tag Reprocessing
"As an HR manager, I want to reprocess past recordings after model updates so that all feedback reflects the latest improvements in emotion detection."
Description

Implement functionality to reprocess existing audio recordings in bulk when emotion detection models are updated. Users should be able to select date ranges or specific recording sets and trigger reprocessing. Updated tags and intensity scores must overwrite old values and be reflected in the dashboard and analytics modules.

Acceptance Criteria
Date Range Selection for Reprocessing
Given an HR manager selects a valid start and end date, when they click 'Reprocess', then the system queues all audio recordings within that date range for emotion tag reprocessing, and displays a confirmation message with the count of recordings queued.
Specific Recording Set Reprocessing
Given an HR manager selects specific recordings from the list, when they initiate batch reprocessing, then only the selected recordings are reprocessed, and unselected recordings remain unchanged.
Overwrite Existing Tags and Scores
Given updated emotion detection models are applied, when recordings are reprocessed, then the system overwrites old emotion tags and intensity scores with new values in the database, replacing any previous data.
Dashboard Reflection of Updated Tags
Given recordings have been reprocessed, when the HR manager views the dashboard, then updated emotion tags and intensity scores are displayed accurately without requiring a manual refresh.
Analytics Module Consistency Post-Reprocessing
Given batch reprocessing is complete, when generating analytics reports, then the reports use the updated emotion tags and intensity scores, and historical data calculations reflect the new values.
Error Handling for Invalid Date Range
Given the HR manager enters an invalid date range where the end date precedes the start date, when they attempt to trigger reprocessing, then the system displays a validation error and prevents reprocessing.

VoiceThread

Allows managers and peers to reply directly to an employee’s audio clip, creating threaded conversations. Fosters interactive dialogue, clarifies context, and builds a continuous feedback loop that strengthens team communication and understanding.

Requirements

Voice Clip Recording
"As a manager, I want to record a voice clip so that I can provide more nuanced and personal feedback to my team."
Description

Implement in-app audio recording functionality that allows users to capture and upload voice messages directly within the PulseDesk interface. This feature enhances personal feedback by enabling managers and peers to convey tone and nuance that text alone cannot capture. It integrates seamlessly with existing messaging modules and supports playback controls, file storage, and format standardization to ensure consistent user experience and efficient data handling.

Acceptance Criteria
Start and Stop Recording
Given the user is in the message composer, When they tap the record button, Then audio recording begins immediately; And the record button changes to a stop icon; When the user taps the stop icon, Then recording ends and the clip is displayed in the composer.
Playback and Controls
Given an audio clip is displayed in the composer, When the user taps play, Then the clip plays with real-time audio output; And pause, resume, and a seek bar are functional and accurately reflect playback position.
File Upload and Storage
Given the user taps send on a composed audio message, When the message is submitted, Then the audio file is uploaded to the server within 5 seconds and stored with a unique identifier; And the message thread displays a playback control for all participants.
Format Standardization
Given any recorded audio clip, When the recording ends and is saved, Then the file is automatically encoded in MP3 format at 128 kbps; And the file size does not exceed 10 MB.
Messaging Integration
Given a sent audio message in a conversation, When another user views the thread, Then the reply button appears adjacent to the audio clip; And tapping reply initiates a threaded conversation linked to that clip.
Threaded Reply Interface
"As a team member, I want to reply to an audio message in a threaded view so that I can maintain context and continuity in the conversation."
Description

Develop a conversation threading system tailored for voice messages, allowing users to reply directly to specific audio clips. The interface should support nested replies, display playback controls for each message, and visually link replies to their parent clips. This enhances context, fosters interactive dialogue, and ensures a clear feedback loop, encouraging continuous communication and relationship building.

Acceptance Criteria
Reply to a specific audio clip
Given an audio clip in a conversation When a user clicks the “Reply” button on that clip Then a reply input appears directly below the selected clip and is pre-associated with its parent audio
Nested threaded replies
Given an existing reply to an audio clip When a user replies to that reply Then the new reply is displayed indented beneath its parent reply with a clear visual hierarchy
Playback controls for each message
Given any audio message or reply When the message is rendered Then play, pause, and seek controls are visible and operate independently for that specific message
Visual linking of parent and child messages
Given a threaded conversation view When parent and child messages are displayed Then a connector line or arrow visually links each child reply to its parent message
Responsive thread view on mobile
Given a mobile device viewport When a user expands a threaded conversation Then nested replies remain accessible with proper indentation and no overlap or layout distortion
Real-Time Notifications
"As an employee, I want to receive real-time alerts when someone replies to my audio clip so that I can stay engaged in the conversation."
Description

Introduce a notification service that alerts users immediately when they receive a new voice message or reply. Notifications should be delivered via in-app badges, push notifications, and email summaries based on user preferences. This ensures timely engagement, reduces response lag, and keeps conversations active, improving overall user responsiveness and satisfaction.

Acceptance Criteria
New Voice Message Notification Delivery
Given a manager receives a new voice message from an employee, When the message is stored on the server, Then an in-app badge appears on the VoiceThread icon, And a push notification is sent to the manager’s device within 5 seconds, And an email is dispatched within 1 minute if email summaries are enabled.
Reply to Audio Clip Notification
Given a peer replies to an existing audio clip, When the reply is posted in the conversation thread, Then the original speaker receives an in-app notification, And a push notification is delivered within 5 seconds if enabled, And the in-app badge count for that thread increments by 1.
Notification Preference Change
Given a user updates their notification settings to disable push notifications, When the settings are saved, Then no push notifications are sent for new messages or replies, And in-app badges and email summaries continue to follow the updated preferences.
Email Summary Dispatch
Given the daily summary schedule is set for 6 PM, When the scheduled time arrives, Then users with email summaries enabled receive a single consolidated email of all new voice messages and replies from the past 24 hours, And the email contains no duplicate entries.
Badge Count Reset on Read
Given a user opens a conversation thread containing unread voice messages or replies, When the user views each unread item, Then the in-app badge count for that specific thread resets to zero immediately upon opening.
Moderation and Compliance Tools
"As an HR administrator, I want to moderate voice threads to ensure all communications align with company guidelines and maintain a respectful workplace."
Description

Provide administrative controls for HR managers to review, flag, and remove inappropriate or off-topic voice messages. Include audit trails, content filters, and user permission settings to maintain compliance with company policies and regulations. These tools protect organizational culture and ensure a safe, respectful communication environment.

Acceptance Criteria
Flagging of Inappropriate Audio Messages
Given an HR manager views a voice thread When they click 'Flag' on a message Then the message status changes to 'Flagged' and an admin notification is generated
Automatic Content Filter Application
Given a user records a voice message containing disallowed language When the message is submitted Then the system automatically blocks posting, flags the content, and displays a warning to the user
Audit Trail Record Creation
Given an admin flags or removes a message When the action is completed Then the system logs the admin ID, timestamp, action type, and original message content in the audit trail
User Permission Enforcement for Moderation Actions
Given a user without moderation rights attempts to remove or flag a message When they initiate the action Then the system denies the request and displays an 'Insufficient permissions' error
Bulk Removal of Off-Topic Messages
Given multiple messages in a thread are marked as off-topic When an HR manager selects 'Remove All Off-Topic' Then all flagged messages are soft-deleted and a single audit entry logs the bulk removal
Voice Interaction Analytics
"As an HR manager, I want to view analytics on voice thread engagement so that I can measure effectiveness and identify opportunities for improving team communication."
Description

Build analytics dashboards that track key metrics for voice thread usage, including number of clips recorded, reply response times, engagement rates, and sentiment trends. Provide customizable reports and visualizations to help HR managers measure adoption, identify communication bottlenecks, and derive actionable insights to drive team happiness and retention strategies.

Acceptance Criteria
Voice Clip Volume Tracking
Given an HR manager accesses the analytics dashboard When the dashboard loads Then it displays the total number of voice clips recorded for the selected period And the count matches the database records
Reply Response Time Monitoring
Given an HR manager selects the response time metric When a time range is applied Then the average reply response time is calculated and displayed And values update if the time range changes
Engagement Rate Calculation
Given an HR manager views engagement analytics When voice thread activity is logged Then the engagement rate is computed as replies divided by total clips And displayed as a percentage
Sentiment Trend Visualization
Given an HR manager opens sentiment trends view When sentiment analysis runs on voice clips Then trends over time are plotted as a line chart And positive, neutral, and negative sentiments are distinguishable with legends
Customizable Report Export
Given an HR manager configures report parameters When user clicks export Then a downloadable CSV or PDF report is generated containing selected metrics And file matches displayed data

ClipInsights

Aggregates data from multiple VoiceClips into an easy-to-read dashboard showing tone trends, common keywords, and emotional hotspots over time. Helps HR leaders identify recurring themes and proactively address team sentiment before issues escalate.

Requirements

VoiceClip Data Aggregation Engine
"As an HR manager, I want aggregated and normalized sentiment data from all team VoiceClips so that I can view accurate, consolidated insights without manual data consolidation."
Description

Develop a robust engine to collect, normalize, and store metadata and sentiment scores from multiple VoiceClips in real time. This engine ensures consistent data formatting, handles duplicates, and integrates seamlessly with PulseDesk’s backend, laying the foundation for accurate trend analysis and dashboard reporting.

Acceptance Criteria
Real-time VoiceClip Data Ingestion
Given a new VoiceClip is received, when the ingestion process is triggered, then metadata and sentiment scores must be parsed and stored in the database within 5 seconds of receipt.
Duplicate VoiceClips Handling
Given a VoiceClip with a matching unique identifier to a previously processed clip, when ingestion occurs, then the system must detect the duplicate, skip storage, and log the event in the audit trail.
Data Normalization Across Sources
Given VoiceClips from different sources and formats, when data is ingested, then metadata fields (timestamp, speaker_id, sentiment_score) are normalized into the unified schema without loss of information.
Integration with Dashboard API
Given aggregated data updates, when the backend API is queried by the ClipInsights dashboard, then the API must return the latest normalized data in JSON format within 200ms and with the correct structure.
Error Handling and Recovery
Given a temporary network or database failure during ingestion, when retry logic is applied, then the system must retry up to 3 times and, if still failing, log the error and send an alert to the admin without crashing the service.
Trend Visualization Module
"As an HR leader, I want to see visual trend lines of team sentiment over time so that I can quickly detect emerging issues before they escalate."
Description

Create interactive visualizations to display tone and sentiment trends over customizable time periods. Include line charts, heatmaps, and comparison views that allow users to filter by team, project, or demographic, enabling quick identification of positive or negative shifts in morale.

Acceptance Criteria
Custom Date Range Trend Analysis
Given the HR manager selects a custom date range and a team filter, When the Trend Visualization Module renders the line chart, Then the chart must display sentiment scores for each day in the range, accurately plotted and labeled, with tooltips showing exact values for each data point.
Team-based Sentiment Comparison
Given the HR manager selects two or more teams to compare, When the comparison view is activated, Then the module must display distinct colored lines for each team’s sentiment trends over the chosen time period, and a legend identifying each team.
Project-level Heatmap Exploration
Given the HR manager applies a specific project filter, When the heatmap view is displayed, Then the heatmap must represent each date and project combination with a color intensity proportional to the sentiment value, and include a color scale indicator.
Demographic Filter Application
Given the HR manager applies demographic filters (e.g., role, tenure, location), When any visualization is updated, Then only data matching the demographic criteria should be included in the charts and heatmaps, and the filters should be visibly active.
Snapshot Comparison View Activation
Given the HR manager selects two distinct time periods and activates snapshot comparison mode, When the comparison mode is engaged, Then two side-by-side line charts should appear, each annotated with average sentiment scores for its period and highlighting any significant shifts.
Keyword Extraction and Tagging
"As an HR analyst, I want to see the most common words and themes from employee VoiceClips so that I can accurately pinpoint recurring concerns and address them."
Description

Implement natural language processing to identify and tag common keywords and themes from VoiceClip transcripts. The system should categorize recurring topics (e.g., workload, management, culture) and surface keyword frequency and context to help HR focus on prevalent concerns.

Acceptance Criteria
Identifying Frequent Themes in Team VoiceClips
Given multiple VoiceClip transcripts are available When the NLP engine processes the transcripts Then it should identify and tag the top 10 most frequent keywords and their associated themes
Tagging Keywords for Culture-related Feedback
Given a VoiceClip contains mentions of culture-related terms When the transcript is analyzed Then each mention of culture-related terms should be tagged with the “culture” keyword and context metadata
Categorizing Workload Concerns
Given employees discuss workload in their VoiceClips When the system extracts keywords Then it should categorize terms like “deadline,” “O.T.,” and “resources” under the “workload” theme
Displaying Keyword Frequency in Dashboard
Given keywords are extracted from multiple VoiceClips When HR views the dashboard Then the system should display a bar chart of keyword frequency over the selected time period
Filtering Clips by Keyword Tag
Given VoiceClips are tagged with keywords When HR applies a keyword filter Then the dashboard should list only the VoiceClips containing that keyword tag
Emotional Hotspots Dashboard
"As a team lead, I want to identify peaks of strong emotion in VoiceClips so that I can investigate underlying causes and support my team proactively."
Description

Build a dedicated dashboard section highlighting clusters of high-emotion VoiceClips based on sentiment intensity. Display hotspots on a timeline with drill-down capability to view individual clips, providing insight into moments of strong positive or negative emotion.

Acceptance Criteria
View Positive Emotion Hotspots
Given the user is on the Emotional Hotspots Dashboard and filters for positive sentiment intensity ≥ 0.7, when the dashboard loads, then hotspots representing clusters of VoiceClips with average sentiment ≥ 0.7 are displayed on the timeline in green within 2 seconds.
View Negative Emotion Hotspots
Given the user is on the Emotional Hotspots Dashboard and selects negative sentiment intensity ≤ -0.7, when applied, then negative emotion hotspots appear in red on the timeline accurately reflecting clusters with average sentiment ≤ -0.7.
Drill Down to Individual VoiceClip
Given a user clicks on a hotspot marker on the timeline, when selected, then a side panel opens within 1 second displaying a list of individual VoiceClips in that cluster including sentiment score, timestamp, and transcript snippet.
Timeline Performance Under Load
Given the dashboard contains over 1,000 hotspots, when the user interacts with the timeline (pan, zoom, filter), then responses update within 2 seconds with no errors or visual glitches.
Configure Sentiment Thresholds
Given the user accesses the hotspot settings, when they set custom sentiment intensity thresholds for positive and negative hotspots, then the dashboard updates to reflect these thresholds on the next reload without a full page refresh.
Real-Time Alert and Notification System
"As an HR manager, I want to receive alerts when employee sentiment drops below a certain level so that I can take immediate action to address concerns."
Description

Design an alert mechanism that notifies users when sentiment thresholds are crossed or negative patterns emerge. Configure configurable triggers (e.g., sustained drop in morale) and delivery channels (in-app, email, Slack) to ensure timely awareness and response.

Acceptance Criteria
Sentiment Threshold Breach Alert
Given the system detects overall team sentiment falls below the configured threshold, When the condition is met, Then an alert is sent within 1 minute to the user’s selected channels.
Sustained Morale Drop Detection
Given the average sentiment drops by 10% over three consecutive workdays compared to the previous week, When the third day is recorded, Then a sustained drop notification is generated.
Multi-Channel Notification Delivery
Given a user has enabled in-app, email, and Slack notifications, When an alert is triggered, Then the system delivers the notification via all three channels within 2 minutes.
Configurable Trigger Update
Given a user updates the alert trigger parameters (e.g., threshold or duration) in settings, When the changes are saved, Then new alerts use the updated parameters immediately.
Alert Dashboard Logging
When any alert is sent, Then the alert is logged in the dashboard with timestamp, alert type, impacted team, and delivery channels used.
Exportable Reporting and Data Sharing
"As a director of HR, I want to export sentiment reports and charts so that I can share insights with executives and justify resource allocation."
Description

Enable export of aggregated insights, charts, and raw data into common formats (PDF, CSV, PPT). Include customizable report templates for stakeholder presentations, ensuring that HR leaders can share findings and action plans easily and professionally.

Acceptance Criteria
Scheduled PDF Export
Given an HR manager is on the ClipInsights dashboard When they select “Schedule Export” and choose a monthly cadence with PDF format Then the system queues and emails a properly formatted PDF report including aggregated charts and raw data at the scheduled time
Custom CSV Data Download
Given an HR leader is viewing aggregated insights When they select specific data fields and click “Download CSV” Then a CSV file containing only the selected fields is generated and downloaded within 30 seconds
PPT Template Generation
Given an HR manager needs slides for a stakeholder meeting When they select “Export to PPT” and choose a template Then a PowerPoint file is generated with charts, insights, and customizable text boxes, matching the chosen template
Bulk Export with Date Filters
Given a user has applied date-range filters on VoiceClips data When they click “Export” and choose CSV format Then the downloaded CSV contains only the data within the selected date range
Report Preview Before Export
Given an HR user configures a custom report template When they click “Preview Report” Then the system displays an accurate on-screen rendering of the report for review before exporting

EchoSummary

Generates a concise text summary of each audio clip, highlighting key points and emotional cues detected. Saves time for managers by offering quick, skimmable insights while preserving the authenticity of voice feedback.

Requirements

Accurate Audio Transcription
"As an HR manager, I want audio clips transcribed accurately so that EchoSummary generates summaries that reflect the actual content without errors."
Description

Implement a robust speech-to-text engine integration to transcribe audio clips with at least 95% accuracy under various noise levels, ensuring accurate text input for summarization.

Acceptance Criteria
Quiet Environment Transcription
Given a 30-second audio clip recorded in a quiet environment, when transcribed, then the transcript must have a word error rate of 5% or less.
Moderate Background Noise Transcription
Given a 30-second audio clip with moderate ambient noise (60 dB), when transcribed, then the transcript must have a word error rate of 5% or less.
High Background Noise Transcription
Given a 30-second audio clip with high ambient noise (75 dB), when transcribed, then the transcript must have a word error rate of 5% or less.
Speaker Accent and Dialect Variation
Given a 45-second audio clip featuring speakers with diverse accents and dialects, when transcribed, then the transcript must have a word error rate of 5% or less across all utterances.
Overlapping Speech Handling
Given a 30-second audio clip containing overlapping dialogue from two speakers, when transcribed, then the engine must correctly differentiate speakers and maintain a word error rate of 5% or less for each speaker's transcript.
Emotional Tone Detection
"As an HR manager, I want emotional cues detected in feedback so that I can understand not only what was said but how employees feel."
Description

Detect and annotate emotional cues such as tone, pitch, and sentiment in audio clips, enabling EchoSummary to highlight feelings like frustration or enthusiasm within the summary.

Acceptance Criteria
Customer Support Call Analysis
Given an audio clip of a frustrated customer support call When EchoSummary processes the clip Then it tags segments with 'frustration' and marks timestamps with at least 90% accuracy
Team Meeting Enthusiasm Highlight
Given an audio recording of a team brainstorming meeting When EchoSummary generates the summary Then it identifies and labels enthusiastic moments with 'enthusiasm' tag in appropriate segments with 95% precision
Exit Interview Negative Tone Flagging
Given an exit interview audio clip containing negative sentiments When EchoSummary analyzes the clip Then it flags negative tone sections labeled 'disappointment' or 'resignation' and includes them in the summary with contextual timestamps
Performance Review Empathy Detection
Given a performance review conversation with supportive feedback When EchoSummary processes the clip Then it detects empathetic tone cues, tags them as 'empathy', and includes summary bullet points reflecting these cues
Product Demo Enthusiastic Moments Identification
Given a product demo recording with excited speaker tone When EchoSummary summarizes the clip Then it highlights portions with elevated pitch and positive sentiment as 'excitement' with accurate time markers
Customizable Summary Length
"As an HR manager, I want to choose the summary length so that I can get quick insights or detailed context depending on my time availability."
Description

Allow users to select summary length options (e.g., brief, standard, detailed) so that summaries match different reading contexts and time constraints.

Acceptance Criteria
Brief Summary Selection
Given a user on the EchoSummary settings page When the user selects ‘Brief’ as the summary length Then the generated summary does not exceed 100 words And highlights only the top 3 key points
Standard Summary Selection
Given a user on the EchoSummary settings page When the user selects ‘Standard’ as the summary length Then the generated summary is between 101 and 200 words And includes both key points and detected emotional cues
Detailed Summary Selection
Given a user on the EchoSummary settings page When the user selects ‘Detailed’ as the summary length Then the generated summary is between 201 and 350 words And provides a full context including background and sentiment analysis
Summary Length Persistence
Given a user has selected a preferred summary length When the user logs out and logs back in Then the previously chosen length setting is retained in their profile And applied automatically to new summaries
Error Handling for Invalid Length Selection
Given a user attempts to select a nonexistent summary length option When the user confirms the selection Then the system displays a validation error message ‘Invalid selection’ And prevents saving until a valid option is chosen
Real-time Summary Generation
"As an HR manager, I want to get summaries immediately after uploading audio so that I can review feedback without delay."
Description

Enable on-demand processing to generate summaries within 5 seconds after audio upload, providing near-instant feedback and maintaining workflow efficiency.

Acceptance Criteria
Standard Audio Upload
Given a user uploads an audio clip of up to 10 MB, when the upload completes, then the system generates and displays a concise summary within 5 seconds.
Large Audio File Upload
Given a user uploads an audio clip between 10 MB and 50 MB, when the upload completes, then the system generates and displays a concise summary within 5 seconds without data loss.
Concurrent Audio Uploads
Given multiple users upload audio clips simultaneously, when each upload completes, then the system generates and displays each summary within 5 seconds to the respective user.
Low Bandwidth Conditions
Given a user uploads an audio clip over a network with bandwidth as low as 1 Mbps, when the upload completes, then the system generates and displays a summary within 5 seconds.
Unsupported Audio Format Handling
Given a user attempts to upload a file in an unsupported audio format, when the upload completes, then the system rejects the file and displays an error message within 2 seconds.
Summary Quality Feedback Loop
"As an HR manager, I want to rate summary accuracy and provide corrections so that EchoSummary's performance improves over time."
Description

Provide users with the ability to rate the quality of generated summaries and offer corrective feedback to continuously improve the summarization model.

Acceptance Criteria
Rating Submission from Summary Viewer
Given a manager is viewing an audio summary, When they select a star rating from 1 to 5, Then the rating is recorded in the database within 2 seconds and the selected stars are visually highlighted without reloading the page.
Corrective Feedback Submission
Given a user detects an error in the summary, When they click 'Provide Feedback', enter corrective comments, and submit, Then the feedback text is saved with the associated summary ID and timestamp in the feedback log.
Immediate Feedback Confirmation
Given a user submits feedback, When the submission succeeds, Then a non-intrusive confirmation message appears stating 'Feedback received' and the feedback input field is cleared.
Feedback Integration for Model Retraining
Given collected feedback entries exist, When a retraining routine is triggered, Then all feedback entries with valid ratings or comments are exported in a structured format and made available to the summarization model pipeline.
High-Volume Feedback Handling
Given 100 simultaneous feedback submissions, When the system processes them, Then the backend records all submissions without data loss and maintains an average processing time of under 500 milliseconds per request.

Milestone Mapper

Visualize onboarding milestones on an interactive timeline, showing when targeted surveys will be triggered. Helps HR managers ensure each step of the new hire journey is monitored, so no critical check-in is missed and every stage feels supported.

Requirements

Interactive Timeline View
"As an HR manager, I want an interactive timeline showing all onboarding milestones and upcoming pulse surveys so that I can quickly monitor new hire progress and ensure timely check-ins."
Description

Provides an interactive, scrollable timeline that visualizes onboarding milestones and upcoming pulse surveys. Users can hover over milestone points to view details, dates, and associated survey questionnaires, with real-time updates as new hires progress. This feature ensures HR managers have an at-a-glance understanding of each onboarding stage and can easily navigate through historical or future milestones.

Acceptance Criteria
View Milestone Details on Hover
Given a user hovers over a milestone point on the timeline, when the hover duration exceeds 300ms, then a tooltip displays the milestone name, scheduled date, and linked survey questionnaire within 200ms of hover initiation.
Smooth Horizontal Scrolling
Given a timeline with more milestones than fit the viewport, when the user scrolls horizontally, then the timeline scrolls smoothly at 60fps without jank or lag and retains the current zoom level.
Real-Time Timeline Updates
Given a new hire progresses to the next milestone, when their status is updated in the system, then the timeline reflects the new milestone position and survey trigger time within 1 second without requiring a page reload.
Upcoming Survey Visibility
Given a new hire is within 7 days of a scheduled pulse survey, when viewing the timeline, then the upcoming survey point is visually highlighted with color coding and a countdown label showing days remaining.
Historical Milestone Navigation
Given a user needs to review past milestones, when they select a previous date range on the timeline's date picker, then the timeline updates to display all milestones and survey points within that range with accurate labels.
Milestone Configuration Panel
"As an HR manager, I want to configure specific onboarding milestones and schedule surveys so that each step in the new hire journey aligns with our organizational needs."
Description

Enables HR managers to define, edit, and schedule onboarding milestones and their associated pulse surveys. The configuration panel allows setting milestone names, target dates relative to hire dates, survey parameters, and recurrence rules. It integrates with existing workflows and permission controls to standardize onboarding processes across the organization.

Acceptance Criteria
Create New Milestone
Given an HR manager opens the Milestone Configuration Panel When they enter a valid milestone name, select a date offset (e.g., Day 7) relative to the hire date, configure default survey parameters, and click “Save” Then the new milestone is added to the timeline with the correct name, date, and default survey settings
Edit Existing Milestone
Given an existing milestone is displayed in the list When the HR manager selects “Edit,” updates the milestone name and target date, and clicks “Update” Then the timeline reflects the revised name and recalculated date without creating a duplicate entry
Schedule Milestone Relative to Hire Date
Given a new hire’s start date is entered When the HR manager sets a milestone’s target date as a relative offset (e.g., Day 30) Then the milestone date calculates correctly based on the hire date and displays on the timeline
Configure Survey Parameters
Given an HR manager configures a milestone When they select survey frequency, question set, and notification settings Then the system saves and associates those parameters with the milestone and triggers surveys according to the defined schedule
Set Milestone Recurrence
Given an HR manager needs a recurring milestone (e.g., 3-month check-ins) When they enable recurrence, choose recurrence interval, and click “Save” Then the system generates future milestone entries at the specified interval in the timeline
Permission Enforcement
Given a user without milestone management privileges accesses the Configuration Panel When they attempt to add, edit, or delete a milestone Then the system denies the action and displays an “Insufficient Permissions” error
Automated Survey Trigger
"As an HR manager, I want surveys to be automatically sent at each onboarding milestone so that I don’t have to manually track dates and can rely on timely feedback."
Description

Automates the scheduling and dispatch of pulse surveys based on defined milestone dates. The scheduler calculates individual timelines for each new hire, triggers surveys at predefined milestones, handles retries in case of delivery failures, and integrates with the notification system to alert managers of upcoming or missed surveys.

Acceptance Criteria
Survey triggers at milestone date
Given a new hire with a defined milestone date When the milestone date arrives Then the system schedules and sends the pulse survey within one hour of the scheduled time
Individual timeline calculation
Given a new hire’s start date and configured milestones When onboarding details are saved Then the scheduler calculates and stores unique survey trigger dates for each milestone
Retry on delivery failure
Given a survey dispatch failure When the initial delivery attempt fails Then the system retries sending up to two additional times at 15-minute intervals and logs each attempt
Alert on missed survey
Given all retry attempts have failed When the third delivery attempt fails Then the system sends an alert notification to the assigned HR manager within 10 minutes
Notification of upcoming survey
Given a scheduled survey is due in 24 hours When the survey is 24 hours from its scheduled dispatch Then the system sends a reminder notification to the HR manager
Milestone Status Indicators
"As an HR manager, I want to see at a glance which onboarding milestones are pending or overdue so that I can proactively address any delays."
Description

Displays color-coded status indicators on the timeline—such as completed, pending, or overdue—using dots or badges. Provides quick filters to view milestones by status and sends alerts for any overdue items. This feature helps HR managers immediately identify and prioritize follow-up actions.

Acceptance Criteria
Completed Milestone Indicator Display
Given the HR manager views the onboarding timeline, completed milestones display a green dot badge on their scheduled date.
Pending Milestone Indicator Display
Given the HR manager views the onboarding timeline, pending milestones show a blue dot badge when more than 24 hours remain until the scheduled date.
Overdue Milestone Alert Trigger
Given a milestone’s scheduled date has passed without completion, a red dot badge appears on the timeline and an email notification is sent to the HR manager within five minutes.
Status Filter Functionality
Given the HR manager selects a status filter (completed, pending, or overdue), the timeline updates within two seconds to display only milestones matching the selected status.
Responsive Indicator Rendering
Given the HR manager resizes the browser window or switches to a mobile device, all status indicators remain visible, color-coded correctly, and display tooltips on hover or tap.
Timeline Data Export
"As an HR manager, I want to export onboarding milestone data and survey schedules so that I can share detailed reports with stakeholders."
Description

Allows exporting milestone mappings, survey schedules, and status reports in CSV or PDF formats. Exports can be customized with date ranges and filters, and integrate with the reporting dashboard for higher-level analytics and presentations to stakeholders.

Acceptance Criteria
Export Full Timeline CSV
Given the HR manager is viewing the Milestone Mapper timeline When they open the export menu, select CSV format, and choose no filters Then the system generates and downloads a CSV file containing all milestone mappings, survey schedules, and status reports
Export Customized Date Range PDF
Given the HR manager needs data for a specific period When they set a start and end date in the export dialog, select PDF format, and confirm Then the system produces a PDF including only milestones and survey schedules within the date range
Filter-Based Export Integration
Given the HR manager wants to export only completed milestones When they apply the “Completed” status filter and initiate an export in CSV format Then the downloaded file lists only milestones marked as completed along with their survey schedules
Dashboard Analytics Export Sync
Given the HR manager is preparing a report in the analytics dashboard When they trigger an export from the analytics integration and select PDF format Then the export includes aggregated milestone and survey data matching the dashboard’s displayed metrics and date range
Column Customization in Export
Given the HR manager requires specific data fields When they customize the export columns (e.g., milestone name, survey trigger date, completion percentage) and run the export Then the generated CSV/PDF contains only the selected columns in the defined order

Friction Finder

Leverages AI-powered sentiment analysis on early survey responses to pinpoint onboarding challenges or confusion. Quickly surfaces friction points so HR teams can intervene with resources or clarifications before new hire morale dips.

Requirements

Real-time Sentiment Analysis Engine
"As an HR manager, I want to receive instant sentiment analysis of new hire survey responses so that I can quickly identify and address onboarding issues before they escalate."
Description

The system must continuously analyze incoming survey responses using AI-driven sentiment analysis to identify negative or neutral sentiments indicative of potential onboarding friction. It integrates with the existing survey platform, processes data within seconds of submission, and generates confidence scores. Results feed directly into the Friction Finder dashboard, enabling HR managers to see emerging issues in real time.

Acceptance Criteria
Immediate Negative Sentiment Detection
Given a survey response containing negative sentiment, when the response is submitted, then the sentiment engine flags it within 2 seconds of submission.
Dashboard Integration Update
Given a flagged response, when the engine completes analysis, then the sentiment and associated confidence score display correctly on the Friction Finder dashboard within 3 seconds.
High Volume Throughput
Given a burst of 50 survey submissions per second, when the engine processes them, then no response analysis exceeds a 5-second processing time and no errors occur.
Confidence Score Accuracy
Given a sample set of 100 validated survey responses, when the engine analyzes sentiment, then the assigned confidence scores reflect at least 90% agreement with a human-labeled benchmark.
Real-time Alert Notification
Given three or more negative sentiment responses from the same cohort within 10 submissions, when the threshold is met, then an automated alert is sent to the HR manager within 5 seconds.
Automated Friction Alerts
"As an HR manager, I want to be alerted when a new hire is experiencing friction so that I can proactively provide support."
Description

The system automatically generates alerts when sentiment thresholds or anomaly patterns are detected in early survey responses. Alerts are delivered via email, in-app notifications, and Slack integration, including context snippets from survey answers and links to recommended resources for immediate HR intervention.

Acceptance Criteria
Negative Sentiment Threshold Breach
Given the AI sentiment score of a new hire's early survey responses falls below the defined threshold, When the system analyzes the responses, Then it automatically generates an alert containing context snippets and recommended resource links across email, in-app, and Slack within 5 minutes.
Anomaly Pattern Detection in Early Surveys
Given the system identifies a sentiment anomaly pattern (e.g., sudden sentiment drop across consecutive responses), When processing survey data, Then it triggers an alert with relevant context and resource links delivered via all channels within 5 minutes.
Email Alert Delivery with Context and Resources
Given an alert is generated, When dispatching the email channel, Then the email must include the detected sentiment score, at least two context snippets from survey answers, and hyperlinks to recommended resources, and must be received by the HR manager's email within 5 minutes.
In-App Notification Delivery with Context and Resources
Given an alert is generated, When sending the in-app notification, Then the notification must display the sentiment score, at least two context snippets from survey answers, and links to recommended resources, and appear in the HR dashboard under 'Alerts' within 5 minutes.
Slack Integration Alert with Context and Resources
Given an alert is generated, When posting to the configured Slack channel, Then the message must include the sentiment score, context snippets, and resource links formatted correctly and delivered within 5 minutes.
Friction Point Dashboard
"As an HR manager, I want to view a dashboard of friction points so that I can prioritize interventions based on severity and trends across departments."
Description

A dedicated dashboard within PulseDesk visualizes identified friction points, offering interactive filters for survey date range, department, role, and severity level. It displays trend graphs, heat maps of common issues, and allows drilling down into individual survey responses to perform deeper analysis and track ongoing resolutions.

Acceptance Criteria
Default Dashboard Load
Given the HR manager navigates to the Friction Point Dashboard, When the page loads, Then the dashboard displays trend graphs, heat maps, and a survey response list for the default past 30-day period, with all elements rendering within 3 seconds.
Date Range Filter Application
Given the HR manager selects a custom date range in the filter panel, When the manager applies the filter, Then all dashboard visualizations (trend graphs, heat maps, and response lists) update to reflect only the data within the selected dates.
Department and Role Filtering
Given the HR manager chooses specific department(s) and role(s) from the filter options, When the filters are applied, Then the dashboard displays friction points exclusively for the selected departments and roles across all visualizations.
Heat Map Visualization of Friction Points
Given the dashboard is displaying data, When the IP addresses of surveyed users are mapped, Then the heat map highlights clusters of high-severity friction points with distinct color gradients and supports hover-over tooltips showing issue count per cluster.
Drill-Down into Survey Responses
Given a high-severity data point is selected on any visualization, When the HR manager clicks the data point, Then the dashboard opens a detailed panel listing the individual survey responses causing the friction point, including timestamps, user roles, and sentiment scores.
Proactive Recommendation Engine
"As an HR manager, I want to receive targeted resource suggestions for each detected friction point so that I can efficiently address the new hire’s needs."
Description

The system suggests tailored resources—such as documentation, training modules, or mentoring contacts—based on the specific themes of detected friction (e.g., unclear processes or lack of onboarding guidance). Recommendations are personalized to the new hire’s role and the nature of the issue, facilitating faster resolution.

Acceptance Criteria
Theme-Triggered Resource Recommendation
Given the system detects a friction theme of unclear processes from an early pulse survey When generating resource suggestions Then the system presents at least three documentation links with a relevance score ≥80% specific to that theme
Role-Specific Documentation Delivery
Given a new hire is identified as Software Engineer When the recommendation engine runs Then only documentation and guides tagged for the Software Engineer role are suggested and unrelated materials are excluded
Personalized Training Module Suggestion
Given the detected friction theme relates to lack of technical training When compiling recommendations Then the system includes a training module with title, summary, estimated completion time, and direct enrollment link
Mentor Match Facilitation
Given a friction theme of onboarding confusion is identified When recommending contacts Then the system suggests at least one mentor in the same department with name, role, and preferred contact method
Resource Effectiveness Follow-Up
Given recommendations have been delivered to the new hire When 48 hours elapse without feedback Then the system automatically sends a follow-up survey asking if the provided resources resolved their issue
Post-Intervention Feedback Loop
"As an HR manager, I want to measure the impact of my interventions on new hire sentiment so that I can evaluate and refine our onboarding process."
Description

After an HR intervention, the system tracks follow-up survey responses from the same new hires to measure sentiment improvements. Comparative analytics highlight changes in sentiment scores over time, allowing HR to evaluate the effectiveness of actions taken and refine onboarding processes accordingly.

Acceptance Criteria
Post-Intervention Survey Launch Scenario
Given an HR intervention is recorded for a new hire, when 7 days have elapsed since the intervention, then the system automatically sends a follow-up pulse survey to the same new hire without manual trigger.
Survey Response Mapping Scenario
Given a follow-up survey response is submitted, when the response is received, then the system correctly associates it with the original survey response of that new hire with 100% accuracy.
Comparative Analytics Display Scenario
Given original and follow-up sentiment scores are available, when HR views the analytics dashboard, then the system displays both scores side by side with calculated delta (%) within 2 seconds of dashboard load.
Sentiment Improvement Dashboard Scenario
Given follow-up sentiment data is processed, when HR filters results by intervention type or date range, then the dashboard updates to show sentiment improvement trends over time with interactive graphs.
Missing Follow-Up Response Alert Scenario
Given no follow-up response is received within 5 days of survey dispatch, when the threshold is reached, then the system sends an automated reminder notification to the new hire and alerts the HR manager.

Pulse Reminder

Automates friendly reminders via email or in-app notifications to new hires for completing milestone surveys. Increases response rates and keeps feedback loops consistent, ensuring HR receives timely insights.

Requirements

Reminder Scheduling Engine
"As an HR manager, I want to configure automated schedules for milestone survey reminders so that new hires receive timely prompts without manual tracking."
Description

Allows HR managers to define and customize automated schedules for sending milestone survey reminders to new hires based on join date, specific milestones, and configurable intervals. Ensures reminders are dispatched without manual intervention and adapts to varying onboarding timelines.

Acceptance Criteria
Schedule Creation Based on Join Date
Given an HR manager configures a reminder schedule tied to an employee's join date When the schedule is saved Then the system queues the first reminder exactly at the configured interval after the join date
Milestone-Based Reminder Customization
Given an HR manager defines multiple onboarding milestones with distinct reminder intervals When the scheduling engine runs Then reminders are sent for each milestone at the precise intervals specified
Interval Adjustment Validation
Given an existing reminder schedule is updated by the HR manager When the updated schedule is applied Then future reminders follow the new intervals without sending any based on the old settings
No Duplicate Reminders
Given a new hire has already received a scheduled reminder When the scheduling engine triggers for the same interval Then the system does not send duplicate reminders
Time Zone Awareness
Given new hires are located in different time zones and the HR manager selects local send times When reminders are dispatched Then each new hire receives the reminder at the configured local time
Email Notification Template Management
"As an HR manager, I want to customize email reminder templates so that messaging remains on-brand and personalized for each new hire."
Description

Provides a rich-text template editor for designing and managing email reminders, supporting merge variables (e.g., recipient name, milestone, due date), default templates, and preview functionality to maintain brand consistency and personalization.

Acceptance Criteria
Add New Email Reminder Template
Given the HR manager is on the Email Notification Template Management page When they click on 'Create New Template' Then a blank rich-text editor opens with fields for template name, subject line, and body and the 'Save' button remains disabled until required fields are filled
Insert Merge Variables into Template
Given the template editor is open When the HR manager selects a merge variable dropdown Then the chosen placeholder (e.g., {{recipient_name}}, {{milestone}}, {{due_date}}) is inserted at the cursor position and displayed in curly-brace format
Preview Template with Sample Data
Given a template is created or edited When the HR manager clicks 'Preview' Then a modal displays the subject and body populated with sample data for each merge variable and matches the rich-text formatting
Save and List Templates
Given the HR manager has completed editing a template When they click 'Save' Then the template is added to the templates list with its name, creation date, and status 'Active' and can be sorted, searched, and selected
Edit Existing Email Template
Given an existing template in the list When the HR manager clicks 'Edit' on that template Then the rich-text editor opens pre-populated with the template’s current name, subject, body, and merge variables and allows modifications
Restore Default Template Content
Given a default system template When the HR manager clicks 'Restore Default' in edit mode Then the template body and subject revert to the original default content and a confirmation prompt appears
In-App Notification Integration
"As a new hire, I want to receive in-app notifications reminding me to complete my milestone survey so that I can provide feedback promptly."
Description

Integrates reminder alerts directly into the PulseDesk application, presenting notifications on login or via push for desktop and mobile apps. Ensures recipients see timely reminders even when off email.

Acceptance Criteria
Notification Display on User Login
Given a user with pending pulse survey reminders, When the user logs into the PulseDesk application, Then an in-app notification is displayed prominently at the top of the dashboard within 5 seconds of login.
Push Notification Delivery on Desktop App
Given the desktop app is running in the background, When a reminder is triggered and the user has enabled desktop push notifications, Then a system notification is delivered to the user's OS notification center within 10 seconds.
Push Notification Delivery on Mobile App
Given the mobile app is installed and user has granted push permissions, When a reminder survey is scheduled, Then a push notification is received on the mobile device within 10 seconds, with title 'Survey Reminder' and a message prompting survey completion.
Notification Link Navigates to Survey Page
Given the in-app or push notification is clicked by the user, When the user interacts with the notification, Then the application navigates directly to the specific milestone survey page, and the survey form is pre-loaded.
User Dismissal Persistence
Given a user dismisses the notification, When the user clicks the 'Dismiss' button on the in-app notification, Then the notification is removed and will not reappear for that user for 24 hours.
User Preference Settings for Reminders
"As a new hire, I want to set my preferred reminder channels and schedule so that I can receive notifications at times convenient for me."
Description

Enables users to manage their reminder preferences, including opt-in/opt-out options, preferred channels (email vs. in-app), and ideal delivery windows, reducing notification fatigue and improving engagement.

Acceptance Criteria
Initial Preference Setup by New Hire
Given a newly onboarded user navigates to the reminder preferences page for the first time, when they set their opt-in status, preferred channel, and delivery window and click Save, then the system shall persist these selections and schedule reminders according to the chosen settings.
Updating Existing Reminder Preferences
Given an existing user updates their reminder preferences (opt-in/out, channel, or window) and saves changes, when the system processes the update, then all future reminders shall adhere to the updated preferences.
Opt-Out from All Reminders
Given a user selects the global opt-out option for reminders and confirms, when the system applies this change, then no email or in-app reminders shall be sent to that user.
Scheduling Based on Delivery Window
Given a user specifies a preferred delivery window (for example, 09:00–12:00 local time), when reminders are scheduled, then the system shall only send reminders within the specified time range.
Channel Selection Enforcement
Given a user selects email only as their reminder channel, when reminders are triggered, then reminders shall be delivered via email and not via in-app notifications.
Analytics Dashboard for Reminder Effectiveness
"As an HR manager, I want to view analytics on reminder performance so that I can optimize the timing and frequency for better engagement."
Description

Delivers a dashboard with key metrics such as open rates, click-through rates, and survey completion correlation to evaluate reminder performance and inform optimization of timing and frequency.

Acceptance Criteria
Dashboard Metrics Load
Given the HR manager navigates to the Reminder Effectiveness dashboard, when the page loads, then total reminders sent, open rate, click-through rate, and survey completion rate are displayed within 2 seconds.
Open Rate Calculation Accuracy
Given 100 reminders sent and 60 unique email opens recorded by the system, when calculating open rate, then the metric shows 60% with no rounding errors beyond two decimal places.
Click-through Rate Display
Given email notifications contain unique tracking links, when users click links, then the dashboard calculates click-through rate as (clicks/opens) and displays it alongside a 30-day trend graph.
Survey Completion Correlation
Given reminder send times and subsequent survey completions, when data is plotted, then the time interval between reminder and completion is visualized in a heatmap or scatter plot, highlighting correlation patterns.
Date Range Filtering
Given the HR manager selects a custom date range filter, when the filter is applied, then all dashboard metrics recalculate and display data for the selected range within 1 second and graphs update accordingly.

Check-In Bot

Provides a conversational chatbot in Slack or Teams that prompts new hires with short pulse questions and offers follow-up resources based on responses. Creates an approachable channel for feedback and boosts engagement.

Requirements

Slack and Teams Integration
"As an HR manager, I want the Check-In Bot integrated with Slack and Teams so that new hires can receive and answer pulse questions in the collaboration platform they already use."
Description

Implement seamless connectivity between the Check-In Bot and both Slack and Microsoft Teams, allowing new hires to receive and respond to pulse questions directly within their preferred collaboration platform. This includes setting up OAuth flows, bot configuration, and channel installation processes. The integration must support real-time message delivery, interactive components (buttons, quick replies), and maintain session continuity across both platforms.

Acceptance Criteria
Slack OAuth Authorization Flow
Given a new hire initiates the integration in Slack When the user clicks "Add to Slack" and completes the OAuth consent screens Then the Check-In Bot is installed in the selected workspace And the bot receives a valid OAuth token stored securely in the system And the user receives a confirmation message in their Slack DM within 5 seconds
Teams OAuth Authorization Flow
Given a new hire initiates the integration in Teams When the user signs in and grants the required permissions via Microsoft's OAuth flow Then the Check-In Bot is successfully added to the chosen Team or channel And the OAuth token and tenant ID are stored securely And the user sees a success notification in their Teams chat within 5 seconds
Real-Time Message Delivery
Given the Check-In Bot is installed and authorized When a pulse question is triggered for a new hire Then the message is delivered to the user’s Slack or Teams channel in under 2 seconds And the message payload includes the correct question text and metadata
Interactive Component Handling
Given a pulse question message with interactive buttons or quick replies When the user clicks a response option Then the bot records the selection and updates the message state to reflect the chosen option And the user receives a follow-up resource link or acknowledgement within 3 seconds
Session Continuity Across Platforms
Given a user switches between Slack and Teams sessions When the user resumes interaction with the Check-In Bot Then the conversation history, context, and pending questions are accurately persisted and displayed And any unfinished pulse sessions can be completed seamlessly in the new platform
Conversational Prompt Flow
"As a new hire, I want a friendly, step-by-step chat flow that asks me pulse questions so that I can effortlessly provide feedback without feeling overwhelmed."
Description

Design and develop a conversational flow engine that prompts new hires with a series of short, contextually relevant pulse questions. The flow should support dynamic question branching based on previous answers, allow quick-reply options, and maintain conversational state to ensure a smooth user experience. It must be configurable by HR admins for question frequency, timing, and content.

Acceptance Criteria
Initial Check-In Prompt Delivery
Given an HR admin has configured the check-in schedule and enabled the bot, When a new hire joins and the scheduled time arrives, Then the bot sends the first pulse question in Slack or Teams within 5 minutes of their join time.
Dynamic Question Branching
Given a user selects a specific quick-reply option to Question N, When the bot processes the response, Then it sends the corresponding follow-up question as configured in the branching logic.
Quick-Reply Option Handling
Given the bot displays a quick-reply question with predefined options, When the user clicks on a quick-reply button, Then the response is recorded and the conversation advances without requiring manual text input.
Conversational State Maintenance
Given a user temporarily stops responding, When the user returns within 24 hours, Then the bot resumes the conversation at the last unanswered question rather than restarting.
Admin Configuration of Questions
Given an HR admin accesses the PulseDesk admin panel, When they add, remove, or reorder questions in the conversational flow and save changes, Then the updated flow is immediately reflected in subsequent bot interactions.
Sentiment Analysis & Tagging
"As an HR manager, I want the bot to analyze responses for sentiment so that I can quickly identify and address emerging morale issues among new hires."
Description

Integrate AI-powered sentiment analysis to evaluate new hire responses in real time and assign sentiment tags (e.g., positive, neutral, negative). The system should flag negative or concerning responses for HR review and provide confidence scores. Analysis results must be stored with each response and feed into alerting and reporting modules.

Acceptance Criteria
Negative Response Tagging
Given a new hire submits a response containing negative sentiment, when the sentiment analysis engine processes the text, then the response is tagged as "Negative" with a confidence score of at least 80% and stored with the response within 3 seconds.
Neutral Response Classification
Given a new hire submits a response with neutral sentiment, when the sentiment analysis engine processes the text, then the response is tagged as "Neutral" with a confidence score of at least 75% and stored with the response within 3 seconds.
Positive Response Classification
Given a new hire submits a response expressing satisfaction, when the sentiment analysis engine processes the text, then the response is tagged as "Positive" with a confidence score of at least 85% and stored with the response within 3 seconds.
Low Confidence Flagging
Given a sentiment analysis confidence score falls below 60%, when the system processes the response, then the response is flagged for manual review and the confidence score is logged alongside the response.
Concerning Response Alerting
Given a response is tagged as "Negative" with a confidence score of at least 80%, when the tag is applied, then an alert is generated in the HR dashboard and sent via email to the assigned HR manager within 1 minute.
Personalized Resource Recommendations
"As a new hire, I want the bot to suggest relevant support resources based on my feedback so that I can access help when I need it."
Description

Develop a recommendation engine that suggests follow-up resources (e.g., articles, videos, mentor contacts) based on the content and sentiment of each response. Recommendations should be personalized, drawing on a resource library tagged by topic. The engine must deliver recommended resources directly in the chat interface and allow HR to add or modify resource tags.

Acceptance Criteria
Bot Suggests Resources Based on Sentiment Score
Given a user responds with negative sentiment regarding workload, when the Check-In Bot processes the response, then the bot returns at least two resources tagged ‘workload’ and ‘stress-management’ within 5 seconds and displays them in the chat.
HR Modifies Resource Tags via Admin Interface
Given an HR manager updates resource tags in the admin interface, when they save changes, then the system reflects the new tags immediately and the recommendation engine uses these tags for subsequent suggestions.
Resource Library Fallback for Untagged Topics
Given the engine finds no matching tags for a response topic, when a user submits the response, then the bot provides a default set of three general resources from the library.
Recommendations Consider User Interaction History
Given a user’s history of engaging with ‘team-building’ resources, when the bot generates new recommendations for low-engagement sentiment, then it prioritizes resources not previously shown to the user.
Real-Time Recommendation Delivery
When any user submits a check-in response, then the recommendation engine delivers personalized resources within 2 seconds in at least 95% of interactions.
Engagement Analytics Dashboard
"As an HR manager, I want a dashboard showing engagement and sentiment trends so that I can measure the Check-In Bot’s impact and identify areas for improvement."
Description

Create a dashboard within PulseDesk that displays metrics on Check-In Bot engagement, including participation rates, average sentiment over time, response times, and resource click-throughs. The dashboard should offer filtering by team, time period, and sentiment category. Visualizations must update in real time and support export to CSV or PDF.

Acceptance Criteria
Participation Rate Overview
Given a HR manager accesses the Engagement Analytics Dashboard, when the dashboard loads, then it displays the total number of Check-In Bot prompts sent, the number of responses received, and the participation rate as a percentage.
Filtering Dashboard by Team and Time
Given a HR manager selects a specific team and date range, when they apply the filters, then the dashboard updates to show only metrics for the specified team and period.
Real-Time Data Refresh
Given the dashboard is open, when new Check-In Bot responses arrive, then the visualizations and metrics update automatically within 5 seconds without manual refresh.
Viewing Average Sentiment Over Time
Given a HR manager views sentiment trends, when they select the sentiment trend chart, then the chart displays average sentiment scores by day, week, or month for the selected period.
Drilling into Response Time Metrics
Given a HR manager examines response time analytics, when they view the response time section, then the dashboard shows average, minimum, and maximum response times for Check-In Bot prompts.
Exporting Metrics
Given a HR manager clicks the export button, when they choose CSV or PDF format, then the system generates and downloads a file containing all displayed metrics with the applied filters.
Compliance and Data Security
"As an IT admin, I want the Check-In Bot to comply with security and privacy policies so that employee feedback data remains protected at all times."
Description

Ensure the Check-In Bot adheres to enterprise security and privacy standards, including data encryption in transit and at rest, secure storage of survey responses, and RBAC for admin actions. Implement audit logging for all bot interactions and provide data retention settings configurable by organization. The feature must comply with GDPR and other relevant regulations.

Acceptance Criteria
Data Encryption Verification
Given a survey response is submitted, when data is transmitted or stored, then all data must be encrypted in transit using TLS 1.2+ and at rest with AES-256.
RBAC Enforcement for Admin Actions
Given a user attempts an admin action, when the user lacks the required role, then the system must deny access and log the unauthorized attempt.
Audit Logging for Bot Interactions
Given any interaction with the Check-In Bot, when an action occurs, then an audit log entry must be created capturing timestamp, user ID, action type, and resource details.
Data Retention Configuration
Given an organization sets a retention period, when data exceeds the configured period, then the system must automatically purge that data and record the purge event.
GDPR Right to Access and Erasure
Given a user submits a data access or deletion request, when the request is validated, then the system must provide a complete data export or permanently erase all personal data within 30 days and log the outcome.

Progress Pathfinder

Delivers personalized onboarding roadmaps with real-time progress tracking and integrated survey feedback. Empowers new hires to see their journey milestones while giving HR visibility into each hire’s experience and pace.

Requirements

Onboarding Milestone Setup
"As an HR manager, I want to create and customize onboarding milestones for new hires so that they have a clear, role-specific roadmap from day one."
Description

Enable HR managers to define and configure a sequence of onboarding milestones for each role. Each milestone can include a title, description, due date, and associated resources or tasks. The setup interface should allow templates for common roles and the ability to clone or modify existing milestone sets. This requirement ensures that every new hire has a clear, structured roadmap tailored to their position, improving clarity and consistency across the organization.

Acceptance Criteria
Creating a New Milestone Template
Given the HR manager is on the Milestone Setup page When they click 'Create Template' Then a new template form is displayed with fields for title, description, due date, and resources/tasks; And when they input valid data and save Then the template is stored and appears in the template list
Configuring Milestone for a Specific Role
Given the HR manager selects a role from the dropdown When they choose 'Configure Milestones' Then the system displays the default or existing milestone sequence for that role; And when they modify titles, descriptions, due dates or resources and save Then the changes are reflected in that role's roadmap
Cloning an Existing Milestone Set
Given the HR manager views an existing milestone set When they select 'Clone' and choose a target role Then the system duplicates the milestones into a new set linked to the target role; And the cloned set retains all original titles, descriptions, due dates, and resources without altering the source set
Editing Milestone Details
Given a milestone is selected in a configured sequence When the HR manager edits the title, description, due date, or associated resources and clicks 'Save' Then the milestone details update immediately and persist after page refresh; And the system logs the change with timestamp and user ID
Accessing Default Templates
Given the HR manager navigates to the Milestone Setup interface When they click 'Use Default Template' Then the list of role-based default milestone templates is displayed sorted by popularity; And selecting any template loads its milestones into the configuration area for customization
Real-time Progress Tracker
"As a new hire, I want to see my onboarding progress in real time so that I can stay on track and understand what I need to complete next."
Description

Provide an interactive progress bar for new hires that updates in real time as tasks and milestones are completed. The tracker should visually display percent completion, upcoming tasks, and overdue items. It must integrate with task completion events and allow both hires and managers to view status from within the application. This feature drives transparency, keeps hires engaged, and helps identify blockers early.

Acceptance Criteria
Task Completion Progress Update
Given a new hire completes a task, when the task completion event is received by the system, then the interactive progress bar shall update to reflect the new completion percentage within 2 seconds.
Overdue Task Highlighting
When the current date passes a task’s due date without completion, then the task shall automatically appear in the 'Overdue Items' section with a red highlight icon next to its title.
Upcoming Tasks Display
Given tasks are scheduled for future dates, when a user views the progress tracker, then the next five upcoming tasks shall be listed in order of due date under the 'Upcoming Tasks' section.
Manager Real-Time Dashboard View
Given a manager accesses a new hire’s profile, when task completion events occur, then the manager’s dashboard shall reflect progress changes in real time without requiring a manual page refresh.
Progress Bar Accuracy
Given the total number of tasks and completed tasks, when calculating percent completion, then the progress bar shall display the value equal to (completed tasks ÷ total tasks) × 100 rounded to the nearest whole number.
Integrated Feedback Surveys
"As an HR manager, I want to collect feedback at each milestone so that I can address issues quickly and improve the onboarding process."
Description

Automatically trigger short, contextual surveys at predefined milestones or intervals during onboarding. The surveys should capture sentiment, clarity of instructions, and any challenges faced. Responses must feed into the HR dashboard with sentiment analytics and flags for low satisfaction scores. This requirement ensures early detection of issues and continuous improvement of the onboarding experience.

Acceptance Criteria
Milestone-Based Survey Trigger
Given a new hire completes a predefined onboarding milestone, when the milestone is reached in Progress Pathfinder, then the system automatically sends a three-question feedback survey to the new hire within two minutes and logs the survey dispatch event.
Interval Survey Scheduling
Given a new hire has not received a survey in the past seven days, when seven days elapse from the last survey dispatch, then the system automatically schedules and sends the next short, contextual survey and records the schedule and send time.
Contextual Survey Content
Given a survey is triggered by a specific onboarding event, when the system generates the survey, then it includes questions tailored to that event’s objectives (sentiment, clarity, and challenges) and presents exactly the appropriate question set.
Dashboard Sentiment Analytics Update
Given a survey response is submitted by a new hire, when the response enters the database, then the HR dashboard updates sentiment scores and visualizations within one minute, reflecting the new data accurately.
Low Satisfaction Score Alert
Given a survey response is received with a satisfaction score below 3 out of 5, when the low score is recorded, then the system flags the response, generates an alert email to the assigned HR manager within five minutes, and displays a visual warning on the HR dashboard.
HR Dashboard Visibility
"As an HR leader, I want a consolidated view of all new hires’ onboarding statuses so that I can identify patterns, spot at-risk hires, and allocate support where needed."
Description

Extend the central HR dashboard to include a dedicated section for onboarding progress. Display aggregate metrics—such as average completion time, milestone pass rates, and sentiment trends—and allow filtering by team, role, or individual. The dashboard should support drill-downs to individual hire profiles for detailed insights. This enhancement gives HR leaders the visibility they need to monitor and optimize the onboarding funnel.

Acceptance Criteria
Dashboard displays aggregate onboarding metrics
Given an HR user navigates to the HR dashboard Onboarding section, when the section loads, then the average completion time, milestone pass rates, and sentiment trends are displayed with correct values derived from system data.
HR filters onboarding metrics by team
Given the Onboarding section is visible, when the HR user applies a team filter, then the dashboard updates to show aggregate metrics only for the selected team and the filter persists until changed or cleared.
HR filters onboarding metrics by role or individual
Given the Onboarding section is visible, when the HR user selects a role or individual filter, then the dashboard updates metrics accordingly and displays a list of individuals matching the filter with metrics aggregated at that level.
HR drills down to individual hire profile
Given filtered or aggregate metrics are displayed, when the HR user clicks on an individual hire, then they are navigated to the hire’s profile page showing onboarding milestones, completion status, and survey feedback in detail.
Dashboard reflects real-time onboarding progress updates
Given onboarding data changes in the system, when the HR dashboard refreshes (automatically or manually), then the displayed metrics reflect the latest data within 2 minutes of the change.
Automated Reminder Notifications
"As a new hire, I want to receive reminders for my pending onboarding tasks so that I don’t miss any important deadlines."
Description

Implement a notification system that sends automated reminders to new hires for upcoming or overdue milestones, and to managers for pending approvals or feedback reviews. Notifications should be configurable for frequency, channels (in-app, email, Slack), and content templates. This requirement helps maintain momentum during onboarding and ensures no task is overlooked.

Acceptance Criteria
New Hire Receives Milestone Reminder
Given a new hire has an upcoming milestone within 24 hours, When no action is taken, Then the system sends a reminder notification via the configured channels at the scheduled time.
Manager Receives Feedback Pending Reminder
Given a manager has pending feedback requests older than 48 hours, When the threshold is reached, Then the system dispatches a reminder notification to the manager through email and Slack.
User Configures Reminder Frequency and Channel
Given a user accesses the notification settings, When the user updates the reminder frequency and selects desired channels, Then the system saves the preferences and reflects them in subsequent reminders.
Email Notification Template Personalization
Given the admin edits the email template, When the content variables (employee name, milestone name, due date) are inserted, Then the system uses the updated template and correctly populates variables in sent emails.
Slack Notification Delivery Verification
Given a valid Slack webhook is configured, When a reminder is triggered, Then the system posts a formatted message to the correct Slack channel within one minute of trigger.

Onboard Insights Dashboard

Dedicated dashboard displaying aggregated onboarding survey metrics, response trends, and sentiment scores. Enables HR managers to monitor overall program health, compare cohorts, and identify areas for process improvement.

Requirements

Survey Data Aggregation Engine
"As an HR manager, I want all my onboarding survey responses automatically aggregated into key metrics so that I can quickly assess the overall health of my program without manual data processing."
Description

Develop a backend service that ingests individual onboarding survey responses, normalizes and aggregates them into predefined metrics such as response rates, average ratings, and sentiment scores. This service will ensure data accuracy, handle real-time updates, and integrate with existing survey APIs to provide up-to-date metrics for the dashboard.

Acceptance Criteria
Real-Time Response Rate Calculation
Given individual survey responses are received When the aggregation engine processes incoming data Then the system calculates the total number of responses within one minute of receipt And the calculated response rate matches the number of unique respondents divided by the total invited cohort size
Average Rating Computation
Given normalized rating values from onboarding surveys When the aggregation engine computes the average Then the result equals the sum of all valid ratings divided by the count of rated responses And the value is accurate to two decimal places
Sentiment Score Accuracy
Given free-text feedback from new hires When the sentiment analysis module processes the text Then each feedback entry is assigned a sentiment score between -1 and 1 And aggregated sentiment matches manual sentiment sampling within a 5% variance
API Integration for Live Updates
Given existing survey APIs expose new response endpoints When the aggregation engine invokes the API in real time Then new survey responses are ingested within 30 seconds of creation And no data duplication or loss occurs during ingestion
Data Normalization Consistency
Given varied survey response formats (e.g., JSON, XML) When the aggregation engine normalizes incoming data Then all survey fields map correctly to predefined metrics schema And no normalization errors occur, verified by automated schema validation
Cohort Comparison View
"As an HR manager, I want to compare onboarding metrics across different cohorts so that I can identify which groups may require process improvements."
Description

Implement a dashboard component that allows users to select and compare multiple employee cohorts (by hire date, department, or location) side by side. The view will display aligned metrics for each cohort, highlight significant differences, and support filtering and sorting to pinpoint areas needing attention.

Acceptance Criteria
Dual Cohort Selection
Given the user accesses the Cohort Comparison View and there are at least two cohorts available When the user selects two specific cohorts Then the dashboard displays both cohorts' key metrics aligned side by side including size, average sentiment score, and response rate
Department-based Filter
Given multiple cohorts exist across different departments When the user applies a department filter selecting one or more departments Then only cohorts belonging to the selected departments appear in the comparison list
Sort Metrics
Given cohorts are displayed for comparison When the user clicks on a metric column header Then the cohorts reorder ascending or descending based on that metric and the sort indicator updates accordingly
Significant Difference Highlight
Given two or more cohorts are displayed for comparison When the difference between their average sentiment scores exceeds the predefined threshold Then the dashboard visually highlights that metric difference in red or green depending on negative or positive variance
Export Comparison Data
Given the user has configured a cohort comparison When the user clicks the Export button Then a CSV file downloads containing the selected cohorts' metrics, filters, and sort parameters
Sentiment Trend Visualization
"As an HR manager, I want to see how sentiment evolves over time so that I can detect emerging morale issues early and take proactive measures."
Description

Create interactive time-series charts illustrating onboarding sentiment scores over configurable time windows. The visualization should support line and area charts, hover tooltips for detail, and the ability to drill down into specific survey questions or demographic segments.

Acceptance Criteria
Viewing Overall Sentiment Trend Over Default Time Window
Given the Onboard Insights Dashboard is opened with the default 30-day time window, When the Sentiment Trend Visualization loads, Then a line chart and an area chart display daily average sentiment scores for the past 30 days, and hovering over any data point reveals the date and exact sentiment value.
Switching Chart Type to Area Chart
Given the Sentiment Trend Visualization is displayed as a line chart, When the user selects “Area Chart” from the chart type toggle, Then the visualization updates in real time to show the same sentiment data as an area chart without data loss or layout shift.
Configuring Custom Time Window
Given the user wants to view sentiment over a specific period, When the user inputs a start and end date and clicks “Apply,” Then the chart refreshes to display sentiment scores only for the selected dates and the time axis adjusts accordingly.
Drilling Down into Specific Survey Question
Given the chart displays overall sentiment, When the user clicks on a legend item or drill-down icon for a specific survey question, Then the visualization updates to show a separate time series for the selected question’s sentiment scores over the same time window.
Filtering by Demographic Segment
Given the sentiment chart is visible, When the user selects a demographic filter (e.g., department or tenure) and applies it, Then the chart recalculates and displays sentiment trends exclusively for that demographic group, and the filter is clearly indicated on the chart.
Customizable Dashboard Widgets
"As an HR manager, I want to customize my dashboard layout and metrics so that I can focus on the data most relevant to my team."
Description

Enable users to add, remove, and rearrange pre-designed metric widgets on the dashboard. Each widget (e.g., response rate, average rating, sentiment score) can be resized and configured with custom date ranges, filters, and display styles to match individual reporting needs.

Acceptance Criteria
Adding a New Widget
Given the user is in dashboard edit mode When the user clicks the “Add Widget” button Then a modal listing all pre-designed metric widgets displays And the user selects a widget type Then the selected widget appears on the dashboard with default settings
Removing an Existing Widget
Given the user is in dashboard edit mode And multiple widgets are present When the user clicks the delete icon on a widget Then a confirmation prompt appears And upon confirmation the widget is removed from the dashboard
Rearranging Widgets on Dashboard
Given the user is in dashboard edit mode And widgets are displayed in a grid When the user drags a widget to a new position Then other widgets adjust accordingly to accommodate the new layout And the new arrangement persists after page reload
Resizing a Widget
Given the user is in dashboard edit mode And a widget is present When the user drags the resize handle on the widget Then the widget’s dimensions update in real time And the content within the widget adapts correctly without overflow
Configuring Widget Filters
Given the user is in dashboard edit mode And a widget is present When the user opens the widget’s filter settings Then the user can select custom date ranges, cohorts, and sentiment thresholds And upon saving the settings the widget refreshes to display filtered data
Exportable Insights Reports
"As an HR manager, I want to export my dashboard insights into reports so that I can share findings with leadership and track progress over time."
Description

Provide functionality to export dashboard data into common formats (CSV, PDF). Exports should respect applied filters and date ranges, include visualizations and tables, and allow scheduled report generation and email delivery to stakeholders.

Acceptance Criteria
Manual CSV Export of Filtered Data
Given the HR manager has applied specific filters and date ranges on the Onboard Insights Dashboard When they click the "Export CSV" button Then the system downloads a CSV file containing only the filtered rows with correct column headers and data values
Manual PDF Report Generation with Visualizations
Given the HR manager has set filters and date ranges on the dashboard When they click the "Export PDF" button Then the system generates a PDF that includes the filtered data tables and all dashboard visualizations rendered clearly
Scheduled Report Generation Setup
Given the HR manager navigates to the scheduled reports settings When they configure report frequency, filters, date ranges, and recipients Then the system saves the schedule and displays a confirmation message
Automated Email Delivery to Stakeholders
Given a scheduled report exists When the scheduled time is reached Then the system generates the report in the chosen format and sends it via email to all specified stakeholders
Applied Filters and Date Ranges are Honored in Exports
Given multiple filters and a custom date range applied on the dashboard When any export (CSV or PDF) is generated Then the exported file must exactly match the filtered dataset and date span shown in the dashboard view
Scheduled Report Management and Audit
Given the HR manager views the scheduled reports list When they request to view or modify a schedule Then the system displays schedule details, allows edits, and logs all changes in an audit trail with timestamps and user IDs

PulsePrompt

Automatically pings team members with a short, three-question pulse 10 minutes before the daily standup, capturing mood ratings, top blockers, and priority wins. By surfacing critical insights in advance, PulsePrompt ensures meetings focus on the issues that matter most and resolves roadblocks faster.

Requirements

Pre-Standup Notification Timer
"As a team member, I want to receive the pulse survey automatically before our standup so that I can provide my input without scheduling reminders."
Description

Implement a configurable timer that automatically sends PulsePrompt surveys to team members a specified number of minutes before the daily standup. The timer integrates with calendar events to detect standup meetings and triggers survey delivery, ensuring timely input and maximizing response rates without manual intervention.

Acceptance Criteria
Calendar Event Detection
Given a daily standup event exists in the user's calendar, when the system scans calendar events at the configured interval, then the standup meeting is correctly identified and queued for survey dispatch.
Timer Configuration Adjustment
Given the HR manager inputs a custom pre-standup notification time of X minutes in settings, when the configuration is saved, then the system schedules the survey dispatch exactly X minutes before each detected standup.
Survey Delivery Timing
Given a detected standup and a configured notification interval, when the system clock reaches the notification time, then the PulsePrompt survey is sent to all team members listed on the meeting invite without delay.
Handling Cancelled Meetings
Given a scheduled standup is cancelled or removed prior to the notification interval, when the calendar sync updates, then any pending survey dispatch for the cancelled meeting is aborted and no survey is sent.
Retry on Delivery Failure
Given an initial survey dispatch attempt fails due to a network or service error, when the system retries up to three times at one-minute intervals, then the survey is delivered within the configured interval or an error is logged after the final retry.
Mood Rating Scale
"As a team lead, I want team members to rate their mood on a consistent scale so that I can easily track emotional trends over time and identify declines early."
Description

Provide a standardized mood rating component within PulsePrompt surveys that allows team members to quickly select their current emotional state on a customizable scale (e.g., 1 to 5 or emojis). Collected mood data feeds into sentiment analysis algorithms, enabling HR managers to monitor team well-being trends and receive proactive alerts for negative sentiment.

Acceptance Criteria
Survey Mood Rating Submission
Given the PulsePrompt survey appears 10 minutes before standup, When a team member selects a mood rating and taps Submit, Then the rating is saved and a confirmation message is displayed.
Mandatory Mood Selection Enforcement
Given a team member attempts to submit the survey without choosing a mood, When they tap Submit, Then an inline error message prompts selection and the form remains unsubmitted.
Custom Scale Configuration
Given an HR admin configures the mood scale as either numeric (1–5) or emoji-based, When team members access the PulsePrompt survey, Then the mood options match the admin’s chosen configuration.
Mood Data Persistence and Dashboard Display
Given a mood rating is submitted, When the dashboard is viewed within 60 seconds, Then the new rating appears under the current day’s standup summary.
Negative Sentiment Alert Trigger
Given a submitted mood rating of 1 or 2, When the sentiment analysis runs, Then an alert is generated and sent to the HR manager within five minutes.
Blockers and Wins Input
"As a developer, I want to report my top blocker and recent win in the same survey so that the standup focuses on resolving obstacles and celebrating progress."
Description

Include dedicated text fields in the pulse survey for team members to report their top blocker and recent priority win. The input should support rich text formatting and easy editing, allowing clear articulation of challenges and achievements. Captured insights are aggregated and highlighted in pre-standup reports to focus meetings on resolving issues and celebrating successes.

Acceptance Criteria
User Submits Blocker and Win Responses
Given the user is presented with the pulse survey, when they fill both 'Top Blocker' and 'Priority Win' fields with at least one character and submit, then the system saves the inputs against the user's survey response and displays a confirmation message within 2 seconds.
Rich Text Formatting Functionality
Given the user enters text into either input field, when they apply formatting options (bold, italic, bullet list), then the text is rendered correctly in the rich text editor and persisted in the saved response.
Editing Previous Blocker and Win Entries
Given the user has already submitted a blocker and win, when they reopen the survey before the standup and click 'Edit', then their original formatted entries load into the fields, and any updates are saved upon resubmission.
Aggregation in Pre-Standup Report
Given multiple team members have submitted blockers and wins, when generating the pre-standup report, then all entries appear under separate 'Blockers' and 'Wins' sections, sorted by submission time, with identical entries grouped and labeled with a count.
Data Security During Input
Given the user submits their inputs, when the data is transmitted and stored, then it is sent over HTTPS, encrypted at rest, and only accessible to users with the appropriate view permissions.
Real-Time Dashboard Integration
"As an HR manager, I want PulsePrompt responses to appear in the dashboard in real time so that I can review insights immediately before the meeting."
Description

Ensure that responses collected via PulsePrompt are automatically synchronized with the PulseDesk dashboard in real time. Updates should reflect within the team’s sentiment overview, blocker resolution tracker, and achievement highlights, allowing HR managers and team leads to access the latest pulse data directly before and during standups.

Acceptance Criteria
Automatic Data Sync on Response Submission
Given a team member submits a PulsePrompt response, When the response is recorded, Then the PulseDesk dashboard updates the sentiment overview section within 5 seconds.
Live Dashboard Refresh for Sentiment Overview
Given the PulseDesk dashboard is open during the daily standup, When new responses arrive, Then the dashboard refreshes automatically without manual intervention and displays updated sentiment charts within 5 seconds.
Blocker Resolution Tracker Update
Given a blocker response is submitted via PulsePrompt, When the response syncs, Then the blocker resolution tracker on the dashboard must display the new blocker with status “New” and correct timestamp matching submission.
Achievement Highlights Display
Given a team member records a priority win, When the response syncs to the dashboard, Then the achievement highlights panel must list the win under the correct member’s name within the next refresh cycle.
High Volume Response Handling
Given up to 100 team responses are submitted within one minute, When synchronization occurs, Then the PulseDesk dashboard must reflect all responses accurately without data loss or synchronization errors within 10 seconds.
Customizable Survey Templates
"As an HR manager, I want to customize the daily standup pulse survey questions so that the survey aligns with my team's specific needs and priorities."
Description

Enable administrators to define and modify the three daily standup pulse questions, selecting from a variety of question types (e.g., numeric rating, multiple choice, open text) and saving templates for reuse. This empowers teams to tailor surveys to their unique workflows and priorities, ensuring that collected data is relevant and actionable within the PulseDesk ecosystem.

Acceptance Criteria
Administrator Creates a New Survey Template
Given an authenticated administrator is on the 'Create Template' page When the administrator enters a unique template name, selects exactly three questions (one numeric rating, one multiple choice, one open text), and clicks 'Save Template' Then the system saves the template with the correct name and question types, displays a success notification, and lists the new template in the template library
Administrator Modifies an Existing Survey Template
Given an administrator selects an existing template from the template library When the administrator edits question text, changes question types, or reorders questions and clicks 'Save Changes' Then the system updates the template accordingly, displays a confirmation message, and reflects the changes in the template library
System Validates Exactly Three Questions Before Saving
Given an administrator attempts to save a template with fewer or more than three questions When the administrator clicks 'Save Template' Then the system prevents the save action and displays an error message stating 'Please select exactly three questions'
Administrator Applies a Saved Template to the Daily Standup Survey
Given an administrator navigates to the daily standup settings page When the administrator selects a saved template from the template library and clicks 'Apply Template' Then the system populates the daily standup pulse survey with the selected template’s questions and confirms the change with a notification
Saved Templates Persist Across Sessions
Given an administrator saves a new template and logs out of the application When the administrator logs back in and navigates to the template library Then the previously saved template is still listed with the correct name, question text, and types

MoodMeter

Visualizes aggregated pre-standup responses in a color-coded sentiment gauge integrated into the meeting interface. MoodMeter lets teams instantly grasp collective morale shifts—spotting highs, lows, and trends—to foster empathy and guide conversation priorities.

Requirements

Sentiment Aggregation Engine
"As an HR manager, I want the system to compute and display the up-to-the-moment overall sentiment score before our daily standup so that I can quickly gauge team morale and address issues immediately."
Description

Continuously collects and processes individual pulse survey responses in real time, applies AI-driven sentiment analysis, and computes an aggregated team morale score with sub-second latency. Ensures reliability and scalability by handling concurrent inputs and integrating seamlessly with PulseDesk’s existing data pipeline.

Acceptance Criteria
Real-Time Performance Under Peak Load
Given 1000 survey responses per second at peak traffic, when the Sentiment Aggregation Engine processes the incoming stream, then all responses are aggregated and the updated team morale score is available within 500ms with no data loss.
Accurate Sentiment Analysis Processing
Given a batch of test responses with pre-labeled sentiments, when the Sentiment Aggregation Engine performs AI-driven analysis, then the output sentiment classifications match the expected labels with ≥95% accuracy.
Seamless Data Pipeline Integration
Given incoming survey events from PulseDesk’s survey service, when the Sentiment Aggregation Engine consumes and processes these events, then it publishes the computed team morale score to the dashboard topic with end-to-end acknowledgment and no failed messages.
Concurrent Input Handling
Given simultaneous survey inputs from users across multiple regions, when the engine processes these inputs concurrently, then it handles all inputs without errors, maintains per-user session ordering, and sustains a throughput of at least 2000 events/sec.
Sub-Second Latency Delivery
Given a newly computed team morale score, when the system pushes the update to the MoodMeter front-end, then the updated color-coded gauge reflects the new score within 200ms of score computation.
Color-Coded Gauge Visualization
"As a team member, I want to see a color-coded gauge of my team’s collective mood during our meeting interface so that I can instantly understand how everyone is feeling."
Description

Renders the aggregated sentiment score on an intuitive, semi-circular gauge that uses a predefined color spectrum (e.g., red for low morale, yellow for neutral, green for high morale). Ensures clear contrast, accessible design, and smooth animations to highlight real-time changes in team sentiment.

Acceptance Criteria
Initial Load Display
Given the meeting interface loads, When the sentiment data is retrieved, Then the gauge initializes within 2 seconds and displays the correct aggregated score without visual artifacts.
Color Accuracy
Given a sentiment score falls within defined thresholds, When the gauge renders, Then the arc color precisely matches the predefined hex values for red (low morale), yellow (neutral), and green (high morale).
Responsive Animation
Given a change in aggregated sentiment, When the new score is applied, Then the gauge animation transitions smoothly within 500ms at 60fps without jank or stutter across supported browsers.
Accessibility Contrast Compliance
Given WCAG AA standards, Then the color contrast ratio between each gauge arc segment and its background is at least 4.5:1 and the gauge includes an ARIA label announcing the current sentiment score.
Real-Time Update
Given live updates to team sentiment during a standup, When the underlying sentiment data changes, Then the gauge updates in real time with a latency of no more than 1 second while maintaining accuracy.
Historical Trend Graph
"As an HR manager, I want to compare today’s sentiment gauge with the past month’s trends so that I can detect whether morale is improving or declining over time."
Description

Displays a time-series line chart adjacent to the gauge showing sentiment trends over configurable periods (e.g., last week, month, quarter). Allows users to hover for exact values, zoom in on specific time ranges, and compare past and current morale levels to identify recurring patterns.

Acceptance Criteria
View Last Week's Trends
Given the user selects 'Last Week' from the period dropdown, when the Historical Trend Graph loads, then the line chart plots daily sentiment scores for the previous seven days with correct data points and axes labels.
Zoom Into Specific Date Range
Given the line chart is visible, when the user drags the chart’s zoom handles or selects a custom time window, then the graph scales to display only data within the selected date range and updates the x-axis accordingly.
Compare Current vs Previous Quarter
Given the comparison feature is enabled, when the user selects 'Current Quarter' and 'Previous Quarter', then two distinct colored lines representing each quarter appear on the trend graph with an updated legend indicating which line corresponds to which period.
Hover Displays Exact Values
Given the sentiment trend line is rendered, when the user hovers over any data point, then a tooltip appears showing the exact date, sentiment score, and corresponding color indicator.
Configure Custom Time Range
Given the date picker control is accessible, when the user selects a custom start and end date within allowable limits, then the chart refreshes to show sentiment scores for the specified time frame and properly adjusts the axis scales.
Customizable Alert Thresholds
"As a project lead, I want to set specific morale thresholds that notify me when my team’s sentiment drops too low so that I can proactively intervene."
Description

Enables administrators to define custom sentiment thresholds that trigger visual alerts (e.g., flashing gauge border) or notifications when team morale falls below or rises above set levels. Supports per-team and per-project configurations to tailor alerts to different group sensitivities.

Acceptance Criteria
Admin Defines Team Sentiment Threshold
Given an administrator is on the Custom Alert Thresholds settings page When they input a numeric sentiment value between 0 and 100 and select a team And click Save Then the threshold is stored and displayed in the thresholds list for that team
Visual Alert on Gauge Exceeding Threshold
Given real-time sentiment data is displayed in a stand-up meeting When the aggregated sentiment for a team falls below the defined lower threshold Then the MoodMeter gauge border flashes red continuously until sentiment returns above threshold
In-App Notification for Threshold Breach
Given a breach of a configured sentiment threshold When the sentiment is detected out of bounds Then a notification banner appears in the app for all team members with breach details and timestamp
Per-Project Threshold Configuration Persistence
Given an administrator configures a threshold for a specific project When they navigate away from the settings page and return later Then the previously saved threshold for that project is displayed and remains editable
Automatic Alert Deactivation
Given a previously breached threshold alert is active When the team sentiment returns within the defined thresholds for at least one complete polling interval Then the visual alert stops flashing and the notification banner is removed
Team Filter Controls
"As a department head, I want to filter the MoodMeter by my software engineering team so that I can isolate and review their morale separately from the rest of the company."
Description

Provides UI controls to filter sentiment data by team, department, or project tag within the meeting interface. Updates the gauge and trend graph dynamically based on selected subsets, allowing leaders to focus on particular groups without leaving the MoodMeter view.

Acceptance Criteria
Filter by Team
Given a user selects a team from the Team filter dropdown When the selection is applied Then the MoodMeter gauge and trend graph update within 2 seconds to display only responses from the selected team
Filter by Department
Given a user selects a department from the Department filter dropdown When the selection is confirmed Then the MoodMeter components refresh dynamically to show sentiment data exclusively for that department
Filter by Project Tag
Given a user chooses a project tag from the Project Tag filter When applied Then the MoodMeter gauge and trend graph present only the responses associated with that project tag
Apply Multiple Filters
Given a user selects both a team and a project tag When filters are applied together Then the MoodMeter visuals combine both filters and render data matching both criteria
Clear Filters
Given a user has one or more active filters When the user clicks the “Clear Filters” button Then all filters reset and the MoodMeter reverts to displaying aggregate data for the entire group
No Data Handling
Given a user applies a filter that yields no responses When the MoodMeter updates Then it displays a “No data available” message and disables trend lines until valid data is selected

BlockerBeacon

AI analyzes free-text blocker submissions to identify and flag high-impact issues as action items. BlockerBeacon auto-creates tasks in popular project management tools (e.g., Jira, Asana), assigns owners, and notifies stakeholders—preventing critical roadblocks from falling through the cracks.

Requirements

Intelligent Blocker Analysis
"As an HR manager, I want the system to automatically analyze free-text blocker submissions so that I can quickly identify high-impact issues without manually reviewing each entry."
Description

Automatically parse free-text blocker submissions using AI-driven natural language processing to identify and categorize high-impact issues based on severity, context, and historical data. This requirement enables the system to surface critical roadblocks without manual intervention, improving response times and ensuring that priority concerns are addressed promptly. It integrates seamlessly with PulseDesk’s existing survey framework, enriching the data pipeline and providing actionable insights directly within the dashboard.

Acceptance Criteria
Prioritization of High-Severity Blockers
Given an employee submits a free-text blocker description with clearly negative language and keywords indicating critical impact, when the Intelligent Blocker Analysis runs, then the system categorizes the issue as 'High Severity' with at least 90% confidence and flags it for immediate review.
Contextual Categorization of Blockers
Given a free-text submission describing a process-related blocker, when the analysis processes the text, then it assigns the correct category tag (e.g., 'Process', 'Technical', 'Operational') with an accuracy of at least 85% against a labeled test set.
Automated Task Creation in Project Management Tool
Given a blocker is categorized as 'High Severity', when the system integrates with the connected Jira workspace, then a Jira issue is automatically created in the designated project, containing the original text, severity label, and relevant tags within 60 seconds of submission.
Owner Assignment and Stakeholder Notification
Given a new high-impact blocker task is created in the project management tool, when the Intelligent Blocker Analysis assigns an owner based on workload balancing rules, then the assigned owner and stakeholders receive an email and in-app notification within 2 minutes with a link to the task.
Dashboard Integration of Actionable Insights
Given the system processes multiple blocker submissions in a given week, when the dashboard refreshes data, then it displays a summary widget showing the count and categories of high-impact issues, the average resolution time goal, and alerts for any unresolved high-severity blockers older than 24 hours.
Automated Task Creation
"As a project lead, I want high-priority blockers to be auto-converted into tasks in our PM tool so that nothing falls through the cracks and we maintain consistent follow-up workflows."
Description

Upon identification of a high-impact blocker, the system should automatically generate a task in the configured project management tool (e.g., Jira, Asana) with pre-populated details including summary, description, and risk level. This feature reduces manual administrative work, prevents critical issues from being overlooked, and ensures standardized task entries across projects. Integration credentials and field mappings must be configurable by administrators.

Acceptance Criteria
High-Impact Blocker Detection
Given the administrator has valid integration credentials and field mappings configured When the AI flags a blocker with risk level “High” Then the system automatically creates a task in the configured project management tool with pre-populated summary, description, and risk level And assigns the task to the mapped owner And confirms task creation with a success notification
Multiple Tool Integration
Given the administrator selects Asana as the target tool and provides valid credentials When a high-impact blocker is detected by the AI Then the system creates a task in Asana with the correct summary, description, and risk level fields
Invalid Credentials Handling
Given the stored integration credentials are invalid or expired When the system attempts to create a task for a high-impact blocker Then an error notification is displayed to the administrator And no task is created in the project management tool And the system retries task creation after credentials are updated
Custom Field Mapping Verification
Given the administrator maps “Risk Level” to a custom “Priority” field in the project management tool When the system auto-creates a task for a blocker flagged as “Medium” risk Then the task’s “Priority” field in the external tool is set to “Medium”
Stakeholder Notification
Given a task is successfully created for a high-impact blocker When the external tool confirms task creation Then all stakeholders configured for the project receive an in-app notification and an email with a link to the newly created task
Configurable Impact Thresholds
"As an operations manager, I want to set my own criteria for what qualifies as a critical blocker so that the system flags issues in line with our company’s priorities and risk appetite."
Description

Allow administrators to define custom thresholds and rules for what constitutes a high-impact blocker, based on sentiment score, keyword triggers, or employee role. This flexibility ensures that the system aligns with organizational risk tolerance and can adapt to evolving needs. Threshold settings should be editable via the admin console, with real-time validation and impact simulation.

Acceptance Criteria
Sentiment Score Threshold Configuration
Given the administrator is on the Configurable Impact Thresholds settings page When they enter a valid sentiment score lower bound (e.g., 0.2) and upper bound (e.g., 0.5) and save Then the system stores the new threshold, displays a confirmation message, and applies the threshold to incoming blocker submissions
Keyword Trigger Rule Creation
Given the administrator accesses the keyword triggers tab When they input and save a new trigger keyword 'urgent failure' with a specified impact level Then the system validates the keyword uniqueness, adds it to the trigger list, and flags relevant existing and future blockers
Employee Role-Based Threshold Setup
Given the administrator selects the 'Senior Engineer' role in role-based settings When they define a sentiment score threshold of 0.3 and save Then the threshold applies only to blockers submitted by Senior Engineers and is reflected in the dashboard filters
Real-Time Validation Feedback
Given the administrator inputs an invalid threshold value (e.g., negative number or non-numeric) on the settings page When they move focus away from the field Then the system shows an inline validation error message preventing saving until corrected
Impact Simulation Preview
Given the administrator updates any threshold rule and clicks 'Run Simulation' When the simulation completes Then the system displays a preview report showing the number of blockers that would be flagged under the new rule without altering live data
Stakeholder Notification Workflow
"As a team lead, I want to receive immediate notifications when new blocker tasks are created so that I can take ownership and coordinate resolution without delay."
Description

Implement a notification engine that alerts relevant stakeholders—such as team leads, HR managers, and affected employees—via email, Slack, or in-app messages when tasks are auto-created. Notifications should include context on the blocker, the assigned owner, and next steps. Workflow rules must support escalation paths for unaddressed issues after a configurable timeframe.

Acceptance Criteria
Email Notification Delivery
Given a blocker task is auto-created, When the task is created and an owner is assigned, Then an email notification is sent to all relevant stakeholders within 1 minute of task creation.
Slack Notification Delivery
Given a blocker task is auto-created, When the task is created and an owner is assigned, Then a Slack message is posted to the configured channel mentioning all relevant stakeholders within 1 minute.
In-app Notification Display
Given a stakeholder is logged into PulseDesk, When a new blocker task is auto-created, Then an in-app notification appears in the notifications panel within 30 seconds.
Notification Content Accuracy
Given any notification channel, When stakeholders receive the notification, Then it includes the blocker description, the assigned owner’s name, the next steps, and a direct link to the task.
Escalation Workflow Trigger
Given a task remains unaddressed for the configured timeframe (e.g., 24 hours), When the timeframe elapses, Then an escalation notification is sent to the next-level manager and original stakeholders.
Unified Dashboard Integration
"As an HR manager, I want to view all active blocker tasks and their resolution progress on my dashboard so that I can monitor team morale interventions in one central place."
Description

Display a dedicated BlockerBeacon section within the PulseDesk dashboard that visualizes real-time blocker analytics, task statuses, and resolution timelines. Charts and tables should allow filtering by team, severity, and date range. This unified view empowers HR managers to track blocker resolution performance and identify trending issues at a glance.

Acceptance Criteria
Real-Time Blocker Analytics
Given the HR manager is on the PulseDesk dashboard and the BlockerBeacon section is active When the dashboard refreshes every minute Then the real-time blocker analytics chart displays the current count of active blockers updated within the last 60 seconds
Blocker Task Status Filtering
Given the HR manager views the BlockerBeacon tasks table When the manager applies a filter for tasks with status 'In Progress' Then the table displays only tasks whose status equals 'In Progress'
Severity and Date Range Filter Application
Given the HR manager needs to narrow down blocker data When the manager selects 'High' severity and sets date range to the last 7 days Then both charts and tables update to show only blockers matching the selected severity and date range
Blocker Volume Trend Analysis
Given the HR manager examines blocker trends When the manager switches the chart to display blocker volume over time Then the system generates a line chart showing daily blocker counts and percentage change compared to the previous period for the selected date range
PM Tool Synchronization
Given tasks are auto-created in an integrated project management tool When the HR manager triggers a manual sync Then task statuses in the BlockerBeacon dashboard update to reflect the current statuses from the external tool within 5 minutes of sync

AgendaAlign

Dynamically generates a standup agenda based on sentiment hotspots, recurring blocker patterns, and team voting. AgendaAlign prioritizes discussion topics that directly affect morale and project health, allocates time slots, and suggests decision prompts to keep meetings efficient and focused.

Requirements

Dynamic Agenda Generation
"As a Scrum Master, I want the system to auto-generate my daily standup agenda so that I can focus on guiding discussions rather than compiling topics."
Description

Implement an AI-driven engine that automatically compiles standup agendas by analyzing recent sentiment hotspots, recurring blockers, and team vote results. The system should structure the agenda with prioritized topics and time allocations, ensuring each item aligns with morale and project health indicators. This functionality integrates seamlessly with PulseDesk’s dashboard, triggering agenda updates in real time before each standup meeting.

Acceptance Criteria
Real-Time Agenda Generation Trigger
Given the system’s internal clock registers 15 minutes before the scheduled standup meeting time When the AI-driven engine is invoked Then an agenda is generated automatically without manual input and is stored in the database
Sentiment Hotspot Inclusion
Given the system has identified sentiment data from the last 24 hours When the sentiment analysis detects negative hotspots Then the generated agenda includes those hotspot topics at the top labeled as "Morale Issues"
Recurring Blocker Prioritization
Given historical blocker reports show issues occurring in at least two consecutive days When generating the agenda Then recurring blockers are listed and allocated time slots proportional to their recurrence frequency
Team Voting Integration
Given team members have cast votes on potential discussion topics within the past 24 hours When the agenda is compiled Then topics are ordered by vote count descending and assigned time based on vote weight
Dashboard Synchronization
Given a newly generated agenda exists When the agenda is published Then it appears in the PulseDesk dashboard’s standup section in real time and a notification is sent to all participants
Sentiment Hotspot Analytics Integration
"As an HR Manager, I want to see which areas of my team are experiencing morale shifts so that relevant issues can be addressed during standups."
Description

Build an analytics module that continuously identifies sentiment hotspots within team pulse survey data. This module must flag sudden dips or spikes in morale, correlate them with specific projects or teams, and feed these insights to the agenda generation engine. Integration should support real-time data ingestion and customizable threshold settings.

Acceptance Criteria
Real-time Morale Dip Detection
Given continuous survey data ingestion is active When a team’s average sentiment score drops by more than 15% within a 2-hour window Then the system must flag a sentiment hotspot in the analytics dashboard and send an alert payload to the agenda generation engine within 1 second
Real-time Morale Spike Detection
Given continuous survey data ingestion is active When a team’s average sentiment score increases by more than 20% within a 2-hour window Then the system must flag a positive sentiment spike in the analytics dashboard and log the event for trend analysis
Correlation with Project Metadata
Given a sentiment hotspot is detected When the system processes the hotspot Then it must correlate the hotspot with associated project and team tags and display these correlations within the hotspot details view
Custom Threshold Configuration
Given an HR manager updates the sentiment threshold settings to a new value When the new threshold is saved Then the analytics module must apply the updated threshold to all subsequent detections and reflect the change in the configuration UI within 5 seconds
AgendaAlign Integration
Given a sentiment hotspot is flagged When the module pushes insights to the AgendaAlign engine Then the insight API must return a 200 OK response and the new agenda item must appear in the AgendaAlign UI within 1 second
Recurring Blocker Pattern Recognition
"As a Team Lead, I want the system to warn me of repeated blockers so that I can proactively resolve underlying issues."
Description

Develop a pattern recognition feature that scans team reports and project logs to detect recurring blockers and bottlenecks. The system should learn from historical data to highlight persistent issues, tag related agenda items automatically, and suggest escalation paths. This requirement ensures blockers are surfaced before they impact deadlines.

Acceptance Criteria
Early Detection of Recurrent Blockers
Given a blocker appears in at least three separate team reports within the last sprint, when the system scans project logs, then it flags the blocker as recurrent and logs the frequency count.
Automated Tagging of Related Agenda Items
Given a recurrent blocker is identified, when generating the next meeting agenda, then the system auto-tags all discussion points linked to that blocker under a “Recurrent Issues” section.
Escalation Path Suggestion Validation
Given a persistent blocker is tagged as critical, when no resolution action is documented within 48 hours, then the system suggests the predefined escalation path with responsible stakeholders and next steps.
Historical Data Learning Accuracy Check
Given six months of historical project logs, when training the pattern recognition model, then the system achieves at least 85% precision and 80% recall in detecting known recurring blockers.
Performance Under Data Volume Stress
Given a dataset containing 100,000 log entries, when executing the pattern recognition scan, then the system completes processing within two minutes while maintaining under 70% CPU utilization.
Team Voting Module
"As a Development Team Member, I want to vote on meeting topics so that the most relevant issues get discussed first."
Description

Create an interactive voting component that allows team members to upvote or downvote proposed agenda topics. Votes should be weighted by role or project relevance, with results feeding back into topic prioritization. The module must be accessible in-app, mobile-responsive, and support anonymous or named voting options.

Acceptance Criteria
Voting Option Selection by Team Member
Given a user views an agenda topic, when they select upvote or downvote, then the vote is recorded and the UI shows the updated vote count immediately. Votes cannot be submitted more than once per user per topic. Voting buttons are enabled only when the user is authenticated and assigned to the project.
Weighted Vote Calculation by Role
Given multiple votes on a topic, when votes are aggregated, then each vote is multiplied by the user's predefined weight based on role or project relevance. Total weighted score is correctly calculated and displayed in the agenda prioritization algorithm. Changes to role weights are reflected in new vote calculations immediately upon update.
Anonymous Voting Option
Given the user chooses anonymous voting, when they submit a vote, then their identity is not logged or visible to other users or admins. The system still respects vote weight based on role, even for anonymous votes. The anonymous voting toggle is only available if enabled in the project settings.
Mobile Responsiveness of Voting Component
Given a user accesses the voting component on a mobile device, when the screen width is less than 600px, then the voting UI adapts to mobile view without overflow or horizontal scroll. Touch targets meet accessibility guidelines (minimum 44x44px). Voting actions succeed within two seconds on mobile under standard network conditions.
Integration of Vote Results into Topic Prioritization
Given vote results are updated, when the agenda is regenerated, then topics are ordered by descending weighted vote score. Time slot allocations are adjusted according to normalized vote scores relative to total agenda time. The updated agenda displays a notification that prioritization has changed based on recent votes.
Time Slot Allocation Engine
"As a Product Owner, I want each topic to have an appropriate time slot so that meetings stay focused and on schedule."
Description

Implement an intelligent time allocation engine that assigns optimal time slots to each agenda item based on its priority, complexity, and historical discussion durations. The engine should dynamically adjust allocations in real time if meetings run over time or topics are dropped, ensuring balanced coverage.

Acceptance Criteria
Initial Time Slot Assignment
Given a set of agenda items with defined priority, complexity, and historical durations, when generating the initial agenda, then the engine allocates time slots for each item such that the sum equals the total meeting duration and individual allocations vary by no more than 10% from historical averages adjusted for priority and complexity.
Real-Time Overtime Adjustment
Given a meeting that overruns past its scheduled end time, when a topic exceeds its allocated slot, then the engine reduces subsequent item time slots proportionally to ensure the remaining topics fit within the original end time.
Dropped Topic Reallocation
Given a topic is removed from the agenda mid-meeting, when the engine detects the drop, then it reallocates the freed time to remaining items based on their priority weights within 5 seconds.
Historical Duration Learning
Given recurring meetings with similar agendas, when analyzing past session data, then the engine adjusts future time allocations by incorporating average deviation rates, improving allocation accuracy by at least 15%.
Priority-Based Recalculation
Given team voting reprioritizes items before the meeting start, when the final priority list is received, then the engine recalculates and updates all time slots within 5 seconds, maintaining total meeting duration and proportional distribution.
Decision Prompt Generator
"As a Team Facilitator, I want suggested prompts for each agenda item so that discussions lead to clear decisions and follow-up actions."
Description

Introduce a decision prompt generator that suggests guiding questions and action items for each agenda topic. Using contextual cues from sentiment and blocker data, the generator should propose prompts like “Identify root cause” or “Assign next steps,” driving productive, solution-oriented discussions.

Acceptance Criteria
High Negative Sentiment Topic Prompt Generation
Given a standup agenda topic with sentiment score below -0.5 WHEN the Decision Prompt Generator runs THEN it suggests at least three guiding questions referencing the identified sentiment issues.
Recurring Blocker Pattern Prompt Generation
Given an agenda topic flagged due to at least three recurring blockers WHEN the generator is invoked THEN it provides at least two prompts for root cause identification and two for assigning next steps.
Team Voting Decision Prompt Generation
Given a topic selected by majority vote WHEN generating prompts THEN the system suggests at least two decision prompts that reflect vote rationale and propose concrete action items.
Action Item Assignment Prompt Generation
Given any agenda topic WHEN decision prompts are generated THEN one prompt must suggest assigning a specific team member to the next step, including clear ownership language.
Contextual Prompt Keyword Matching
Given a topic description WHEN prompts are created THEN each prompt includes at least one keyword from the topic title or description to ensure contextual relevance.

SyncSummary

Delivers a concise, post-standup report via email or chat channels, highlighting mood shifts, resolved blockers, and outstanding action items. SyncSummary provides time-stamped sentiments and accountability reminders, ensuring follow-through and continuous improvement between meetings.

Requirements

Summary Report Generation
"As an HR manager, I want an automated standup summary so that I can quickly review team morale changes and follow up on action items without manual note-taking."
Description

Automatically compile a concise report immediately after each standup meeting, aggregating key discussion points, mood shifts, resolved blockers, and outstanding action items. The report should be formatted clearly for quick review, include timestamps for sentiments, and integrate seamlessly with the existing PulseDesk dashboard to ensure continuity of data and context for managers.

Acceptance Criteria
Post-Standup Email Dispatch
Given a standup meeting has concluded, when the report is generated, then an email is sent to all participants within 2 minutes with subject line 'Standup Summary - [Date]' and containing sections for Key Discussion Points, Mood Shifts (with timestamps), Resolved Blockers, and Outstanding Action Items.
Chat Channel Notification
Given a chat integration is configured, when the report is generated, then the system posts the report to the designated channel within 2 minutes, with headings for each section and embedded timestamps for mood shifts.
Timestamp Accuracy Validation
Each mood shift entry in the report displays the exact time recorded in HH:MM format and matches the meeting log with no discrepancies greater than one minute.
Dashboard Data Synchronization
Within 5 minutes of report generation, all report elements (discussion points, mood shifts, resolved blockers, action items) appear accurately in the PulseDesk dashboard under 'Standup Summaries' with matching content and timestamps.
Report Formatting Readability
The generated report follows the predefined template: bolded headings, bullet lists for items, maximum 500 words, and achieves a Flesch-Kincaid readability score of at least 60 when displayed in email or chat without truncation.
Sentiment Timeline Analysis
"As an HR manager, I want to see mood changes over time so that I can identify when and why team morale fluctuated during the standup."
Description

Capture and visualize time-stamped sentiment data throughout the standup, highlighting significant mood shifts. The system should leverage AI-driven sentiment analysis to detect positive, neutral, and negative fluctuations and clearly annotate these changes in the summary report for trend monitoring.

Acceptance Criteria
Real-Time Sentiment Tracking
Given a standup session is active When any participant speaks Then the system captures the sentiment classification and exact timestamp of each utterance
Significant Mood Shift Annotation
Given a sentiment change of two or more levels by any participant within a five-minute interval When generating the summary Then the report clearly annotates the timestamp, participant name, previous sentiment, and new sentiment as a "Significant Mood Shift"
Time-Stamped Sentiment Visualization
Given collected sentiment data When rendering the summary report Then display a timeline chart with time on the x-axis, sentiment level on the y-axis, and markers at each sentiment change
AI Sentiment Classification Accuracy
Given a validation set of standup utterances When evaluating AI model performance Then at least 90% of classifications match human-labeled sentiments, otherwise display a "Model Unverified" warning in the report
Trend Data Export for Further Analysis
Given the end-of-standup summary When exporting data to CSV or JSON Then include all time-stamped sentiment entries and annotations exactly as shown in the report
Blocker Resolution Tracking
"As a team lead, I want to track which blockers were resolved so that I can verify progress and address any remaining impediments promptly."
Description

Identify reported blockers during the standup and automatically flag those marked as resolved by participants. Include both resolved and outstanding blockers in the summary report, with status indicators, to ensure transparency and accountability for issue resolution.

Acceptance Criteria
Identify and Flag Resolved Blockers
Given a user marks a blocker as resolved during the standup, When the standup ends, Then the SyncSummary report lists the blocker with a 'Resolved' status indicator.
Include Outstanding Blockers in Report
Given a standup session with unaddressed blockers, When generating the SyncSummary report, Then the report lists all outstanding blockers with a 'Pending' status indicator.
Automatic Status Assignment
Given participants update blocker statuses during the standup, When the summary is generated, Then statuses are automatically assigned based on participant inputs without manual intervention.
Consistent Blocker Display Format
Given multiple blockers of varying statuses, When the summary email or chat message is sent, Then all blockers are displayed in a consistent format showing title, description, and status indicator.
Handle Missing Blocker Status Updates
Given a blocker without a status update at end of standup, When generating the SyncSummary report, Then the system flags the blocker with 'Unknown' status and logs a warning for review.
Action Item Accountability Reminders
"As a project manager, I want automated reminders for action items so that team members stay accountable and tasks are completed on time."
Description

Extract outstanding action items from the standup, assign ownership, and schedule automated reminders via email or chat before the next meeting. Reminders should include due dates and responsible individuals to encourage follow-through and continuous improvement.

Acceptance Criteria
Action Item Extraction Accuracy
Given a completed standup transcript containing multiple action items When SyncSummary processes the transcript Then it accurately extracts each outstanding action item along with its assigned owner and due date
Automated Reminder Scheduling
Given outstanding action items with future due dates When the standup ends Then SyncSummary schedules automated reminders for each item to be sent at 24 hours and 1 hour before the due date
Email Reminder Delivery
Given scheduled reminders for action items When the notification time arrives Then SyncSummary sends an email to each responsible individual containing the action item description and due date
Chat Reminder Delivery
Given scheduled reminders for action items and configured chat channel integration When the notification time arrives Then SyncSummary posts a message in the designated chat channel tagging the responsible individual with action item details and due date
Reminder Failure Handling
Given a failure to send a reminder due to email or chat service error When SyncSummary detects the failure Then it logs the error and retries sending the reminder up to two additional times at 5-minute intervals
Multi-Channel Delivery
"As an HR manager, I want to receive the summary via my preferred communication channel so that I don’t miss important updates."
Description

Provide options to deliver the post-standup report through multiple channels such as email, Slack, or Microsoft Teams. Allow HR managers to configure preferred channels and recipients, ensuring that stakeholders receive timely updates in their most-used communication platforms.

Acceptance Criteria
Email Channel Activation
Given the HR manager selects email as the delivery channel and adds valid recipient addresses, When the standup concludes, Then the post-standup SyncSummary report is sent to each recipient’s email within two minutes and matches the approved template.
Slack Notification Setup
Given the HR manager enables Slack delivery and connects a valid Slack workspace and channel, When the standup ends, Then the SyncSummary report is posted to the configured Slack channel within two minutes, includes timestamps, mood shifts, resolved blockers, and action items, and mentions any tagged stakeholders.
Microsoft Teams Delivery
Given the HR manager configures Microsoft Teams as a delivery channel and selects a valid team and channel, When the standup finishes, Then the SyncSummary report is delivered to the specified Teams channel within two minutes, is formatted correctly for Teams, and includes all required sections.
Channel Preference Persistence
Given the HR manager has configured one or more delivery channels and saved preferences, When returning to the SyncSummary settings page, Then the previously selected channels and recipient lists are displayed and can be edited.
Invalid Recipient Handling
Given the HR manager enters an invalid email address or an unrecognized Slack/Teams channel, When attempting to save the delivery configuration, Then the system displays a clear error message indicating which entries are invalid and prevents saving until the errors are corrected.
Delivery Configuration and Scheduling
"As a system administrator, I want to configure when and to whom the sync summaries are sent so that communication aligns with organizational needs."
Description

Allow administrators to configure delivery frequency, timing, and recipient lists for SyncSummary reports. Include settings for daily, weekly, or custom schedules, and the ability to add or remove recipients dynamically based on roles or teams.

Acceptance Criteria
Configure Daily Delivery Schedule
Given the administrator selects “Daily” frequency and specifies a delivery time, when they click “Save”, then the system persists the configuration and triggers SyncSummary reports at the specified time every day.
Configure Weekly Delivery Schedule
Given the administrator selects “Weekly” frequency, chooses one or more weekdays, and sets a delivery time, when they click “Save”, then SyncSummary reports are scheduled and delivered at the chosen time on each selected weekday.
Configure Custom Delivery Schedule
Given the administrator chooses “Custom” frequency, defines an interval (e.g., every X days or hours), and sets a delivery time, when they click “Save”, then the system validates the interval is within allowed limits and schedules SyncSummary deliveries accordingly.
Manage Dynamic Recipient Lists
Given the administrator adds or removes recipients by role or team selection, when they click “Update Recipients”, then the recipient list for future SyncSummary reports reflects the changes without requiring manual entry of individual email addresses.
Validate Schedule Input
Given the administrator enters an invalid time format or an out-of-range interval for custom schedules, when they attempt to save, then the system displays a clear validation error message and prevents saving until the input is corrected.

QuickPulse

Delivers a lightning-fast, three-question survey the moment an employee initiates their exit process. Captures fresh impressions on departure drivers, ensuring HR collects honest, real-time feedback before details fade.

Requirements

Automated Survey Launch
"As an HR manager, I want the survey to launch automatically when an employee begins their exit process so that I can collect timely feedback without relying on manual prompts."
Description

Upon an employee initiating the exit process, the system automatically triggers the QuickPulse survey with zero manual intervention. This ensures a consistent and immediate prompt that captures authentic feedback before impressions fade. The feature integrates seamlessly with the existing exit workflow, minimizing friction and ensuring HR receives data in real time.

Acceptance Criteria
Automatic Survey Trigger on Exit Initiation
Given an employee initiates the exit process, when the system registers the initiation event, then the QuickPulse survey is automatically launched on the employee’s screen within 5 seconds.
Zero Manual Intervention for Survey Launch
Given no manual steps configured for survey deployment, when an exit process starts, then no HR intervention or additional clicks are required to trigger the QuickPulse survey.
Seamless Integration with Exit Workflow
Given the existing exit workflow, when the QuickPulse survey launches, then it appears inline within the current workflow interface without redirecting the employee to a separate page.
Real-Time Feedback Data Availability
Given an employee completes the QuickPulse survey, when the survey is submitted, then the collected responses are available on the HR dashboard in real time (within 60 seconds).
Network Failure Retry Mechanism
Given a network interruption occurs at survey launch, when the initial launch attempt fails, then the system retries up to three times within 30 seconds and logs any persistent failures.
Configurable Question Set
"As an HR administrator, I want to configure which questions appear in the Exit Pulse so that the survey addresses my organization’s specific needs and evolves over time."
Description

Allow HR administrators to customize the three-question survey from a predefined bank of questions. This flexibility ensures questions remain relevant to different teams or departure scenarios and can be updated without new deployments. The configurator integrates into the admin console, providing an intuitive interface for question selection and ordering.

Acceptance Criteria
Survey Question Bank Accessibility
Given the HR admin is on the Configurable Question Set page, when the page loads, then the system displays all predefined questions grouped by category in the admin console.
Question Selection and Ordering
Given the admin selects and reorders questions, when the admin clicks Save, then the system saves the selected three questions and their order, and displays a success confirmation.
Survey Preview Accuracy
Given the admin has configured the question set, when the admin clicks Preview, then the exit survey preview displays exactly the three selected questions in the saved order.
Persistence of Configurations
Given a configuration is saved, when the admin logs out and logs back in, then the previously selected questions and their order remain unchanged in the configurator.
Validation of Question Limits
Given the admin attempts to select more than three questions, when the fourth question is clicked, then the system prevents selection and displays an error message stating only three questions are allowed.
Real-time Updates without Deployment
Given the admin updates and saves a new question set, when an employee initiates the exit process immediately afterward, then the exit survey displays the updated questions without any downtime or code deployment.
Instant Data Capture
"As a product stakeholder, I want responses to be captured and transmitted instantly so that no feedback is lost and HR can act on the insights immediately."
Description

Record and transmit survey responses the moment the employee submits their answers. This ensures no data loss even if the user closes the window immediately after completion. The system guarantees reliable capture by queuing responses locally if the network is unstable and syncing once connectivity is restored.

Acceptance Criteria
Immediate Submission Acknowledgment
Given a stable network connection and completed survey answers, when the employee clicks 'Submit', then the system must record the responses and display a confirmation message within 2 seconds.
Offline Response Queuing
Given no network connectivity at submission time, when the employee submits the survey, then the system must queue the responses locally and display an offline confirmation within 2 seconds.
Network Recovery Sync
Given previously queued responses due to network issues, when connectivity is restored, then the system must automatically sync queued responses to the server within 1 minute.
Partial Network Drop Handling
Given intermittent network connectivity during submission, when the survey is sent, then the system must retry transmission up to 3 times and confirm receipt or queue locally if all retries fail.
Data Integrity Verification
Given synced responses on the server, when HR retrieves the survey data, then the recorded answers must match exactly the employee's inputs with no omissions or alterations.
Sentiment Scoring Engine
"As an HR analyst, I want survey responses automatically scored for sentiment so that I can quickly identify areas of concern without manual review."
Description

Analyze survey responses in real time using natural language processing to assign a sentiment score. This engine highlights critical departure drivers—such as management, compensation, or team dynamics—enabling HR to prioritize interventions. Sentiment data feeds the dashboard, creating visual cues for positive, neutral, or negative sentiments.

Acceptance Criteria
Real-time Sentiment Score Generation
Given an employee submits a QuickPulse survey response, when the response is received, then the system computes a sentiment score between -1 and 1 within 2 seconds.
Accuracy Validation Against Manual Labels
Given the sentiment scoring engine's output, when compared to a dataset of 100 manually labeled responses, then the engine achieves at least 90% accuracy in positive, neutral, and negative classification.
Dashboard Visual Cue Display
Given processed sentiment scores, when displayed on the HR dashboard, then visual cues use green for positive, yellow for neutral, and red for negative sentiment and update in real time within 5 seconds of score generation.
Departure Driver Categorization
Given survey responses mentioning departure reasons, when processed by the engine, then the top three drivers (management, compensation, team dynamics) are correctly tagged with 95% precision.
Engine Performance Under Peak Load
Given simultaneous submission of 1000 survey responses, when processed by the engine, then the average response processing time remains under 2 seconds with no failures.
Dashboard Integration
"As a department head, I want to see exit feedback on my main dashboard so that I can monitor trends and address issues swiftly."
Description

Display exit survey results and sentiment scores within the PulseDesk dashboard in real time. Visualizations include trend graphs, distribution charts, and highlighted key comments. This integration ensures HR leaders have a consolidated view of team morale and exit feedback without navigating to separate tools.

Acceptance Criteria
Real-Time Data Rendering on Dashboard
Given new exit survey results are ingested by the system, when the HR manager opens or refreshes the PulseDesk dashboard, then the latest survey responses and associated sentiment scores are displayed within 5 seconds without requiring a manual page reload.
Visualization Accuracy for Trend Graphs
Given a selected time range for exit surveys, when the trend graph is rendered, then each data point’s value matches the corresponding backend sentiment score within a 1% variance and aligns with the raw survey data.
Distribution Chart Data Filtering
Given the HR manager applies a filter by department or team, when the distribution chart loads, then only the exit survey results for that specific department or team are displayed and the total count reflects the filtered dataset.
Key Comment Highlighting
Given exit survey text comments with sentiment scores below the negative threshold, when the comments panel is displayed, then the top three most negative comments are automatically highlighted and presented at the top of the list.
Dashboard Response Time Under Load
Given up to 100 concurrent HR managers accessing the PulseDesk dashboard, when any visualization or data panel loads, then the response time does not exceed 2 seconds under peak system load.
Compliance and Anonymity
"As a compliance officer, I want survey responses to be anonymized and encrypted so that we protect employee privacy and meet legal requirements."
Description

Ensure all exit survey responses comply with data protection regulations (e.g., GDPR, CCPA) by anonymizing personal identifiers and encrypting data in transit and at rest. Provide audit logs and consent records to demonstrate compliance, and allow employees to opt out if required by jurisdiction.

Acceptance Criteria
Survey Initiation Anonymization
Given an employee starts the exit survey, When the response is submitted, Then the system must strip all personal identifiers (name, email, employee ID) and replace them with a unique pseudonymous ID.
Data Encryption in Transit
Given survey data is being transmitted from the client to the server, When the transmission begins, Then all data must be encrypted using TLS 1.2 or higher.
Data Encryption at Rest
Given the survey responses are stored in the database, Then the data must be encrypted at rest using AES-256 encryption keys managed by the key management service.
Audit Logging of Data Access
Given any access or modification to anonymized survey data, Then the system must generate an immutable audit log entry capturing timestamp, user identifier, and action details.
Consent Opt-Out Enforcement
Given an employee in a jurisdiction requiring consent opt-out, When the employee chooses to opt-out, Then the system must not record their survey response and must store a consent record indicating opt-out.

ReasonRadar

Applies AI-driven sentiment analysis to categorize open-text exit responses into key drivers like leadership, culture, or compensation. Highlights top departure themes at a glance, enabling targeted intervention strategies.

Requirements

AI Sentiment Classification
"As an HR manager, I want the system to automatically classify sentiment and key drivers in exit responses so that I can quickly understand why employees leave without manual review."
Description

Implement a natural language processing engine that automatically analyzes open-ended exit responses to classify sentiment (positive, neutral, negative) and tag them with appropriate departure drivers such as leadership, culture, compensation, or work–life balance. This component integrates with ReasonRadar’s backend pipeline, ensuring real-time processing as new exit data arrives, and provides standardized sentiment labels to downstream visualization and alert modules.

Acceptance Criteria
Real-time Sentiment Label Assignment
Given a new open-ended exit response arrives, when the NLP engine processes it then it assigns one of 'positive', 'neutral', or 'negative' within 2 seconds; achieves ≥90% accuracy against a human-annotated test set of 200 responses
Departure Driver Tagging Accuracy
Given an exit response containing key driver indicators, when processed by the NLP engine then it tags the response with one of 'leadership', 'culture', 'compensation', or 'work–life balance' achieving ≥85% precision and recall on a 200-response evaluation set
High-volume Data Processing
Given a batch of 1000 exit responses ingested simultaneously, when processed in parallel by the NLP engine then average processing time per response ≤500ms and total batch completes within 2 minutes
Integration with Visualization Module
Given classified responses with sentiment labels and driver tags, when pushed to the downstream visualization API then all records are received within 1 second of processing completion and correctly displayed on the dashboard matching their IDs
Error Handling for Unprocessable Inputs
Given an empty or non-textual exit response, when processed then the engine logs an error, skips classification, and returns a 'null' sentiment label and 'Unprocessable Input' driver tag without crashing the pipeline
Thematic Keyword Extraction
"As a People Operations lead, I want to see the most common themes driving departures so that I can prioritize areas for improvement."
Description

Develop a module that identifies and extracts high-frequency keywords and phrases from categorized exit responses to surface top departure themes. The module must support configurable thresholds for keyword prominence and integrate with the dashboard API, allowing dynamic updates of trending topics based on the latest exit data.

Acceptance Criteria
Live Extraction of Trending Keywords
Given exit responses are categorized into themes, When the keyword extraction module runs with the default prominence threshold, Then it must extract the top 10 most frequent keywords or phrases and return them within 5 seconds to the dashboard API.
Configurable Threshold Adjustment
Given an HR manager updates the keyword prominence threshold to X% in the module settings, When the next extraction is triggered, Then the output must only include keywords and phrases with a frequency at or above X%.
Dashboard Integration for Dynamic Updates
Given new exit responses are ingested continuously, When the dashboard queries the API endpoint, Then the trending keywords list must reflect the most recent extraction results in real time without requiring a manual refresh.
Handling Multilingual Keywords
Given exit responses in supported languages, When the extraction module processes the data, Then it must correctly identify, normalize (e.g., lemmatize), and rank high-frequency keywords across all supported languages.
Performance with High-Volume Data
Given a batch of at least 10,000 exit responses, When the extraction process runs, Then it must complete processing in under 30 seconds and remain within allocated memory limits without errors.
Interactive Theme Dashboard
"As an HR director, I want an interactive dashboard showing departure themes over time so that I can track progress on intervention strategies."
Description

Design and build a visual dashboard component within PulseDesk that displays categorized departure themes, sentiment breakdown, and trend graphs. The dashboard should allow filtering by time period, department, and location, and integrate seamlessly with existing PulseDesk UI for a unified user experience.

Acceptance Criteria
Dashboard Overview Load
Given an HR manager navigates to the ReasonRadar dashboard, when the page loads, then categorized departure themes, sentiment breakdown, and trend graphs are displayed within 3 seconds with no errors or missing data.
Time Period Filter Application
Given the HR manager selects a specific date range filter, when the filter is applied, then the dashboard updates to show only data within that period and all chart axes and labels reflect the selected dates.
Department Filter Application
Given the HR manager selects one or more departments in the filter control, when the filter is applied, then the dashboard refreshes to display departure themes, sentiment, and trends exclusively for the selected department(s).
Location Filter Application
Given the HR manager chooses a specific office location filter, when the filter is applied, then the departure themes, sentiment breakdown, and trend graphs update to reflect data only from that location.
UI Integration and Responsiveness
Given the dashboard component is embedded in the existing PulseDesk UI, when viewed on desktop and tablet screens, then it adheres to PulseDesk’s style guide, uses consistent fonts and colors, and remains fully functional at 1024x768 and 1920x1080 resolutions.
Configurable Alert Rules
"As a talent manager, I want to receive alerts when concerning departure themes spike so that I can intervene before turnover accelerates."
Description

Create a rule-based alerting system that notifies HR stakeholders when specific departure drivers or sentiment thresholds exceed predefined limits. The system should support email and in-app notifications, customizable alert conditions (e.g., more than 10% negative culture mentions in a month), and tie into ReasonRadar’s analytics engine.

Acceptance Criteria
Monthly Negative Culture Mentions Threshold Exceeded
Given an HR stakeholder has configured an alert for negative culture mentions exceeding 10% in the last 30 days When the system completes its monthly analysis of exit survey data Then if negative culture mentions are ≥10%, the system sends both an email and in-app notification to the configured HR recipients, including the percentage value, timeframe, and link to the ReasonRadar dashboard
Immediate Compensation Issue Spike Detection
Given an alert rule is set for compensation driver mentions exceeding five occurrences within any seven-day period When the real-time sentiment analytics detects more than five compensation-related exit comments in the current week Then the system immediately triggers an in-app notification to the HR user with the exact count and a list of relevant exit responses
Custom Sentiment Score Threshold Alert
Given an HR user defines an alert for average sentiment scores falling below 0.3 in a 30-day window When the ReasonRadar engine calculates the monthly average sentiment score as <0.3 Then an email and in-app notification are sent to the configured stakeholders containing the average score, historical trend graph, and date range
Disabling or Modifying Existing Alert Rules
Given an HR manager disables or updates an existing alert rule via the configuration UI When the changes are saved Then the system displays a confirmation message and subsequent analytics runs use the updated rule parameters, with no alerts generated based on the old configuration
Overlapping Alert Rule Conflict Resolution
Given two alert rules are configured on the same departure driver with different thresholds When both rule conditions are met for a dataset Then the system generates separate alerts for each rule, clearly referencing their unique rule ID, threshold values, and triggering metrics
Exportable Reports and Data API
"As a data analyst, I want to export ReasonRadar findings so that I can include them in broader organizational reports."
Description

Implement functionality to export categorized exit response data and analytics reports in CSV and PDF formats, and provide a RESTful API endpoint for programmatic access. This feature will allow HR teams to archive data, perform external analysis, and integrate with other HR systems.

Acceptance Criteria
CSV Report Export via Dashboard
Given an HR manager with export permissions, When they click the "Export CSV" button on the categorized exit responses page, Then a CSV file is generated containing all response records with fields [EmployeeID, DepartureDate, Category, SentimentScore, Comments], And the filename follows the format "exit_responses_YYYYMMDD_HHMMSS.csv", And the browser prompts the user to download the file.
PDF Analytics Report Export via Dashboard
Given an HR manager with export permissions, When they click the "Export PDF" button on the analytics dashboard, Then a PDF report is generated including charts for top departure categories, sentiment trends over the past 12 months, and summary statistics, And the filename follows the format "analytics_report_YYYYMMDD_HHMMSS.pdf", And the browser prompts the user to download the file.
REST API Data Retrieval
Given a valid API token in the Authorization header, When a GET request is made to /api/v1/exit-responses, Then the API returns HTTP 200 with a JSON array of exit response objects including fields [id, employee_id, departure_date, category, sentiment_score, comments] and pagination metadata.
Filtered Data API Endpoint
Given a valid API token and query parameters (e.g., start_date, end_date, category), When a GET request is made to /api/v1/exit-responses with filters applied, Then the API returns HTTP 200 with a JSON array containing only records matching the filters, And the response includes pagination metadata reflecting the filtered result set.
Third-Party Integration Export
Given an HR manager downloads a CSV for integration, When the file is imported into the specified third-party HR system, Then the import completes without errors, And all fields map correctly to the external system’s schema.

RetainRecs

Generates tailored retention recommendations by mapping identified exit reasons to proven engagement tactics. Provides HR with prioritized action plans to win back valuable talent or prevent similar departures in the future.

Requirements

Exit Reason Classification
"As an HR manager, I want the system to automatically identify exit reasons from survey feedback so that I can understand why employees consider leaving."
Description

Automatically analyze and classify employee exit feedback from pulse surveys using AI-driven sentiment and keyword analysis, mapping responses to predefined exit reason categories. This feature integrates seamlessly with existing survey data pipelines, ensuring high accuracy and consistency in identifying key factors driving employee turnover. By classifying exit reasons in real time, HR managers gain immediate insight into underlying issues, enabling timely intervention and data-driven decision-making.

Acceptance Criteria
High-Volume Feedback Ingestion
Given the system receives 100 exit feedback entries within one minute When classification is performed Then at least 95% of entries are categorized correctly within a processing time of under 5 seconds per entry
Keyword to Category Mapping
Given the AI identifies keywords related to “compensation” When mapping logic is applied Then feedback is assigned to the “Compensation and Benefits” category with a minimum accuracy of 98%
Pipeline Integration Confirmation
Given new exit feedback arrives in the survey database When the ETL pipeline triggers the classification service Then classified results are stored in the target data store with no data loss or formatting errors
Real-time HR Dashboard Update
Given a classification event occurs When real-time sentiment alerts are generated Then the HR dashboard reflects updated exit reason counts within 10 seconds
Handling Ambiguous or Mixed Feedback
Given feedback contains multiple reason indicators When classification runs Then the system assigns up to two primary categories with confidence scores above 70% and flags entries with confidence below 50% for manual review
Retention Recommendation Engine
"As an HR manager, I want tailored retention recommendations based on identified exit reasons so that I can take targeted actions to reduce turnover."
Description

Generate tailored retention recommendations based on mapped exit reasons by leveraging a curated knowledge base of proven engagement tactics. The engine prioritizes actions according to best practices, organizational context, and predicted impact, delivering specific, actionable guidance. Integration with the AI core ensures recommendations remain up-to-date as new data and engagement strategies emerge.

Acceptance Criteria
Exit Reason Mapping Scenario
Given a confirmed exit reason, when the engine processes it, then it returns at least three tailored engagement tactics sourced from the curated knowledge base.
Priority Ranking Scenario
Given multiple engagement tactics, when the engine evaluates each tactic against organizational context and predicted impact, then it ranks the tactics in descending order of priority.
Action Plan Generation Scenario
Given prioritized tactics, when the engine generates the recommendation report, then it produces a structured action plan detailing specific steps, timelines, and responsible stakeholders.
Real-Time Update Scenario
Given newly imported engagement strategies in the knowledge base, when the AI core triggers an update, then the engine refreshes upcoming recommendation outputs within one hour to include the latest tactics.
Recommendation Export Scenario
Given a finalized action plan, when an HR manager requests export, then the engine delivers the recommendations in both PDF and CSV formats without data loss or formatting errors.
Action Plan Prioritization
"As an HR manager, I want prioritized action plans so that I can focus on the most effective retention strategies first."
Description

Rank and score retention recommendations by combining impact potential, implementation effort, and historical success rates to present HR managers with a prioritized action plan. This module integrates recommendation scores into a cohesive list, enabling quick identification of the highest-value strategies and ensuring resource-efficient decision-making.

Acceptance Criteria
Viewing Prioritized Action Plan
Given the HR manager has retention recommendations scored by impact potential, implementation effort, and historical success rate, When the manager opens the Action Plan Prioritization module, Then recommendations are displayed in descending order of their combined score.
Filtering Recommendations by Effort Threshold
Given the HR manager sets a maximum implementation effort threshold, When the filter is applied, Then only recommendations with effort scores at or below the threshold are listed, and they remain ordered by descending combined score.
Visualizing Scoring Breakdown
Given a recommendation is displayed in the prioritized list, When the HR manager expands the recommendation details, Then the system shows the individual scores for impact potential, implementation effort, historical success rate, and the calculation of the combined score.
Handling No Available Recommendations
Given no retention recommendations meet the configured criteria, When the HR manager accesses the Action Plan module, Then the system displays a "No Recommendations Available" message and prompts the manager to adjust the criteria or generate new data.
Exporting Prioritized Action Plan
Given the prioritized list is displayed, When the HR manager selects the export option, Then the system generates a downloadable CSV file containing each recommendation, its combined score, and the component scores for audit and analysis.
In-App Recommendation Display
"As an HR manager, I want to see retention recommendations within the PulseDesk dashboard so that I can quickly review and share them."
Description

Design and implement an interactive dashboard component that displays retention recommendations with filtering, sorting, and drill-down capabilities. Include options to view details, export action plans, and track status. The UI should align with PulseDesk’s design system, ensuring a seamless user experience and easy access to recommendations within the existing workflow.

Acceptance Criteria
Dashboard Loading and Display
Given the HR manager navigates to the RetainRecs dashboard, when the component renders, then all retention recommendations appear within 2 seconds and match PulseDesk’s design system styles.
Filtering Recommendations
Given a loaded list of recommendations, when the HR manager applies filters by exit reason or date range, then the dashboard displays only recommendations matching those filters and updates the count accordingly.
Sorting Recommendations
Given a loaded list of recommendations, when the HR manager selects a sort option (priority or date), then the recommendations reorder immediately and persist the sort choice on page reload.
Drill-Down to Recommendation Details
Given a recommendation item in the list, when the HR manager clicks the item, then a detail view opens showing the full action plan, mapped exit reasons, and suggested engagement tactics.
Exporting Action Plans
Given an open recommendation detail view, when the HR manager clicks the 'Export' button, then a PDF or CSV file downloads containing the action plan formatted per PulseDesk guidelines.
Tracking Recommendation Status
Given recommendations display status fields, when the HR manager updates a recommendation’s status to 'In Progress' or 'Completed', then the status updates instantly in the UI and persists after page refresh.
Recommendation Feedback Loop
"As an HR manager, I want to rate the success of retention recommendations so that the system's future suggestions become more accurate."
Description

Introduce a feedback mechanism allowing HR managers to rate the effectiveness of implemented recommendations. Collect outcome data and integrate it into the AI model to refine future suggestions, establishing a continuous learning cycle that enhances recommendation accuracy and relevance over time.

Acceptance Criteria
HR Manager Submits Recommendation Rating
Given an HR manager has implemented a retention recommendation When they click on "Provide Feedback" for that recommendation Then a feedback form with a 5-point rating scale and an optional comment field is displayed
Feedback Form Submission and Storage
Given the feedback form is displayed When the HR manager selects a rating and optionally enters comments and clicks "Submit" Then the system stores the rating and comments in the Feedback Database with the correct recommendation ID and user ID
Feedback Submission Confirmation
Given the HR manager has submitted feedback When the submission is processed Then the system displays a confirmation message "Thank you for your feedback" within 2 seconds and disables the submit button to prevent duplicates
AI Model Ingestion of Feedback
Given new feedback records exist in the Feedback Database When the daily AI model update process runs at midnight ET Then the feedback is ingested into the training dataset and a log entry confirming successful ingestion is created
Feedback Data Available for Analytics
Given historical feedback data is available When an HR manager requests feedback analytics for a specific recommendation Then the system displays aggregated metrics including average rating, total responses, and trend over the past quarter

ExitInsights

Presents interactive charts and trend lines of exit survey metrics—segmented by department, tenure, and role. Empowers leaders to spot high-risk areas, monitor shifts over time, and benchmark against industry norms.

Requirements

Department Segmentation Dashboard
"As an HR manager, I want to view exit survey metrics broken down by department so that I can identify which teams are at higher risk of turnover and address department-specific issues promptly."
Description

The system displays interactive charts segmented by department, enabling HR managers to view exit survey metrics for Engineering, Sales, Marketing, and other teams. This functionality allows quick identification of departments with elevated turnover rates or negative sentiment, integrating seamlessly into the ExitInsights dashboard. It supports dynamic filtering, real-time data updates, and clear visualizations to aid in rapid decision-making.

Acceptance Criteria
Department Filter Toggle
Given the HR manager is on the ExitInsights dashboard, When they select a department from the filter dropdown, Then only the charts and metrics for that department are displayed.
Real-Time Data Updates
Given new exit survey data is available, When it is ingested into the system, Then the departmental charts update within 30 seconds without requiring a manual page refresh.
Multi-Department Comparison
Given the HR manager selects multiple departments, When they apply the comparison filter, Then side-by-side interactive charts for each selected department are displayed.
Departmental Turnover Alerts
Given the turnover rate for a department exceeds the defined threshold, When the dashboard loads, Then a visual alert highlights the affected department’s chart and an in-app notification is sent.
Export Department Segmentation Report
Given the HR manager clicks the export button, When the department(s) and date range are selected, Then a downloadable PDF containing segmented charts and trend lines is generated within 15 seconds.
Tenure-Based Analytics
"As an HR director, I want to analyze exit survey trends by employee tenure so that I can understand if turnover is more common at specific stages and tailor retention strategies accordingly."
Description

Add the capability to segment exit survey data by employee tenure brackets (e.g., 0–6 months, 6–12 months, 1–3 years, 3+ years), offering interactive charts and trend lines that reveal patterns tied to length of service. This feature integrates with existing dashboard filters and supports export of segmented data for deeper analysis.

Acceptance Criteria
Segment Exit Data by Tenure Bracket
Given an HR manager selects a tenure bracket (e.g., 0–6 months) on the ExitInsights page, When they apply the filter, Then the interactive chart updates to display only exit survey metrics for the selected bracket.
Trend Line Display for Tenure Segments
Given the tenure-based segmentation is applied, When the time range is changed, Then trend lines for each defined tenure bracket update correctly and display metrics over the selected period without overlap.
Dashboard Filter Integration with Other Metrics
Given the HR manager applies a tenure filter in combination with department or role filters, When the filters are applied, Then the chart reflects the intersection of all selected filters and displays accurate segmented data.
Export of Tenure-Segmented Data
Given the HR manager clicks the export button after applying tenure segmentation filters, When the export process completes, Then a CSV file is downloaded containing exit survey data grouped by the selected tenure brackets with correct column headers.
Benchmark Comparison by Tenure Bracket
Given tenure-based metrics are displayed, When the manager enables industry benchmark overlay, Then the chart displays benchmark values alongside the tenure segment data for comparison.
Role-Specific Insights
"As a startup leader, I want to filter exit survey results by role so that I can pinpoint which job functions have the highest attrition risk and allocate resources to improve engagement in those areas."
Description

Implement role-based filtering on exit survey data, enabling insights for individual job roles or families (e.g., Software Engineer, Product Manager). Interactive visuals provide comparisons across roles, highlighting high-risk positions. The feature integrates into ExitInsights and supports drill-down capabilities for granular analysis.

Acceptance Criteria
Filter Exit Survey Data by Job Role
Given the HR manager selects a specific job role in the role filter, When applied, Then all ExitInsights visualizations update to display only exit survey data for the selected role. Filter state persists across page navigation. The role filter supports multi-select and accurate aggregation when multiple roles are chosen.
Compare Attrition Rates Across Roles
Given the HR manager selects two or more job roles, When applied, Then the dashboard displays side-by-side attrition rate comparisons for each selected role with percentage deltas and clear labels. Data updates within 2 seconds of filter change. Comparison chart highlights the role with the highest attrition rate.
Highlight High-Risk Roles in Dashboard
Given the risk threshold is configured at 20% negative sentiment, When the dashboard loads, Then any job role exceeding the threshold is visually highlighted (e.g., red highlight) in the summary chart. Tooltip on highlighted roles displays role name, risk percentage, and response count. Non-risk roles remain unhighlighted.
Drill-Down Into Role-Specific Survey Responses
Given the HR manager clicks on a data point for a selected role in the trend chart, When clicked, Then a drill-down panel opens showing detailed survey responses, including comment excerpts, sentiment breakdown, and response counts for that role. Panel supports sorting by sentiment score and filtering by response date range.
Segment Role Families for Trend Analysis
Given the HR manager selects a job family (e.g., Engineering) from the family filter, When applied, Then the trend chart aggregates and displays exit survey metrics for all roles within the selected family over time with a legend. Time period selector (last month, quarter, year) updates the aggregated trend data accordingly. Family-level view accurately sums response counts across roles.
Time Series Trend Visualization
"As an HR analyst, I want to visualize exit survey data trends over time so that I can monitor shifts in employee sentiment and turnover risk and detect emerging issues before they escalate."
Description

Build trend line charts that display exit survey metrics over customizable time periods (weekly, monthly, quarterly), including smoothing options and customizable alert thresholds. This requirement supports dynamic date range selection and integrates with the main ExitInsights dashboard for a cohesive user experience.

Acceptance Criteria
Weekly Trend Analysis Over Custom Date Range
Given the user selects 'Weekly' as the time period and specifies a start and end date, when sufficient exit survey data exists, then the trend line chart displays data points for each week within that range with correctly labeled X-axis intervals and corresponding metric values on the Y-axis.
Monthly Smoothing Application
Given the user enables the smoothing option for monthly trends, when the 'Apply Smoothing' toggle is activated, then the trend line renders with a 3-point moving average smoothing applied to the monthly data, reflecting smoothed metric values and updating immediately upon toggle change.
Quarterly Alert Threshold Configuration
Given the user configures custom alert thresholds for quarterly trends, when a metric value crosses the defined threshold, then the chart visually highlights the affected data point in red and triggers an alert notification in the dashboard that matches the user's threshold settings.
Dynamic Date Range Selection
Given the user selects any arbitrary date range via the date picker, when the range spans weekly, monthly, or quarterly periods, then the chart automatically adjusts its granularity and displays the trend line accordingly without errors or performance degradation.
Integration with ExitInsights Dashboard
Given the trend chart component loads within the ExitInsights dashboard, when the user navigates between dashboard widgets or refreshes the page, then the trend visualization retains its state, styling, and interactivity consistent with the dashboard’s theme and preserves user-selected filters.
Industry Benchmarking Integration
"As a VP of People, I want to benchmark my company's exit survey metrics against industry standards so that I can gauge our performance relative to peers and set realistic improvement goals."
Description

Incorporate external industry benchmark data into ExitInsights, allowing HR managers to compare their exit survey metrics against standardized norms for their sector. Charts should overlay company data with industry averages, include benchmarking filters, and update quarterly with refreshed industry data.

Acceptance Criteria
Department-Level Benchmark Comparison
Given an HR manager selects the Marketing department and Q2 2025 in ExitInsights, When the dashboard loads, Then the chart overlays the company’s Marketing exit metrics with industry average metrics for Marketing in the same quarter.
Tenure-Based Benchmark Filters
Given an HR manager filters exit survey results by tenure group “1–2 years” in ExitInsights, When the filter is applied, Then the chart updates to display only the company’s exit metrics for employees with 1–2 years tenure compared against industry averages for that tenure group.
Role-Specific Benchmark Visualization
Given an HR manager selects the role “Software Engineer” in ExitInsights, When the view is updated, Then the interactive chart displays the company’s Software Engineer exit rate and sentiment alongside the industry average for Software Engineers.
Quarterly Data Refresh Verification
Given the system reaches the end of Q2 2025, When the quarterly industry benchmark data import runs, Then the industry averages in ExitInsights charts are updated automatically and the “Last Refreshed” timestamp reflects the current quarter’s refresh date.
Benchmark Overlay Toggle Control
Given an HR manager is viewing ExitInsights, When the benchmark overlay toggle control is switched off, Then only the company’s exit survey data is displayed; And when switched on, the industry benchmark lines reappear on the chart.

AlumniBridge

Automates post-exit invitations to a branded alumni network platform. Keeps former employees engaged with company updates, career opportunities, and community events, fostering boomerang hires and referral pipelines.

Requirements

Automated Exit Invitation
"As an HR manager, I want the system to automatically send post-exit invitations to our branded alumni network so that former employees can stay connected without manual intervention."
Description

Automatically detect when an employee’s status changes to “Exited” and trigger an invitation email to join the branded alumni network. Include customizable messaging templates, scheduling options, retry logic, and send-status tracking to ensure timely, personalized outreach and seamless integration with the existing HRIS and email systems.

Acceptance Criteria
Automated Invitation Trigger
Given an employee’s status changes to “Exited” in the HRIS system When the status update is received by PulseDesk Then an alumni network invitation email is automatically queued for sending
Customizable Email Template Selection
Given multiple branded messaging templates are configured When generating the invitation email Then the system selects the correct template based on the employee’s lifecycle data and departure reason
Scheduling and Delay Handling
Given the HR manager configures a send delay When an exit event is confirmed Then the invitation email is scheduled to send after the specified delay period
Retry Logic on Email Failure
Given an email send failure due to a transient error When the initial send attempt fails Then the system retries up to three times with exponential backoff and logs each retry
Send-Status Tracking and Reporting
Given invitation emails are dispatched When each email is delivered, opened, or clicked Then PulseDesk logs the send-status events and displays them in the dashboard in real time
HRIS and Email System Integration Validation
Given HRIS exit webhooks and email API endpoints are configured When an exit event triggers PulseDesk Then the system accurately processes the webhook, calls the email API, and alerts the admin on any integration failures
Branded Alumni Portal Integration
"As a former employee, I want to log in to a portal that reflects the company's branding and uses Single Sign-On so that I can access alumni resources securely and seamlessly."
Description

Seamlessly integrate PulseDesk with the company’s alumni portal by embedding Single Sign-On (SSO) for secure access and applying corporate branding elements (logos, color schemes, and themes). Provide customizable landing pages, navigation menus, and welcome banners to ensure a cohesive user experience and reinforce brand identity.

Acceptance Criteria
SSO Authentication via Corporate Credentials
Given an alumnus navigates to the portal login page When they select 'Login with Company SSO' Then they are redirected to the corporate identity provider And upon successful authentication are granted access to the alumni portal
Corporate Branding Display
Given an authenticated alumnus views the portal When they navigate through pages Then the company logo, primary and secondary colors, and theme elements match the corporate style guide
Customizable Landing Page Rendering
Given an alumnus visits the alumni portal homepage When the portal configuration is set for a specific client Then the landing page’s header, featured content, and layout reflect the client’s customized settings
Configurable Navigation Menu Items
Given the portal administrator updates navigation settings When the alumnus next loads the portal Then the navigation menu displays the exact set of links, order, and labels defined by the administrator
Personalized Welcome Banner
Given an alumnus logs in successfully When they land on the homepage Then the welcome banner displays the alumnus’s name and a client-specific greeting message pulled from the configuration
Personalized Content Feed
"As an alumnus, I want to see personalized news, job openings, and events based on my background so that I receive relevant updates and remain engaged."
Description

Deliver a dynamic, personalized content stream within the alumni network by segmenting former employees based on role, tenure, interests, and referral sources. Use AI-driven recommendation algorithms to surface relevant company news, job postings, events, and community discussions that boost engagement and strengthen alumni relationships.

Acceptance Criteria
Role-Based Article Recommendations
Given a former employee logs into AlumniBridge, when they view the content feed, then the feed displays at least three articles relevant to their previous role as identified in their profile.
Tenure-Specific Event Suggestions
Given a former employee with 1-2 years tenure selects the 'Events' section, when the AI algorithm processes their tenure, then it surfaces a minimum of two upcoming alumni events tailored for their former cohort tenure.
Interest-Matched Discussion Highlights
Given a former employee adds interests in their profile settings, when the content feed is generated, then at least five community discussion threads matching those interests appear in the top ten feed items.
Referral Source Job Postings
Given a former employee’s referral source is tagged, when they access job postings, then the feed prioritizes at least three open roles linked to their referral source or similar departments.
User Feedback Loop for Recommendations
Given a former employee provides thumbs-up or thumbs-down feedback on a recommended item, when feedback is submitted, then the algorithm adjusts subsequent recommendations and logs the feedback event for performance monitoring.
Boomerang Hire Tracking
"As an HR manager, I want to track and visualize boomerang hire applications and conversions so that I can identify top former talent for rehire opportunities."
Description

Implement a tracking system that monitors former employees’ re-engagement activities, including application submissions, referral interactions, and conversion to boomerang hires. Visualize key metrics—such as applicant counts, time-to-rehire, and channel effectiveness—in a dashboard to help HR teams identify and prioritize high-potential former talent.

Acceptance Criteria
Former Employee Applies for Rehire
Given a former employee logs into the application portal, when they submit a rehire application, then the system logs the application with their former employee ID and sends a confirmation email within 5 minutes. Application appears in the "Rehire Applications" dashboard with applicant name, submission date, and status label.
Referral by Alumni via Dashboard
Given a registered alumni user navigates to the referral section in their alumni dashboard, when they submit a referral for a candidate, then the referral record is created with links to the alumnus and candidate profiles and visible in the Channel Effectiveness report. The system increments the referral count for the alumni user by one and updates the dashboard metric in real time.
Conversion to Boomerang Hire within Defined Period
Given a candidate’s status changes to "Hired" and their previous employment record exists within 2 years, when the hiring decision is recorded, then the boomerang hire flag is set to true and time-to-rehire metric is calculated as the difference between exit date and new hire date and displayed on the dashboard.
Dashboard Displays Channel Effectiveness
Given multiple channels (referral, direct application, recruiter outreach) are active in the system, when viewing the Channel Effectiveness widget, then the dashboard displays a bar chart showing each channel’s count of re-engagement activities and hires, sorted by highest performing channel. Data refreshes every hour with the latest metrics.
Time-to-Rehire Visualization Update
Given the time-to-rehire metric data is available, when a user selects the time range filter (last month, quarter, year), then the dashboard updates the time-to-rehire line chart accordingly displaying average time-to-rehire per period, with tooltips showing exact values.
Alumni Engagement Analytics
"As an HR leader, I want a real-time analytics dashboard showing engagement metrics and trends so that I can measure the effectiveness of our alumni network and make data-driven decisions."
Description

Provide a comprehensive analytics dashboard that aggregates engagement metrics—invitation open rates, click-through rates, portal login frequency, content interactions, event RSVPs, and referral pipeline volume. Include real-time alerts for anomalies and predictive insights to inform HR leaders and optimize alumni outreach strategies.

Acceptance Criteria
Dashboard Data Display on Login
Given an HR leader logs into the PulseDesk AlumniBridge dashboard, When the Alumni Engagement Analytics loads, Then the dashboard displays invitation open rate, click-through rate, portal login frequency, content interaction count, event RSVPs, and referral pipeline volume within 5 seconds.
Anomaly Detection Alert
Given real-time data ingestion of engagement metrics, When an anomaly threshold is exceeded (e.g., a 20% drop in click-through rate over one hour), Then the system sends an alert notification to the HR leader via email and in-app within 2 minutes.
Predictive Insights Availability
Given historical engagement data over the past 12 months, When predictive analytics are run daily at 2:00 AM, Then the system generates and displays at least three predictive insights indicating expected high or low engagement periods for the next quarter.
Scheduled Report Export
Given the HR leader schedules a weekly engagement report, When the scheduled time arrives, Then a PDF summary containing all key metrics and alerts is emailed to the HR leader and available for download in the dashboard.
Detailed Metrics Drill-down
Given the HR leader clicks on any metric on the dashboard, When the metric detail panel opens, Then the system displays a drill-down view showing daily trends, top five contributing alumni segments, and raw data export option.

EchoLoop

Schedules follow-up pulse surveys with alumni at set intervals (e.g., 3, 6, 12 months). Tracks evolving perceptions, uncovers long-term feedback, and gauges potential for re-engagement or brand ambassadorship.

Requirements

Recurring Survey Scheduler
"As an HR manager, I want the system to automatically schedule alumni pulse surveys at set intervals so that I can maintain consistent follow‐up without manual effort."
Description

Enable automatic scheduling of follow‐up pulse surveys to alumni at predefined intervals (e.g., 3, 6, 12 months) after their exit. Integrates with the alumni database and calendar module to calculate and queue survey distributions without manual intervention. Ensures consistent outreach cadence, reduces administrative overhead, and maintains ongoing engagement with former employees.

Acceptance Criteria
Post-Exit Survey Scheduling
Given an alumni record with a recorded exit date, When the scheduler processes the record, Then survey tasks are created for 3, 6, and 12 months after the exit date.
Interval-Based Survey Deployment
Given configured intervals of 3, 6, and 12 months, When scheduling surveys, Then each survey is queued exactly on the corresponding interval date without deviation.
Database Integration Verification
Given updates to the alumni database, When a new exit record is added or modified, Then the scheduler accurately reads the latest exit date and updates survey schedules accordingly.
Calendar Module Queueing
Given scheduled survey tasks, When tasks are created, Then corresponding calendar entries are added to the calendar module with correct dates and notification settings.
Error Handling and Retry Mechanism
Given a failure in scheduling due to system or network errors, When the scheduler encounters an error, Then it retries scheduling up to two additional times at one-hour intervals and logs all failures for review.
Survey Interval Configuration
"As an HR manager, I want to configure the timing and frequency of alumni surveys so that I can tailor follow‐up schedules to different cohorts."
Description

Allow HR managers to customize survey timing by selecting default templates (3, 6, 12 months) or defining custom intervals per alumni cohort. Provides a configuration UI for adding, editing, or removing time points and frequency settings. Ensures flexibility to align pulse schedules with company policies and varied alumni programs.

Acceptance Criteria
Default Template Selection
Given the HR manager opens the Survey Interval Configuration UI, when they select the 3-month default template and save changes, then the schedule displays a 3-month interval with correct start and end dates without errors.
Custom Interval Addition
Given the HR manager accesses the configuration UI, when they add a new interval of 4 months for Cohort A and confirm, then the new 4-month interval is listed among the intervals and stored in the system for Cohort A.
Interval Editing
Given an existing custom interval is displayed, when the HR manager modifies the interval duration from 4 to 5 months and saves, then the interval updates to 5 months and triggers recalculation of future survey dates.
Interval Removal
Given one or more intervals are configured, when the HR manager selects an interval and clicks remove, then the interval is deleted from the configuration list and no longer triggers future surveys.
Configuration Persistence
Given the HR manager has configured intervals and navigates away from the page, when they return to the Survey Interval Configuration UI, then all previously saved intervals (default and custom) are accurately displayed and editable.
Automated Survey Distribution
"As an HR manager, I want surveys to be sent automatically to alumni so that I don’t need to manage distributions manually and can track send status effectively."
Description

Integrate with email and in‐app notification services to dispatch pulse surveys to alumni at scheduled times. Includes delivery monitoring, retry logic for failed sends, bounce handling, and opt‐out preference management. Ensures high delivery rates, compliance with communication policies, and minimized manual tracking.

Acceptance Criteria
Scheduled Email Distribution
Given a list of alumni and a configured follow-up schedule of 3, 6, and 12 months post-exit, when the system clock reaches each scheduled date, then an email containing the pulse survey is dispatched via the integrated email service within 5 minutes.
Automated Retry Dispatch
Given an initial send failure due to a transient error, when the system detects the failure, then it retries sending up to three times at 10-minute intervals and logs the status of each attempt.
Bounce Handling Process
Given an email address that results in a hard bounce, when the service receives a bounce notification, then the system flags the email as invalid, stops further send attempts to that address, and updates the alumni record accordingly.
Opt-Out Preference Enforcement
Given an alumni has unsubscribed from communications, when generating the distribution list for a scheduled survey, then the system excludes that alumni and records the opt-out action without manual intervention.
Delivery Logging and Monitoring
Given any survey dispatch event, when an email or in-app notification is processed, then the system logs the event status (sent, delivered, opened, bounced) and displays it on the delivery monitoring dashboard within one minute.
Alumni Feedback Dashboard
"As an HR manager, I want a centralized view of alumni feedback trends over time so that I can quickly assess long‐term sentiment and identify areas for improvement."
Description

Create a dedicated dashboard section for alumni survey results showing sentiment trends, response rates, and detailed feedback breakdown by cohort and interval. Includes interactive charts, filters for time range and departmental cohorts, and drill‐down into individual responses. Seamlessly integrates into the existing PulseDesk dashboard.

Acceptance Criteria
Sentiment Trends Display for Specific Cohort and Interval
Given I am on the Alumni Feedback Dashboard and have selected a cohort and interval, When the dashboard loads, Then a line chart displays the average sentiment score for each survey interval in chronological order.
Response Rate Calculation and Presentation
Given I view the Alumni Feedback Dashboard, When the data is loaded, Then the system calculates and displays the total number of responses and the response rate percentage for the selected cohort and interval.
Detailed Feedback Breakdown by Departmental Cohort
Given I select a departmental cohort filter, When the filter is applied, Then the dashboard updates to show a bar chart breaking down positive, neutral, and negative feedback counts for that department.
Interactive Chart Filtering by Time Range and Department
Given multiple time ranges and department filters are available, When I adjust the time range slider or select departments, Then the chart data updates instantly to reflect the applied filters without a full page reload.
Drill-Down to Individual Alumni Response
Given I click on a specific data point or bar, When the drill-down action is triggered, Then a detail panel opens displaying individual survey responses with timestamps, sentiment scores, and open-text feedback for that selection.
Re‐engagement Potential Analytics
"As an HR manager, I want to identify alumni with high re‐engagement potential so that I can target them for rehire opportunities or alumni ambassador programs."
Description

Implement analytics to calculate re‐engagement scores based on alumni sentiment, feedback quality, and response patterns. Identify high‐potential alumni for rehire or brand ambassadorship and generate automated alerts and reports. Leverage sentiment analysis and engagement metrics to provide actionable insights on maintaining alumni relationships.

Acceptance Criteria
Calculate Re-Engagement Score
Given an alumni dataset with sentiment scores, feedback quality metrics, and response frequency, when the analytics engine runs, then each alumni’s re-engagement score is calculated using the weighted formula and stored in the database.
Automated Alerts for High-Potential Alumni
Given re-engagement scores exceeding the high-potential threshold, when the analytics job completes, then automated alerts listing high-potential alumni are sent to designated HR managers within 5 minutes.
Re-Engagement Report Generation
When a user requests a re-engagement analytics report for a specified alumni cohort and date range, then the system generates a downloadable PDF report containing individual scores, sentiment trends, engagement metrics, and recommended next steps.
Dashboard Visualization of Alumni Engagement
Given calculated re-engagement metrics, when an HR manager accesses the alumni analytics dashboard, then charts display score distributions, sentiment over time, and a ranked list of top-potential alumni with filter and export options.
Threshold Configuration for Potential
When an HR manager updates high, medium, and low potential thresholds in the settings panel, then the analytics engine applies these thresholds to categorize alumni scores and updates visualizations and alerts accordingly.

DropRadar

Monitors incoming survey responses and chat sentiment metrics to instantly identify sudden morale drops at individual, team, or organization levels, enabling HR to act the moment negativity spikes.

Requirements

Real-time Sentiment Analysis Engine
"As an HR manager, I want the system to analyze employee feedback as it is submitted so that I can respond immediately to any sudden drops in morale."
Description

The system must continuously ingest incoming pulse survey responses and chat messages, apply advanced natural language processing algorithms to evaluate sentiment in real time, and immediately detect significant negative sentiment shifts at individual, team, and organizational levels. This capability integrates with the PulseDesk dashboard to visualize sentiment scores, trigger instant alerts, and provide context-rich insights that enable HR managers to proactively address morale issues before they escalate.

Acceptance Criteria
Individual Sentiment Spike Detection
Given a user submits multiple survey responses or chat messages, When the real-time sentiment analysis engine detects a negative sentiment score drop of at least 20% for that user within a 10-minute window, Then an alert is triggered in the PulseDesk dashboard within 5 seconds, displaying the user's name, timestamp, and sentiment score change.
Team Sentiment Decline Alert
Given survey responses and chat messages from all team members are ingested, When the aggregate team negative sentiment score increases by more than 15% compared to the baseline on the same day, Then an instant team-level alert is generated in the dashboard, indicating the team name, magnitude of change, and top contributing phrases.
Organization-wide Sentiment Threshold Breach
Given continuous ingestion of organization-wide sentiment data, When the overall negative sentiment exceeds 10% of total inputs in any 30-minute rolling window, Then the system sends a notification to HR managers via email and dashboard, including summary statistics and trend graphs.
Real-time Dashboard Visualization Update
Given sentiment scores are computed in real-time, When a sentiment analysis event occurs, Then the PulseDesk dashboard updates the corresponding visualizations (charts, heatmaps) within 3 seconds, accurately reflecting the new sentiment data without requiring a manual page refresh.
Context-rich Insight Generation
Given a negative sentiment alert is triggered, When the system analyzes related messages and survey comments, Then within 10 seconds it provides contextual insights including key phrases, sentiment drivers, and recommended next steps directly in the alert panel.
Customizable Alert Thresholds
"As an HR manager, I want to set custom thresholds for morale drops so that I only receive alerts when changes exceed my team’s tolerance levels."
Description

HR managers must be able to configure flexible alert thresholds based on sentiment score deltas or absolute negative sentiment values at individual, team, or company tiers. The configuration interface should allow setting percentage-based or absolute thresholds, time windows for detection, and escalation rules. When a threshold is crossed, the system must dispatch personalized alerts via email, in-app notifications, or integrated communication channels.

Acceptance Criteria
Individual Sentiment Drop Threshold Breach
Given an employee’s sentiment score decreases by more than the configured delta within the defined time window, when the system processes the latest survey or chat data, then an alert is generated and dispatched via the selected notification channels with employee ID, previous and current scores, and timestamp.
Team-Level Negative Sentiment Threshold Breach
Given the aggregated negative sentiment value for a team exceeds the absolute threshold within the specified time window, when sentiment data is evaluated, then a team-level alert is sent to designated HR recipients, including team name, aggregate score, and affected member count.
Company-Wide Percentage-Based Threshold Exceeded
Given the overall percentage of negative sentiment across the organization within a 24-hour period surpasses the configured percentage threshold, when daily aggregation runs, then a company-wide alert is triggered and delivered through all configured channels with summary metrics.
Escalation Rule Trigger After No Acknowledgment
Given an initial alert has been sent and remains unacknowledged for the configured escalation delay period, when the delay elapses without acknowledgment, then the system escalates the alert to the next-level recipients and records the escalation event in the audit log.
Notification Channel Selection and Dispatch
Given an HR manager selects multiple notification channels (e.g., email, in-app, Slack), when a threshold breach occurs, then the system sends notifications simultaneously via all selected channels and logs each delivery status.
Multilevel Alert Reporting
"As an HR manager, I want tiered alerts with contextual details so that I can quickly understand who is affected and why, enabling targeted follow-up."
Description

Upon detecting a sentiment drop, the platform must generate structured alerts that include the affected level (individual, team, or organization), timestamps, sentiment score changes, and sample anonymized comments. Alerts should be delivered to the PulseDesk dashboard, optionally emailed to stakeholders, and logged in a reporting module for audit and review purposes.

Acceptance Criteria
Individual-Level Alert Generation
Given an individual’s sentiment score drops by more than 20% compared to their previous average When the system detects the drop Then it generates an alert containing the level “individual,” the timestamp of detection, the percentage change in sentiment score, at least one anonymized sample comment, delivers it to the PulseDesk dashboard, and logs it in the reporting module
Team-Level Email Notification
Given a team’s aggregate sentiment score falls below the configured threshold When the drop is detected Then the system sends an email to all designated team stakeholders including the alert details (level, timestamp, score change, anonymized comments), marks the email as sent in the audit log, and creates a dashboard entry
Organization-Wide Trend Alert Logging
Given the organization’s overall sentiment trend shows a downward shift of at least 15% over the last 24 hours When the system confirms the trend Then it logs an organization-level alert in the reporting module with structured fields (level, timestamps, delta, sample comments), and displays a banner on the PulseDesk dashboard
Optional Stakeholder Subscription Management
Given stakeholders opt in or out of alert emails When their preferences are updated in their profile Then email distribution respects the current subscription settings, and the reporting module reflects the change in the next alert cycle
Alert Audit Trail Integrity
Given alerts generated at any level When an alert is created Then a complete audit trail entry is recorded including user who triggered the generation, full payload of the alert, and delivery status in the reporting module
Historical Trend Comparison
"As an HR manager, I want to compare current morale data to past performance so that I can evaluate the effectiveness of my engagement strategies."
Description

The dashboard must offer visual comparisons of current sentiment metrics against historical baselines and previous time periods. Charts and graphs should highlight deviations, trends, and seasonal patterns, with options to filter by date range, team, or individual. This feature helps HR leaders assess the impact of interventions and identify recurring morale issues.

Acceptance Criteria
Baseline Comparison for Team Sentiment
Given an HR manager selects a specific team and defines a current period and a historical baseline period, when the dashboard loads, then the system displays side-by-side charts comparing average sentiment scores for both periods, highlights percentage deviations, and ensures values match raw data within 1% tolerance.
Individual Sentiment Trend Analysis
Given an HR manager drills down on an individual employee, when they apply a 30-day rolling window view, then the trend line updates to show daily sentiment scores, marks any drops exceeding 20% as alerts, and allows exporting the trend data in CSV format.
Seasonal Pattern Identification
Given an HR manager examines quarterly sentiment patterns, when they enable seasonal overlay mode, then the dashboard superimposes past four quarters’ sentiment curves, highlights recurring peaks and troughs, and provides tooltips with monthly values for comparison.
Intervention Impact Assessment
Given an HR manager applies a filter to show sentiment before and after a completed intervention date, when the date is selected, then the chart recalculates average sentiment for pre- and post-intervention periods, displays a visual indicator of change, and confirms statistical significance at a 95% confidence level.
Custom Date Range Filtering
Given an HR manager inputs a custom start and end date, when the date range is applied, then all historical comparison visuals update to reflect only that interval, filter controls remain intuitive, and no data outside the range appears in charts or tables.
Integration with Communication Channels
"As an HR manager, I want to receive morale drop alerts directly in my Slack channel so that I stay informed without switching applications."
Description

The system must integrate seamlessly with popular team communication tools such as Slack and Microsoft Teams to deliver real-time morale alerts. Integration should support customizable channels or groups, include direct links back to the PulseDesk dashboard for deeper analysis, and allow HR managers to acknowledge or dismiss alerts from within the communication platform.

Acceptance Criteria
Alert Delivery to Slack Channel
Given a Slack workspace and channel are configured in PulseDesk, when DropRadar detects a sudden morale drop, then an alert message is posted to the specified Slack channel within 30 seconds.
Alert Delivery to Microsoft Teams Group
Given a Microsoft Teams team and channel are configured in PulseDesk, when DropRadar issues a morale alert, then a notification card is delivered to the designated Teams channel with correct formatting and timestamp.
Custom Notification Channel Selection
Given multiple communication channels are configured, when an HR manager selects or updates channels in settings, then DropRadar sends future alerts only to the chosen channels without errors.
Dashboard Link Inclusion in Alerts
Given an alert is sent to a communication tool, when the HR manager views the notification, then a direct, clickable link to the relevant PulseDesk dashboard view is included and navigates correctly.
In-Platform Alert Acknowledge and Dismiss Actions
Given an alert message appears in Slack or Teams, when the HR manager clicks “Acknowledge” or “Dismiss” within the message, then the action updates the alert status in PulseDesk and reflects immediately in the dashboard.
Data Privacy and Anonymization
"As a compliance officer, I want employee feedback anonymized so that personal data remains confidential while still enabling morale monitoring."
Description

The platform must enforce strict data privacy standards by anonymizing individual survey and chat entries before processing. Personal identifiers should be separated from sentiment data, stored securely, and accessed only by authorized personnel. All data handling must comply with GDPR and other relevant regulations, ensuring employee trust and legal compliance.

Acceptance Criteria
Anonymizing Survey Responses upon Submission
Given a user submits a survey containing personal identifiers, when the system processes the submission, then personal identifiers are removed before storage and replaced with a unique anonymous token, and original identifiers are stored separately in a secure vault.
Secure Storage of Identifier-Map
Given the system stores mappings between anonymous tokens and personal identifiers, then the mapping data is encrypted at rest with AES-256, stored in a separate secure database, and access is restricted to users with the ‘Data Privacy Admin’ role, with all access logged.
Real-Time Anonymization of Chat Sentiment Metrics
Given incoming chat sentiment data includes user identifiers, when the system captures sentiment metrics in real time, then user identifiers are stripped and replaced with anonymous tokens before any further processing or transmission to analytics services.
GDPR Data Access Request Compliance
Given an employee requests deletion of their personal data under GDPR, when an authorized admin initiates the deletion, then both the personal identifiers and related anonymous token mappings are permanently purged from all systems within 30 days, with a confirmation log generated.
Audit Trail for Data Handling Operations
Given any access or modification of personal identifiers or mapping tables occurs, then the system logs the actor’s user ID, timestamp, operation type (read/write/delete), and affected resource ID in an immutable, tamper-evident audit log.

AlertFusion

Consolidates and customizes delivery of sentiment drop alerts across channels—Slack, email, SMS, or Teams—allowing HR to define notification rules, escalation paths, and on-call rotations so the right stakeholders respond swiftly.

Requirements

Custom Notification Rule Builder
"As an HR manager, I want to create rules that trigger alerts based on specific survey response thresholds and keywords so that I only receive notifications when significant sentiment drops occur in targeted teams."
Description

Enables HR managers to define precise conditions for triggering sentiment drop alerts using thresholds, keywords, team or department filters, and survey response patterns. This feature ensures that alerts are sent only when meaningful morale shifts occur, reducing noise and increasing signal clarity. By integrating seamlessly with existing survey data and organizational hierarchies in PulseDesk, it empowers users to tailor alerts to their unique context and objectives.

Acceptance Criteria
Threshold-Based Alert Trigger Scenario
Given an HR manager sets a sentiment drop threshold at 20%, when the rolling weekly average sentiment score for a department falls by 20% or more compared to the previous week, then the system triggers an alert to the defined channels.
Keyword-Based Alert Filter Scenario
Given an HR manager defines keywords 'burnout' and 'overworked' as triggers, when survey responses contain these keywords at least three times within a 24-hour window, then the system sends alerts accordingly.
Team-Specific Alert Routing Scenario
Given an HR manager applies an alert rule to the Engineering team, when a sentiment drop or keyword trigger occurs within the Engineering team, then the alert is sent only to stakeholders in the Engineering on-call rotation.
Escalation Path Execution Scenario
Given an initial alert is not acknowledged within 30 minutes, when the time threshold is reached, then the system escalates the alert to the next role in the defined escalation path.
Multiple Condition Combination Scenario
Given an HR manager configures a rule requiring both a 15% sentiment drop and presence of the keyword 'stress', when both conditions occur within the same survey cycle, then the alert is dispatched according to rule specificity.
Rule Validation on Save Scenario
Given an HR manager inputs an invalid threshold value or selects a non-existent department, when they attempt to save the notification rule, then the system prevents saving and displays a descriptive validation error.
Multi-Channel Alert Delivery
"As an HR manager, I want alerts to be sent via Slack, email, SMS, or Teams so that I can ensure the right stakeholders see notifications promptly in their preferred channels."
Description

Provides the ability to deliver sentiment drop alerts across multiple channels—Slack, email, SMS, and Microsoft Teams—ensuring that notifications reach stakeholders through their preferred communication platforms. The system automatically formats messages for each channel and maintains consistency in alert content. This integration enhances responsiveness by meeting teams where they already collaborate and reducing the risk of missed alerts.

Acceptance Criteria
Slack Notification Delivery
Given a sentiment drop alert is triggered and the stakeholder’s preferred channel is Slack, when the alert is generated then the system sends a correctly formatted message to the stakeholder’s Slack workspace within 30 seconds
Email Notification Delivery
Given a sentiment drop alert is triggered and the stakeholder’s preferred channel is email, when the alert is generated then the system sends an email with the alert content formatted in HTML and plain text within one minute
SMS Notification Delivery
Given a sentiment drop alert is triggered and the stakeholder’s preferred channel is SMS, when the alert is generated then the system sends an SMS message no longer than 160 characters containing the alert summary within 30 seconds
Microsoft Teams Notification Delivery
Given a sentiment drop alert is triggered and the stakeholder’s preferred channel is Microsoft Teams, when the alert is generated then the system posts a message to the configured Teams channel with the alert details formatted according to Teams messaging schema
Consistent Multi-Channel Formatting
Given an alert is sent across multiple channels, when all notifications are delivered then the content (title, body, timestamp, and action link) remains identical across Slack, email, SMS, and Teams
Escalation Path Configuration
"As an HR manager, I want to set up escalation paths so that if an alert is not acknowledged within a specified time, it automatically notifies the next person in line."
Description

Allows users to define multi-step escalation paths for unacknowledged alerts, automatically notifying subsequent stakeholders if no one responds within a set timeframe. This feature includes configurable wait times, escalation tiers, and notification sequences to ensure prompt attention to critical morale issues. It integrates with PulseDesk’s alert engine to monitor acknowledgements and trigger escalations without manual oversight.

Acceptance Criteria
Define Multi-Step Escalation Path
Given an HR manager configures an escalation path with three tiers and specified wait times, When an alert remains unacknowledged after each wait time, Then the system automatically notifies the next tier in the defined order without manual intervention.
Customizable Wait Time Settings
Given the user accesses wait time settings for each escalation tier, When a new wait time value is entered and saved, Then the system persists the updated wait time and applies it to subsequent unacknowledged alerts.
Automatic Alert Acknowledgement Monitoring
Given an alert is issued through PulseDesk’s alert engine, When a recipient acknowledges the alert within the configured wait time of a tier, Then the system halts further escalations and logs the acknowledgement timestamp.
Fallback Notification Sequence
Given all stakeholders in an escalation path fail to acknowledge within their respective wait times, When the final escalation tier fails to respond, Then the system triggers a fallback notification to a predefined on-call rotation group via the configured channel.
Integration with Multiple Delivery Channels
Given an escalation path is configured for Slack, email, and SMS delivery, When an escalation event occurs, Then the system sends alerts sequentially through each configured channel per tier and records delivery success status for each channel.
On-Call Rotation Scheduling
"As an HR manager, I want to define on-call rotations and link them with my team’s calendars so that alerts are always routed to the available responder."
Description

Offers a built-in scheduler for managing on-call rotations among team members, including calendar integrations and override capabilities. HR managers can assign primary and backup responders for specific time blocks, import existing team calendars, and adjust schedules on the fly. This ensures continuous coverage for sentiment alerts and balances workload across the team.

Acceptance Criteria
Primary and Backup Assignment
Given an HR manager creates a time block for on-call rotation, when selecting team members, then the system must allow designation of one primary and one backup responder for each block, and prevent saving if either role is unassigned.
Calendar Integration Import
Given an HR manager imports existing team calendars, when the import completes, then all on-call events must be reflected correctly in PulseDesk, conflicts flagged for review, and no duplicate entries created.
Schedule Override Capability
Given an HR manager overrides an existing on-call schedule, when an override is submitted with a reason, then the change must persist, the override reason recorded, and notifications sent to affected team members.
Continuous Coverage Enforcement
Given an HR manager finalizes the on-call schedule, when attempting to save, then the system must validate 24/7 coverage, block saving if any coverage gaps exist, and display clear error messages for missing time blocks.
Escalation Path Notification
Given a sentiment alert triggers during a scheduled time block, when the primary responder does not acknowledge within the configured threshold, then the system must escalate the notification to the backup responder, and follow further escalation rules if unacknowledged.
Alert Acknowledgement & Snooze
"As an HR manager, I want recipients to acknowledge or snooze alerts directly in Slack or email so that I can track responses and avoid alert fatigue."
Description

Introduces interactive controls within alerts enabling stakeholders to acknowledge, comment, or snooze notifications directly from their communication channels. Acknowledgement logs are synchronized back to PulseDesk, providing real-time visibility into response status. Snoozing allows temporary suppression with reminders, helping teams manage alert fatigue and prioritize follow-ups effectively.

Acceptance Criteria
Alert Acknowledgement via Slack Interactive Button
Given a sentiment drop alert message delivered in Slack with interactive controls, when the stakeholder clicks 'Acknowledge', then the button becomes disabled, a confirmation message is displayed, and the acknowledgement timestamp and user ID are synchronized to the PulseDesk dashboard.
Comment on Alert via Email Notification
Given an email alert notification containing a 'Comment' link, when the stakeholder submits a comment through the embedded form, then the comment appears in the alert’s activity log in PulseDesk within 30 seconds and the stakeholder receives an email confirmation.
Snooze Alert with Reminder Configuration
Given a stakeholder selects 'Snooze' on an in-app or channel alert, when they choose a snooze duration (e.g., 1 hour, 4 hours, or custom), then the alert is suppressed for the selected period and a reminder notification is automatically sent after the snooze expires.
Acknowledgement Logging Synchronization
Given any acknowledgement action taken in Slack, Teams, SMS, or email, when the action completes successfully, then the acknowledgement record (including user, timestamp, channel) is logged in the PulseDesk database and visible on the alert’s detail page in real time.
Custom Snooze Duration Enforcement
Given a stakeholder enters a custom snooze duration outside preset options, when the duration is submitted, then the system validates it is between 15 minutes and 7 days and either accepts the input and schedules the reminder or displays an error message.

Check-In Catalyst

Automatically schedules and sends calendar invites for 1:1 check-in meetings with affected employees or team leads when a sentiment drop is detected, complete with suggested conversation prompts to guide empathetic, action-oriented dialogues.

Requirements

Sentiment Drop Detection
"As an HR manager, I want the system to detect when an employee’s sentiment drops below the critical threshold so that I can proactively address potential morale issues."
Description

Continuously monitor employee sentiment scores derived from in-app pulse surveys using AI algorithms. When a sentiment score decrease exceeds a defined threshold within a specified time window, trigger the check-in scheduling workflow. Integration with the PulseDesk analytics engine ensures thresholds are adjustable by admins, detections are logged for audit, and alerts are generated in real time to support proactive interventions.

Acceptance Criteria
Sentiment Drop Exceeds Threshold and Scheduler Triggers
Given an employee's sentiment score drops by more than the configured threshold within the time window When the system processes the survey result Then a calendar invite is automatically scheduled with the appropriate team lead and employee within 2 minutes of detection
Adjustable Threshold Configuration by Admin
Given an admin updates the sentiment drop threshold in the analytics engine When the change is saved Then subsequent sentiment drop events only trigger alerts and scheduling based on the new threshold value
Audit Logging of Detected Sentiment Drops
Given a detected sentiment drop event When the event is processed Then an entry is created in the audit log containing the employee ID, previous sentiment score, new sentiment score, timestamp, and triggered action
Real-Time Alert Notification Delivery
Given a sentiment drop exceeding the threshold is detected When the event occurs Then an alert notification is sent to configured stakeholders via the in-app dashboard and email within 1 minute
Time Window Boundary Conditions
Given sentiment scores that drop exactly at the boundary of the configured time window When the system evaluates the time window Then it correctly includes scores at the boundary in its calculation and triggers the workflow if the threshold is met
Automated Meeting Scheduling
"As an HR manager, I want the system to automatically schedule check-in meetings with affected employees when a sentiment drop is detected so that I can ensure timely follow-up without manual effort."
Description

Automatically generate and send calendar invites for 1:1 check-ins when a sentiment drop is detected. Integrate with popular calendar platforms (Google Calendar, Outlook), allowing configurable default meeting durations and timeslots. Invites must include meeting subject, location or virtual link, participant list, and any relevant notes. Ensures seamless scheduling and reduces manual effort for HR managers.

Acceptance Criteria
Sentiment Drop Detection Triggers Invite
Given the system detects a sentiment drop exceeding threshold When the drop is confirmed Then a calendar invite is automatically generated and sent to the employee and HR manager within 5 minutes
Configurable Meeting Duration and Time Slots
Given the HR manager sets default meeting duration and preferred time windows When a sentiment drop triggers an invite Then the invite uses the configured duration and suggests time slots within the preferred windows
Integration with Google Calendar and Outlook
Given an employee’s calendar is connected via OAuth to Google Calendar or Outlook When an invite is created Then the event is added to the correct external calendar with accurate time, date, and details
Invite Content Includes Required Fields
Given a calendar invite is generated When the invite is reviewed Then it includes a subject indicating the sentiment drop, location or virtual meeting link, participant list, and AI-suggested conversation prompts
Error Handling for Scheduling Conflicts
Given the selected time slot is unavailable Due to existing calendar conflicts When the system schedules the meeting Then it selects the next available slot within configured windows and notifies the HR manager of the adjustment
Dynamic Conversation Prompts
"As an HR manager, I want the system to provide tailored conversation prompts based on the employee’s survey feedback so that I can have empathetic and productive check-in meetings."
Description

Generate contextually relevant conversation prompts for each scheduled check-in by analyzing recent survey responses and sentiment trends. Deliver empathetic, action-oriented suggestions aligned with company communication guidelines. Allow HR customization of prompt templates and attach final prompts to calendar invites and in-app meeting notifications.

Acceptance Criteria
Prompt Generation from Latest Survey Data
Given recent pulse survey responses and sentiment trends exist When the system generates dynamic conversation prompts Then each prompt must reference at least two key sentiment trends from the last three surveys and include one direct participant concern
Tone Alignment with Communication Guidelines
Given the company’s communication style guide is loaded When generating conversation prompts Then each prompt must be 2–4 sentences long, use empathetic language, and avoid prohibited words or tone as defined in the guidelines
HR Customization of Prompt Templates
Given the HR manager accesses the prompt template editor When the manager creates or modifies a template and saves changes Then the new template is stored and applied to all future prompt generations
Prompt Attachment to Calendar Invite
Given a check-in meeting is scheduled after a sentiment drop When the calendar invite is sent to the employee or team lead Then the generated conversation prompts are included in both the invite body and as a downloadable attachment
Prompt Delivery in In-App Notification
Given the calendar invite is dispatched When the recipient opens the PulseDesk app Then an in-app notification must display the generated conversation prompts with a link to view details
Contextual Prompt Variation for Sentiment Trends
Given different sentiment patterns (improving, stable, declining) When generating prompts Then the system must adjust prompt focus: celebration for improving trends, neutral check-in for stable trends, and proactive action suggestions for declining trends
Invite Personalization
"As an HR manager, I want to personalize check-in invites with custom subjects and messages so that employees feel valued and the meeting context is clear."
Description

Provide an interface for HR managers to customize calendar invite details before sending, including email subject, meeting agenda, personalized greeting, and additional context. Display default values based on organizational templates but allow real-time edits. Ensure all customizations are reflected in the sent invite and synchronized across calendar systems.

Acceptance Criteria
Customizing Invite Fields Before Sending
Given an HR manager opens the invite personalization interface and modifies the email subject, meeting agenda, personalized greeting, or additional context, when they click 'Preview', then the preview reflects all edits accurately prior to sending.
Default Template Loading and Editing
Given the HR manager launches the invite interface with no prior edits, when the screen loads, then all fields are populated with default values from the organizational template and remain editable.
Real-Time Preview Synchronization
Given the HR manager makes changes to any invite field, when the change is confirmed, then the real-time preview pane updates immediately to show the revised content.
Synchronization Across Calendar Systems
Given the HR manager sends a customized invite, when the invite appears in integrated calendar systems (e.g., Google Calendar, Outlook), then the email subject, agenda, greeting, and context match the personalized values from PulseDesk.
Validation of Required Fields
Given the HR manager attempts to send an invite, when any required field (subject, agenda, or greeting) is empty, then an inline error message appears and the invite is blocked until all required fields are completed.
Notification Delivery and Tracking
"As an HR manager, I want to receive notifications when employees respond to check-in invites so that I can follow up promptly if meetings are not scheduled."
Description

Send push and email notifications to HR managers and employees when check-in invites are sent, accepted, declined, or when meeting reminders are due. Track notification delivery status and response rates within the PulseDesk dashboard. Provide analytics on invite engagement to ensure follow-through and enable workflow adjustments if meetings are not confirmed.

Acceptance Criteria
Notification Sent to HR Manager Upon Invite Dispatch
Given a check-in invite is generated and dispatched, When the system sends the invite, Then push and email notifications are delivered to the HR manager within 1 minute and the delivery status is logged as 'Sent'.
Notification Status Updates Reflected on Dashboard
Given notifications have been sent, When the HR manager views the PulseDesk dashboard, Then each notification entry accurately displays the delivery status (Sent, Delivered, Failed) with corresponding timestamps.
Employee Response Acknowledgment
Given an employee receives an invite notification, When they accept or decline the invite via the notification link, Then the system updates the invite status on the dashboard and sends a confirmation notification to the HR manager.
Meeting Reminder Delivery
Given a check-in meeting is scheduled, When the reminder threshold (1 hour before meeting) is reached, Then push and email reminders are sent to the HR manager and employee and the delivery status is logged.
Invite Engagement Analytics Generation
Given multiple check-in invites have been dispatched over a reporting period, When the HR manager requests engagement analytics, Then the dashboard displays metrics (delivery rate, open rate, response rate) and allows export to CSV within 5 seconds.
Meeting Reschedule Flexibility
"As an employee, I want to reschedule check-in meetings easily so that I can find a suitable time without back-and-forth emails."
Description

Allow employees to reschedule or propose alternative times for check-in meetings directly from calendar invites or within the PulseDesk app. Automatically synchronize changes across integrated calendar platforms and notify HR managers of updated meeting details. Enforce business hour constraints and prevent scheduling conflicts with other performance management events.

Acceptance Criteria
Employee-Initiated Reschedule via PulseDesk App
Given an employee views a scheduled check-in in PulseDesk When they select “Reschedule” and choose a new date/time within the next 30 days Then the system updates the meeting in the app, syncs the change to their integrated calendar, and confirms success.
Reschedule via Calendar Invite
Given an employee receives a check-in calendar invite When they use the calendar platform’s “Propose New Time” feature Then PulseDesk captures the proposed time change in-app and automatically updates the meeting details if it falls within policy, or sends the proposal to HR for manual approval.
Business Hour Enforcement
Given an employee attempts to reschedule a meeting outside business hours (9:00 AM–6:00 PM local time) Then the system prevents the selection, displays an error message, and suggests the next available slot within business hours.
Conflict Prevention with Existing Events
Given a proposed reschedule time overlaps with another performance management event or blocked time in the calendar When the employee selects that time Then the system rejects it, highlights the conflict, and displays at least three alternate, conflict-free time slots.
HR Manager Notification on Update
Given an employee successfully reschedules a check-in meeting When the change is confirmed Then PulseDesk sends an immediate, detailed notification to the assigned HR manager via email and in-app alert.

ContextCatcher

Bundles relevant context—recent survey comments, historical trend graphs, and mood history—directly into alerts, giving HR managers a comprehensive snapshot of underlying issues and helping them craft informed, targeted interventions.

Requirements

Context Aggregation Service
"As an HR manager, I want the system to bundle all pertinent context into a single payload so that I can get a complete picture of employee sentiment issues at a glance."
Description

Develop a backend service that automatically consolidates all relevant context for each alert, including recent survey comments, historical trend data, and individual mood history. This service should process data in real time, structure it into a unified package, and expose it via an API endpoint for the frontend to consume. The aggregation logic must ensure data consistency, handle partial data gracefully, and support future extensions such as additional context types.

Acceptance Criteria
Retrieve Unified Context Package
Given a valid alert ID is provided, when the Context Aggregation Service is queried, then it returns a unified package containing recent survey comments, historical trend graphs, and individual mood history for that alert.
Handle Partial Data Gracefully
Given that some context data (e.g., mood history or survey comments) is missing for an alert, when the service aggregates context, then it includes available data with clearly marked placeholders for missing entries and does not fail or return errors.
Ensure Real-Time Processing
Given a new survey comment or mood update occurs, when it is ingested by the system, then the Context Aggregation Service processes and makes it available via the API endpoint within 2 seconds.
API Endpoint Response Format
Given a request to the /api/context/{alertId} endpoint, when the service responds, then the response payload adheres to the defined JSON schema, includes all required fields (comments, trends, mood history), and returns HTTP 200 status.
Future Context Extension Support
Given a new context type is defined in the configuration, when the service aggregates data, then it includes the new context type in the response without requiring code changes and passes schema validation.
Recent Comment Retrieval
"As an HR manager, I want to see the most recent survey comments alongside alerts so that I understand the direct feedback behind morale shifts."
Description

Implement functionality to fetch and include the last five survey comments with each alert. The system should query the survey database efficiently, filter for the most recent relevant entries, and format the comments with metadata such as timestamp, survey question, and employee identifier. This ensures that HR managers see the immediate feedback driving sentiment changes.

Acceptance Criteria
Displaying Most Recent Comments in Alert
Given an alert is triggered for a sentiment change, when the alert is generated, then the alert must display exactly five comments sorted by timestamp in descending order.
Filtering Only Relevant Comments
Given an alert context is established, when comments are retrieved, then only comments associated with the triggering survey and theme are returned.
Efficient Database Query Performance
When fetching the last five comments, then the database query must complete within 500 milliseconds under a simulated load of 100 concurrent requests.
Correct Metadata Formatting
When comments are formatted for the alert, each entry must include a timestamp in ISO 8601 format, the survey question ID and text, and the employee identifier.
Security and Privacy Compliance
Given a user viewing the alert, when comments are displayed, then only users with the HR manager role can access the comments and no additional PII beyond the employee identifier is exposed.
Trend Graph Integration
"As an HR manager, I want a small trend graph in alert notifications so that I can quickly identify sentiment patterns and detect whether morale issues are isolated or recurring."
Description

Design and embed a mini trend graph illustrating sentiment over time directly within each alert. The component should pull historical sentiment scores, render an interactive SVG or canvas-based line chart, and highlight key inflection points. This visualization helps HR managers spot patterns and compare current sentiment against historical baselines.

Acceptance Criteria
Viewing Trend Graph in Alert Notification
Given an alert is generated for a team segment When the HR manager opens the alert Then an inline trend graph appears within the alert body And the graph displays sentiment scores for the past 30 days
Interactive Hover Details on Data Point
Given the trend graph is displayed When the HR manager hovers over any data point Then a tooltip appears within 100ms showing the exact date and sentiment score
Highlighting Key Inflection Points
Given historical sentiment data contains changes over 10% When the trend graph renders Then inflection points are marked with a visual indicator And each marker includes an annotation of the date and percentage change
Comparing Current Week to Baseline
Given the baseline sentiment is calculated as the average of the previous quarter When the HR manager views the current week’s graph Then a dashed line representing the baseline appears And the percentage difference between current week average and baseline is displayed
Responsive Rendering on Mobile Dashboard
Given the HR manager accesses the alert on a device with width < 600px When the trend graph loads Then the graph resizes to fit the viewport without horizontal scroll And touch interactions (pan and tap) function correctly
Mood History Timeline
"As an HR manager, I want an interactive timeline of mood history so that I can trace when and how employee sentiment has fluctuated over time."
Description

Create a timeline module that displays an individual employee’s mood history alongside team-wide average sentiment. The timeline should allow users to zoom in on specific periods, hover for detailed data points, and distinguish between personal and group-level mood trends. This feature aids in diagnosing root causes of sentiment changes.

Acceptance Criteria
Employee Mood Timeline Display
Given an HR manager navigates to an employee’s profile and opens the Mood History Timeline, then the UI displays at least the last six months of data with both the individual’s mood scores and the team’s average sentiment plotted on the same timeline.
Timeline Zoom Functionality
Given the Mood History Timeline is displayed, when the user selects a custom date range or uses the zoom controls, then the timeline updates to show only data points within the selected range and the axes rescale accordingly.
Data Point Hover Details
Given the timeline shows mood data points, when the user hovers over any point, then a tooltip appears displaying the date, the individual’s mood score, and the team’s average sentiment for that specific date.
Trend Line Differentiation
Given the Mood History Timeline is rendered, then the individual’s mood line and the team average line are visually distinguishable by using distinct colors, and a legend clearly labels each line.
No Data Period Handling
Given a period exists with no survey responses, then the timeline displays a gap or placeholder for that period, and hovering over that segment shows “No data available for this period.”
ContextCatcher UI Panel
"As an HR manager, I want a cohesive ContextCatcher panel in the dashboard so that I can review all relevant context in one place and take informed actions."
Description

Develop a dedicated UI panel within the dashboard to present bundled context for alerts. The panel should arrange recent comments, the trend graph, and the mood timeline in a clean, responsive layout. Include controls for collapsing sections, adjusting time ranges, and exporting the context snapshot as a report. This panel will serve as the primary interface for ContextCatcher.

Acceptance Criteria
Viewing Bundled Context for an Alert
Given an HR manager clicks on an alert in the dashboard, when the ContextCatcher panel loads, then it displays the 5 most recent survey comments, the trend graph for the past 30 days, and the mood timeline for the past 30 days in distinct sections.
Collapsing and Expanding Panel Sections
Given the ContextCatcher panel is open, when the user clicks the collapse icon for a section, then that section collapses and its content is hidden, and when the user clicks the expand icon, the section expands and its content reappears within 1 second.
Adjusting Time Range Filters
Given the ContextCatcher panel is open, when the user selects a custom time range from the date picker, then the trend graph and mood timeline update to reflect data within the selected range in under 2 seconds.
Exporting Context Snapshot as Report
Given the ContextCatcher panel displays context, when the user clicks the export button, then a PDF report is generated including current comments, the trend graph, and the mood timeline, and it downloads automatically within 5 seconds.
Responsive Layout on Multiple Devices
Given a user accesses the ContextCatcher panel on desktop, tablet, or mobile, when the viewport size changes, then the layout adjusts to display sections side by side on desktop, two-column on tablet, and vertically on mobile without content overlap.

NudgeBot

A conversational Slack bot that proactively reaches out to managers and team members after a sentiment drop, sending friendly reminders and providing quick links to support templates or resources, ensuring timely and consistent follow-up.

Requirements

Sentiment Drop Detection
"As an HR manager, I want NudgeBot to automatically detect when a team's sentiment drops so that I can intervene promptly before morale issues escalate."
Description

Automatically identify significant decreases in team or individual sentiment from in-app pulse surveys and trigger NudgeBot to send follow-up reminders when a predefined threshold is crossed.

Acceptance Criteria
Team Sentiment Drops Below Configured Threshold
Given the team’s average sentiment score over the last three surveys falls by 10% or more below the configured threshold When the latest survey is submitted Then NudgeBot must send a follow-up reminder to the team manager within 5 minutes
Individual Sentiment Drops Persistently
Given an individual’s sentiment score falls below the threshold in two consecutive pulse surveys When the second survey is recorded Then NudgeBot must send a personalized check-in message to both the individual and their manager within 10 minutes
Threshold Configuration Validation
Given an HR admin updates the sentiment-drop threshold in the settings When the change is saved Then the new threshold must be applied immediately to all subsequent sentiment analyses and logged with a timestamp
NudgeBot Message Delivery
Given a sentiment-drop event is detected When NudgeBot prepares the follow-up reminder Then the bot must post the message in Slack to the correct user or channel, include the appropriate template, and reference the relevant survey results link
Support Resource Link Accessibility
Given NudgeBot’s follow-up reminder includes support resource links When a user clicks any link Then the link must return an HTTP 200 response and load the target page successfully within 2 seconds
Proactive Slack Notifications
"As a team manager, I want NudgeBot to send proactive reminders in Slack after a sentiment drop so that I can address issues in real time."
Description

Enable NudgeBot to schedule and send automated, context-aware messages in Slack to managers and team members following a detected sentiment drop, ensuring timely and consistent follow-up.

Acceptance Criteria
Manager Receives Slack Notification
Given a sentiment drop is detected, when NudgeBot triggers a notification, then the manager receives a Slack message within 5 minutes that includes the team name, sentiment score change, and a direct link to the support resources.
Team Member Receives Reminder Notification
Given the manager has not interacted with the initial notification within 24 hours, when the follow-up trigger occurs, then NudgeBot sends a reminder message to the relevant team member containing a friendly nudge and links to predefined action templates.
Contextual Message Content
Given the sentiment drop context (e.g., low engagement, high stress), when NudgeBot composes the message, then it includes context-appropriate wording and a link to the specific support template relevant to the detected issue.
Scheduled Follow-up Timing
Given the initial notification has been sent, when scheduling automated follow-ups, then NudgeBot adheres to the configured intervals (e.g., 24h, 48h) without sending duplicate messages within any 6-hour window.
Notification Link Functionality
Given the notification message is delivered, when the recipient clicks on any link, then it navigates correctly to the intended resource or template within the PulseDesk dashboard without errors.
Quick Resource Links
"As a manager, I want NudgeBot to provide quick links to support templates within Slack so that I can easily access and use resources without searching different tools."
Description

Provide embedded, one-click access to support templates, guides, and resources within NudgeBot messages to streamline managers’ ability to take immediate action.

Acceptance Criteria
Manager Accesses Support Template
Given a manager receives a NudgeBot message containing a ‘Stress Management Template’ link When the manager clicks the link Then the template opens in a new browser tab within 2 seconds and displays the full editable document
Manager Opens Guide via Quick Link
Given a NudgeBot notification includes a ‘Team Engagement Guide’ link When the manager selects the guide link Then the guide loads in-app with navigation enabled and all sections accessible
Team Member Views Resource Link
Given a team member receives a NudgeBot message with a ‘Wellness Resource’ link When the team member clicks the link Then the resource page opens in the default browser without authentication errors
Resource Links Render Correctly on Mobile
Given a manager views a NudgeBot message on a mobile device When tapping any embedded resource link Then the correct resource loads responsively within the Slack mobile app
Link Clicks Are Tracked and Logged
Given any user clicks an embedded resource link When the click occurs Then the system logs user ID, timestamp, and resource ID in the analytics database
Personalized Reminder Customization
"As an HR manager, I want to personalize reminders’ content and schedule so that the messages feel appropriate for different teams and contexts."
Description

Allow customization of reminder content, tone, and delivery schedule based on team preferences and individual manager settings to maximize engagement and relevance.

Acceptance Criteria
Custom Reminder Content Setup
Given a manager accesses the customization settings, when they enter personalized text including placeholders, then the system validates and saves the content exactly as entered and displays it in the preview.
Tone Selection for Reminders
Given a manager selects a tone option (e.g., friendly, formal), when they confirm the selection, then all subsequent reminders are delivered using the chosen tone.
Delivery Schedule Configuration
Given a manager specifies a delivery schedule (e.g., day of week, time), when they save the schedule, then reminders are sent at the defined date and time for all targeted recipients.
Time Zone Adaptation
Given recipients are in different time zones, when a reminder is scheduled, then the system adjusts delivery times to match each recipient's local time correctly.
Invalid Customization Handling
Given a manager inputs invalid customization parameters (e.g., unsupported timezone, empty content), when they attempt to save, then the system displays a clear error message specifying the issue and prevents saving until resolved.
Interaction Logging & Analytics
"As a product owner, I want to see analytics on NudgeBot interactions so that I can measure the effectiveness of reminders and refine our follow-up strategy."
Description

Capture and store all NudgeBot interactions and reminder delivery data, providing dashboards and metrics to analyze engagement rates, response times, and overall effectiveness.

Acceptance Criteria
Reminder Delivery Logging
Given NudgeBot sends a reminder message to a manager via Slack, when Slack API responds with delivery confirmation, then the system records message ID, timestamp, recipient ID, channel ID, and reminder content in the interactions database within 100ms of confirmation.
User Response Recording
Given a manager replies to a NudgeBot reminder in Slack, when the reply is received, then the system logs the response text, user ID, timestamp, and correlates it with the original reminder ID in the database.
Dashboard Data Refresh
Given interaction logs have been updated, when the dashboard is accessed, then the system displays the latest interaction metrics (total reminders sent, responses received, average response time) within 5 seconds.
Response Time Analysis
Given stored timestamps of reminders and responses, when calculating response times, then the system computes and stores the time difference for each interaction with accuracy to the nearest second.
Engagement Rate Calculation
Given the total number of reminders sent and responses received within 24 hours, when generating engagement metrics, then the system calculates the engagement rate as (responses/reminders)*100 and displays it on the dashboard.
User Feedback Collection
"As a team member, I want to provide feedback on NudgeBot prompts so that the system can improve and become more helpful over time."
Description

Integrate a quick feedback prompt within NudgeBot messages to collect user ratings and comments on the usefulness of reminders, enabling continuous improvement.

Acceptance Criteria
Feedback Prompt Display
Given a manager receives a NudgeBot reminder in Slack, when the reminder message loads, then a feedback prompt with rating options (1–5 stars) and an 'Add Comment' link is displayed inline.
Rating Submission Processing
Given a user selects a rating, when the user clicks on a star rating, then the rating is recorded in the system and a confirmation message 'Thanks for your feedback!' is shown to the user.
Comment Collection Prompt
Given a user clicks the 'Add Comment' link, when the comment input modal appears, then the user can enter up to 250 characters, and the 'Submit' button is enabled only when at least one character is entered.
Feedback Persistence in Dashboard
Given feedback has been submitted, when the HR manager views the admin dashboard, then the new rating and any comment appear under 'User Feedback' within 60 seconds of submission.
Error Handling for Feedback Submission
Given a network failure occurs during submission, when the user attempts to submit feedback, then an error message 'Unable to submit feedback, please try again later' is displayed and the feedback is retried automatically when the network is restored.

SupportSync

Integrates with employee assistance programs and resource libraries to automatically suggest and share tailored support materials—such as coaching guides, mental health resources, or training modules—when sentiment dips, streamlining the path from detection to resolution.

Requirements

Unified Resource API
"As an HR manager, I want a unified API to retrieve assistance resources so that I can seamlessly integrate and present support materials within PulseDesk without manual effort."
Description

Develop a single standardized API endpoint that aggregates data from multiple employee assistance programs and resource libraries, ensuring consistent schema, authentication, and robust error handling. This integration will enable PulseDesk to reliably fetch and update support materials in real time, facilitating seamless access to coaching guides, mental health resources, and training modules.

Acceptance Criteria
Aggregating Resources from Multiple Programs
Given valid authentication credentials and multiple program IDs, when the Unified Resource API endpoint is called, then it returns a combined list of support materials from all specified programs in a single JSON response.
Handling Authentication Failures
Given expired or invalid API credentials, when the Unified Resource API endpoint is called, then it responds with HTTP 401 Unauthorized and a standardized JSON error message indicating authentication failure.
Validating Consistent Response Schema
Given a successful data fetch, when the Unified Resource API endpoint returns data, then each resource entry must include mandatory fields (id:string, title:string, url:string, description:string) and match the predefined JSON schema.
Real-time Resource Updates
Given an update to a resource in a connected program, when the Unified Resource API endpoint is called within 5 seconds of the update, then the response must reflect the latest resource information.
Error Handling for Unavailable Services
Given one or more downstream resource services are unreachable, when the Unified Resource API endpoint is called, then it responds with HTTP 503 Service Unavailable, includes an error code for dependent service failure, and logs the incident.
Dynamic Suggestion Engine
"As an HR manager, I want the system to automatically suggest relevant support materials when morale dips so that I can promptly address employee needs with tailored guidance."
Description

Implement an AI-driven engine that analyzes real-time sentiment scores and maps them to the most relevant support materials using taxonomy-based tagging and relevance weighting. The engine should prioritize recency, resource type, and sentiment intensity to deliver tailored recommendations automatically when morale dips.

Acceptance Criteria
Initial Resource Recommendation on Sentiment Drop
Given an employee’s sentiment score falls below the configured threshold, when the engine analyzes sentiment data, then it automatically suggests at least three relevant support materials within five seconds.
Recommendation Prioritization Based on Resource Recency
Given multiple resources match the sentiment tag, when ordering suggestions, then the engine ranks resources by publish date in descending order, ensuring the most recent materials appear first.
Taxonomy-Based Tag Matching for Support Materials
Given a predefined taxonomy of sentiment tags, when the engine processes sentiment data, then it returns only support materials whose tags exactly match the detected sentiment category.
Sentiment Intensity Weighting for Resource Suggestions
Given sentiment scores range from mildly negative to severely negative, when generating suggestions, then the engine weights and prioritizes resources based on the absolute value of sentiment intensity proportionally.
Automated Suggestion Trigger Threshold
Given customizable alert thresholds, when the system sentiment score crosses the defined threshold, then the engine must trigger an automated recommendation event without manual intervention.
Automated Alert Triggers
"As an HR manager, I want to receive automated alerts when employee sentiment crosses predefined thresholds so that I can initiate support workflows immediately."
Description

Create a flexible rule-based system that monitors sentiment thresholds and triggers internal events for SupportSync suggestions. Include configurable debounce logic and escalation policies to prevent alert fatigue while ensuring critical dips prompt immediate support actions.

Acceptance Criteria
Initial Sentiment Dip Detection
Given the sentiment score for a team falls below the user-defined threshold When the monitoring service evaluates the score Then the system emits an internal event 'SentimentThresholdBreached' with the correct employee ID, timestamp, and sentiment value
Debounce Interval Compliance
Given multiple sentiment dips occur within the configured debounce interval When the first dip triggers an event Then subsequent dips within the debounce period do not generate additional events until the interval resets
Critical Escalation Trigger
Given the sentiment score falls below the critical alert threshold or exceeds the configured repeat breach count within 24 hours When monitored by the system Then an 'EscalationRequired' event is triggered and a high-priority notification is sent to HR managers via SupportSync
Duplicate Alert Suppression
Given an internal event for a specific sentiment breach has been emitted When an identical breach condition is detected for the same employee within the debounce timeframe Then the system suppresses duplicate events and logs the occurrence for audit without triggering SupportSync
High-Severity Immediate Alert
Given the sentiment analysis flags an emergency-level dip (e.g., below 10%) When the sentiment monitoring runs Then the system bypasses debounce logic and immediately emits a 'CriticalSentimentAlert' event for instant SupportSync action
EAP Link Connector
"As an HR manager, I want PulseDesk to securely connect with our EAP provider so that employees can access external assistance seamlessly when flagged."
Description

Establish secure OAuth 2.0 integrations with external Employee Assistance Program providers, mapping user profiles to their organization’s EAP portal. Ensure compliance with data privacy standards (e.g., GDPR, HIPAA) and provide failover mechanisms for uninterrupted access to third-party support.

Acceptance Criteria
Initial OAuth 2.0 Authorization Flow
Given an HR manager initiates EAP integration When they authenticate via the external EAP provider's OAuth 2.0 consent screen Then the system receives and stores a valid access token and refresh token securely
Automatic Profile Mapping
Given the EAP integration is active When an employee logs into PulseDesk Then their user profile is automatically mapped to their EAP portal account using matching identifiers without manual input
GDPR Data Handling Compliance
Given employee data is transmitted to the EAP provider When the integration is in use Then all personal data fields conform to GDPR requirements (data minimization, encrypted in transit and at rest) and consent records are logged
HIPAA Compliance Verification
Given mental health or clinical resource links are shared When employee sentiment triggers EAP suggestions Then all PHI data sharing adheres to HIPAA standards and audit logs record access events
Failover Mechanism Activation
Given the primary EAP provider connection fails When the system detects an authentication or connectivity error Then the failover mechanism automatically reroutes requests to a standby EAP endpoint within 5 seconds and alerts the admin
SupportSync Admin Panel
"As an HR manager, I want an administrative panel to configure SupportSync settings so that I can customize resource sources and fine-tune suggestion parameters."
Description

Design and build an intuitive administrative interface within PulseDesk settings that allows HR managers to configure SupportSync parameters: resource source selection, taxonomy mapping rules, sentiment thresholds, and review suggestion performance metrics.

Acceptance Criteria
Resource Source Configuration
Given the HR manager navigates to the SupportSync Admin Panel When they select ‘Add Resource Source’ and choose an EAP integration Then the system should display the selected source in the Resource Sources list and save the configuration
Taxonomy Mapping Rule Setup
Given an HR manager is on the Taxonomy Mapping tab When they map a new sentiment category to a resource category and click ‘Save’ Then the mapping should appear in the active rule list and be applied to incoming pulse survey data
Sentiment Threshold Definition
Given the HR manager opens Sentiment Threshold Settings When they set a positive, neutral, and negative threshold and confirm changes Then the system should enforce these thresholds for real-time alerts and display updated thresholds in the interface
Suggestion Performance Monitoring
Given the HR manager views the Suggestions Performance dashboard When they filter by date range and resource source Then the dashboard should display accurate metrics including number of suggestions made, click-through rate, and resolution feedback
Admin Panel Access Control
Given a user without HR manager role attempts to access SupportSync settings When they click on the Admin Panel link Then the system should display an ‘Access Denied’ message and prevent entry

Product Ideas

Innovative concepts that could enhance this product's value proposition.

MoodRadar

Displays real-time sentiment heatmaps across teams, pinpointing morale hotspots and dips for instant manager alerts.

Idea

VoiceClips

Enables employees to record 15-second audio feedback directly in-app, boosting authenticity and engagement with voice tone analysis.

Idea

OnboardPulse

Triggers targeted surveys at onboarding milestones, ensuring new hires feel supported and revealing friction points within days.

Idea

StandupSync

Integrates pulse prompts into daily standups, surfacing team mood shifts and action items before meetings start.

Idea

ExitEcho

Captures real-time exit feedback via quick surveys, uncovering departure drivers and informing retention strategies instantly.

Idea

SentimentGuard

Alerts HR to sudden sentiment drops via Slack or email, enabling immediate check-ins and personalized support.

Idea

Press Coverage

Imagined press coverage for this groundbreaking product concept.

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PulseDesk Launches VoiceClips to Capture Authentic Employee Sentiment in Real Time

Imagined Press Article

San Francisco, CA – 2025-06-17 – PulseDesk, the leader in AI-powered employee engagement solutions, today unveiled VoiceClips, a breakthrough feature that enables employees to record 15-second audio snippets directly within the PulseDesk app. By harnessing advanced speech-tone analysis and emotion tagging, VoiceClips empowers organizations to gain richer, more nuanced insights into workforce sentiment and respond swiftly to concerns before they escalate. In today’s fast-paced, remote-first workplaces, text surveys alone can miss critical emotional context. VoiceClips bridges that gap by capturing the subtle inflections, pauses, and emotional cues that reveal an employee’s genuine feelings. Once a clip is recorded, PulseDesk’s AI-driven ToneTracker analyzes tone—identifying positive, neutral, or negative inflections—and EmotionTag flags underlying emotions such as excitement, frustration, or concern. Managers can then view aggregated audio trends in the ClipInsights dashboard or dive into individual recordings for deeper context. “Employees deserve a more authentic way to share how they feel, and organizations need a reliable way to listen,” said Sarah Johnson, PulseDesk co-founder and CEO. “VoiceClips transforms intangible sentiments into actionable data. When HR and people leaders can hear the tone behind feedback, they build trust and confidence, strengthen culture, and ultimately reduce turnover.” VoiceClips is designed with privacy and accessibility in mind. Recordings are encrypted in transit and at rest, and all audio is automatically summarized in text via the EchoSummary feature, ensuring fast review for busy managers. Customizable transcription settings also support multiple languages and regional dialects, making VoiceClips a global solution for multinational teams. Key benefits of VoiceClips include: • Richer insights: Combine quantitative sentiment scores with qualitative audio tone to paint a full picture of employee morale. • Faster response: Automated alerts highlight high-urgency clips, enabling HR to address issues within hours rather than weeks. • Inclusive feedback: Support for mobile recording and multilingual transcription ensures every voice is heard, regardless of location or language. • Actionable summaries: EchoSummary generates concise text extracts of each clip, spotlighting core concerns and recommended next steps. PulseDesk has already piloted VoiceClips with leading technology startups, including Zephyr Networks and Luna Health, where early adoption drove a 30% increase in feedback participation rates and helped managers intercept emerging morale dips swiftly. “Hearing my team’s voice rather than reading text has been transformative,” said Priya Patel, Head of People Operations at Luna Health. “We addressed burnout indicators before they became critical, and our retention rate improved by 12% quarter-over-quarter.” VoiceClips integrates seamlessly with existing PulseDesk modules such as DeepDive, allowing managers to click through any sentiment hotspot on a heatmap and listen directly to related audio comments. Administrators can also filter clips by department, tenure, or custom tags, and export selected recordings for executive reviews or compliance audits. VoiceClips is available immediately as part of PulseDesk’s enterprise and professional tiers, with flexible per-user licensing. Customers can enable VoiceClips through the admin console without additional setup, and a suite of best-practice templates guides managers on recording prompts, confidentiality protocols, and follow-up techniques. About PulseDesk PulseDesk equips HR managers in fast-growing tech startups to detect and resolve employee morale issues with AI-powered, in-app pulse surveys. Real-time sentiment alerts and seamless dashboard integration empower leaders to prevent turnover, drive engagement, and decode team happiness—before problems escalate and valuable talent slips away. Thousands of organizations worldwide rely on PulseDesk to create transparent feedback loops and nurture thriving workplace cultures. Media Contact: Emily Chen Director of Communications, PulseDesk email: emily.chen@pulsedesk.com phone: +1 415-555-0123 website: www.pulsedesk.com

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PulseDesk Integrates with Leading HRIS Platforms for Unified Sentiment Intelligence

Imagined Press Article

New York, NY – 2025-06-17 – PulseDesk, the industry’s pioneering AI-driven employee engagement platform, today announced an expanded suite of integrations with top HRIS systems including Workday, BambooHR, ADP, and SAP SuccessFactors. This enhanced interoperability enables HR teams to unify headcount, organizational data, and sentiment analytics in a single pane of glass—streamlining workflows and amplifying the impact of real-time morale insights. With rapid workforce scaling in the technology sector, HR and people operations professionals face mounting complexity: siloed systems, manual data reconciliation, and delayed reporting hinder their ability to spot emerging morale risks. PulseDesk’s new integration suite delivers fully automated, bi-directional syncing of employee profiles, department hierarchies, and tenure details. This deep linkage ensures pulse survey distribution and sentiment reporting always reflect the latest organizational changes, minimizing administrative overhead and maximizing data accuracy. “HR leaders need a holistic view of their workforce at their fingertips,” said Marcus Lee, Chief Product Officer at PulseDesk. “By bridging PulseDesk with leading HRIS platforms, we’re helping organizations break down information silos and act on employee sentiment with unprecedented speed and precision.” Integration highlights include: • Automated Data Sync: Secure, scheduled updates of employee demographics, reporting lines, and role changes eliminate manual imports and reconciliation errors. • Dynamic Pulse Targeting: Leverage real-time HRIS attributes—such as new hires, high-risk roles, and remote locations—to trigger targeted pulse surveys at critical moments. • Unified Dashboards: Combine engagement metrics and organizational data in cross-functional dashboards, enabling CHROs and executives to correlate sentiment trends with headcount growth, attrition rates, and diversity metrics. • Compliance and Security: Enterprise-grade encryption, SOC 2 Type II compliance, and role-based access controls ensure sensitive HR data remains secure throughout transit and at rest. Early adopters, including FinEase Payments and AeroTech Innovations, report a 40% reduction in survey administration time and a 25% increase in the accuracy of sentiment analytics following the integration launch. “By syncing our HRIS with PulseDesk, we can now launch targeted surveys for new hires, high-risk departments, and reorg teams automatically,” said Nina Torres, Director of People Strategy at FinEase Payments. “This level of agility has strengthened our ability to diagnose issues early and tailor interventions precisely.” PulseDesk’s open API framework also supports custom integrations, allowing enterprises to connect with niche HR platforms or internal databases. Integration Innovator Ian Reed, a senior solutions architect at PulseDesk, commented, “Our customers value the flexibility to ingest specialized data points—like performance ratings or compensation bands—into their sentiment models. This unlocks deeper correlations and drives more strategic engagement initiatives.” PulseDesk provides comprehensive integration guides, a sandbox environment for testing, and dedicated technical support to ensure seamless deployment. Customers can configure sync frequency, field mappings, and data access permissions through an intuitive admin portal—no coding required. About PulseDesk PulseDesk equips HR managers in fast-growing tech startups to detect and resolve employee morale issues with AI-powered, in-app pulse surveys. Real-time sentiment alerts and seamless dashboard integration empower leaders to prevent turnover, drive engagement, and decode team happiness—before problems escalate and valuable talent slips away. Media Contact: Jason Martinez VP of Marketing, PulseDesk email: jason.martinez@pulsedesk.com phone: +1 212-555-0456 website: www.pulsedesk.com

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PulseDesk Debuts MoodForecast AI to Predict Team Morale Shifts and Prevent Turnover

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Chicago, IL – 2025-06-17 – PulseDesk, the leading provider of AI-driven pulse survey solutions, today announced the general availability of MoodForecast, a cutting-edge predictive analytics feature designed to forecast team morale trends and proactively guide engagement strategies. By analyzing historical sentiment heatmaps, response patterns, and external factors, MoodForecast empowers people leaders to anticipate dips in employee morale and take action before challenges escalate. Employee turnover remains a pressing concern for high-growth technology companies, with unpredictable morale fluctuations often catching leaders off guard. MoodForecast leverages proprietary machine learning models that evaluate months of pulse survey data, contextual workplace events, and industry benchmarks to generate forward-looking sentiment projections. These insights enable HR managers, executive teams, and engagement coaches to allocate resources strategically, tailor interventions, and avert potential retention crises. “MoodForecast transforms reactive engagement approaches into proactive talent management,” said Priya Desai, Head of Data Science at PulseDesk. “Our models continuously learn from evolving sentiment patterns, seasonality factors, and organizational changes, delivering forecasts with over 85% accuracy. This level of foresight helps companies safeguard their culture, optimize employee experiences, and protect their most valuable asset—their people.” Core capabilities of MoodForecast include: • Interactive Forecast Horizon: View predicted sentiment trajectories over customizable timeframes—ranging from two weeks to six months—directly on PulseDesk’s signature HeatWave timeline. • Scenario Analysis: Model the impact of planned initiatives—such as virtual town halls, recognition campaigns, or flexible work policies—on future morale scores to prioritize tactics with the highest projected ROI. • Risk Alerts: Automatic notifications highlight teams or cohorts approaching predicted dips beyond user-defined thresholds, enabling managers to schedule check-ins or deploy targeted support resources in advance. • Correlation Insights: Identify the key drivers influencing forecast shifts—such as workload spikes, leadership transitions, or external events—and receive tailored recommendations powered by RetainRecs to address root causes. Beta participants from companies like NanoTech Innovations and Stellar Apps achieved a 20% reduction in unplanned turnover and a 15% improvement in engagement metrics within the first quarter of MoodForecast adoption. “Using MoodForecast, we anticipated a morale downturn following our product launch crunch,” said Angela White, VP of People at NanoTech Innovations. “We preemptively introduced a peer recognition program and flexible hours policy, and we watched our sentiment scores stabilize rather than plummet.” MoodForecast integrates seamlessly with PulseDesk’s existing suite—overlaying predictions onto CrossPulse comparisons, DeepDive comment analyses, and Snapshot Share reports. Users can export forecast data into PowerPoint or embed it in board presentations, ensuring alignment across executive, HR, and team-lead stakeholders. PulseDesk offers MoodForecast as part of its enterprise package, with an optional add-on for mid-market customers. Dedicated onboarding workshops and predictive analytics training sessions help organizations maximize the feature’s value. “Our goal is to democratize predictive HR intelligence,” said Marcus Lee, Chief Product Officer. “With MoodForecast, every people leader can become a strategic partner in shaping an engaged, resilient workforce.” About PulseDesk PulseDesk equips HR managers in fast-growing tech startups to detect and resolve employee morale issues with AI-powered, in-app pulse surveys. Real-time sentiment alerts and seamless dashboard integration empower leaders to prevent turnover, drive engagement, and decode team happiness—before problems escalate and valuable talent slips away. Media Contact: Laura Kim Senior Communications Manager, PulseDesk email: laura.kim@pulsedesk.com phone: +1 312-555-0789 website: www.pulsedesk.com

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