HR Tech

PulseSync

Feel Your Team’s Pulse Live

PulseSync delivers real-time employee sentiment analytics for HR managers in fast-growing tech companies. AI-powered micro-pulse surveys integrate with daily tools, capturing honest feedback and surfacing emerging disengagement risks. Actionable dashboards empower people leaders to spot morale shifts early, intervene decisively, and boost retention before top talent walks out the door.

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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 HR leader to build resilient, thriving teams by making real-time workplace sentiment visible and actionable.
Long Term Goal: By 2028, empower 5,000 fast-growing companies to cut voluntary turnover by 20% through real-time sentiment analytics, transforming workplace culture and retention for over one million employees.
Impact: Reduces voluntary turnover by 18% and cuts employee burnout episodes by 30% within six months for HR managers in fast-growing tech companies, by enabling early, data-driven interventions based on real-time sentiment analytics, resulting in stronger team morale and improved talent retention.

Problem & Solution

Problem Statement: HR managers in fast-growing tech companies miss early signs of employee disengagement because annual surveys are slow, infrequent, and suffer low response rates, leaving leaders blind to real-time mood shifts and unable to address problems before talent loss occurs.
Solution Overview: PulseSync embeds AI-powered micro-pulse surveys directly into everyday workflow tools, capturing honest, real-time employee sentiment. Actionable dashboards instantly surface emerging mood shifts and disengagement signals, so HR managers can proactively address morale issues before they drive talent loss.

Details & Audience

Description: PulseSync delivers real-time employee sentiment analytics for HR managers in fast-growing companies. It empowers people leaders to spot disengagement early and boost retention by surfacing live mood trends and risk signals. Unique AI-driven micro-pulse surveys seamlessly integrate with daily workflows, capturing honest feedback and distilling it into actionable, dynamic dashboards for proactive culture management.
Target Audience: HR managers (30-45) in fast-growing tech companies urgently monitoring team morale through digital tools.
Inspiration: During a meeting at a fast-growing startup, I watched a talented developer quietly resign, her struggles with burnout surfacing only after she’d accepted another offer. The HR manager confided that their annual survey showed nothing was wrong—too late to retain her. That moment revealed the urgent need for PulseSync: live, honest sentiment tracking to catch disengagement before talent walks out the door.

User Personas

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

Remote Ruth

- 35-year-old female with MBA in organizational leadership - Leads a 20-member distributed software team - Earns $100K yearly in a mid-sized tech company - Based in Berlin, coordinating across Europe and Asia

Background

After five years managing co-located teams at a fin-tech startup, she transitioned to fully remote leadership. Frequent travel and flexible work shaped her focus on digital connection. Today’s cross-border role demands tools like PulseSync to sustain engagement without in-person cues.

Needs & Pain Points

Needs

1. Real-time sentiment alerts for virtual team engagement dips 2. Integrated communication summaries across Slack and Teams quickly 3. Actionable recommendations to strengthen remote team cohesion

Pain Points

1. Overlooks subtle morale shifts without face-to-face cues 2. Juggling multiple chat platforms creates feedback silos 3. Late alerts leave disengagement unaddressed until crisis

Psychographics

- Values transparent communication across time zones - Motivated by building inclusive virtual communities - Prefers data-driven insights over gut feelings - Driven to minimize remote work isolation

Channels

1. Slack real-time chats 2. Zoom video meetings 3. LinkedIn community discussions 4. Webinars live Q&A 5. Email weekly summaries

Coach Chris

- 42-year-old male with PCC-certified coaching license - Advises 5–7 tech clients monthly as a freelancer - Earns $120K annually as a leadership consultant - Based in Toronto, travels globally for workshops

Background

After a decade in Fortune 500 HR roles, he shifted to coaching, focusing on leadership effectiveness. Delivering workshops worldwide taught him engagement needs differ by culture. PulseSync gives him objective data to back coaching recommendations and track client progress.

Needs & Pain Points

Needs

1. Comparative sentiment benchmarks across multiple client teams 2. Confidential data views for discreet client assessments 3. Exportable reports for stakeholder presentations and workshops

Pain Points

1. Relies on client-provided feedback, risking bias 2. Inconsistent data formats hinder cross-client comparisons 3. Lacks real-time insights between coaching sessions

Psychographics

- Believes in evidence-based coaching methods - Values ongoing professional growth and certifications - Seeks measurable improvements in team morale - Prioritizes building trust and confidentiality

Channels

1. LinkedIn professional updates 2. Email personalized outreach 3. Webinars coaching demonstrations 4. Podcasts industry discussions 5. Conferences speaking engagements

Learning Lucy

- 29-year-old female with MA in Educational Technology - Manages L&D for an 800-employee global software firm - Oversees $500K annual training budget - Based in Austin, coordinating regional training teams

Background

Started as instructional designer in an edtech startup, scaling programs by 200%. Transitioned to corporate L&D, championing data-driven training. Now uses PulseSync to validate learning ROI and refine course content in real time.

Needs & Pain Points

Needs

1. Real-time feedback on training program effectiveness 2. Early detection of skill gaps across teams 3. Integration with LMS for automated data sync

Pain Points

1. Delayed learning feedback hinders program adjustments 2. Disparate survey tools fragment learner data 3. Limited visibility into informal learning experiences

Psychographics

- Obsessed with measurable learning outcomes - Advocates continuous skill development culture - Enjoys experimenting with interactive training modalities - Demands seamless tech integrations

Channels

1. LinkedIn learning groups 2. Email corporate newsletters 3. LMS platform dashboards 4. Webinars instructional previews 5. Slack learning channels

Culture Dan

- 38-year-old male with MS in Organizational Psychology - Leads DEI initiatives for a 2000-employee enterprise - Oversees $200K annual inclusion program budget - Based in New York, collaborates with global offices

Background

Grew up in multicultural urban neighborhoods, fueling passion for equity. Spent early career auditing corporate inclusion practices, witnessing gaps in voice and belonging. Now uses PulseSync to quantify equity and drive systemic change.

Needs & Pain Points

Needs

1. Disaggregated sentiment metrics by demographic segments 2. Tools to identify micro-inequities in real time 3. Comparative equity benchmarks across departments

Pain Points

1. Aggregated data masks underrepresented group struggles 2. Manual demographic analysis is time-consuming 3. Lacks continuous inclusion monitoring tools

Psychographics

- Committed to amplifying marginalized voices - Driven by evidence-backed equity improvements - Embraces data for social inclusion strategies - Challenges status quo to foster belonging

Channels

1. Slack DEI channels 2. LinkedIn inclusion forums 3. Email stakeholder briefings 4. Webinars equity workshops 5. Internal intranet announcements

Startup Steve

- 32-year-old male with CS degree from Princeton - Runs a 25-person early-stage SaaS startup - Bootstrapped with $500K monthly runway - Based in San Francisco’s SoMa district

Background

Built his first MVP in college hackathons, learning fast feedback loops. Post-graduation, he led product teams and witnessed high turnover pain. Now as founder, he prioritizes proactive sentiment tracking to safeguard his lean team’s resilience.

Needs & Pain Points

Needs

1. Quick sentiment snapshots for early-stage teams 2. Alerts to impending burnout and overwork trends 3. Low-cost scalability as headcount grows

Pain Points

1. Overlooked team mood swings derail tight schedules 2. Limited HR bandwidth for regular surveys 3. Manual feedback surveys slow decision-making

Psychographics

- Embraces lean experimentation and rapid iteration - Fears burnout jeopardizing product roadmap - Values transparent, open communication culture - Driven by customer-centric growth metrics

Channels

1. Slack startup channels 2. Twitter founder communities 3. Product Hunt launch announcements 4. Email daily standups 5. Tech meetups local events

Product Features

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

TimeFlow Slider

Enables users to scroll through historical sentiment data on the heatmap, revealing mood fluctuations over selected timeframes. This interactive timeline helps managers identify patterns, correlate events with sentiment shifts, and plan interventions based on trends.

Requirements

Dynamic Time Slider Control

"As an HR manager, I want to drag a time slider to view historical sentiment heatmap across specific date ranges so that I can identify patterns in employee morale trends."

Description

Implement an interactive horizontal slider beneath the sentiment heatmap that allows users to scrub through historical data. The slider must feature draggable start and end handles for selecting custom timeframes, snapping to daily intervals. As the handles move, the heatmap should update in place without a full page reload, leveraging existing analytics endpoints. This control must integrate seamlessly with the dashboard UI, maintain responsiveness on various screen sizes, and support both mouse and touch interactions, enabling managers to explore sentiment trends over any period.

Acceptance Criteria

Desktop Handle Scrubbing

Given the user hovers over the start handle on desktop When the user clicks and drags the handle horizontally Then the handle moves smoothly along the x-axis in pixel increments equivalent to one day And the heatmap refreshes within 500ms to reflect the new start date

Touch Interaction on Mobile Devices

Given the user uses a touchscreen device When the user taps and drags either handle Then the handles respond to touch gestures without delay And the heatmap updates in real time as handles move

Responsive UI Across Screen Sizes

Given the dashboard is viewed on screen widths from 320px to 1920px When the user interacts with the slider Then the slider and handles scale proportionally And no horizontal scrolling is required to access the control

Snap-to-Daily-Interval Accuracy

Given the user releases a handle after dragging When the handle is between two daily markers Then it snaps to the nearest marker And the date display updates to the exact day

Performance Under Large Data Sets

Given a timeframe selection spanning up to 180 days with maximum data points When the user drags a handle Then the heatmap updates within 1 second And there are no dropped frames or UI freezes during interaction

Real-Time Data Loading

"As an HR manager, I want the heatmap to update instantly when I move the slider so that I can maintain my workflow without waiting for slow data loads."

Description

Enable asynchronous loading of sentiment data as users adjust the TimeFlow Slider. The implementation must issue optimized API requests for the selected timeframe, with each response delivered in under 200ms under typical network conditions. Include retry logic for transient failures and display a non-intrusive loading indicator. Integrate with backend caching and query optimization to handle large date ranges without performance degradation.

Acceptance Criteria

Initial Slider Movement

Given the user moves the TimeFlow Slider to a new timeframe, When the selection change event fires, Then the client issues an optimized API request within 50ms and renders the heatmap data in under 200ms, And a non-intrusive loading indicator is displayed until data arrives.

Rapid Sequential Adjustments

Given the user drags the TimeFlow Slider continuously, When multiple timeframe changes occur within 500ms, Then the client batches or cancels outstanding requests and only processes the latest timeframe request, Ensuring the final data is loaded in under 200ms.

Large Date Range Selection

Given the user selects a date range exceeding 30 days, When the API request is sent, Then backend caching and query optimization deliver the response in under 200ms, And the UI remains responsive with the loading indicator shown only during fetch.

Transient Network Failure

Given an API request for slider data fails due to a transient network error, When the failure is detected, Then the client retries up to 3 times with exponential backoff, And if all retries fail, a non-blocking error message with a retry action is displayed.

Cached Data Retrieval

Given the user selects a timeframe that was previously loaded, When the selection is made again, Then the client retrieves data from the local cache in under 100ms, And no new API request is issued.

Smooth Transition Animations

"As an HR manager, I want smooth animations when I adjust the slider so that I can track sentiment changes smoothly without disorientation."

Description

Design and implement smooth visual transitions when the slider range changes, using CSS3 hardware-accelerated transforms and requestAnimationFrame to maintain 60fps animation on modern browsers. Transitions should include fade or slide effects between data states to preserve context. The animations must degrade gracefully on lower-powered devices by falling back to simpler transitions, ensuring usability across all supported platforms.

Acceptance Criteria

Slider Range Adjustment on High-End Device

Given a user adjusts the slider range on a modern desktop browser, When the range changes, Then the transition animation completes at 60fps using CSS3 hardware-accelerated transforms and requestAnimationFrame without frame drops.

Slider Range Adjustment on Low-Powered Device

Given a user adjusts the slider range on a lower-powered device, When the range changes, Then the system falls back to a simpler transition (e.g., opacity fade) completing within 250ms to maintain usability.

Initial Load of Sentiment Heatmap

Given the user loads the heatmap with the default time range, When the page renders, Then the initial fade-in or slide effect completes within 300ms at 60fps and maintains visual continuity of data states.

Rapid Consecutive Slider Movements

Given a user rapidly drags the slider back and forth, When multiple range adjustments occur in quick succession, Then the animations debounce and coalesce so only the final state animates smoothly without frame drops.

Cross-Browser Compatibility Check

Given a user interacts with the slider on different supported browsers, When the range changes, Then the transition effects produce consistent visual results and degrade gracefully in browsers without full hardware acceleration support.

Contextual Event Correlation Overlay

"As an HR manager, I want to see event markers on the timeline so that I can correlate sentiment shifts with company activities."

Description

Overlay significant company events on the timeline as distinct markers. Pull event metadata (e.g., survey launches, policy changes, product releases) from the events database and map them to their corresponding dates on the slider. Allow users to toggle the overlay on or off and click markers to view a tooltip with event details and links to documentation. Ensure marker rendering scales with data density and remains readable at all zoom levels.

Acceptance Criteria

Toggle Event Overlay Visibility

Given the user is on the TimeFlow Slider page and the event overlay toggle is off, When the user clicks the toggle control, Then event markers should appear on the timeline within 2 seconds; And when the user clicks the toggle again, markers should disappear within 2 seconds.

View Event Marker Tooltip

Given event markers are displayed on the timeline, When the user clicks a marker, Then a tooltip must appear showing the event title, date, metadata summary, and a documentation link; And the tooltip should close when the user clicks outside of it.

Accurate Marker Placement

Given an event with a specific date exists in the events database, When the timeline renders, Then the corresponding marker must align exactly with the date tick on the slider with zero pixel offset.

Marker Visibility at Various Zoom Levels

Given high-density event periods, When the user zooms in or out on the timeline, Then markers should dynamically resize and adjust spacing to remain distinct and readable, without overlap, at all zoom levels.

Dynamic Data Loading from Events Database

Given events stored in the database, When the TimeFlow Slider initializes or the date range changes, Then the system must fetch relevant events via API and render markers within 1 second; And any API errors must display a user-friendly error message.

Custom Time Preset Shortcuts

"As an HR manager, I want to quickly select common timeframes like the last 30 days so that I can analyze trends without manually setting the dates each time."

Description

Provide preset shortcut buttons for common date ranges (e.g., Last 7 days, Last 30 days, Quarter to date). Clicking a preset instantly moves the slider handles to the defined range and triggers data reload. Include an admin settings panel where users can define and save their own custom presets. Validate each preset against the available data window to prevent invalid ranges.

Acceptance Criteria

Using Predefined Shortcut Buttons

Given the TimeFlow slider is visible on the heatmap screen; When the user clicks any predefined preset button (e.g., Last 7 Days, Last 30 Days, Quarter to Date); Then the slider’s start and end handles move to the correct dates for that range and the heatmap reloads to display sentiment data for the selected period.

Creating a Custom Time Preset

Given an admin opens the Custom Preset Settings panel; When the admin enters a unique preset name and selects a start and end date within the available data window; Then clicking Save creates the new preset, adds it to the preset list, and makes it available on the TimeFlow slider interface.

Applying a Saved Custom Preset

Given one or more custom presets exist in the preset dropdown; When the user selects a custom preset from the list; Then the slider handles update to the preset’s stored date range and the heatmap reloads to reflect data for those dates.

Validating Preset Against Available Data Window

Given a user or admin inputs a preset date range; When the selected dates fall outside the available data window (earlier than the first record or later than today); Then the system displays a validation error, disables the Save or Apply button, and prevents creating or applying the invalid preset.

Editing and Deleting Custom Presets

Given a list of existing custom presets in the settings panel; When the admin clicks Edit on a preset, modifies its name or date range within valid bounds, and saves; Then the preset updates in the list and becomes selectable. And when the admin clicks Delete on a preset and confirms; Then the preset is removed from the list and the TimeFlow slider no longer displays it.

GeoLens Overlay

Adds a geographic layer to the heatmap, visualizing team sentiment by location or office. HR leaders can pinpoint regional morale hotspots or dips, optimize resource allocation, and tailor localized engagement strategies for dispersed teams.

Requirements

Location Data Integration

"As an HR manager, I want employee sentiment responses to be automatically linked to their geographic office locations so that I can visualize regional morale trends on the map accurately."

Description

The system must integrate employee location data from HRIS or directory services to map sentiment responses to specific offices, regions, and remote locations. This integration involves securely syncing geo-coordinates or office identifiers at regular intervals, ensuring accurate linkage between survey responses and geographic metadata. The requirement includes support for customizable location hierarchies, robust error handling for mismatches, and encryption to protect personal data.

Acceptance Criteria

Initial Employee Location Data Sync

Given valid HRIS credentials and sync schedule configured, When the scheduled sync runs, Then location data for all active employees is retrieved from the HRIS API within 10 minutes and stored in the system database with geo-coordinates encrypted at rest.

Survey Response Location Mapping

Given a new survey response containing an office identifier or geo-coordinate, When the response is processed, Then the system accurately maps it to the corresponding location in the configured hierarchy and displays it correctly on the geographic heatmap.

Custom Location Hierarchy Configuration

Given an admin-defined location hierarchy (e.g., country → region → city → office), When the hierarchy is saved, Then all location data is grouped and displayed according to this hierarchy in the dashboard and reporting modules.

Unrecognized Office Identifier Error Handling

Given a sync or mapping operation encounters an unrecognized office identifier, When the mismatch occurs, Then the system logs a detailed error entry, sends an alert notification to the admin, and continues processing remaining records without stopping the sync.

Encryption of Location Data in Transit and at Rest

Given location data is transmitted between services or stored in the database, When data is in transit or at rest, Then it is encrypted using TLS 1.2 (or above) for transit and AES-256 for storage to ensure data protection.

Geographical Heatmap Visualization

"As an HR manager, I want to view sentiment heatmap overlays on a map interface so that I can quickly identify which regions have high or low employee morale."

Description

Implement a geo-overlay layer on the existing sentiment heatmap that paints color-coded sentiment scores onto a world or regional map. The overlay should allow zooming, panning, and hover interactions to view aggregated metrics at the country, state, city, or office level. It must be responsive across devices, support dark and light themes, and integrate seamlessly with existing dashboard controls.

Acceptance Criteria

Country-Level Sentiment Overview

Given the geo-overlay is loaded and set to country level, when the map renders, then each country region is displayed with a color corresponding to the sentiment score matching the data source within a ±1% margin.

Interactive Map Navigation

Given the geo-overlay map is visible, when the user zooms or pans, then the map tiles and sentiment overlay reposition within 0.5 seconds and maintain legibility at all zoom levels.

Hover Interaction for Detailed Metrics

Given a region is displayed on the geo-overlay, when the user hovers over a region for at least 200ms, then a tooltip appears showing the region’s name, aggregated sentiment score, and employee count.

Theme Responsiveness

Given the dashboard theme switches between light and dark, when the theme changes, then the geo-overlay updates its color palette to maintain a contrast ratio of at least 4.5:1 for readability.

Dashboard Control Integration

Given filters are applied via dashboard controls, when a filter (e.g., department or time range) is selected, then the geo-overlay updates within 1 second to reflect the filtered sentiment scores.

Region-Based Filtering and Grouping

"As an HR manager, I want to group and filter sentiment data by specific regions or office clusters so that I can focus analysis on strategic areas of interest."

Description

Enable users to select, group, and compare specific geographic regions or custom-defined location clusters. This requirement covers UI controls for multi-select region pickers, saving and naming region groups, and applying filters to the sentiment dashboard. The feature should preserve user-defined groupings across sessions and allow export of filtered data.

Acceptance Criteria

Single Region Selection

Given the user is viewing the sentiment dashboard, When the user selects a single region (e.g., North America) from the region picker, Then the dashboard updates to display sentiment data only for North America and the active filter tag reads "North America"

Multi-Region Comparison

Given the user has selected multiple regions (e.g., North America and Europe) from the region picker, When the user applies the region filter, Then the dashboard displays distinct sentiment visuals for each selected region, with a legend clearly identifying each region’s data

Create and Save Custom Region Group

Given the user selects multiple regions and enters a group name (e.g., "EMEA West") in the save group dialog, When the user confirms saving the group, Then the new custom region group appears in the saved groups list and can be reapplied with one click

Persistent Region Group Across Sessions

Given the user has saved a custom region group (e.g., "EMEA West"), When the user logs out and logs back in, Then the saved group is still present in the saved groups list and can be applied without redefinition

Export Filtered Data by Region

Given the user has applied a region or custom group filter, When the user clicks the export button, Then a CSV file is downloaded containing only the filtered region data with appropriate headers and timestamps

Real-Time Data Synchronization

"As an HR manager, I want the geographic sentiment overlay to reflect the latest survey data immediately so that I can monitor emerging morale issues without delays."

Description

Ensure that geographic sentiment overlays update in real time or near-real time as new micro-pulse survey responses arrive. This requires implementing WebSocket or streaming APIs to push updates to the frontend map, handling connection failures gracefully, and managing data caching to minimize latency and bandwidth usage.

Acceptance Criteria

Live GeoLens Overlay Update

Given a GeoLens overlay is displayed in the HR manager’s dashboard, When a new micro-pulse survey arrives for any region, Then the overlay’s heatmap cell for that region updates its color intensity within 3 seconds without user intervention.

WebSocket Reconnection Handling

Given the WebSocket connection drops unexpectedly, When the client detects the disconnection, Then it should attempt automatic reconnection up to 5 times with exponential backoff and display a non-blocking status indicator.

Cached Data Fallback

Given network latency exceeds 2 seconds or the stream is unavailable, When real-time data isn’t delivered, Then the system displays the last known overlay state from the cache and synchronizes updates once the connection is restored.

Bandwidth Optimization for Overlay Data

Given data transmission is active, When the volume of incoming survey responses is high, Then the system batches updates and pushes only aggregated changes every 2 seconds to minimize bandwidth usage while maintaining real-time feel.

Latency Monitoring and Alerting

Given the system processes incoming survey responses, When the time between data receipt on the server and overlay update exceeds 5 seconds, Then an alert is logged in the monitoring dashboard and a notification is sent to the devops channel.

Regional Alerting and Notification

"As an HR manager, I want to receive alerts when a region’s sentiment score drops below a critical level so that I can take timely action to address potential disengagement."

Description

Introduce threshold-based alerts for region-specific sentiment drops, configurable per location or group. The system should send email or in-app notifications when a region’s sentiment score falls below a defined threshold. This includes UI for setting thresholds, notification settings, and a historical log of alerts triggered per region.

Acceptance Criteria

Threshold Configuration Interface

Given an HR manager accesses the GeoLens Overlay settings page When they view the regional alert thresholds section Then they see input fields for setting sentiment score thresholds per region And the fields accept numeric values between -100 and 100 And any invalid input displays an inline validation error

Alert Trigger Verification

Given a sentiment score calculation runs hourly When a region’s latest sentiment score falls below its configured threshold Then the system generates a region-specific alert event And the event is recorded in the alert log with timestamp and score details

Notification Delivery Accuracy

Given a region-specific alert event is generated When the region’s notification settings include email and in-app toggles Then an email notification is sent to configured recipients within 2 minutes And an in-app notification appears for each recipient within 30 seconds

Historical Alert Log Accessibility

Given multiple alerts have been triggered for various regions When an HR manager navigates to the Alerts History page for a selected region Then the system displays a chronological list of all alerts for that region Including timestamp, triggered threshold, actual score, and alert status

Notification Preference Customization

Given an HR manager is on their personal notification settings page When they select or deselect daily summary email or in-app notification options Then the system saves these preferences And subsequent alerts respect the updated notification settings

MoodAlert Engine

Allows users to set custom sentiment thresholds and receive real-time notifications when mood spikes or dips cross critical levels. Proactive alerts empower managers to address emerging issues before they escalate, ensuring timely support and retention.

Requirements

Custom Threshold Configuration

"As an HR manager, I want to set custom sentiment thresholds for my team so that I can receive alerts only when truly meaningful mood changes occur."

Description

Build a UI and backend service to create, modify, and save custom sentiment thresholds for mood spikes and dips. Include selection of sentiment dimensions, setting upper and lower bounds, applying thresholds per team or individual group, and validating input ranges. Integrate with the existing PulseSync platform by storing threshold settings in the central configuration database and ensuring they are applied in real time by the MoodAlert Engine. This empowers managers to tailor alerts to their team’s unique baseline, reducing false positives and delivering timely notifications aligned to specific group dynamics.

Acceptance Criteria

Setting Upper and Lower Bounds for a Team

Given an HR manager selects a team in the Custom Threshold Configuration UI When the manager inputs an upper sentiment bound between 0 and 100 and a lower sentiment bound between 0 and 100, then clicks Save Then the system persists the bounds in the central configuration database, applies them in real time to the MoodAlert Engine, and displays a success confirmation

Applying Thresholds to an Individual Group

Given an HR manager selects an individual group in the configuration panel When the manager defines distinct upper and lower sentiment thresholds and submits the form Then the thresholds are stored for that group only, and subsequent sentiment alerts for users in that group respect the defined bounds

Validating Input Ranges

Given an HR manager enters values outside the allowed 0–100 sentiment range or sets lower bound higher than upper bound When the manager attempts to save the thresholds Then the system prevents saving and displays a clear validation error message indicating the valid range and ordering requirements

Modifying Existing Thresholds

Given an HR manager views previously saved thresholds for a team or group When the manager updates one or more threshold values and clicks Save Then the system overwrites the existing thresholds in the database, applies the updated values immediately to the MoodAlert Engine, and confirms successful update

Real-Time Threshold Enforcement

Given custom thresholds are configured for any team or group When sentiment scores cross the defined bounds in real time Then the MoodAlert Engine triggers alerts according to the new threshold settings without delay

Real-Time Sentiment Processing

"As a people operations lead, I want the system to analyze sentiment data in real time so that I can be notified instantly of critical mood changes."

Description

Enable the system to process incoming micro-pulse survey responses and other sentiment signals in real time, comparing them against configured thresholds. Optimize the data ingestion pipeline for low-latency analysis, update sentiment scores every minute, and trigger alerts instantly when criteria are met. This ensures up-to-the-second awareness of mood shifts, allowing immediate interventions. Integrate with existing data pipelines and AI sentiment analysis modules, scaled for high throughput in fast-growing organizations.

Acceptance Criteria

Immediate Alert on Threshold Breach

Given a survey response with a calculated sentiment score crosses the configured threshold, when the system processes the response in real time, then an alert notification must be delivered to the manager’s dashboard and via email/SMS within 10 seconds.

Minute-Level Score Update

Given incoming sentiment signals are received continuously, when one minute elapses, then the overall sentiment score for each team is updated in the dashboard with no more than 30 seconds of processing delay.

High Throughput Data Processing

Given a burst of up to 1,000 survey responses per minute, when the pipeline ingests the data, then all responses are processed and scored with end-to-end latency below 5 seconds per response.

Integration with AI Sentiment Module

Given the sentiment analysis AI module is available via API, when a new response arrives, then the system calls the AI module, receives a sentiment score, and stores the result in the database within 2 seconds.

Low Latency Pipeline Under Load

Given the system operates at 95th percentile CPU utilization under peak load, when monitoring end-to-end processing times, then 99% of responses are analyzed and threshold checks completed within 15 seconds.

Multi-Channel Alert Dispatch

"As a department head, I want to receive mood alerts via my preferred communication channel so that I can act swiftly using tools I already monitor."

Description

Provide configurable notification channels, including email, Slack, Microsoft Teams, and mobile push notifications, for alert delivery. Implement integration connectors, customizable message templates, escalation rules, and reliable delivery with retry logic. This meets user communication preferences and ensures prompt attention to alerts. Integrate with third-party messaging APIs and internal notification microservices for a seamless experience.

Acceptance Criteria

Email Alert Delivery

Given a sentiment threshold breach triggers an email channel and a valid recipient address is provided, When the sentiment score crosses the user-defined threshold, Then the system sends a templated email to that address within 30 seconds; And the email subject matches the configured template name; And the email body includes the employee's name, current sentiment score, threshold type, timestamp, and link to the analytics dashboard.

Slack Notification Dispatch

Given Slack integration is enabled with valid workspace credentials and channel IDs, When a threshold breach event occurs, Then the system posts a message to the configured Slack channel within 15 seconds; And the message uses the user-defined template including sentiment value, threshold details, timestamp, and action buttons; And if posting fails, the system retries up to 3 times using exponential backoff.

Microsoft Teams Notification Dispatch

Given Microsoft Teams integration is active with correct webhook URLs and permissions, When a sentiment threshold is exceeded or dipped, Then the system sends a card-based message to the selected Teams channel within 15 seconds; And the card displays employee details, sentiment score, threshold level, timestamp, and a link to the dashboard; And failed deliveries are retried up to 3 times.

Mobile Push Notification with Retry Logic

Given mobile push notifications are configured with valid device tokens and credentials, When the threshold breach is detected, Then a push notification is delivered to the user's device within 10 seconds; And the notification payload includes title, body, timestamp, sentiment score, and deep link; And on delivery failure, the system retries up to 3 times with incremental delays and logs each failure.

Escalation Rule Execution

Given an alert fails to deliver on the primary notification channel after all retries, When retry limits are reached, Then the system automatically triggers the next channel in the user-defined escalation sequence within 5 seconds; And sends a summary email to the manager confirming the fallback execution; And logs the escalation event in the audit trail.

Custom Message Template Validation

Given a user creates or updates a notification template, When the user submits the template, Then the system validates all placeholder tokens and required fields; And displays clear error messages for invalid syntax or missing variables; And allows the template to be saved only if validation passes without errors.

Alert Management Dashboard

"As an HR manager, I want a dashboard to manage and track my mood alerts so that I can keep an audit trail of my interventions."

Description

Introduce a centralized dashboard where managers can view active alerts, acknowledge or dismiss them, annotate actions taken, and track alert history. Include filtering by team, severity, time range, and status. Integrate with user accounts to enforce permission-based access. This consolidates alert information, provides context for follow-up, and ensures accountability within the PulseSync platform.

Acceptance Criteria

View Active Alerts in Dashboard

Given I am a manager with appropriate role When I navigate to the Alert Management Dashboard Then I should see a list of active alerts with identifier, severity level, team name, timestamp, and status

Acknowledge or Dismiss Alerts

Given an active alert is displayed When I click 'Acknowledge' on an alert Then the alert status changes to 'Acknowledged' and is removed from the active list; similarly, clicking 'Dismiss' changes status to 'Dismissed' and archives the alert

Annotate Actions Taken for an Alert

Given an acknowledged or dismissed alert When I open the alert details Then I can add a text annotation of up to 500 characters and save it; the annotation is displayed in its history log

Filter Alerts by Team, Severity, Time Range, and Status

Given multiple alerts in the dashboard When I apply filters for team, severity, time range, and status Then the alert list updates to only display alerts matching all selected filters

Enforce Permission-Based Access to Alert Dashboard

Given a user attempts to access the Alert Management Dashboard When the user lacks the 'Manager' role Then access is denied and a '403 Forbidden' message is displayed; users with the 'Manager' role can access the dashboard

Track Alert History

Given an alert has undergone status changes and annotations When I view the alert history Then I see a chronological log of all status changes, timestamps, user IDs, and annotations associated with the alert

Audit Logging and Historical Analysis

"As a compliance officer, I want detailed logs of all alert events and actions so that I can verify the process and generate reports."

Description

Implement comprehensive logging of all alert triggers, threshold changes, delivery attempts, acknowledgments, and user actions for compliance and retrospective analysis. Store logs in a secure, queryable database, apply configurable retention policies, and provide an API for data export. This enables managers to review alert effectiveness over time, perform trend analysis, and support audit requirements while aligning with security and privacy standards.

Acceptance Criteria

Logging of Alert Triggers

Given a sentiment alert is triggered, when the event is recorded, then the system logs event ID, timestamp (ISO 8601), user ID or group ID, sentiment score, threshold breached, and alert type into the audit database, and the entry is queryable via the audit API within 5 seconds.

Threshold Modification Audit

Given an HR manager updates a sentiment threshold, then the system logs the old and new threshold values, user ID, timestamp, and reason for change into the audit database immediately upon saving.

Delivery Attempt Recording

Given the system attempts to deliver a notification, then it logs the delivery attempt outcome (success or failure), timestamp, channel, recipient ID, retry count, and error message (if any) for each attempt.

Retention Policy Enforcement

Given a configured retention policy of N days, when a log entry exceeds N days of age, then the system automatically purges or archives the entry and records the purge action with timestamp and policy ID.

Audit Data Export API

Given a valid API request with date range and filters, when the user invokes the export endpoint, then the system returns a paginated CSV or JSON file containing all matching log entries within 10 seconds.

PatternDetect AI

Automatically analyzes heatmap data to identify recurring sentiment patterns and anomalies across teams. The AI-driven insights surface underlying causes of disengagement, enabling people leaders to focus on root-cause resolutions rather than surface-level symptoms.

Requirements

Real-Time Pattern Analysis

"As an HR manager, I want the system to analyze survey data in real time so that I can quickly identify emerging sentiment patterns and address issues before they escalate."

Description

Enable the system to continuously analyze incoming micro-pulse heatmap data to detect recurring sentiment patterns and anomalies across teams. Leverage AI algorithms to process real-time feedback streams, identify shifts in morale or engagement, and surface actionable insights within seconds of data collection. Integration with PulseSync’s existing data pipeline ensures seamless ingestion of survey results and immediate analysis, empowering HR managers to respond proactively to early warning signs of disengagement.

Acceptance Criteria

Real-Time Data Stream Ingestion

Given continuous micro-pulse survey responses are received, when data enters the system, then the ingestion pipeline must process each record within 2 seconds without loss or duplication.

Immediate Pattern Detection

Given new heatmap data points are ingested, when the AI engine runs analysis, then recurring sentiment patterns and anomalies must be identified and surfaced within 5 seconds of data arrival.

Seamless Pipeline Integration

Given PulseSync’s existing data pipeline is operational, when micro-pulse results flow through, then the Real-Time Pattern Analysis feature must integrate automatically without requiring manual configuration changes.

Accuracy of Anomaly Alerts

Given the AI detects an unusual drop in team morale, when an anomaly meets predefined threshold criteria (e.g., 20% negative sentiment spike), then the system must trigger an alert with at least 95% accuracy in anomaly classification.

Dashboard Insight Update Speed

Given new analysis results are generated, when results are available, then the actionable insights dashboard must reflect updated sentiment patterns and anomalies within 10 seconds.

Customizable Alert Thresholds

"As a team lead, I want to set custom alert thresholds for sentiment changes so that I receive timely notifications when engagement metrics fall outside acceptable ranges."

Description

Provide configurable alert thresholds that allow people leaders to define specific engagement metrics or sentiment patterns triggering notifications. The feature should support setting thresholds for positive, neutral, and negative sentiment frequencies, percentage changes over time, and deviation from historical baselines. Alerts should be delivered via email, Slack, or in-app notifications, ensuring timely awareness of critical sentiment shifts tailored to organizational needs.

Acceptance Criteria

Defining Negative Sentiment Frequency Threshold

Given an HR manager is on the alert configuration page When they set the negative sentiment frequency threshold to 20% for a rolling 7-day period Then the system must save the threshold and display a confirmation message And the system must trigger an alert via the selected notification channel if negative sentiment reaches or exceeds 20% within any 7-day window

Configuring Percentage Change Alert

Given an HR manager needs to monitor sudden shifts in sentiment When they configure an alert for a 10% increase or decrease in negative sentiment compared to the previous week Then the system must validate the input and save the configuration And the system must trigger an alert when sentiment change meets or exceeds ±10% over a 7-day span

Setting Deviation From Historical Baseline Alert

Given an HR manager wants to detect anomalies When they set an alert for sentiment deviations of 15% above or below the 3-month historical baseline Then the system stores the baseline threshold And triggers an alert when current sentiment deviates by ≥15% from the 3-month average

Choosing Notification Channels

Given an HR manager configures an alert threshold When they select one or more notification channels (email, Slack, in-app) Then the system must display the available channels And successfully send test alerts through all selected channels

Editing Existing Thresholds

Given an HR manager has existing alert thresholds When they update the threshold parameters or notification channels Then the system must save the updated settings And apply the new thresholds to subsequent sentiment data without losing historical configurations

Root Cause Attribution Dashboard

"As a people leader, I want to see a dashboard that links sentiment patterns to possible causes so that I can develop targeted interventions."

Description

Design an interactive dashboard that correlates detected patterns with potential root causes by cross-referencing qualitative survey comments, team demographics, and environmental factors. The dashboard should visualize contributing variables such as workload spikes, organizational changes, or manager-to-team ratios, enabling leaders to pinpoint underlying reasons for disengagement. Drill-down capabilities should allow users to filter by department, tenure, or project to refine their analysis.

Acceptance Criteria

Workload Spike Analysis Scenario

Given that a workload spike is identified for a specific team, when the HR manager selects the 'Workload Spike' filter, then the dashboard displays a line chart overlay of sentiment scores and workload hours for the selected period with less than 5% data discrepancy; And users can drill down to view individual survey comment clusters associated with the spike.

Organizational Change Correlation Scenario

Given that an organizational change event is logged, when the user applies the 'Organizational Change' overlay, then the dashboard highlights sentiment shifts occurring within seven days before and after the event, displaying correlation coefficients above 0.7 where significant.

Manager-to-Team Ratio Drill-down Scenario

Given the manager-to-team ratio metric, when the HR manager selects the ratio view, then the dashboard shows scatter plot points representing each manager's ratio against average team sentiment; And clicking on a point filters the dashboard to show root cause drivers for that manager's team.

Departmental Disengagement Filtering Scenario

Given high disengagement risk scores in the 'Sales' department, when the user selects the 'Sales' department filter, then the dashboard only displays contributing variables and patterns for that department, with at least 95% of data rows matching the selected department.

Qualitative Comments Cross-Reference Scenario

Given a detected negative sentiment pattern, when the user clicks 'View Comments', then the system retrieves and displays relevant qualitative survey comments tagged with sentiment scores below -0.3; And the comments are grouped by identified root cause categories.

Team Comparison Module

"As an HR director, I want to compare engagement trends between teams so that I can identify high-performing groups and replicate their strategies in underperforming areas."

Description

Implement a module that compares sentiment patterns across different teams, departments, or locations. The module should normalize data to account for team size differences and present comparative heatmaps, trend lines, and anomaly scores side by side. This comparative analysis will help HR managers identify best practices from high-performing teams and highlight underperforming groups requiring additional attention.

Acceptance Criteria

Comparative Heatmap Generation for Same-Sized Teams

Given HR manager selects two teams with equal number of participants, when the Team Comparison Module runs, then the system displays two normalized heatmaps side by side using identical color scales and legend.

Trend Line Visualization Over Time

Given HR manager selects multiple teams and a date range, when the module processes the sentiment data, then trend lines for each team are rendered on the same axis with clear labels and distinct colors.

Anomaly Score Detection Across Departments

Given HR manager selects departments for comparison, when underlying sentiment anomalies exceed predefined thresholds, then anomaly scores are calculated, highlighted on the heatmap, and listed in a sortable table.

Normalization of Sentiment Data by Team Size

Given teams of varying sizes are selected, when sentiment data is aggregated, then scores are normalized per participant and differences in team size do not skew comparative results.

Export of Comparative Analysis Reports

Given a completed comparison view is displayed, when the HR manager clicks 'Export', then a PDF report is generated containing heatmaps, trend lines, anomaly scores, and normalization details.

Historical Trend Export

"As a data analyst, I want to export historical sentiment trends and pattern reports so that I can perform advanced analysis and include findings in executive presentations."

Description

Offer the ability to export historical sentiment analysis and detected pattern reports in CSV, XLSX, or PDF formats. Exports should include timestamped records of sentiment scores, pattern anomalies, alert logs, and root cause correlations. Custom date ranges and filters should be available to facilitate offline analysis, executive reporting, and integration with third-party BI tools.

Acceptance Criteria

Custom Date Range Export

Given the HR manager selects a custom start date and end date, When they initiate the export, Then the system generates a report containing only records within that date range.

Format Selection Export

Given the user chooses CSV, XLSX, or PDF format, When they confirm the export settings, Then the exported file is generated in the selected format and opens without errors in the corresponding application.

Filter-based Data Export

Given the user applies filters for team, sentiment score thresholds, or anomaly types, When they export the report, Then only the filtered data is included in the export.

Timestamped Records Validation

Given a completed export file, When it is opened, Then each row includes a timestamp corresponding to the original survey submission date and time.

Integration-Ready Export for BI Tools

Given the user downloads the exported file, When they import it into a third-party BI tool (e.g., Tableau or Power BI), Then the data schema matches required fields (sentiment_score, pattern_anomaly_id, alert_log, root_cause) and imports without errors.

ActionSuggester

Suggests tailored intervention strategies based on current heatmap hotspots, drawing from best practices and past successful actions. Managers receive concise recommendations—like team check-ins, recognition campaigns, or workload adjustments—streamlining their response plans.

Requirements

Heatmap Sync Engine

"As an HR manager, I want the ActionSuggester to use live heatmap data so that recommendations reflect the current sentiment hotspots in my teams."

Description

Integrate real-time micro-pulse survey heatmap data into the ActionSuggester, aggregating sentiment hotspots, mapping clusters, and feeding live data into the AI model to ensure intervention recommendations reflect the current mood across teams.

Acceptance Criteria

Real-Time Heatmap Sync

Given the system receives a new micro-pulse survey response, when the response is processed, then the heatmap visualization updates within 5 seconds and reflects the latest sentiment data.

Cluster Mapping Accuracy

Given sentiment data points from multiple teams, when clusters of low engagement are detected, then the system accurately groups them into distinct hotspots with at least 90% precision compared to manual analysis.

AI Model Data Ingestion

Given live heatmap data streams, when the AI model ingests the data, then recommendations generated by ActionSuggester incorporate the latest heatmap state without delay.

Emerging Disengagement Detection

Given continuous survey inputs, when new hotspots of disengagement emerge, then the system triggers an alert in the dashboard highlighting these areas within one minute.

High-Volume Data Processing

Given a peak survey load of 10,000 responses per minute, when processing the data, then the Heatmap Sync Engine processes and updates the heatmap without errors and within 10 seconds.

Suggestion Customization UI

"As a people leader, I want to customize suggestion filters so that I receive intervention recommendations that match my team’s unique needs."

Description

Provide UI controls for managers to filter and adjust recommendation criteria by team, sentiment intensity, action type, and time window, allowing tailored outputs that align with specific team contexts and avoid irrelevant suggestions.

Acceptance Criteria

Filter Suggestions by Team

Given the manager is on the Suggestion Customization UI, When the manager selects a specific team from the team filter dropdown, Then only recommendations for that team are displayed in the suggestions list.

Adjust Sentiment Intensity Threshold

Given the manager is on the Suggestion Customization UI, When the manager moves the sentiment intensity slider to a defined value, Then only suggestions with sentiment intensity equal to or above that value are shown.

Select Action Types

Given the manager is on the Suggestion Customization UI, When the manager toggles one or more action type checkboxes (e.g., recognition, workload adjustment), Then the suggestions list updates to display only those action types selected.

Set Time Window Filter

Given the manager is on the Suggestion Customization UI, When the manager selects a custom time window (e.g., last 7 days) and applies it, Then the suggestions list updates to include only recommendations generated within the specified time frame.

Apply Multiple Filters Simultaneously

Given the manager has configured team, sentiment intensity, action types, and time window filters, When the manager clicks the Apply Filters button, Then the suggestions list updates correctly to reflect all selected filters without errors.

Action Insights Dashboard

"As an HR manager, I want to see how past recommended actions performed so that I can select strategies that have delivered positive results."

Description

Display performance metrics of past interventions—such as engagement uplift, sentiment change, and completion rates—in charts and tables within the dashboard, enabling managers to evaluate effectiveness and choose strategies with proven success.

Acceptance Criteria

Viewing Intervention Performance Summary

Given a manager opens the Action Insights Dashboard, When the interventions performance section loads, Then the dashboard displays charts for engagement uplift, sentiment change, and completion rates for each past intervention; And each metric’s data matches the recorded values in the backend; And the section loads within 2 seconds.

Filtering Metrics by Time Frame

Given the manager selects a custom date range filter, When the filter is applied, Then the dashboard updates to show metrics only for interventions within that date range; And charts and tables reflect the updated data accurately; And the filter action completes within 1.5 seconds.

Comparing Engagement Uplift Across Interventions

Given the manager activates the comparison mode, When the manager selects multiple interventions, Then the dashboard displays a side-by-side comparison chart of engagement uplift percentages for the selected interventions; And each data point corresponds to the correct intervention; And the chart legend clearly identifies interventions.

Drilling Down into Sentiment Change Details

Given the manager clicks on a specific intervention’s sentiment change chart segment, When the click is registered, Then a detailed table appears listing the sentiment change data points by week; And the table includes columns for date, sentiment score before and after intervention; And the table supports sorting by any column.

Exporting Performance Data

Given the manager clicks the export button, When the export action is confirmed, Then the dashboard generates a CSV file containing all displayed performance metrics for the selected interventions; And the file is downloaded to the user’s device within 3 seconds; And the CSV file’s columns match the dashboard’s visible metrics with correct headers.

Proactive Alert System

"As a people leader, I want to receive instant alerts when employee sentiment dips significantly so that I can act quickly to address morale issues."

Description

Implement automated in-app and email alerts that trigger when sentiment hotspots exceed defined thresholds, including a concise summary of the hotspot area and top recommended actions, to ensure timely intervention.

Acceptance Criteria

High Disengagement Hotspot Alert

Given a sentiment hotspot surpasses the predefined threshold, when the system detects the event, then an in-app alert containing the hotspot area, current sentiment score, and top three recommended actions is generated and displayed to the manager within five minutes, and an email notification with identical content is dispatched within ten minutes.

Custom Threshold Application

Given the HR manager updates sentiment threshold settings and saves changes, when a sentiment hotspot occurs thereafter, then the system applies the new threshold for triggering in-app and email alerts.

Alert Email Delivery and Retry

Given an alert is triggered, when the email delivery fails, then the system retries sending the email up to three times at five-minute intervals and logs each attempt; if all retries fail, an escalation alert is generated for the system administrator.

Recommendation Accuracy Verification

Given the ActionSuggester module generates recommendations for a hotspot, when preparing the alert, then the system includes no more than five tailored recommendations sourced from the top 80th percentile of past successful interventions and ranks them by relevance score.

Alert Read Receipt Logging

Given an in-app alert is presented to the manager, when the manager views the alert, then the system records a 'read' status with timestamp in the audit log and updates the alert status to 'read' in the alert center.

Feedback Loop Integration

"As an HR specialist, I want to record implemented actions and collect follow-up feedback so that the ActionSuggester continuously refines its accuracy."

Description

Enable managers to log executed suggestions and capture follow-up employee feedback via micro-pulse surveys, feeding this data back into the AI model to refine and improve future recommendations.

Acceptance Criteria

Logging Executed Interventions

Given a manager has executed a suggested intervention, when the manager logs the action via the Feedback Loop Integration interface including date, intervention type, and brief outcome, then the system must persist the record in the database and display it in the manager’s action history.

Capturing Follow-Up Feedback

Given a logged intervention, when a scheduled micro-pulse survey is deployed to affected employees within 48 hours, then employee responses must be automatically associated with the corresponding action and stored for analysis.

Data Ingestion for AI Model Retraining

Given new feedback data linked to logged interventions, when the nightly data pipeline runs, then the system must successfully import the data into the AI training dataset without errors.

Suggestion Refinement Verification

Given the AI model has been retrained with new feedback data, when the manager next views recommendations for the same hotspot, then the system must present at least two revised suggestions that reflect updated strategy weights.

Historical Action Impact Dashboard

Given multiple logged interventions with follow-up feedback, when the manager accesses the ActionSuggester dashboard, then the system must display intervention effectiveness metrics over time, including average sentiment change and response rates.

TeamCompare Matrix

Enables side-by-side comparison of multiple teams’ heatmaps, highlighting relative sentiment performance. This comparative view helps HR partners and executives benchmark team morale, identify outliers, and share successful tactics across groups.

Requirements

Multi-team Selector

"As an HR manager, I want to select multiple teams at once so that I can compare their sentiment heatmaps side-by-side."

Description

Enables users to select and add multiple teams for side-by-side comparison using intuitive search and filter options. The selector integrates with the existing team management module, allowing HR managers to quickly build a cohort of teams to compare. Selection state persists across sessions, ensuring consistent comparisons. Error handling ensures invalid or duplicate selections are prevented. This feature enhances efficiency by simplifying team selection workflows and reducing manual effort.

Acceptance Criteria

Bulk Team Selection via Search and Filter

Given the user enters a valid team name in the search field and applies filters, when they press 'Add Team', then multiple matching teams can be selected simultaneously and appear in the comparison list.

Persistence of Selection Across Sessions

Given the user has selected multiple teams for comparison, when they log out and log back in, then the previously selected teams remain listed in the multi-team selector.

Prevention of Duplicate Team Selection

Given a team is already in the comparison list, when the user attempts to add the same team again, then the system prevents the duplicate and displays an appropriate notification.

Handling Invalid Team Inputs

Given the user types a non-existent or invalid team name, when they attempt to add it, then the system shows 'No matches found' and disables the 'Add Team' button.

Clear Selection Reset Functionality

Given the user has added several teams, when they click the 'Clear All Selections' control, then all selected teams are removed and the selector UI resets to its default state.

Comparative Heatmap Generation

"As an HR analytics user, I want the system to generate aligned heatmaps for chosen teams so that I can visually compare their morale patterns."

Description

Automatically generates synchronized heatmaps for each selected team, aligning them in a matrix grid that highlights sentiment scores. Heatmaps should use a consistent color scale and scale to the number of participants. The algorithm processes micro-pulse survey data in real time, updating the visualization upon new data arrival. This feature provides clear, immediate visual comparisons, helping users instantly identify sentiment trends across teams.

Acceptance Criteria

Multi-Team Selection Alignment

Given the user selects multiple teams for comparison, when the comparison view is rendered, then the system displays synchronized heatmaps in a grid with equal dimensions and aligned axes for each selected team.

Real-Time Survey Data Integration

Given new micro-pulse survey data arrives for any displayed team, when the data is ingested, then the corresponding heatmap updates automatically within 60 seconds without a page reload.

Consistent Color Scale Across Heatmaps

Given multiple team heatmaps are displayed, then all heatmaps use the same color scale legend based on global sentiment min/max values, ensuring consistent visual comparison.

Participant Count Scaling

Given teams have varying numbers of survey respondents, when rendering heatmaps, then the cell opacity is proportional to respondent count relative to the highest-count team and a participant count label is shown.

Matrix Heatmap Export Functionality

Given the user opts to export the heatmap matrix, when the export action is triggered, then the system generates a PDF or PNG including the heatmaps, color legend, team labels, and participant counts.

Interactive Zoom & Pan Controls

"As a people leader, I want to zoom and pan across the comparative heatmaps so that I can closely examine specific periods or sentiment shifts."

Description

Provides interactive zoom and pan controls within the TeamCompare Matrix, allowing users to focus on specific areas of the heatmaps. Users can zoom into a particular time frame or sentiment range and pan across the matrix for detailed inspection. Controls should be responsive and support mouse, touch, and keyboard inputs. This feature enhances user experience by facilitating in-depth analysis and exploration of sentiment dynamics.

Acceptance Criteria

Zoom Into a Specific Time Frame

Given the user hovers over the time axis and uses the mouse wheel or pinch gesture, when a scroll or pinch is detected, then the matrix smoothly zooms in or out centered on the cursor, respecting predefined zoom limits (50%–200%) and completing the animation within 200ms.

Pan Across Team Heatmaps

Given the matrix is zoomed in, when the user clicks and drags with the mouse, swipes on touch, or uses arrow keys, then the matrix pans accordingly, ensuring the viewport does not exceed data boundaries and pan animations complete within 150ms.

Keyboard Navigation for Zoom and Pan

Given the matrix is focused, when the user presses '+' or '-' keys, the matrix zooms in or out by 10% increments centered on the current viewport; when the user presses arrow keys, the matrix pans by 10% increments, and all interactions are announced via accessible ARIA live regions.

Touch Gesture Support for Zoom and Pan

Given the user is on a touch-enabled device, when performing a pinch gesture the matrix zooms in or out smoothly within limits, and when swiping with two fingers the matrix pans accordingly; all gestures should be recognized with a gesture recognition latency under 100ms.

Reset Zoom to Default View

Given the matrix is zoomed or panned, when the user clicks the 'Reset View' button or presses the 'R' key, then the matrix resets to default zoom (100%) and center position in under 200ms, and focus returns to the reset control for continued keyboard navigation.

Benchmark Metrics Overlay

"As an executive, I want to overlay benchmark metrics on team heatmaps so that I can see how each team’s sentiment compares to company and industry standards."

Description

Incorporates benchmark metrics overlays on the comparative matrix, including average sentiment lines, percentile bands, and industry benchmarks. Users can toggle overlays on or off to view relative performance against internal or external standards. The overlays derive from aggregated data, ensuring accuracy and relevance. This feature provides contextual insight, helping stakeholders understand where teams stand relative to defined benchmarks.

Acceptance Criteria

Average Sentiment Overlay Toggle

Given the HR manager is viewing the TeamCompare Matrix page, when they click the 'Average Sentiment' toggle, then an average sentiment line appears on each team's heatmap, accurately reflecting the computed average and labeled with the correct value and color.

Percentile Bands Activation

Given the HR manager has the TeamCompare Matrix open, when they enable the 'Percentile Bands' overlay, then colored bands representing the 25th, 50th, and 75th percentiles appear behind each team's heatmap, matching the underlying data distribution.

Industry Benchmark Display

Given the HR manager is in the TeamCompare Matrix view, when they select 'Industry Benchmark' from the overlays menu, then a benchmark line representing the external industry average is displayed, distinguished from internal metrics, with the correct value pulled from the aggregated dataset.

Overlay Toggle Off

Given one or more overlays (average sentiment line, percentile bands, or industry benchmark) are visible, when the HR manager toggles an overlay off, then that overlay is removed immediately without affecting other active overlays and the heatmap returns to its base state.

Internal vs External Benchmark Switch

Given the HR manager has overlays enabled, when they switch between 'Internal Benchmark' and 'Industry Benchmark' options, then the overlay updates dynamically to reflect the correct dataset (internal aggregated metrics or external standards) without a page reload.

Export & Share Matrix View

"As an HR partner, I want to export or share the comparative heatmap view so that I can distribute insights to leadership teams and external stakeholders."

Description

Enables users to export the TeamCompare Matrix as high-resolution images, PDF reports, or shareable links. Exported files include legends, annotations, and relevant metadata. Shareable links maintain access permissions and reflect real-time data upon view. This functionality supports collaboration and reporting workflows, allowing HR partners to distribute insights to stakeholders easily.

Acceptance Criteria

Export Matrix as High-Resolution Image

Given a user is viewing the TeamCompare Matrix When the user selects the export as image option Then the system generates a PNG or JPEG image at a minimum resolution of 300 DPI including color-accurate heatmaps, legends, and annotations.

Generate PDF Report of Matrix View

Given a user chooses to export the matrix as a PDF When the user initiates the export Then the system generates a PDF containing the matrix view, legends, annotations, and metadata such as date, author, and filters applied, formatted for A4 page size.

Create Shareable Link for Real-Time Matrix

Given a user opts to share the matrix via link When sharing is initiated Then the system creates a unique URL restricted to users with existing access rights which reflects the current live data upon each view.

Include Legends and Annotations in Export

Given legends or annotations exist on the matrix view When the user exports the matrix Then the exported file (image or PDF) visibly includes all legends and annotations in their original positions and styles.

Maintain Access Permissions on Shared Link

Given the user has defined team-level access permissions When a shareable link is generated Then only users with those permissions can access the matrix via the link and unauthorized users receive an access denied message.

Access Control & Permissions

"As a system administrator, I want to set permissions on comparative heatmaps so that only authorized users can access sensitive sentiment data."

Description

Establishes role-based access control for the TeamCompare Matrix feature, ensuring only authorized users can view, generate, or export comparative analyses. Permissions align with existing user roles and teams, with options for granular sharing. Unauthorized access triggers alerts and logging. This requirement secures sensitive employee sentiment data and maintains compliance with privacy policies.

Acceptance Criteria

Team Administrator Accesses Matrix

Given an Admin user with the TeamCompare Matrix permission, when they navigate to the TeamCompare page, then they can view the heatmap for all teams they manage.

HR Manager Exports Comparative Analysis

Given an HR Manager with export permission, when they click the export button, then the system generates a downloadable CSV containing heatmap data for selected teams within 5 seconds.

Unauthorized User Blocked

Given a regular employee without appropriate role, when they attempt to access the TeamCompare Matrix, then they are shown an 'Access Denied' message and the access attempt is logged.

Granular Sharing Permission

Given a Team Lead with read-only shared access by another team, when they open the shared matrix, then they can view but cannot export or modify the comparison.

Audit Log Records Access Attempts

Given any user attempts to view, generate, or export the matrix, when the action completes or is denied, then the system logs the user ID, timestamp, action, and outcome in the audit log.

ContextClip

Provides concise conversation snippets alongside alerts, so managers immediately see the context behind negative tone patterns. By surfacing relevant messages, users can quickly understand issues and respond more effectively without sifting through entire threads.

Requirements

Snippet Extraction Engine

"As an HR manager, I want automatically generated conversation snippets for negative tone alerts so that I can quickly understand context and decide on an appropriate response without reading full threads."

Description

Implement an AI-driven engine that automatically extracts concise snippets of conversation around flagged negative tone messages, ensuring these snippets capture the essential context without extraneous content. The engine should integrate with existing PulseSync analytics pipelines, support multiple messaging platforms, and deliver snippets in under two seconds. This feature will reduce cognitive load on managers by surfacing only the most relevant text surrounding negative sentiment.

Acceptance Criteria

Real-time Snippet Extraction for Slack

Given a flagged negative message from Slack, when the engine processes it, then it returns a snippet containing up to 3 preceding and 3 following messages, highlights the negative sentiment keywords, and delivers the result within 2 seconds.

Multi-Platform Message Support

Given flagged messages from Slack, Microsoft Teams, and Webex, when the engine extracts snippets, then it formats each snippet according to platform-specific conventions, preserves links, mentions, and attachment metadata, and includes only relevant text.

Integration with Analytics Pipeline

Given a negative tone event, when the engine generates a snippet, then it pushes the snippet to the PulseSync analytics database with the correct event ID, timestamps, and user metadata, making it queryable via the dashboard API.

Snippet Quality and Relevance

Given a conversation with mixed sentiments, when generating a snippet, then the engine captures the core negative tone sentence plus one contextual sentence before or after, excludes unrelated content, and ensures the snippet remains under 200 characters.

Performance Under Peak Load

Given 100 simultaneous negative tone events, when processing concurrently, then at least 95% of snippets must be delivered within 2 seconds, with no more than 5% experiencing delays beyond that threshold.

Error Handling and Fallback

Given an API failure in a messaging platform, when snippet extraction fails, then the engine logs the error, retries once, and if still unsuccessful returns a default message "Snippet unavailable" within 2 seconds.

Keyword Highlighting

"As an HR manager, I want relevant keywords in snippets highlighted so that I can immediately spot the most important emotional or action terms contributing to negative feedback."

Description

Enhance the extracted snippets by highlighting key emotional or action words that contributed to the negative tone detection. The highlighting should be visually distinct, configurable by keyword categories, and compatible with both light and dark UI themes. This will draw immediate attention to critical terms, improving managers’ ability to diagnose issues rapidly.

Acceptance Criteria

Highlight Emotion Keywords in Light Theme

Given a conversation snippet containing emotional keywords such as “frustrated” and “disappointed”, When the snippet is displayed in the light UI theme, Then each emotional keyword is highlighted using the predefined emotion color palette (e.g., #FDE8E8 background, #D32F2F underline) and remains clearly legible against the light background.

Highlight Emotion Keywords in Dark Theme

Given a conversation snippet containing emotional keywords such as “frustrated” and “disappointed”, When the snippet is displayed in the dark UI theme, Then each emotional keyword is highlighted using the predefined emotion color palette (e.g., #B71C1C background, #F44336 underline) and remains clearly legible against the dark background.

Highlight Action Keywords in Both Themes

Given a conversation snippet containing action-oriented keywords such as “escalate” and “resolve”, When the snippet is displayed in either light or dark UI theme, Then each action keyword is highlighted using the action category style (e.g., #E8FDF5 background, #0277BD underline) and remains clearly legible in both themes.

User-Configured Keyword Category Highlighting

Given an admin user configures a custom keyword category “recognition” with a specific highlight color (e.g., #E8F5E9), When the system processes conversation snippets containing keywords like “appreciate” or “thank you”, Then the system highlights these keywords using the user-defined color and style and persists the configuration across sessions.

Accessibility Contrast Compliance

Given any highlighted keyword in either UI theme, When the highlight style is applied, Then the color combinations for background and text meet WCAG AA contrast ratio standards (minimum 4.5:1), ensuring readability for users with visual impairments.

Thread Navigation Links

"As an HR manager, I want to click from a snippet directly to the full conversation at the right point so that I can explore additional context or related messages if required."

Description

Include direct links in each snippet that navigate users to the exact location of the snippet within the full conversation thread. Clicking a snippet link should open the chat or email thread at the correct timestamp, preserving user context. This feature ensures seamless transition between snippet view and full thread exploration when deeper investigation is needed.

Acceptance Criteria

Dashboard snippet link navigation

Given a user is viewing a snippet in the PulseSync dashboard When they click the 'View in thread' link on the snippet Then the conversation opens at the exact timestamp of the snippet and highlights the snippet text

Email notification snippet link navigation

Given a user receives an email alert containing a snippet with a link When they click the snippet link Then their default browser opens the PulseSync thread view at the correct message and timestamp

Shared snippet link access

Given a user shares a snippet link via the 'Copy link' function When a recipient clicks the shared link Then they are prompted to authenticate if necessary and see the conversation at the correct snippet location

Invalid snippet link handling

Given a user clicks a snippet link for a deleted message or without proper permissions When the link is accessed Then an error message displays that the content is unavailable and offers guidance to return to the dashboard

Mobile app snippet link navigation

Given a user is on the PulseSync mobile app viewing a snippet alert When they tap the snippet link Then the app navigates to the thread at the correct timestamp and scrolls to display the snippet

Customizable Snippet Length

"As an HR manager, I want to set how many messages appear around the flagged snippet so that I can get either a brief or more detailed context as needed."

Description

Allow users to configure the number of messages included before and after the flagged negative tone, ranging from one to five messages per side. Provide an intuitive slider or dropdown in settings to adjust snippet length. This customization ensures managers receive just the right amount of context based on personal preference or specific investigation needs.

Acceptance Criteria

Default Snippet Length on First Alert

Given a new user with default snippet settings, When they view an alert with negative tone, Then the conversation snippet displays exactly 1 message before and 1 message after the flagged message.

Snippet Length Adjustment via Slider

Given a user on the ContextClip settings page, When they move the snippet length slider to 3 messages, Then subsequent alerts display 3 messages before and 3 messages after the flagged message.

Snippet Length Adjustment via Dropdown

Given a user on the ContextClip settings page, When they select '5' from the snippet length dropdown, Then subsequent alerts display 5 messages before and 5 messages after the flagged message.

Custom Settings Persistence

Given a user sets the snippet length to 4 messages via the slider, When they log out and log back in, Then the snippet length setting remains at 4 and is reflected in alerts.

Snippet Length Boundary Validation

Given a user attempts to set the snippet length to 0 or 6 via the settings controls, When they try to save, Then the system displays a validation error and prevents saving invalid values.

Contextual Privacy Filter

"As an HR manager, I want PII automatically redacted in conversation snippets so that I can maintain employee confidentiality while reviewing feedback context."

Description

Implement a filter that automatically redacts personally identifiable information (PII) such as names, email addresses, and phone numbers within the snippets. The filter must comply with data privacy regulations (e.g., GDPR) and allow administrators to define additional sensitive terms. This ensures snippets respect employee privacy while still conveying essential context.

Acceptance Criteria

Automatic PII Redaction in Real-Time Snippets

Given an alert snippet contains a user’s full name, when the Contextual Privacy Filter processes it, then the name is replaced with “[REDACTED]” without altering surrounding context.

Admin-Defined Sensitive Term Redaction

Given an administrator adds a custom sensitive term, when a snippet contains that term, then it is masked with “[REDACTED]” consistently across all instances.

GDPR Compliance Verification

Given a snippet originates from an EU employee, when processed, then all PII types (names, emails, phone numbers) are redacted and only non-identifiable context is displayed.

Selective Context Preservation

Given a snippet with PII adjacent to conversational context, when processed, then only PII tokens are redacted and adjacent words remain intact for clarity.

Audit Logging of Redaction Actions

Given any PII redaction event occurs, when the filter runs, then an audit log entry is recorded with snippet ID, timestamp, redacted term types, and responsible filter version.

TrendLens

Visualizes emerging negative sentiment trends over time in interactive charts. Managers gain a clear, temporal view of tone fluctuations, allowing them to spot recurring issues and measure the impact of interventions across weeks or months.

Requirements

Interactive Time-Series Chart Rendering

"As an HR manager, I want to interact with a time-series sentiment chart so that I can explore mood trends over different time frames and pinpoint when engagement changes occur."

Description

Implement an interactive, high-performance time-series chart that visualizes employee sentiment scores over adjustable time intervals. The chart should support zoom, pan, and tooltip features, enabling HR managers to explore sentiment fluctuations daily, weekly, or monthly. It must integrate seamlessly with the existing PulseSync dashboard, automatically updating in real time as new micro-pulse survey data is ingested. This requirement enhances data transparency, allowing leaders to quickly identify periods of significant morale shifts and evaluate the timing of interventions.

Acceptance Criteria

Adjust Time Range for Sentiment Chart

Given the default chart view displays daily data, when the HR manager selects 'weekly' or 'monthly' from the time interval dropdown, then the chart must re-render to show aggregated sentiment scores for the selected interval within 2 seconds.

Zooming into a Specific Time Window

Given the sentiment chart is displayed, when the HR manager uses the zoom control (click-and-drag or scroll), then the chart must smoothly zoom into the selected time range, accurately reflecting the data points for that window without distortion or data omission.

Panning Across the Sentiment Timeline

Given the chart is zoomed beyond the default view, when the HR manager clicks and drags horizontally, then the chart must pan left or right, updating visible time boundaries and data points in real time without performance lag.

Hovering for Detailed Sentiment Data

Given the sentiment chart is rendered, when the HR manager hovers over any data point, then a tooltip must appear within 200ms showing the exact date, sentiment score, and number of survey responses for that point.

Real-Time Data Rendering upon Survey Ingestion

Given new micro-pulse survey data is ingested into the system, when ingestion completes, then the chart must automatically update to include the latest data within 5 seconds without requiring a manual page refresh.

Dynamic Sentiment Filter Controls

"As an HR manager, I want to filter sentiment trends by team and sentiment category so that I can focus on areas that need the most attention."

Description

Develop dynamic filter controls that allow users to segment sentiment trends by team, department, location, and sentiment intensity (positive, neutral, negative). Filters should apply instantly to the TrendLens visualization, updating the chart and underlying data tables without page reloads. Integrating with PulseSync’s user role management, filters must respect access permissions, ensuring managers only view data for their authorized groups. This empowers people leaders to isolate specific cohorts and uncover targeted insights.

Acceptance Criteria

Department-Level Sentiment Segmentation

Given the manager has access to multiple departments, When they select the department filter, Then the TrendLens chart and data table update within 300ms to display sentiment trends only for that department.

Team-Level Sentiment Segmentation

Given the manager oversees multiple teams, When they choose a specific team filter, Then the TrendLens visualization and underlying data refresh instantly to show sentiment metrics exclusively for that team.

Location-Based Sentiment Filtering

Given survey responses span several office locations, When the manager applies a location filter, Then the interactive chart and data grid update without page reload to reflect only the selected location’s sentiment data.

Sentiment Intensity Filtering

Given sentiment intensity categories (positive, neutral, negative) are available, When the manager toggles one or multiple intensity filters, Then the TrendLens view updates immediately to include only data points matching the selected intensity levels.

Access Permission Enforcement

Given the manager’s role-based access rights, When they attempt to filter groups beyond their authorization, Then unauthorized filter options are disabled and no data outside their permissions is displayed.

Exportable Trend Reports

"As an HR manager, I want to export sentiment trend reports so that I can share insights with stakeholders in presentations and meetings."

Description

Enable export functionality for TrendLens charts and data tables in PDF and CSV formats. Reports should include chart snapshots, filter settings, summary statistics (average sentiment, trend slope), and annotations for key events. The export feature must be accessible from the TrendLens interface and respect current filter configurations. By providing offline, shareable reports, this requirement supports collaborative review and presentation to senior leadership.

Acceptance Criteria

Default Trend Report Export

Given a manager is viewing TrendLens with default filter settings When they select Export > PDF Then a PDF report downloads containing the chart snapshot, default filter metadata, average sentiment value, trend slope statistic, and no event annotations within 10 seconds

Custom Filter Trend Report Export

Given a manager has applied a custom date range and team filter When they select Export > CSV Then a CSV file downloads containing the filtered data table, date range and team headers, average sentiment and trend slope columns, and filename formatted as ‘TrendReport_<team>_<startDate>_<endDate>.csv’

Annotated Trend Report Export

Given event annotations are present on the trend chart When the manager selects Export > PDF Then the PDF includes the chart snapshot with clearly rendered annotations at correct data points and an annotations summary section

Multiple Format Export

Given the manager selects both PDF and CSV formats When they choose Export All Then the system packages both files into a ZIP archive named ‘TrendReport_<timestamp>.zip’ and initiates download within 15 seconds

Offline Shareable Report Consistency

Given a report is exported and opened offline When viewed in standard PDF or CSV viewers Then all chart images render correctly, table data matches on-screen data, and summary statistics (average sentiment, trend slope) are accurate to within 0.1%

Historical Comment Drill-Down

"As an HR manager, I want to drill down into comments for a specific time period so that I can understand what employees are saying behind sentiment changes."

Description

Implement drill-down capability that links data points on the trend chart to original micro-pulse survey comments. Clicking on a chart segment should display a paginated list of anonymized, timestamped comments corresponding to that period. Integrate sentiment analysis tags and keyword highlights to surface recurring themes. This feature deepens context, helping managers understand the root causes behind trend shifts without leaving the TrendLens view.

Acceptance Criteria

Drill-Down Chart Interaction

Given a user is viewing the TrendLens chart, when they click on a data point representing a specific time period, then the system displays a list of comments associated with that period in the same view.

Paginated Comment Display

Given the number of comments for a selected period exceeds 20, when the comments list is displayed, then pagination controls allow navigation through pages showing 20 comments per page.

Sentiment Tag Integration

Given comments are displayed for a selected period, then each comment is annotated with a sentiment tag (Positive, Neutral, Negative) derived from the system’s sentiment analysis.

Keyword Highlighting in Comments

Given theme keywords have been identified for the selected period, then each occurrence of these keywords within the displayed comments is visually highlighted.

Comment Anonymization Safeguard

Given comments are retrieved from the database, then any personally identifiable information is removed or masked before displaying to ensure employee anonymity.

Alert Generation for Negative Trend Spikes

"As an HR manager, I want to receive alerts for significant negative sentiment spikes so that I can take timely action to address employee concerns."

Description

Create an automated alerting system that monitors sentiment trends and triggers notifications when negative sentiment spikes above a configurable threshold. Alerts should be delivered via email and in-app notifications, including trend snapshot, affected group filters, and suggested action links. The system must allow managers to customize threshold values and notification channels. This ensures proactive intervention, enabling leaders to address emerging disengagement risks promptly.

Acceptance Criteria

Threshold Configuration by HR Manager

Given an HR manager accesses the threshold settings page, When they set the negative sentiment threshold to 15%, Then the system saves and applies this threshold for all future trend analyses.

Detection of Negative Sentiment Spike

Given sentiment data is collected over a rolling 7-day window, When negative sentiment percentage exceeds the configured threshold, Then the system automatically generates an alert entry with timestamp, trend data snapshot, and affected group filters.

Email Notification Dispatch

Given an alert has been generated, When the system processes the alert, Then it sends an email notification to all configured recipients within 1 minute containing the alert summary, trend snapshot link, affected group, and suggested action links.

In-App Notification Presentation

Given an alert has been generated, When the user views the in-app notifications center, Then the alert appears with accurate timestamp, trend snapshot, affected group filters, and links to suggested actions.

Notification Channel Customization

Given an HR manager visits the notification settings, When they enable or disable email and in-app notifications, Then the system updates their preferences and future alerts respect these settings.

ToneTune

Enables customization of negative tone profiles by defining specific keywords, phrases, and sentiment thresholds relevant to each team or project. This tailored approach reduces false positives and ensures alerts align with organizational culture and communication norms.

Requirements

Keyword & Phrase Definition

"As an HR manager, I want to define custom keywords and phrases for negative sentiment detection so that alerts accurately reflect my team's communication norms and reduce false positives."

Description

A user interface component that allows HR managers to input, edit, and manage custom keywords and phrases associated with negative sentiment profiles. This component supports batch import via CSV, auto‐suggestion from historical data, and validation to prevent duplicate entries. Once defined, these keywords and phrases integrate with the ToneTune engine to enhance the accuracy of negative sentiment detection, reducing false positives and aligning alerts with organizational language.

Acceptance Criteria

Manual Keyword Addition

Given the HR manager is on the Keyword & Phrase Definition interface, when they enter a unique, non-empty keyword and click 'Add', then the keyword is saved and displayed in the list without validation errors.

Batch Import via CSV

Given the HR manager has a CSV file with keywords and phrases, when they upload the file and confirm import, then all unique entries are added to the system and displayed in the list, and a summary report shows the number of imported and skipped duplicates.

Auto-Suggestion from Historical Data

Given the HR manager begins typing in the keyword input field, when at least three characters are entered, then up to five suggested keywords from historical survey data are displayed for selection.

Duplicate Entry Prevention

Given an existing keyword already in the system, when the HR manager attempts to add the same keyword manually or via CSV, then the system rejects the duplicate and displays a clear error message indicating duplication.

Integration with ToneTune Engine

Given custom keywords and phrases have been defined, when the ToneTune engine runs a sentiment analysis on new survey responses, then negative sentiment detection accuracy improves by at least 10% compared to the default keyword set.

Sentiment Threshold Configuration

"As an HR manager, I want to configure sentiment score thresholds so that I can fine‐tune the sensitivity of alerts to match my team's communication style and avoid unnecessary notifications."

Description

A configurable setting that enables users to establish numeric sentiment score thresholds for negative tone detection on a per‐profile basis. This configuration screen features slider controls, preset templates (e.g., Loose, Balanced, Strict), and explanatory tooltips. Adjusting these thresholds dynamically updates real‐time analysis and affects alert sensitivity, allowing teams to calibrate ToneTune to their specific risk tolerance.

Acceptance Criteria

Admin Adjusts Threshold Using Slider

Given an admin is on the Sentiment Threshold Configuration screen, When they move the slider for a custom profile, Then the numeric value updates in real-time and triggers a recalculation of negative tone alerts within the dashboard.

User Selects Preset Template

Given a user selects the 'Strict' preset template, When they confirm the selection, Then the system applies the predefined threshold values and displays a confirmation message indicating template applied.

Tooltips Provide Explanation

Given a user hovers over a tooltip icon next to a slider or preset option, Then a descriptive tooltip appears explaining the impact of the threshold level on alert sensitivity.

Real-Time Analysis Updates

Given thresholds are modified (via slider or template), When the changes are saved, Then the sentiment analysis dashboard refreshes within 5 seconds to reflect updated negative tone detection results.

Invalid Threshold Input

Given a user attempts to set a threshold outside the valid range (below 0 or above 100), When they attempt to save, Then the system prevents saving and displays an error message indicating the allowed range.

Team & Project Profile Management

"As an HR manager, I want to create and manage multiple negative tone profiles for different teams so that each group's cultural context is respected and monitored appropriately."

Description

A centralized dashboard for creating, organizing, and managing multiple negative tone profiles across different teams or projects. Users can assign profiles to specific groups, clone existing profiles, archive outdated configurations, and view usage metrics. This management layer ensures scalability as the organization grows and projects diversify their communication patterns.

Acceptance Criteria

New Profile Creation

Given the HR manager is on the Profile Management dashboard When they click “Create New Profile,” enter a profile name, define keywords, phrases, and sentiment thresholds, and click “Save” Then the new profile is added to the list, visible with correct settings, and a confirmation message appears

Profile Assignment to Team

Given an existing profile and a list of teams When the HR manager selects a profile, chooses one or more teams from the dropdown, and clicks “Assign” Then the selected teams display the profile as assigned, and a success notification is shown

Profile Cloning

Given a profile with customized settings When the HR manager chooses “Clone” for that profile and provides a new profile name Then a duplicate profile is created with identical keywords, phrases, and thresholds under the new name

Profile Archiving

Given a profile that is no longer needed When the HR manager selects “Archive” on that profile and confirms the action Then the profile moves to the archived section, is removed from active assignments, and cannot be selected for new assignments

Usage Metrics Display

Given the Profile Management dashboard is loaded When the HR manager views the metrics column for each profile Then the dashboard shows the number of teams using the profile, number of alerts triggered in the last 30 days, and last modified date for each profile

Alert Trigger & Notification Settings

"As an HR manager, I want to customize alert delivery methods and escalation rules so that critical sentiment issues are promptly communicated to the right parties."

Description

A configuration panel that allows users to specify how and when ToneTune alerts are delivered based on customized profiles. Options include real‐time email notifications, in‐app alerts, and Slack integrations with adjustable batch frequencies. Users can set escalation rules to notify additional stakeholders when thresholds are exceeded, ensuring timely intervention.

Acceptance Criteria

Immediate Email Notification for Exceeded Negative Tone Threshold

Given a user configures an email notification for ToneTune when negative tone exceeds 20% in a 24-hour window When a new micro-pulse survey response triggers the threshold Then the system sends an email notification to the user within one minute And the email subject includes the team name and timestamp And the email body displays the message content, sentiment score, and link to the dashboard

In-App Alert for Batched Negative Tone Events

Given a user selects in-app alerts with a batch frequency of 4 hours When at least three negative tone events occur within the 4-hour batch window Then the system generates a single consolidated in-app alert at the end of the batch window And the alert lists all triggering messages and their sentiment scores And the alert banner is visible on the dashboard upon next user login

Slack Integration with Custom Batch Frequency

Given a user enables Slack notifications and sets batch frequency to 2 hours When negative tone events exceed the configured threshold within any 2-hour window Then the system posts a batched summary message to the designated Slack channel at the end of the window And the message includes the number of events, highest sentiment score, and a link to view details in PulseSync

Escalation Rule Triggered for Multiple Alerts

Given a user defines an escalation rule to notify a manager after two alerts in 24 hours When the second alert is generated within a 24-hour period Then the system sends an escalation notification email to the manager specified in the rule And the email includes links to both alert details and suggested action steps

User-Defined Notification Channel Preferences

Given a user configures multiple notification channels (email, Slack, in-app) When a negative tone event occurs that meets the alert criteria Then the system sends notifications through all selected channels concurrently And each notification uses the channel’s required formatting and includes identical event details

Profile Sharing & Permission Controls

"As an HR manager, I want to control access to tone profiles and track changes so that I can maintain security and accountability over sentiment monitoring configurations."

Description

A permissions module that governs who can view, edit, or share ToneTune profiles within the organization. The module includes role‐based access controls, profile‐level sharing links, and audit logs tracking changes. This ensures that sensitive sentiment configurations are only accessible to authorized personnel, maintaining data governance and compliance.

Acceptance Criteria

Role-Based Access Assignment

Given an authenticated user with the 'HR Manager' role When the user accesses the ToneTune permissions module Then they can view and edit profile settings corresponding to their role

Profile Sharing via Secure Links

Given a user with profile share permissions When they generate a sharing link for a ToneTune profile Then the system creates a unique, time-limited link granting view-only access to that profile

Unauthorized Access Prevention

Given an authenticated user without appropriate permissions When they attempt to view or edit a ToneTune profile Then the system denies access and displays an 'Insufficient Permissions' message

Permission Modification Audit

Given any change to a profile's access controls When a user updates role assignments or link expiry settings Then the system records the user ID, timestamp, and change details in the audit log

Bulk Permission Updates by Admin

Given an admin user When they select multiple ToneTune profiles and apply a new role assignment Then all selected profiles reflect the updated permissions and each change is logged in the audit records

UrgencyRank

Applies an AI-driven scoring system to prioritize alerts by severity and potential impact. Managers can focus on the most critical disengagement risks first, optimizing their time and ensuring high-risk issues receive immediate attention.

Requirements

Severity Scoring Engine

"As an HR manager, I want alerts scored by severity so that I can understand which employee sentiment risks need my immediate attention."

Description

Develop an AI-driven algorithm that analyzes micro-pulse survey responses, engagement patterns, and historical data to calculate an urgency score for each alert, ensuring consistency, transparency, and continuous model improvement through retraining.

Acceptance Criteria

Prioritizing High-Risk Disengagement Alerts

Given a dataset of micro-pulse survey responses tagged with high and low disengagement signals, when the severity scoring engine processes the data, then the top 10% highest-risk alerts must receive urgency scores between 8 and 10, and the bottom 10% receive scores between 1 and 3.

Ensuring Score Transparency for Managers

Given an alert with a computed urgency score, when a manager views the alert details, then the system displays a breakdown of at least three contributing factors and their weights that produced the final score.

Continuous Model Retraining and Improvement

Given a new batch of engagement and survey data and a monthly retraining schedule, when the model retraining job completes, then the model’s precision and recall on a standard validation set must improve by at least 2% or not degrade by more than 5% compared to the previous version.

Benchmark Accuracy Against Historical Data

Given a historical dataset of past alerts and outcomes, when the scoring engine evaluates the same dataset, then the Pearson correlation coefficient between urgency scores and actual disengagement outcomes must be at least 0.8.

Real-Time Scoring Performance Under Load

Given 1,000 simultaneous micro-pulse survey submissions, when the scoring engine processes all submissions, then at least 95% of urgency scores must be calculated and returned within 2 seconds.

Adaptive Alert Prioritization

"As an HR manager, I want the alert list to reorder itself in real time so that I always see the highest-risk issues first."

Description

Implement a dynamic system that continuously reorders alerts based on real-time data inputs and adjusted urgency scores, ensuring that the most critical disengagement risks rise to the top as new information becomes available.

Acceptance Criteria

Real-time Alert Reordering upon New Feedback

Given the system displays a list of active alerts with urgency scores, When a new sentiment data point indicates a higher risk for a specific team, Then that team’s alert moves to the top of the list within 30 seconds.

Alert Prioritization Accuracy under Concurrent Updates

Given multiple sentiment updates arrive simultaneously from different teams, When the system processes these inputs, Then it recalculates urgency scores and orders alerts correctly according to the highest risk first.

Latency Performance during High Data Volume

Given a burst of more than 1000 sentiment updates in one minute, When the system ingests and processes data, Then alert reordering completes within 60 seconds without data loss.

User Interface Reflects Updated Rankings

Given alerts have been reordered based on new urgency scores, When the user refreshes or views the alert dashboard, Then the UI displays the updated alert order and highlights any changes.

Recovery and Stability after Data Stream Interruption

Given a temporary interruption in the sentiment data stream, When data flow resumes, Then the system processes any backlog and correctly reorders alerts based on the latest aggregated scores.

Priority Dashboard View

"As an HR manager, I want a dashboard that highlights and sorts alerts by urgency so that I can quickly identify emerging issues within my teams."

Description

Design and build a dedicated dashboard view that displays alerts sorted by urgency, with visual indicators (e.g., color codes, severity bars) and filter options for team, risk category, and time frame, enabling quick navigation and focused analysis.

Acceptance Criteria

Urgency-Sorted Alert Display

Given the manager has a set of alerts with different UrgencyRank scores When the Priority Dashboard View loads Then alerts are listed from highest to lowest UrgencyRank score

Color-Coded Severity Indicators

Given alerts displayed on the dashboard When each alert is rendered Then its severity level is indicated by the correct color code according to the defined UrgencyRank thresholds

Filter Alerts by Team Selection

Given multiple teams are configured in the system When the manager selects a specific team filter Then only alerts associated with that team are displayed

Filter Alerts by Risk Category

Given alerts are categorized by risk type When the manager applies a risk category filter Then alerts matching the selected category are shown and non-matching alerts are hidden

Filter Alerts by Time Frame

Given alerts span across various time periods When the manager chooses a time frame filter option Then only alerts within the selected time frame are displayed

Real-Time Alert Update

Given new alerts are generated throughout the day When a new alert meets display criteria Then the dashboard updates automatically within 5 seconds to include the new alert in the correct position

Critical Alert Notifications

"As an HR manager, I want to receive immediate notifications for critical alerts so that I can intervene promptly when high-risk issues are detected."

Description

Create a notification system that sends push or email alerts when an alert’s urgency score exceeds a defined critical threshold, including key details and direct links to the dashboard for swift review and action.

Acceptance Criteria

High-Urgency Email Notification

Given an alert’s urgency score exceeds the critical threshold and the user has email notifications enabled, When the system processes the alert, Then an email is sent within 60 seconds containing the alert title, urgency score, summary of key details, and a direct link to the relevant dashboard.

Critical Push Notification on Mobile

Given an alert’s urgency score exceeds the critical threshold and the manager’s mobile device is registered, When the alert is generated, Then a push notification appears on the device within 30 seconds showing the alert title, urgency score, and a tappable link to open the dashboard view.

Threshold Configuration Validation

Given an alert’s urgency score is equal to or below the critical threshold, When the alert is generated, Then no critical notification (email or push) is sent.

Notification Link Navigation

Given a user clicks the link in a critical alert notification, When the link is activated, Then the user is directed to the exact dashboard view filtered for that specific alert within 5 seconds.

Notification Detail Content Verification

Given a critical alert notification is dispatched, When the notification (email or push) is reviewed, Then it accurately displays the alert’s title, urgency score, timestamp, affected team or individual, and includes only one direct link to the dashboard.

Urgency Threshold Configuration

"As an HR manager, I want to configure urgency thresholds and notification rules so that alerts are escalated according to my team’s specific needs."

Description

Provide a settings interface that allows managers to customize urgency thresholds for alert escalation, choose notification channels, and define escalation rules to align the urgency scoring with organizational policies and risk tolerance.

Acceptance Criteria

Set High Severity Escalation Threshold

Given the HR manager is on the Urgency Threshold Configuration page When they set the high severity threshold slider to 80% Then any alert scoring 80% or above must be flagged as high severity

Customize Notification Channels for Escalations

Given the HR manager has defined urgency thresholds When they select email and SMS as notification channels Then alerts meeting or exceeding defined thresholds must trigger notifications via both channels

Define Multi-Level Escalation Rules

Given the HR manager configures escalation rules When an alert crosses the high severity threshold and remains unaddressed for 24 hours Then the system must automatically escalate the alert to the department head

Save and Persist Configurations

Given the HR manager updates threshold values and escalation rules When they click the Save button Then the new configurations must persist across sessions and reflect immediately in the alert prioritization engine

Validate Default Thresholds Upon First Use

Given a new manager accesses the feature for the first time When they view the Urgency Threshold Configuration page Then default threshold values, notification channels, and escalation rules must be pre-populated according to organizational policy

PolyglotScan

Extends tone analysis capabilities to multiple languages and dialects used across global teams. This feature ensures no negative sentiment goes undetected, giving managers a comprehensive view of team morale regardless of language barriers.

Requirements

Sentiment Model Localization

"As an HR manager overseeing a global workforce, I want sentiment models tailored to each language and dialect so that tone analysis is accurate and culturally relevant across all teams."

Description

Customize and train sentiment analysis models for each supported language and dialect, leveraging region-specific lexicons and colloquialisms. Integrate localized NLP pipelines to improve tone detection accuracy across diverse linguistic contexts. This ensures that PolyglotScan can accurately interpret sentiment nuances in every language, reducing false positives and enabling HR managers to trust insights from global teams.

Acceptance Criteria

Regional English Dialect Analysis

Given a dataset of US, UK, and Australian English employee responses with region-specific vocabulary, When the localized sentiment model classifies tone, Then overall sentiment accuracy is at least 90% for each dialect, And the false positive rate for negative sentiment is below 5%.

Spanish Colloquialism Interpretation

Given Spanish responses containing region-specific colloquialisms (e.g., “chévere”, “guay”), When the Spanish sentiment model processes the input, Then classification accuracy is at least 92%, And misclassifications of positive sentiment as neutral or negative do not exceed 3%.

Japanese Honorific Tone Detection

Given Japanese employee feedback that uses honorific and polite language, When the localized Japanese sentiment model analyzes the feedback, Then polite versus sarcastic tone is correctly identified with at least 88% precision, And recall for negative sentiment is above 85%.

Real-time Model Update with New Lexicons

Given the addition of new region-specific terms to the lexicon repository, When the NLP pipeline retrains the sentiment models, Then updated models are deployed within 2 hours of lexicon update, And accuracy thresholds for all supported languages are maintained or improved.

Multi-language Dashboard Display Accuracy

Given sentiment scores from localized models for English, Spanish, and Japanese inputs, When the dashboard aggregates and displays team morale metrics, Then displayed values match backend API data within a 0.1% variance, And language labels correctly reflect the language of the input text.

Detect Dialect Variations

"As a product owner, I want the system to recognize dialect variations so that sentiment analysis remains precise even when employees use regional slang or colloquialisms."

Description

Implement a dialect identification layer that dynamically selects the appropriate NLP model variant based on detected dialect features in survey text. Use dialect recognition to disambiguate regional expressions and slang, ensuring nuanced sentiment signals are captured. This capability prevents misinterpretation of localized language, enhancing the reliability of PolyglotScan's analytics.

Acceptance Criteria

Dialect Model Selection in Survey Response Processing

Given a survey response containing dialect features, When the response is processed, Then the system identifies and applies the correct NLP model variant with at least 95% accuracy.

Slang and Regional Expression Disambiguation

Given a regional slang term in a response, When processed, Then the system correctly maps it to its sentiment equivalent, ensuring sentiment score deviation is less than 5%.

Real-Time Dialect Adaptation Feedback Loop

Given consecutive survey submissions, When a new dialect pattern is detected in at least three responses, Then the system updates the model selection rules within two minutes.

Fallback Handling for Unrecognized Dialects

Given a survey response with an unrecognized dialect, When processed, Then the system assigns a default model, logs the instance for review, and generates an alert within five minutes.

Performance Benchmarking of Dialect Identification

Given a set of 10,000 anonymized survey responses across multiple dialects, When processed end-to-end, Then the identification layer maintains a throughput of at least 500 responses per second and an average latency under 200 milliseconds per response.

Real-time Translation Pipeline

"As an HR analyst, I want survey responses translated in real-time so that I can view unified sentiment insights without manual translation delays."

Description

Build a secure, low-latency translation pipeline that seamlessly converts micro-pulse survey responses into a pivot language for consistent processing. Ensure real-time throughput by integrating with third-party translation APIs and optimizing for throughput and privacy. This pipeline enables PolyglotScan to process and analyze sentiment data across any language instantly, maintaining the responsiveness of AI feedback loops.

Acceptance Criteria

Translation Pipeline Invocation

Given a user submits a micro-pulse survey response in a non-pivot language, When the translation pipeline receives the response, Then it returns the translated text in the pivot language within 500ms for downstream processing.

High-Concurrency Translation Load

Given 100+ concurrent translation requests, When the system is under peak load, Then the pipeline sustains at least 200 translations per second with an average latency of ≤300ms and no request failures.

Secure Data Transmission

Given a survey response contains PII, When the pipeline processes the data, Then all data in transit is encrypted using TLS 1.2+ and no unencrypted payloads are logged or stored.

Translation Latency Monitoring

Given the monitoring system polls pipeline metrics, When latency exceeds 400ms for any translation request, Then an alert is generated and sent to the DevOps channel within 1 minute.

Translation API Failure Recovery

Given the third-party translation API returns an error or times out, When the pipeline handles the error, Then it retries up to 3 times with exponential backoff, logs each failure, and if still unsuccessful, marks the translation as failed without blocking other requests.

Contextual Tone Calibration

"As an HR director, I want to calibrate tone sensitivity by region so that sentiment alerts are meaningful and tailored to each team's communication style."

Description

Develop a calibration mechanism that adjusts sentiment thresholds and tone weights based on cultural context and survey domain. Incorporate configurable rules to fine-tune sensitivity levels for different regions or departments. This ensures that PolyglotScan's sentiment scores reflect contextual nuances, reducing noise and highlighting genuine disengagement risks.

Acceptance Criteria

Regional Cultural Sensitivity Adjustment

Given an HR manager selects a target region (e.g., Brazil) for analysis When PolyglotScan processes Portuguese survey responses Then sentiment thresholds increase negative-language sensitivity by 10% and tone weights adjust per Brazil calibration rules

Department-Specific Sensitivity Calibration

Given an HR manager applies the Engineering department profile When PolyglotScan analyzes engineering team responses Then the system lowers technical-jargon negativity threshold by 5% and highlights abrupt morale shifts in technical contexts

Automatic Dialect Detection Influence

Given the dialect detection module identifies Indian English in a response When PolyglotScan scores tone for that response Then tone weights and phrase sentiment scores adjust according to the India English calibration profile

Manual Rule Configuration Override

Given default calibration settings are active When an HR manager configures a custom rule (e.g., increase sensitivity to negative terms by 5%) Then subsequent sentiment scoring uses the custom sensitivity rule in place of the default

Threshold Impact Review Report

Given sentiment thresholds have been recalibrated for a region or department When an HR manager generates a calibration impact report Then the report displays before-and-after sentiment distributions and labels entries where thresholds changed

Multi-language Dashboard View

"As an international HR manager, I want the dashboard UI in my native language so that I can easily interpret sentiment analytics without language barriers."

Description

Enhance the analytics dashboard to support multi-language interfaces and visualizations, allowing HR managers to view graphs, labels, and insights in their preferred language. Implement language toggles and localization files for UI components. This feature improves accessibility and adoption of PolyglotScan across international teams, ensuring that all stakeholders can engage with the data in their native language.

Acceptance Criteria

Language Toggle Selection

Given the HR manager is on the analytics dashboard When they select a different language from the language toggle Then all UI labels, graphs, and insights update to the chosen language within 2 seconds without requiring a page reload

Default Language Detection

Given the HR manager logs in for the first time When they access the dashboard Then the system detects their browser or profile locale and displays the interface in that language by default

Missing Translation Fallback

Given a UI component lacks localization in the selected language When the dashboard loads Then the component text displays in the default language (English) and the system logs a missing translation warning

Mobile View Localization Toggle

Given the HR manager accesses the dashboard on a mobile device When they tap the language toggle in the header menu Then the toggle expands correctly, allows language selection, and the interface updates to the new language as expected

Localization File Versioning

Given a new localization file version is deployed When the dashboard is refreshed Then the system loads and applies the latest translations without any conflicts or missing strings

RootMap

Analyzes alert clusters to identify underlying causes—such as project milestones, policy changes, or team restructures—and maps them to engagement dips. Managers receive actionable insights that pinpoint root issues rather than surface symptoms.

Requirements

Alert Data Aggregation

"As an HR manager, I want aggregated alert data so that I can access a unified view of all sentiment triggers without manual data reconciliation."

Description

Consolidate real-time micro-pulse survey alerts, sentiment scores, and related metadata into a centralized data store, ensuring consistent data normalization and deduplication. This aggregation layer enables efficient downstream analysis by unifying disparate alert sources and maintaining historical context for trend analysis within PulseSync’s RootMap feature.

Acceptance Criteria

Consolidating Diverse Alert Sources

Given alerts from multiple source systems, when ingested by the aggregation layer, then all alerts appear in the centralized data store with a source identifier, and ingestion completes within 5 seconds of receipt.

Normalizing Sentiment Scores

Given sentiment scores on different scales, when processed by the normalization engine, then each score is converted to a uniform 0-100 scale and stored in a SentimentNormalized field, matching expected conversion formulas.

Deduplicating Repeated Alerts

Given duplicate alert messages with identical metadata and timestamps within a 1-minute window, when processed, then only one record is persisted in the data store and duplicates are discarded.

Storing Historical Context

Given aggregated alerts over time, when querying data for trend analysis, then the system returns all historical alerts including metadata and timestamps for at least the past 12 months.

Ensuring Real-time Data Availability

Given a new micro-pulse survey alert arrives, when written to the aggregation layer, then the alert is available for downstream analytics within 2 seconds.

Event Correlation Engine

"As an HR manager, I want the system to correlate sentiment dips with relevant organizational events so that I can pinpoint underlying factors driving disengagement."

Description

Implement an AI-driven correlation engine that analyzes temporal patterns across alert clusters, project timelines, policy announcements, and team structural changes to identify statistically significant associations. The engine must support configurable correlation thresholds and continuously learn from new data to improve accuracy of root cause detection.

Acceptance Criteria

Post-Policy Change Engagement Dip Analysis

Given policy announcement timestamps and corresponding alert cluster data over the past 30 days, when the correlation engine runs with threshold set to 0.7, then it identifies associations where the correlation coefficient ≥ 0.7 and p-value ≤ 0.05.

Milestone-Based Alert Spike Correlation

Given project milestone dates and detected alert spikes, when the engine processes these inputs, then it correctly maps at least 90% of alert spikes to the nearest milestone event.

Team Restructure Sentiment Shift Detection

Given records of team restructuring events and sentiment score time series, when the correlation engine analyzes the data, then it surfaces root causes matching manual expert labels with at least 85% precision.

Configurable Threshold Adjustment

Given a user adjusts the correlation threshold to a new value via the configuration UI, when the engine recalculates correlations, then updated results are reflected in the dashboard within 1 second.

Continuous Learning Improvement Validation

Given continuous ingestion of new data feeds for one month, when the engine retrains its model daily, then detection accuracy improves by at least 5% compared to the previous month’s baseline.

Root Cause Identification Dashboard

"As an HR manager, I want a dashboard that surfaces top root causes of engagement dips so that I can quickly understand and prioritize areas needing intervention."

Description

Design a dedicated dashboard module within RootMap that highlights identified root issues, ranks them by impact score, and provides filters for time range, team, and event type. The dashboard should support drill-down into individual correlations, offering detailed context such as affected survey segments, event timelines, and sentiment change magnitude.

Acceptance Criteria

Dashboard Impact Score Ranking

Given the dashboard is accessed with a selected time range, When the RootMap module loads, Then root issues must be listed in descending order by impact score, and the highest score must appear first.

Filter by Team and Event Type

Given filters for team and event type are available, When a user selects a specific team and event type, Then the dashboard updates instantly to show only root issues matching the selected filters.

Drill-down into Correlation Details

Given a user clicks on a listed root issue, When the drill-down action is triggered, Then the module displays detailed context including affected survey segments, event timeline, and sentiment change magnitude.

Responsive Time Range Selection

Given the time range selector is used, When the user adjusts the start or end date, Then the dashboard refreshes and accurately recalculates and displays impact scores within the new time range.

Data Accuracy Verification

Given a set of test data with known root issue correlations, When the dashboard processes this data, Then the displayed impact scores and correlation details must match the test data calculations exactly.

Causal Link Visualization

"As an HR manager, I want to see a visual map of how different events relate to sentiment changes so that I can communicate root causes clearly to leadership."

Description

Develop interactive visualizations that map relationships between alert clusters and underlying events, using graph or Sankey diagrams to illustrate cause-and-effect paths. Users should be able to hover over nodes and edges for instant details, expand or collapse clusters, and export visual maps for reporting or stakeholder presentations.

Acceptance Criteria

Interactive Graph Display of Alert Clusters

Given the HR manager opens the RootMap feature, when the interactive graph visualization loads, then alert cluster nodes and related event nodes are displayed correctly, edges illustrate causal relationships, and no rendering errors occur.

Detail Pop-up on Node Hover

Given the HR manager hovers over any node or edge in the visualization, when the hover action is maintained for at least 500ms, then a tooltip appears showing the node or edge details (e.g., cluster name, event type, timestamp, engagement metric change) with no information truncated.

Expand and Collapse Cluster Nodes

Given the HR manager clicks on a clustered node, when the click is detected, then the node expands to reveal sub-events and linked alerts; when the collapse icon is clicked, the view returns to the original cluster representation without data loss.

Exporting Causal Link Map

Given the HR manager selects the export function, when the export action is confirmed and a format is chosen (PNG or PDF), then the system generates and downloads a file with a resolution of at least 300dpi, preserving visual fidelity and showing all nodes and edges clearly.

Sankey Diagram Alternate View

Given the HR manager toggles the view mode to Sankey diagram, when the toggle is activated, then the visualization updates to a Sankey layout where edge widths correspond to the magnitude of engagement dips, and all nodes remain interactive.

Automated Action Recommendations

"As an HR manager, I want actionable recommendations for addressing identified issues so that I can take timely and effective steps to improve morale."

Description

Generate tailored, data-driven recommendations based on identified root causes, such as targeted survey questions, communication templates, or policy review prompts. Recommendations should be contextualized by event type and impact severity, and allow managers to customize suggestions before deployment.

Acceptance Criteria

Automated Recommendation Initiation

Given RootMap identifies a root cause with severity ≥ Medium, when analysis completes, then the system generates at least three tailored action recommendations within 60 seconds.

Contextual Recommendation Contextualization

Given an identified event type and impact severity, when recommendations are generated, then each recommendation includes contextual metadata indicating event type, severity level, and rationale.

Survey Question Suggestion

Given a root cause related to a policy change, when generating survey recommendations, then the system suggests at least two targeted survey questions specific to the policy change.

Communication Template Recommendation

Given a root cause related to a project milestone delay, when communication templates are provided, then the system offers one editable email template and one messaging script tailored to milestone context.

Manager Customization Interface

Given generated recommendations are displayed, when the manager accesses the recommendation panel, then the interface allows editing text, adjusting tone, and selecting or deselecting suggestions before deployment.

Third-Party Tool Integration

"As an HR manager, I want RootMap to integrate with our existing tools so that event data is automatically synchronized and I receive alerts where I work."

Description

Enable seamless integration with popular project management, communication, and HR systems (e.g., Jira, Slack, Workday) to ingest event metadata and push notifications or action items. Provide configurable connectors and API endpoints to ensure bi-directional data flow and maintain data security and compliance.

Acceptance Criteria

Connector Configuration for Jira Integration

Given valid Jira credentials and project selection, when the PulseSync connector setup is completed, then Jira issue events (e.g., created, updated, resolved) are ingested into PulseSync with correct metadata fields (issue ID, status, timestamp) within 5 minutes.

Slack Notification Delivery

Given a configured Slack workspace and channel, when RootMap identifies an engagement dip linked to a Slack conversation, then an actionable notification with summary, root cause link, and recommended action is posted to the specified channel within 1 minute.

Workday Data Ingestion and Mapping

Given valid Workday API credentials and mapping settings, when the daily import runs, then employee events (e.g., hire, termination, role change) are successfully ingested and mapped to corresponding user profiles with a success rate of at least 99%.

Bi-Directional Data Sync Validation

Given an action item created in PulseSync, when the bi-directional sync is triggered, then the corresponding task is created or updated in Jira with matching title, description, and status, and any updates in Jira reflect back in PulseSync within 10 minutes.

Security and Compliance Audit Trail

Given integration connectors are active, when data flows between PulseSync and third-party tools, then all API calls and data transactions are logged with timestamp, user ID, and data change summary, meeting GDPR and SOC 2 compliance requirements.

Milestone Pulse

Automatically triggers concise surveys at critical onboarding milestones (Day 1, Week 1, Month 1, Day 30, Day 60, Day 90) to capture timely feedback and surface concerns when they matter most, ensuring HR teams can intervene with precision.

Requirements

Automated Milestone Triggering

"As an HR manager, I want milestone-based surveys to be sent automatically so that I can gather feedback at key onboarding stages without manual intervention."

Description

The system automatically schedules and dispatches concise micro-pulse surveys at predefined onboarding milestones (Day 1, Week 1, Month 1, Day 30, Day 60, Day 90). It integrates with the HRIS to retrieve start dates and ensures surveys are delivered via email or integrated collaboration tools exactly when each milestone is reached. By eliminating manual scheduling, this requirement ensures consistent, timely feedback collection, enabling HR teams to detect and address issues at the moments they matter most.

Acceptance Criteria

Day 1 Survey Delivery Verification

Given a new employee record with today as the start date in the HRIS, when the system reaches the Day 1 milestone, then it must automatically schedule and dispatch the micro-pulse survey via email within one hour of the start date.

Week 1 Survey Scheduling and Dispatch

Given a new employee who started exactly seven days ago, when the nightly scheduler runs, then the system must send the Week 1 survey through the integrated collaboration tool (Slack or Teams) and record a successful dispatch log entry.

Month 1 Survey Time Zone Accuracy

Given employees across multiple time zones reach their 30-day milestone, when the system triggers the Month 1 survey, then it schedules delivery at 9:00 AM local time for each employee and confirms send status for every time zone.

Survey Channel Fallback Mechanism

Given an email dispatch failure for a milestone survey, when the system detects the failure within five minutes, then it must retry sending the survey via the integrated collaboration tool within 15 minutes and log the fallback event.

Start Date Update Rescheduling

Given an HRIS update that changes an employee’s start date prior to a pending milestone survey, when the new start date is recorded, then the system must recalculate all affected milestone dates and update the survey dispatch schedule accordingly.

Concurrent Onboarding Batch Processing

Given fifty employees share the same start date, when the batch scheduler runs to trigger multiple milestone surveys, then all surveys must be scheduled and dispatched within five minutes without job failures or performance degradation.

Customizable Survey Templates

"As an HR administrator, I want to customize survey questions and templates for each milestone so that the feedback is relevant to different roles and stages."

Description

Provides a library of prebuilt survey templates tailored to each onboarding milestone, with the ability for admins to customize questions, language, and branding. Templates support different question types (Likert scale, multiple choice, open-ended) and dynamic question flows based on prior responses. This flexibility empowers HR teams to align surveys with company culture, role-specific needs, and evolving feedback strategies.

Acceptance Criteria

Access Prebuilt Template Library

Given an HR admin is on the template library page When they browse the list of templates Then they can view and select prebuilt templates for each onboarding milestone

Customize Template Questions and Branding

Given an HR admin selects a template When they update question text, add or remove questions, and apply custom branding Then the changes are saved and correctly reflected in the template preview

Add Dynamic Question Flow

Given an HR admin configures a trigger question When a respondent’s answer meets the trigger condition Then the subsequent conditional questions appear in the correct order

Support Multiple Question Types

Given an HR admin adds a question When they choose a question type (Likert scale, multiple choice, open-ended) Then the question field and response collection reflect the selected type accurately

Publish and Activate Custom Template

Given an HR admin finalizes the survey template When they click publish Then the template is activated and available for automatic milestone pulse triggers

Reminder & Follow-up Notifications

"As an HR manager, I want automatic reminders for incomplete surveys so that response rates stay high and feedback is comprehensive."

Description

Implements an automated notification engine that sends reminders to employees who haven’t completed their milestone surveys within a configurable timeframe. Notifications can be delivered via email, Slack, or Microsoft Teams. Admins can set frequency, messaging tone, and escalation rules. This requirement maximizes response rates and ensures HR leaders receive sufficient data for meaningful analysis.

Acceptance Criteria

Reminder Trigger after Configured Interval

Given an employee has not completed the Day 1 milestone survey within the admin-configured interval, when the interval elapses, then the system automatically sends a reminder notification to the employee.

Email Notification Delivery

Given the notification channel is set to Email, when a reminder is triggered, then the system delivers the notification to the employee’s workplace email address within 2 minutes.

Slack Notification Delivery

Given the notification channel is set to Slack, when a reminder is triggered, then the system sends a direct message to the employee’s connected Slack account within 2 minutes.

Microsoft Teams Notification Delivery

Given the notification channel is set to Microsoft Teams, when a reminder is triggered, then the system sends a chat message to the employee’s Teams account within 2 minutes.

Escalation Rule Execution

Given an escalation rule configured for three missed reminders, when the employee fails to complete the survey after the third reminder, then the system sends an escalation notification to the assigned HR manager and logs the escalation event.

Messaging Tone Application

Given the admin selects a ‘Friendly’ messaging tone in the notification settings, when a reminder is sent, then the notification content uses the ‘Friendly’ tone template defined in the system.

Real-Time Analytics Dashboard

"As a people leader, I want to see real-time sentiment analytics on milestone feedback so that I can identify and address emerging issues quickly."

Description

Integrates survey results into the PulseSync dashboard, providing real-time visualizations of sentiment trends across onboarding milestones. Features include cohort comparisons (by role, team, manager), alert thresholds for negative sentiment spikes, and drill-down to individual responses. This integration turns raw data into actionable insights, enabling people leaders to spot disengagement early and intervene proactively.

Acceptance Criteria

Milestone Sentiment Trend Loading

Given a user navigates to the Real-Time Analytics Dashboard When the Day 30 milestone survey results are available Then the sentiment trend chart for Day 30 must display data points for the past 24 hours with no data discrepancies And the chart must load within 2 seconds And the sentiment values must match the most recent survey results in the database

Cohort Sentiment Comparison Filter

Given the dashboard displays sentiment trends When the user selects a cohort filter by team 'Engineering' Then the chart updates to show only survey responses from the Engineering team And the cohort filter applies within 1 second And the total data points equal the count of Engineering team responses for each milestone

Negative Sentiment Spike Alert

Given the system monitors sentiment trends in real time When negative sentiment for any milestone increases by 20% compared to the previous week Then an alert notification is generated And the notification appears in the dashboard's alert panel within 1 minute And the alert includes the milestone name, percentage change, and timestamp

Individual Response Drill-Down

Given a user views a sentiment data point on the milestone chart When the user clicks on the data point Then a drill-down view opens showing individual survey responses for that milestone And each response displays respondent role, timestamp, and sentiment score And the drill-down view loads within 1.5 seconds

Real-Time Data Refresh upon Survey Submission

Given a new micro-pulse survey is submitted for the Week 1 milestone When the submission is received by the system Then the Real-Time Analytics Dashboard automatically refreshes the sentiment data for Week 1 And the new data is visible without manual page reload And the refresh completes within 5 seconds of submission

Admin Configuration & Permissions

"As a system administrator, I want to control who can configure surveys and view results so that sensitive feedback remains secure and compliant."

Description

Creates an admin interface for configuring milestone schedules, notification rules, template access, and user permissions. Role-based access controls ensure only authorized HR staff can modify templates, adjust schedules, or view sensitive survey data. This requirement safeguards data integrity and compliance, while enabling flexible management of the Milestone Pulse feature.

Acceptance Criteria

Configuring Milestone Schedule

Given an HR admin navigates to the Milestone Pulse configuration page; When they enter and save valid date parameters for each onboarding milestone; Then the system updates the schedule without errors, persists the changes in the database, and displays the new dates in the admin interface.

Managing Notification Rules

Given an authorized HR user is on the Notification Rules tab; When they create or modify a rule specifying trigger conditions and recipients and click Save; Then the system validates the rule syntax, stores it correctly, and sends a test notification to the configured recipients.

Assigning Template Access

Given an HR manager selects an email template in the admin interface; When they assign access rights to specified user roles and click Save; Then only users with those roles can view or edit the template, and unauthorized users receive an access denied message.

Setting User Permissions

Given an HR administrator is on the User Permissions management page; When they grant or revoke scheduling and template editing permissions for a user and save changes; Then the system updates the user's role permissions immediately and enforces them on subsequent login.

Enforcing Role-Based Access Control

Given a user without admin privileges attempts to access the Milestone Pulse admin settings URL directly; When they attempt any modify operation; Then the system blocks access, logs the unauthorized attempt in the audit logs, and displays a '403 Forbidden' error.

Validating Audit Logs for Configuration Changes

Given any configuration change is saved by an admin; When the change is committed; Then the system records the user ID, timestamp, change details, and ensures the audit log entry is retrievable in the Audit Logs view.

Survey Completion Tracking

"As an HR coordinator, I want to track which milestones surveys are completed or overdue so that I can follow up and ensure full participation."

Description

Implements tracking mechanisms to monitor the status of each milestone survey per employee. Provides visibility into sent, viewed, completed, and overdue surveys. Exposes metrics and logs for audit purposes, allowing HR teams to follow up manually if needed and ensuring no milestone feedback is overlooked.

Acceptance Criteria

Survey Notification Sent Logging

Given an employee reaches a critical onboarding milestone, When the system sends the survey notification, Then the survey status for that employee and milestone is recorded as "Sent" in the tracking dashboard and timestamped in the audit log. And the "Sent" count increments in the milestone metrics.

Survey Viewed Timestamp Recording

Given the survey link is delivered to the employee, When the employee opens the survey link, Then the status updates from "Sent" to "Viewed" and the view timestamp is logged for audit purposes.

Survey Completion Status Update

Given an employee submits the survey, When the submission is successful, Then the status updates to "Completed", the response data is saved, and the completion timestamp is recorded in the audit log.

Overdue Survey Identification

Given a survey remains uncompleted 7 days after being sent, When the due period elapses, Then the status automatically updates to "Overdue" and the survey appears in the HR follow-up queue.

Audit Log Generation

Given any status change event, When the status is updated, Then an audit log entry is created containing employee ID, milestone, previous status, new status, timestamp, and source of action.

RoleMatch Check

Delivers targeted micro-pulses that assess how well the new hire’s daily responsibilities align with their initial job expectations, identifying misalignments early and enabling managers to clarify roles and prevent frustration.

Requirements

Micro-Pulse Scheduling Engine

"As an HR manager, I want automated, configurable micro-pulse scheduling so that surveys reach new hires at appropriate times without manual oversight."

Description

Develop a configurable scheduling engine that seamlessly integrates with workplace communication tools (e.g., Slack, Microsoft Teams, email) to deliver targeted micro-pulse surveys at optimal intervals. The engine should allow admins to define survey frequency windows, randomize send times within working hours, handle timezone differences, and ensure non-intrusive delivery. By automating the timing and distribution of role-alignment questions, this requirement enhances response rates, minimizes survey fatigue, and guarantees consistent data capture for accurate sentiment analysis.

Acceptance Criteria

Configuring Survey Frequency Window

Given an admin accesses the scheduling engine settings When they define a survey frequency window (e.g., daily between 9:00–11:00) Then the system saves and applies this time window to all subsequent micro-pulse sends

Randomized Send Time Distribution

Given a defined working hours window When the system schedules surveys Then each survey send time is randomized within the window and no two surveys to the same user occur at the exact same minute

Timezone-Aware Delivery

Given users located in different timezones and a global survey schedule When the engine calculates send times Then each user receives the survey within their local working hours respecting their specific timezone offsets

Slack Delivery Integration

Given the Slack integration is enabled and the user has linked their Slack account When the engine triggers a micro-pulse send Then the survey appears as a direct message in Slack with a functional link to the survey

Non-Intrusive Delivery Compliance

Given a user has received a survey within the last 24 hours When the scheduling engine determines the next send time Then it defers any new survey deliveries until 24 hours have elapsed to prevent survey fatigue

Expectation Alignment Questionnaire

"As an HR manager, I want to configure role-alignment questions so that I can assess new hires’ expectations against actual responsibilities."

Description

Create a dynamic questionnaire builder that lets HR admins define and customize role-expectation questions for new hires. The module should support multiple question types (e.g., Likert scale, multiple choice, free text), conditional logic based on job role or department, and version management. It integrates with the PulseSync data model to tag each response with metadata (e.g., role, start date) and ensures that questions remain relevant and up to date as roles evolve. This capability ensures precise measurement of expectation alignment and supports targeted interventions.

Acceptance Criteria

Template Creation

Given an HR admin is logged in and navigates to the questionnaire builder, when they enter a template name and click 'Create', then the system saves the template and displays it in the template list.

Question Type Selection

Given an HR admin is configuring a template, when they select a question type (Likert scale, multiple choice, or free text), then the question editor updates to reflect the chosen type and, if applicable, displays fields for option entry.

Conditional Logic Configuration

Given an HR admin configures a question, when they define conditional logic based on job role or department, then the system enforces the logic and ensures the question only appears for matching new hire profiles.

Template Versioning

Given an existing questionnaire template, when an HR admin creates a new version, then the system duplicates the template as a new version, archives the previous version, and preserves full version history.

Response Metadata Tagging

Given a scheduled survey distribution, when a new hire submits responses, then each response record is tagged with the hire’s role, start date, and template version metadata in the PulseSync data model.

Question Version Update

Given an HR admin edits an existing question to reflect role evolution, when they save changes, then the system marks the question as updated, notifies relevant stakeholders, and does not alter historical response data.

Dynamic Role Alignment Scoring

"As an HR manager, I want a real-time alignment score for each hire so that I can identify and address role mismatches early."

Description

Implement an algorithmic scoring engine that processes questionnaire responses to calculate a real-time alignment score for each new hire. The engine should apply weighted criteria for expectation vs. reality metrics, detect significant deviations, and flag potential misalignments. Scores must be normalized across roles and displayed with thresholds indicating healthy, moderate, or critical alignment statuses. This requirement enables proactive identification of mismatch risks and drives data-driven discussions between managers and employees.

Acceptance Criteria

Initial Alignment Score Calculation

Given a new hire completes the micro-pulse survey When the scoring engine processes the responses Then an alignment score between 0 and 100 is calculated using weighted expectation vs reality metrics within 2 seconds

Role-Based Score Normalization

Given multiple new hires across different roles submit responses When scores are normalized Then all scores are scaled to a common 0–100 range and the standard deviation between role distributions remains within defined tolerance

Deviation Detection and Alerting

Given a new hire’s alignment score deviates more than 25 points from the role average When the engine detects this deviation Then a misalignment flag is created and a real-time notification is sent to the manager

Threshold Visualization in Dashboard

Given computed alignment scores When displayed on the dashboard Then scores 0–40 are marked red (critical), 41–70 yellow (moderate), and 71–100 green (healthy) with corresponding labels

Real-Time Score Update on Survey Submission

Given a new survey response is submitted When processed by the engine Then the updated alignment score appears on the dashboard within 5 seconds

Manager Notification System

"As an HR manager, I want prompt notifications when alignment issues arise so that I can intervene before frustration grows."

Description

Build a multi-channel notification system that alerts hiring managers when a new hire’s alignment score falls below predefined thresholds. Notifications should be configurable for email, in-app alerts, and push messages, include contextual details (e.g., score change, survey responses), and allow managers to acknowledge or defer follow-up actions. The system integrates with the PulseSync action tracking module to log interventions and outcomes, ensuring accountability and timely responses.

Acceptance Criteria

Email Notification Trigger for Low Alignment Score

Given a new hire’s RoleMatch alignment score drops below the predefined threshold, When the system evaluates the latest micro-pulse response, Then an email notification containing the alignment score change, key survey responses, and a link to the dashboard is sent to the hiring manager within 5 minutes.

In-App Alert Display for Critical Score Drop

Given a new hire’s alignment score falls below the critical level, When the hiring manager logs into PulseSync, Then an in-app alert banner appears at the top of the manager’s dashboard showing the new hire’s name, current score, and summary of concerning survey responses.

Push Notification on Mobile for Urgent Follow-Up

Given the manager’s mobile app is active, When a new hire’s RoleMatch score breaches the urgency threshold, Then a push notification is delivered within 2 minutes containing the score alert and a direct link to the action tracking module.

Manager Acknowledgement and Deferment Workflow

Given a notification (email, in-app, or push) is received, When the hiring manager selects “Acknowledge” or “Defer” from the notification interface, Then the system logs the manager’s response with timestamp and updates the action tracking module accordingly.

Integration of Notifications with Action Tracking

Given any manager response to low alignment notifications, When the response is captured, Then an entry is created in the PulseSync action tracking module recording the intervention type, manager comments, and expected follow-up date.

Dashboard Visualization Integration

"As an HR manager, I want to see role alignment trends on my dashboard so that I can track improvements and identify persistent gaps."

Description

Integrate role alignment metrics into the PulseSync dashboard with interactive visualizations such as trend lines, heat maps, and comparison tables. The module should allow filtering by department, role, start date, and alignment status, and support drill-down into individual survey responses. Visual cues (e.g., color-coded alerts) should highlight areas of concern. By embedding these insights directly in the analytics dashboard, this requirement empowers people leaders to monitor alignment health continuously and take targeted actions.

Acceptance Criteria

Filtering Alignment Metrics

Given the HR manager selects a department, role, and start date range filters, when filters are applied, then the dashboard displays only the role alignment trend lines, heat maps, and comparison tables for the selected parameters, and the data refreshes within 3 seconds.

Viewing Alignment Trends Over Time

Given the HR manager views the role alignment trends section, when a date range is specified, then the trend line graph plots average alignment scores per period accurately, with each data point matching underlying survey aggregates within ±0.1%.

Heat Map Visualization of Alignment

Given the HR manager accesses the heat map view, when alignment scores are displayed, then each cell correctly represents a role’s alignment status with color thresholds (Green ≥80%, Yellow 50–79%, Red <50%) and includes a visible legend.

Drill-Down into Individual Responses

Given the HR manager clicks on a specific trend data point or heat map cell, when the click event occurs, then a detailed panel opens showing individual micro-pulse survey responses for that role and period, including respondent identifiers (anonymized), response timestamps, and alignment scores.

Color-Coded Alert Indicators

Given the dashboard displays alignment statuses in the summary table, when any role’s alignment score falls below 50%, then a red alert icon appears next to that role with a tooltip stating 'Alignment score below threshold', and the alert is visible on page load.

PeerConnect Gauge

Sends quick surveys focused on the new hire’s sense of belonging and quality of peer interactions, spotlighting social integration challenges so teams can foster connections and build collaborative relationships from day one.

Requirements

Automatic Survey Onboarding Trigger

"As an HR manager, I want surveys automatically triggered at onboarding milestones so that I can capture early feedback without manual scheduling."

Description

Integrate PulseSync with HRIS and messaging platforms to automatically deliver PeerConnect Gauge surveys to new hires and their peers at key onboarding milestones (Day 1, 7, 30). This automation ensures consistent, timely feedback collection on belonging and peer interactions without manual intervention, enabling HR managers to monitor social integration from the very start.

Acceptance Criteria

Day 1 Survey Delivery Trigger

Given a new hire record is created in the HRIS system, When the new hire's onboarding day equals 1, Then the system automatically sends the PeerConnect Gauge survey to the new hire and their assigned peers via the configured messaging platform within 15 minutes of the milestone passing.

Day 7 Survey Delivery Trigger

Given a new hire has completed 7 days in the system, When the system reaches the 7-day onboarding milestone, Then the system automatically delivers the PeerConnect Gauge survey to the new hire and the same assigned peers via the messaging platform, and logs the delivery timestamp.

Day 30 Survey Delivery Trigger

Given the new hire’s onboarding reaches day 30, When the 30-day milestone occurs, Then the system automatically triggers and sends the PeerConnect Gauge survey to the new hire and peers, and updates the survey status to 'Sent' in the dashboard.

Integration Failure Handling

Given the HRIS or messaging platform integration experiences an error during survey dispatch, When an API request fails, Then the system retries up to 3 times at 5-minute intervals and logs the error with notification to the administrator if all retries fail.

Delivery Logging and Notification

Given surveys are sent for any onboarding milestone, When a survey is successfully dispatched, Then the system records the survey delivery event in the audit log with recipient details and sends a confirmation notification to the HR manager.

Customizable Survey Templates

"As an HR manager, I want to customize survey templates so that the questions reflect our company culture and team structures, increasing engagement."

Description

Provide an interface for HR managers to create, edit, and brand survey templates, including branching logic and role-specific prompts. This flexibility allows teams to tailor questions to their culture, department, and goals, improving relevance and response rates.

Acceptance Criteria

Template Branding Application

Given an HR manager accesses the survey template builder, when they upload a company logo and select primary and secondary brand colors, then the template preview displays the logo in the header and applies the selected colors to question headings and buttons across the survey interface.

Branching Logic Configuration

Given an HR manager defines branching rules for role-specific questions, when a respondent selects a particular role from the dropdown, then only the questions linked to that role’s branch appear in the subsequent screens, and all irrelevant questions are hidden.

Role-Specific Prompt Customization

Given an HR manager customizes prompts for different employee roles, when they assign a prompt to a role category, then the survey preview shows the correct prompt text for that role and stores the mapping for each respondent based on their assigned role.

Template Editing and Version Control

Given an HR manager edits an existing survey template, when they save changes, then the system creates a new version, archives the previous version, and allows the manager to view or revert to any prior version without data loss.

Template Export and Survey Deployment

Given a completed survey template, when an HR manager clicks ‘Export and Deploy,’ then the system generates a shareable link or integrates with the chosen daily tool (e.g., Slack or Microsoft Teams), and the survey appears with correct branding and logic for end-users.

Real-Time Feedback Dashboard

"As a people leader, I want a real-time dashboard of peer interaction feedback so I can identify and address social challenges promptly."

Description

Develop an interactive dashboard that displays peer survey results in real time, with filters for cohort, role, manager, and sentiment score. The dashboard will highlight emerging disengagement risks, trending concerns, and overall social integration health, empowering people leaders to act swiftly.

Acceptance Criteria

Real-Time Data Refresh

Given the Real-Time Feedback Dashboard is open, when a new peer survey response is submitted, then the response appears on the dashboard within 30 seconds without requiring a manual refresh.

Filter by Cohort

Given multiple cohorts are present, when the user selects one or more cohorts using the cohort filter, then only survey results from the selected cohorts are displayed on the dashboard.

Sentiment Score Threshold Alert

Given a survey result has a sentiment score below the predefined disengagement threshold, when the result is processed, then the dashboard highlights the entry in red and generates an alert notification for the manager.

Role and Manager Filter Combination

Given users with different roles and managers, when the user applies filters for role and manager simultaneously, then the dashboard displays only results matching both the selected role and manager.

Export Filtered Results

Given a filtered view on the dashboard, when the user clicks the export button, then a CSV file downloads containing only the filtered survey results with correct column headers.

Sentiment Analysis Engine

"As an HR analyst, I want sentiment scores from peer feedback so that I can quickly understand overall new hire sentiment and underlying concerns."

Description

Implement an AI-powered sentiment analysis engine to process open-text responses from peer surveys. The engine will generate sentiment scores and extract key themes related to inclusion, support, and collaboration, providing HR teams with quantitative metrics and qualitative insights.

Acceptance Criteria

Real-time Processing of Open-Text Responses

Given a new hire submits an open-text survey response When the Sentiment Analysis Engine processes the response Then it returns a sentiment score between -1.0 and +1.0 and at least one extracted theme within 2 seconds

Batch Sentiment Analysis Accuracy

Given a batch of 100 peer survey responses with known sentiment labels When the Sentiment Analysis Engine evaluates the batch Then it achieves at least 90% sentiment classification accuracy and correctly identifies top three themes in at least 85% of responses

Dashboard Visualization of Sentiment Insights

Given processed peer survey data is available When HR views the PeerConnect Gauge dashboard Then each response displays its sentiment score, sentiment category (Positive, Neutral, Negative), and the top three themes with counts

Unsupported Language Handling

Given an open-text response in an unsupported language When the Sentiment Analysis Engine receives the response Then it flags the entry for manual review, logs the incident, and returns a ‘Language Not Supported’ status without failure

High-Load Performance Compliance

Given a simultaneous influx of 1000 open-text responses When the Sentiment Analysis Engine processes the load Then it processes all responses within 60 seconds and maintains error rate below 1%

Anonymity and Data Privacy Controls

"As a new hire, I want my feedback to be anonymous so that I can share honest opinions without fear of repercussions."

Description

Build robust anonymity features that mask respondent identities, include opt-in privacy disclaimers, and support configurable data retention policies. These controls will ensure compliance with privacy regulations and encourage honest feedback by protecting respondent confidentiality.

Acceptance Criteria

Anonymous Survey Submission

Given a new hire completes a PeerConnect Gauge survey, when they submit their responses, then the system must remove any metadata that could identify the respondent before storing the data.

Opt-In Privacy Disclaimer Acknowledgement

Given the user accesses the survey link, when the privacy disclaimer is displayed, then the user must be able to opt in explicitly and the system records their consent timestamp.

Configurable Data Retention Policy Setup

Given the HR manager navigates to settings, when they set a retention period of X days for survey data, then the system applies that period to all new survey responses and displays the active policy.

Expired Data Automatic Deletion

Given survey responses reach the end of the configured retention period, when the automatic deletion process runs, then all expired data must be permanently removed and logged in the audit trail.

Respondent Identity Masking Verification

Given anonymized survey results are viewed by an HR manager, when individual response details are displayed, then no respondent identifiers or indirect metadata are visible, and each response is labeled only by a random pseudonym.

Learning Curve Survey

Issues brief check-ins on training effectiveness, resource accessibility, and skill progression, helping L&D and managers refine onboarding materials and address learning gaps before they hinder performance.

Requirements

Survey Scheduling Flexibility

"As an L&D manager, I want to schedule a sequence of micro-pulse surveys aligned with onboarding milestones so that I can gather timely feedback on training effectiveness and adjust the program if needed."

Description

Enable L&D managers to define and automate micro-pulse survey schedules tied to specific onboarding milestones, integrate with calendar systems and notification services. This feature ensures surveys are deployed at optimal times, maximizing response relevance and consistency. Managers can configure frequency, start and end dates, and reminders to participants, streamlining the process and reducing manual coordination. Expected outcome is sustained feedback flow aligned with training phases, improving training program responsiveness.

Acceptance Criteria

Onboarding Milestone-Based Survey Launch

Given an L&D manager has defined a milestone-based survey schedule, When the specified onboarding milestone date is reached for an employee, Then the system dispatches the micro-pulse survey to the employee within 5 minutes.

Calendar Integration and Participant Reminder

Given a valid calendar integration is connected and participants are selected, When a survey is scheduled, Then the system adds events to participants' calendars and sends them the survey link via email and in-app notification 24 hours before.

Survey Frequency Adjustment

Given a manager updates the survey frequency settings, When a new frequency (daily, weekly, or custom interval) is specified, Then the system applies the new schedule for all subsequent surveys automatically without manual intervention.

Start and End Date Configuration

Given the manager sets start and end dates for the onboarding survey campaign, When the current date falls within the configured range, Then surveys are sent; and when outside the range, Then no surveys are dispatched.

Automated Notification Delivery

Given reminders are enabled for a scheduled survey, When a participant hasn't responded within the configured reminder interval, Then the system automatically sends reminder notifications until a response is received or the end date is reached.

Customizable Question Templates

"As a training coordinator, I want to customize survey questions and templates so that the content aligns with specific training modules and learning objectives."

Description

Offer a library of pre-built questions focusing on training effectiveness, resource accessibility, and skill progression, along with a user-friendly editor for customizing or creating new templates. This feature integrates seamlessly with PulseSync’s survey engine, allowing teams to tailor content to specific training modules or role requirements. It enhances relevance of feedback, reduces setup time, and ensures consistent data quality across different cohorts.

Acceptance Criteria

Applying a Pre-Built Question Template

Given the user is in the survey builder When they select a pre-built question template Then the question with default text, answer type, and tags is inserted into the survey

Customizing an Existing Question Template

Given the user opens an existing template in the editor When they modify the question text and answer type and save Then the template updates with the new text, type, and retains original tags

Creating a New Question Template

Given the user chooses to create a new template When they define question text, answer type, tags, and click save Then the new template appears in the library with the specified properties

Previewing Customized Template in Survey Builder

Given the user has customized a template in the survey When they click preview Then the survey preview displays the customized question text, answer type, and tags correctly

Saving and Reusing Custom Templates

Given the user has created or customized a template When they save with a unique name Then the template is listed in the library and available for future selection

Multi-Channel Survey Delivery

"As a new hire, I want to receive short feedback surveys within the tools I use daily so that responding is convenient and timely."

Description

Support distribution of surveys via multiple channels including email, Slack, Microsoft Teams, and in-app notifications within popular workplace tools. This integration streamlines delivery, increases survey visibility, and encourages higher response rates by meeting employees where they work. Configuration options allow targeting specific channels per cohort or individual, ensuring optimal reach and convenience for participants.

Acceptance Criteria

Email Delivery to Targeted Cohort

Given a survey configured for email delivery to Cohort A, when the scheduled send time arrives, then emails are delivered to all cohort members with valid addresses within 5 minutes and contain a working survey link.

Slack Channel Distribution

Given a survey set to distribute via a specific Slack channel, when the survey is published, then a notification message appears in the designated channel within 1 minute and includes a clickable survey link.

Microsoft Teams Message Delivery

Given a survey targeted to individuals via Microsoft Teams, when the distribution process runs, then each targeted user receives a direct Teams message with the survey link and the message is delivered within 2 minutes.

In-App Notification in Workplace Tool

Given an integrated workplace application with an active survey, when a user logs into the application, then an in-app notification appears on their dashboard with the survey title, a start button, and remains visible until the survey is completed or dismissed.

Channel Preference Configuration and Overrides

Given users and cohorts have configured preferred channels, when survey delivery is initiated, then the system sends notifications only through each user’s preferred channels and does not use non-preferred channels.

Real-Time Response Tracking

"As an L&D manager, I want to monitor survey responses in real time so that I can quickly identify and address any learning obstacles."

Description

Implement real-time monitoring of incoming survey responses, displaying live metrics such as completion rates, average ratings, and key themes. Integrate notification triggers for responses indicating low satisfaction or critical comments, alerting managers immediately. This feature empowers users to identify and address learning gaps or disengagement as they emerge, rather than post-survey.

Acceptance Criteria

Live Dashboard Update upon New Submission

Given the Learning Curve Survey is active; When a participant submits a response; Then the real-time dashboard refreshes and displays updated completion rates, average ratings, and key themes within 5 seconds.

Low Satisfaction Notification Trigger

Given a response with an overall rating below the predefined threshold; When the response is received; Then the system generates an immediate notification to the assigned manager with response details and a link to the dashboard.

Critical Comment Alert Delivery

Given a response containing keywords flagged as critical (e.g., “confusing,” “insufficient,” “frustrated”); When the response is processed; Then an alert email and in-app notification are sent to the manager within 10 seconds.

Accuracy of Real-Time Metrics

Given multiple concurrent survey responses; When the dashboard aggregates metrics; Then the displayed completion rate, average ratings, and top themes match the processed responses with 100% data integrity and no discrepancies.

System Performance under High Load

Given 1,000 responses submitted within a one-minute interval; When the system processes these responses; Then the dashboard updates without performance degradation, maintaining response processing time under 5 seconds and dashboard refresh under 10 seconds.

Actionable Insights Dashboard

"As a People Leader, I want to view aggregated survey insights with visualizations and recommendations so that I can make data-driven improvements to our onboarding process."

Description

Develop a specialized dashboard within PulseSync to aggregate and visualize Learning Curve Survey data, highlighting sentiment trends, skill progression metrics, and resource satisfaction scores. Include filtering by cohort, role, and time period, and provide AI-driven recommendations for content adjustments. This feature transforms raw feedback into clear action items, enabling data-driven improvements to onboarding and training programs.

Acceptance Criteria

Cohort Filtering Use Case

Given an HR manager selects a specific cohort from the filter panel When the filter is applied Then the dashboard displays only sentiment trends, skill progression metrics, and resource satisfaction scores for that cohort

Role-Based Segmentation Scenario

Given an HR manager chooses one or more roles in the role filter When applied Then all visualizations and metrics update to reflect data for the selected roles only

Time Period Comparison Scenario

Given an HR manager selects a custom time range and a comparison period When the comparison toggle is activated Then the dashboard presents side-by-side sentiment and progression trends with percentage change annotations

AI-Driven Recommendation Generation

Given the aggregated survey data shows a decline in any metric by more than 10% over the selected period When the dashboard renders Then the AI panel generates at least three actionable content adjustment recommendations

Dashboard Performance Under Load

Given there are over 1,000 survey responses When the dashboard is accessed Then all charts, tables, and filters load and become interactive within 3 seconds

Automated Alert System

"As a manager, I want to receive alerts when survey responses indicate disengagement risk so that I can intervene before performance declines."

Description

Create configurable alert rules that trigger notifications to managers or training facilitators when survey responses cross predefined thresholds (e.g., sentiment score below 3). Alerts can be sent via email or integrated messaging platforms, ensuring prompt awareness of disengagement risks. This proactive system helps teams intervene early, address concerns, and maintain high satisfaction levels during the critical onboarding period.

Acceptance Criteria

Email Alert on Low Sentiment Score

Given an alert rule configured with sentiment threshold below 3 and notification channel set to email, When a micro-pulse survey response with sentiment score of 2 is submitted, Then the system sends an email to the configured manager within 2 minutes containing the employee ID, survey date, sentiment score, and link to the full response details.

Slack Notification for Critical Sentiment

Given an alert rule configured with sentiment threshold below 2 and notification channel set to Slack, When a survey response with sentiment score of 1 is recorded, Then the system posts a message in the specified Slack channel within 1 minute including employee identifier, sentiment score, survey timestamp, and a link to the response.

Configuring New Alert Rule

Given a training facilitator is on the alert settings page, When they enter a rule name, select a sentiment threshold, choose one or more notification channels, and click “Save,” Then the new alert rule appears in the rules list with correct name, threshold value, and notification channels.

Preventing Duplicate Notifications

Given an existing alert rule, When multiple survey responses from the same employee fall below the threshold within a 10-minute window, Then the system sends only one notification per employee for that window.

Applying Updated Threshold to New Surveys

Given an existing alert rule’s threshold is updated from 3 to 4, When any new survey response is submitted after the update, Then the system evaluates it against the new threshold of 4 for triggering notifications.

Onboard Insights Dashboard

Provides a dedicated dashboard that aggregates new hire sentiment, highlights recurring challenges, and visualizes progress over the first 90 days, enabling HR specialists and managers to monitor overall integration health at a glance.

Requirements

Sentiment Data Aggregation

"As an HR specialist, I want aggregated sentiment scores for all new hires so that I can easily understand overall integration health without sifting through individual survey responses."

Description

Aggregate and normalize sentiment responses from micro-pulse surveys during new hires’ first 90 days, collating feedback across tools like Slack, MS Teams, and email to present a unified sentiment score. This enables HR managers to quickly assess overall new hire morale and detect early signs of disengagement for targeted interventions.

Acceptance Criteria

Real-time Unified Sentiment Score Computation

Given surveys submitted via Slack, MS Teams, or email within the last 24 hours When the aggregation process runs Then the unified sentiment score updates within 5 minutes of survey submission

Cross-Platform Data Normalization

Given sentiment scores from different platforms When normalization is applied Then all scores are converted to a standard scale of –1 to +1 with 99% accuracy

90-Day Feedback Aggregation

Given a new hire has 90 days of micro-pulse responses When viewing the Onboard Insights Dashboard Then the aggregated data displays all 90 days and shows the average daily sentiment

Disengagement Alert Trigger

Given a new hire’s unified sentiment score falls below 0 When the daily aggregation completes Then an alert appears on the dashboard identifying potential disengagement

Dashboard Visualization Load Performance

Given an HR manager accesses the Onboard Insights Dashboard When the page loads Then all charts and metrics render completely within 2 seconds

New Hire Progress Timeline

"As a people manager, I want a timeline view of new hire sentiment alongside onboarding milestones so that I can pinpoint when and why engagement levels change."

Description

Visualize each new hire’s sentiment and key milestone achievements on an interactive timeline covering days 1 to 90. Include markers for major onboarding events (training sessions, check-ins) and display sentiment trends to highlight periods of improvement or concern.

Acceptance Criteria

Timeline Overview Display

Given an HR manager accesses the New Hire Progress Timeline, when the timeline loads, then it displays an interactive timeline from days 1 to 90 with a sentiment trend line and milestone markers for all major onboarding events.

Sentiment Marker Hover Details

Given a user hovers over any sentiment point on the timeline, when the hover state is active, then a tooltip displays the date, sentiment score, and any associated comments.

Milestone Event Drill-Down

Given a user clicks on a milestone marker, when the marker is clicked, then a detail panel opens showing the event name, date, description, and outcome.

Filter Timeline by Sentiment Range

Given an HR manager sets a sentiment range filter, when the filter is applied, then the timeline only shows sentiment data points and milestones within the specified range and greys out the rest.

Export Timeline Data

Given a user initiates an export, when the export action is confirmed, then the system generates and downloads a CSV file containing dates, sentiment scores, milestone names, and associated notes for the selected period.

Recurring Challenge Detection

"As an HR manager, I want automatic detection of recurring onboarding challenges so that I can address the most pressing issues affecting multiple new hires."

Description

Identify and surface common challenges reported by new hires—such as unclear documentation or lack of mentorship—by analyzing text feedback with AI clustering. Highlight recurring themes and rank them by frequency to prioritize remediation efforts.

Acceptance Criteria

Feedback Ingestion Validation

Given that new hires submit open-ended feedback through micro-pulse surveys, when the system processes the feedback batch, then 100% of submissions are stored in the feedback database without errors.

AI Clustering Accuracy

Given the stored feedback entries, when the AI clustering algorithm runs, then feedback items related to the same challenge are grouped with at least 85% precision as validated by a manual review sample.

Recurring Theme Frequency Ranking

Given clustered feedback themes over the first 30 days, when the system calculates occurrences, then each theme is assigned a frequency count and the themes are sorted in descending order of frequency.

Dashboard Challenge Highlighting

Given ranked themes, when the HR specialist views the Onboard Insights Dashboard, then the top 5 recurring challenges are displayed with their titles, frequency counts, and percentage of total feedback.

Export of Recurring Challenge Report

Given the recurring challenge data, when the user exports the report, then the system generates a CSV file containing the theme names, counts, and timestamps, and prompts the download within 5 seconds.

Comparative Benchmarking

"As a people leader, I want to compare my new hires’ integration health to previous cohorts so that I can evaluate the effectiveness of my onboarding improvements."

Description

Provide benchmark comparisons showing how current cohorts’ sentiment and progression metrics stack up against past cohorts or industry standards. Display percentile rankings and deviation alerts to help managers understand relative performance.

Acceptance Criteria

Benchmarks Against Past Cohorts

Given the HR manager selects a current cohort and a past cohort, when the dashboard loads, then sentiment and progression metrics for both cohorts are displayed side-by-side with percentile rankings indicating relative performance.

Industry Standard Comparison

Given the HR manager opts to compare against industry benchmarks, when the industry standard is applied, then the dashboard overlays the current cohort’s sentiment and progression metrics against the industry average and highlights any deviations exceeding the configurable threshold.

Alert for Significant Deviation

When any metric’s deviation between the current cohort and the selected benchmark (past cohort or industry) exceeds 10%, then an alert banner appears at the top of the dashboard indicating ‘Significant Deviation Detected’ with the specific metric named.

Custom Date Range Benchmarking

Given the HR manager sets a custom date range, when the date range is applied, then all comparative metrics and percentile rankings update dynamically to reflect data only within the specified period.

Exportable Benchmark Reports

Given the HR manager clicks the ‘Export Benchmark Report’ button, when the export action is confirmed, then a downloadable PDF and CSV report containing the comparative metrics, percentile rankings, and deviation alerts is generated within 30 seconds.

Customizable Dashboard Filters

"As an HR analyst, I want to filter dashboard data by various attributes and save my favorite views so that I can focus on the segments most relevant to my reporting needs."

Description

Allow users to filter the Onboard Insights Dashboard by role, department, start date range, and location. Enable saving of filter presets for quick access to specific segments and facilitate targeted analysis of subgroup onboarding experiences.

Acceptance Criteria

Role and Department Filtering Interaction

Given an HR manager selects specific Role and Department filters, when applied, Then the dashboard displays only new hires matching both criteria, and total count aligns with backend records.

Start Date Range Filtering

Given an HR manager sets a Start Date range, when applied, Then the dashboard updates to show new hires whose start dates fall within the selected range, and date of earliest and latest profiles correspond to filter boundaries.

Location-Based Filtering

Given an HR manager selects one or multiple Locations, when applied, Then the dashboard filters new hires by location, and map and list views update to reflect only the chosen locations.

Saving Filter Presets

Given an HR manager has configured a combination of Role, Department, Start Date range, and Location filters, when saving the configuration as a preset, Then the system stores the preset with a user-defined name and makes it available in the presets menu.

Applying Saved Filter Presets

Given an HR manager selects a previously saved filter preset, when applied, Then the dashboard automatically loads all filter settings from the preset, and the displayed data matches the preset criteria.

Challenge Alerts

Employs AI-driven monitoring to detect patterns of repeated low scores or emerging concerns, sending real-time alerts to HR and managers so they can proactively address issues and support new hires before they disengage.

Requirements

Anomaly Detection Engine

"As an HR manager, I want the system to automatically detect unusual patterns in sentiment surveys so that I can intervene before disengagement escalates."

Description

Develop an AI-driven engine that continuously monitors micro-pulse sentiment scores, applying statistical and machine learning models to identify patterns of repeated low scores or sudden drops. The engine will process real-time data streams from integrated collaboration tools, flagging emerging concerns for further action. This module ensures timely detection of potential disengagement risks, enabling preemptive support and improving employee retention.

Acceptance Criteria

Repeated Low Sentiment Detection

Given an employee completes five consecutive micro-pulse surveys with sentiment scores below 40%, When the anomaly detection engine processes these scores, Then the system flags the pattern as a repeated low sentiment anomaly within two minutes of the fifth survey.

Sudden Sentiment Drop Identification

Given an employee’s average sentiment score over the past week is above 70%, When the system detects a single micro-pulse score drop of 30% or more compared to the weekly average, Then an anomaly alert is generated and timestamped in the dashboard within one minute.

Real-Time Data Processing Validation

When a micro-pulse response is submitted through any integrated collaboration tool, Then the anomaly detection engine ingests, processes, and indexes the sentiment score within 10 seconds, ensuring data freshness for real-time analysis.

Manager Alert Notification

Given an anomaly is detected for a new hire engagement risk, When the engine flags the anomaly, Then an alert notification is sent to the assigned HR manager and direct supervisor via email and in-dashboard notification within five minutes.

Historical Trend Analysis Integration

Given at least 30 days of historical sentiment data exists, When the engine evaluates current sentiment scores, Then it incorporates historical baselines to avoid false positives and only triggers alerts for statistically significant deviations at a 95% confidence level.

Configurable Alert Thresholds

"As an HR administrator, I want to customize alert thresholds so that notifications align with my company’s tolerance levels and minimize unnecessary alerts."

Description

Implement a settings interface that allows HR managers to define custom thresholds for low sentiment scores and repeated concern indicators. Users can set numeric score limits, frequency conditions, and trigger rules for new hires or specific teams. This flexibility ensures alerts are tailored to organizational norms and reduces false positives, enhancing trust in the system’s recommendations.

Acceptance Criteria

Setting Numeric Score Threshold

Given an HR manager on the Alert Thresholds settings page When they enter a numeric low sentiment score limit of '3' Then the system saves the threshold and displays a confirmation message and uses this value for subsequent alert evaluations.

Defining Frequency Conditions

Given an HR manager configuring alert frequency When they set the condition “3 low scores within 7 days” Then the system persists the rule and triggers an alert only when both the score and frequency thresholds are met.

Configuring New Hire Trigger Rules

Given an HR manager selecting the “New Hires” filter When they specify a low score threshold and frequency for employees with less than 90 days tenure Then only new hire responses are evaluated against these rules and generate alerts accordingly.

Applying Thresholds to Specific Teams

Given an HR manager assigns threshold rules to the “Engineering” team When they save the configuration Then only sentiment data from the Engineering team is monitored using those specific thresholds.

Validating Threshold Combinations

Given an HR manager sets multiple threshold rules When the combinations would create conflicting triggers Then the system validates inputs, prevents conflicts with an error message, and only allows compatible rule sets to be saved.

Multi-Channel Notification

"As a team lead, I want to receive challenge alerts in Slack so that I can respond quickly without switching platforms."

Description

Build a notification service that delivers real-time alerts through email, in-app notifications, and integrations with collaboration platforms like Slack or Microsoft Teams. Notifications will include context snippets, sentiment trends, and direct links to employee profiles. This ensures that managers receive timely, actionable insights in their preferred communication channels.

Acceptance Criteria

Email Alert for Low Sentiment Trend

Given the AI detects two consecutive micro-pulse surveys for an employee with sentiment scores below the configured threshold, When the alert is triggered, Then an email is delivered within 2 minutes to the manager’s registered email address containing the employee’s name, a context snippet, a sentiment trend chart, and a direct link to the employee profile.

In-App Notification Display for Disengagement Risk

Given the AI flags an employee’s disengagement risk, When the manager logs into the PulseSync web app, Then the notification badge displays the correct count of unread alerts, and clicking the badge reveals an in-app notification panel showing the context snippet, sentiment sparkline, and a profile link.

Slack Integration Alert Delivery

Given the Slack integration is enabled and the AI identifies a high-risk disengagement scenario, When the alert is generated, Then a direct message is posted to the manager’s configured Slack channel within 2 minutes, including the context snippet, sentiment trend summary, and a clickable link to the employee’s profile.

Teams Integration Alert Delivery

Given the Microsoft Teams integration is enabled and a new disengagement risk is detected, When the alert is issued, Then an Adaptive Card is posted to the manager’s selected Teams channel within 2 minutes containing the employee’s name, context snippet, sentiment trend chart, and a direct profile link.

Respect Manager Notification Preferences

Given a manager updates their notification preferences to enable or disable channels, When an alert is triggered after saving settings, Then alerts are only sent via the enabled channels and no messages are delivered through disabled channels.

Alert Escalation Workflow

"As an HR director, I want unaddressed challenge alerts to escalate to me after 24 hours so that no critical engagement risk goes overlooked."

Description

Design a workflow engine that escalates unresolved alerts based on configurable rules. If a manager does not acknowledge or act on an alert within a set timeframe, the system will automatically notify higher-level HR or leadership. Escalation paths, timing, and notification recipients can be managed via an administrative console to ensure accountability and timely follow-up.

Acceptance Criteria

Alert Acknowledgment by Manager

Given a micro-pulse alert is received by a manager, when the manager acknowledges the alert via the administrative console within the configured timeframe, then the alert status is updated to 'Acknowledged' and no further escalation occurs.

Automatic Escalation to HR

Given a micro-pulse alert remains unacknowledged by the manager after the configured escalation interval, when the interval elapses, then the system automatically notifies the designated HR contact, updates the alert status to 'Escalated', and records the escalation timestamp.

Configurable Escalation Timing

Given an administrator configures the escalation interval to X hours for a specific alert type, when a new alert of that type is generated, then the system schedules the escalation notification exactly after X hours if the alert is not acknowledged or resolved.

Customized Escalation Path Configuration

Given an administrator defines a multi-level escalation path (e.g., manager → HR → Director), when an alert passes each unacknowledged interval, then the system sends notifications to the next recipient in sequence and updates the current escalation level accordingly.

Notification Delivery Confirmation

Given an escalation notification is dispatched via email and in-app message, when delivery is completed, then the system logs a delivery receipt and displays the delivery status ('Sent' or 'Failed') in the administrative console.

Alert Dashboard Visualization

"As a people operations specialist, I want a dashboard that shows all current alerts by risk level so that I can prioritize my outreach effectively."

Description

Create a dedicated dashboard view that aggregates active challenge alerts, categorized by severity, team, and time since trigger. Provide filters, sorting, and visual indicators (e.g., color-coded risk levels) to help managers quickly assess and prioritize issues. Drill-down capabilities will link directly to individual employee sentiment histories for deeper context.

Acceptance Criteria

Active Alerts Overview Display

Given the HR manager navigates to the Alert Dashboard, When the dashboard loads, Then all active challenge alerts are displayed with a summary panel showing counts grouped by severity, team, and time since trigger.

Filter Alerts by Severity

Given the HR manager applies a severity filter on the Alert Dashboard, When selecting a risk level, Then only alerts matching the selected severity are displayed and the results update within 2 seconds.

Sort Alerts by Team and Time

Given the HR manager chooses a sort option on the Alert Dashboard, When sorting by team or time since trigger, Then the alerts list reorders correctly based on the selected criterion.

Visual Risk Level Indicators

Given the Alert Dashboard displays alerts, When viewing the alert list, Then each alert is color-coded according to its risk level with appropriate legends.

Drill-down to Employee Sentiment History

Given the HR manager clicks on an individual alert, When selecting the alert entry, Then the system opens the corresponding employee sentiment history page.

GroupLens

Provides an interactive, demographic-based visualization that breaks down sentiment data by attributes like gender, tenure, role, and location, allowing HR leaders to easily spot disparities and compare group morale at a glance.

Requirements

Demographic Filter Selection

"As an HR manager, I want to select demographic attributes to view sentiment data for specific groups so that I can identify morale issues within those cohorts."

Description

Enable users to dynamically select one or multiple demographic attributes—such as gender, tenure, role, or location—from an interactive control panel. This requirement ensures the visualization updates instantly to reflect only the chosen segments, allowing precise analysis of sentiment patterns. Integration with existing survey data pipelines guarantees seamless data filtering without performance degradation. The functionality enhances actionable insights by letting HR leaders target specific cohorts and understand subgroup morale.

Acceptance Criteria

Single Attribute Filter Applied

Given the user opens the demographic filter panel and selects a single attribute value (e.g., Gender = Female), when the selection is applied, then the sentiment visualization must update within 2 seconds to display only data for respondents matching that attribute.

Multiple Attributes Combined Filter

Given the user selects more than one demographic attribute (e.g., Gender = Male and Location = New York), when the user applies the filters, then the visualization displays only the data points that satisfy all selected criteria and the filter summary correctly lists the chosen attributes.

Clear Filters Reset Visualization

Given one or more demographic filters are active, when the user clicks the 'Clear All' button in the filter panel, then all filters are deselected and the sentiment visualization resets to show the full unfiltered dataset.

Filter Persistence Across Sessions

Given the user selects specific demographic filters and logs out, when the user logs back into the application, then the previously selected filters are automatically reapplied and the visualization reflects those filters without additional input.

Performance Under High Data Volume

Given the filtered dataset exceeds 100,000 survey responses, when the user applies or changes demographic filters, then the updated visualization renders completely within 3 seconds without performance degradation or errors.

Comparative Sentiment Chart

"As an HR leader, I want to compare sentiment scores of two or more demographic groups side by side so that I can quickly identify which groups are experiencing lower morale."

Description

Implement side-by-side bar and line charts that compare sentiment scores across different demographic groups. The visualization should highlight disparities and trends over time, with clear labeling and color coding. This feature integrates into the GroupLens dashboard, enabling immediate visual comparisons between cohorts. It empowers people leaders to spot emerging engagement gaps at a glance and prioritize interventions.

Acceptance Criteria

Chart Rendering Initiation

Given the GroupLens dashboard is loaded, when the Comparative Sentiment Chart module initializes, then a side-by-side bar and line chart must render within 2 seconds without visual distortions.

Demographic Group Toggle

Given multiple demographic filters are available, when an HR manager selects or deselects a demographic group, then the chart updates in real time to include or exclude the group’s sentiment data without page reload.

Trend Highlighting

Given sentiment scores over time, when the chart displays data points, then trends must be highlighted with distinct markers and a line connecting them, ensuring continuity across time intervals.

Color Coding Accuracy

Rule: Each demographic group’s bars and lines must use a unique, colorblind-friendly color consistent with the legend, and no two groups share the same color.

Tooltip Data Validation

Given a user hovers over any bar or point on the chart, then a tooltip displays the group name, date, sentiment score to two decimal places, and comparison delta from the previous period.

Drill-Down Interaction

"As an HR analyst, I want to drill down from the group visualization into individual survey responses so that I can understand the root causes behind shifts in sentiment."

Description

Allow users to click on any segment within the visualization to drill down into detailed survey responses and question-level sentiment for that demographic group. The requirement includes sliding panels or modal dialogs that present raw response data, trend insights, and key survey comment excerpts. It deepens the analytic workflow by linking high-level patterns to actionable, granular feedback.

Acceptance Criteria

Segment Click Drill-Down

Given the user clicks on a demographic segment in the visualization, when the click is registered, then a slide-out panel appears within 2 seconds displaying detailed survey responses for that segment.

Sliding Panel Content Verification

Given the slide-out panel is displayed, then it shows raw response data table, trend insights chart covering the past four weeks, and at least three key comment excerpts relevant to the selected demographic group.

Modal Dialog Accessibility

Given the user opens the slide-out panel, then all interactive elements within the panel are keyboard navigable and include accessible labels compliant with WCAG 2.1 AA standards.

Trend Insight Accuracy

Given the selected demographic group, when the panel is displayed, then the trend insights chart plots sentiment scores for each week with data points matching the source dataset exactly.

Close Interaction

Given the slide-out panel is open, when the user clicks the close icon or presses the ESC key, then the panel closes immediately and focus returns to the previously selected segment in the visualization.

Real-Time Data Refresh

"As an HR manager, I want the demographic sentiment charts to refresh automatically so that I always have the most current insights when reviewing team morale."

Description

Ensure that the GroupLens visualization automatically refreshes with the latest micro-pulse survey data at configurable intervals (e.g., every 15 minutes). The requirement covers backend data ingestion triggers, front-end websocket or polling mechanisms, and a visual refresh indicator. It guarantees that HR leaders always see up-to-date sentiment metrics and reduces the risk of decision-making on stale data.

Acceptance Criteria

Automatic Refresh Interval Trigger

Given the HR leader is viewing the GroupLens dashboard When the configured interval (default 15 minutes) elapses Then the dashboard automatically fetches and displays the latest survey data within 10 seconds

Visual Refresh Indicator Display

Given a data refresh is in progress Then a loading spinner appears in the chart header And the spinner disappears when the refresh completes successfully

Backend Data Ingestion Timeliness

Given new micro-pulse survey responses are submitted When each response is recorded Then the backend ingestion process must write the data to the analytics database within 2 minutes

Front-End Update via Websocket

Given the frontend has an active websocket connection When the backend pushes an update notification Then the visualization updates in real time without requiring a full page reload

Configurable Interval Settings

Given the HR manager navigates to refresh settings When they select a new interval (5, 15, or 30 minutes) and save Then the dashboard applies the new interval immediately and persists it for future sessions

Customizable Segmentation Attributes

"As a system administrator, I want to customize which demographic attributes are available for segmentation so that the visualization reflects our organization’s unique structure."

Description

Provide a configuration interface where administrators can add, remove, or rename demographic attributes used for segmentation, such as department, project team, or location. The requirement includes backend schema flexibility and UI forms for attribute management. Customization ensures the GroupLens feature adapts to evolving organizational structures and reporting needs.

Acceptance Criteria

Admin Adds New Segmentation Attribute

Given an admin is on the attribute settings page When they input 'Project Team' as a new attribute name and click 'Save' Then the 'Project Team' attribute appears in the segmentation list within 2 seconds and the backend schema includes a new column 'project_team'

Admin Renames Existing Attribute

Given an existing attribute 'Location' When the admin selects 'Edit', changes the name to 'Office Location', and saves Then the display label updates to 'Office Location' across all dashboards and the backend schema column is renamed to 'office_location' without data loss

Admin Removes Segmentation Attribute

Given an attribute 'Grade Level' is present When the admin chooses 'Delete' next to 'Grade Level' and confirms the action Then the attribute is removed from the list and it is no longer available in survey creation or dashboards

Duplicate Attribute Name Validation

Given an admin attempts to add 'Department' when it already exists When they enter 'Department' and click 'Save' Then the save action is blocked and an inline error message 'Attribute name must be unique' is displayed

Attribute Changes Persist After Navigation

Given attribute modifications have been made When the admin refreshes or navigates away and returns to the attribute settings page Then all added, renamed, and deleted attributes persist correctly in the UI and backend

Exportable Group Reports

"As an HR director, I want to export group sentiment reports so that I can share insights with executives and include them in quarterly reviews."

Description

Enable users to export the current GroupLens visualization and underlying data to PDF and CSV formats. The exported report should include charts, legends, timestamps, and summary statistics. This requirement involves generating server-side exports and integrating download links within the UI. It supports offline sharing and record-keeping for stakeholder presentations and compliance.

Acceptance Criteria

Export PDF Report

Given an HR manager is viewing the GroupLens visualization with selected demographic filters, when the manager clicks the 'Export to PDF' button, then the system generates a PDF file that includes the chart, legend, timestamp, and summary statistics for the visible data and prompts the user to download the file.

Export CSV Data

Given an HR manager has applied filters to the GroupLens view, when the manager clicks the 'Export to CSV' button, then the system generates a CSV file containing the raw data for the current visualization, including demographic attributes, sentiment scores, timestamps, and exports it for download without data loss or formatting errors.

Download Link Availability

Given the export process completes successfully, when the system finishes generating the PDF or CSV report, then a download link appears in the UI within 5 seconds, is clearly labeled, and remains available until the user closes or refreshes the view.

Export Accuracy under Load

Given the system is handling concurrent export requests from multiple users, when up to 20 export operations are initiated simultaneously, then all exports (PDF and CSV) complete without errors, and each generated file accurately reflects the corresponding view’s data.

Summary Statistics Integrity

Given the GroupLens visualization displays calculated summary statistics (mean, median, standard deviation) for each demographic group, when the report is exported, then the exported summary values match the on-screen values to within a tolerance of 0.1% and are correctly labeled in the report.

BiasBeacon

Offers real-time AI-powered alerts when sentiment patterns indicate emerging bias or disproportionate disengagement in specific demographic groups, enabling proactive investigation and swift corrective action.

Requirements

Real-Time Bias Signal Alerts

"As an HR manager, I want real-time alerts when sentiment data indicates bias in specific demographic groups so that I can investigate and address issues proactively before they escalate."

Description

The system continuously analyzes sentiment data across employee micro-pulse surveys using AI models to detect emerging bias patterns within demographic groups. When a statistically significant deviation or disproportionate disengagement is identified, the module generates real-time alerts and pushes notifications through the HR dashboard and configured channels. This functionality enables HR managers to receive immediate, actionable insights, accelerating investigation and corrective action, and seamlessly integrates with the PulseSync analytics engine for holistic oversight.

Acceptance Criteria

Alert Generation on Significant Negative Bias Trend

Given continuous sentiment data for all demographic groups When the AI model detects a statistically significant negative deviation (p < 0.05) in one group compared to the overall population Then the system generates a real-time bias alert within 30 seconds, including group name, deviation magnitude, and timestamp

Configurable Notification Channel Delivery

Given a configured notification channel (email, SMS, Slack) When a bias alert is triggered Then the alert is delivered to each configured channel within 60 seconds and logs a delivery confirmation for each endpoint

Dashboard Visualization of Bias Alerts

Given the HR dashboard is accessed by a manager When new bias alerts exist Then alerts are displayed in the ‘Real-Time Alerts’ widget with clear labeling of demographics, trend charts, and severity indicators

Correct Demographic Breakdown Reporting

Given multiple demographic attributes (e.g., department, gender, tenure) When an alert is generated Then the alert payload includes the complete breakdown of sentiment metrics for each attribute and highlights the subgroup driving the deviation

False Positive Suppression Verification

Given historical sentiment volatility thresholds When a potential bias deviation falls within normal fluctuation parameters Then the system suppresses alert generation and records the event in the suppression log without user notification

Demographic Segmentation Filters

"As an HR manager, I want to filter sentiment data by various demographic groups so that I can pinpoint and compare bias or engagement issues affecting specific cohorts."

Description

Provide an interactive filtering interface that allows HR managers to segment sentiment analytics by demographic attributes such as age, gender, tenure, location, and role. Filters can be combined and saved as custom views, enabling targeted analysis and comparison across multiple cohorts. This feature integrates with the existing PulseSync data layer and ensures fast query performance for dynamic, on-the-fly segmentation.

Acceptance Criteria

Create and Save Custom Filter View

Given an HR manager selects age, location, and role filters When the manager names and saves the view Then the custom view is listed under "Saved Views" with correct filter parameters

Combine Multiple Demographic Filters

Given an HR manager applies at least two demographic filters simultaneously When filters are selected and applied Then the sentiment analytics update in under 2 seconds to reflect the intersection of selected cohorts

Fast Query Performance for Large Datasets

Given the dataset contains over 100,000 responses When demographic filters are applied Then the system returns filtered results within 3 seconds 95% of the time

Reset to Default Demographic Filters

Given a custom filter view is active When the manager clicks the "Reset Filters" button Then all demographic filters clear and default view is restored instantly

Access Control for Segmentation Filters

Given a user without HR manager role attempts to access segmentation filters When the user navigates to the filter interface Then access is denied and a "Not Authorized" message displays

Alert Threshold Configuration

"As an HR admin, I want to configure bias alert thresholds so that our organization receives meaningful notifications without excessive false positives."

Description

Offer a configuration panel where administrators can define sensitivity thresholds for bias detection, including minimum sample sizes, deviation percentages, and confidence levels. Users can choose from preset risk levels or customize parameters per demographic group to balance sensitivity and noise. Threshold settings are stored per account and versioned to track changes over time.

Acceptance Criteria

Selecting a Preset Bias Detection Risk Level

Given an administrator accesses the Alert Threshold Configuration panel, When they choose a predefined risk level (e.g., Low, Medium, High), Then the system applies the corresponding sample size, deviation percentage, and confidence level parameters and displays them in the UI.

Customizing Threshold Parameters for a Demographic Group

Given an administrator is configuring thresholds for a specific demographic group, When they adjust minimum sample size, deviation percentage, and confidence level sliders or inputs, Then the custom values are validated, accepted, and visually highlighted as 'custom' in the configuration panel.

Validating Minimum Sample Size Constraints

Given an administrator inputs a minimum sample size below the system-defined safe limit, When they attempt to save settings, Then the system displays a validation error preventing the save and provides guidance on the acceptable range.

Saving and Versioning Threshold Settings

Given threshold parameters are set, When the administrator clicks 'Save Configuration', Then the system stores the settings under the current account, increments the version number, and logs a timestamp with the user’s ID.

Applying Updated Thresholds to Real-Time Alerts

Given an administrator has saved new threshold settings, When new survey data streams in, Then the bias detection engine uses the updated thresholds immediately and the Alert Dashboard reflects any triggered notifications based on these new parameters.

Bias Insights Dashboard

"As an HR leader, I want a dashboard that presents detailed bias insights so that I can understand the context, monitor trends, and plan targeted interventions."

Description

Develop a dedicated dashboard that visualizes bias-related metrics, including trend lines, heat maps, and context summaries for flagged demographics. The dashboard highlights root-cause factors, correlates sentiment shifts with organizational events, and offers suggested action items. It is embedded within the main PulseSync interface, maintaining a unified user experience and ensuring data consistency.

Acceptance Criteria

Real-Time Bias Metrics Dashboard Access

Given an HR manager with valid credentials, when they navigate to the Bias Insights Dashboard, then the dashboard loads within 3 seconds, displaying trend lines, heat maps, and context summaries for all flagged demographics.

Root Cause Correlation Display

Given the dashboard displays sentiment shifts, when the manager selects a demographic group, then associated organizational events are correlated and displayed as annotations on the trend line with timestamped descriptions.

Suggested Action Items Generation

Given flagged bias patterns are detected, when the dashboard is rendered, then the system generates at least three relevant, AI-suggested corrective action items linked to each flagged demographic group.

Data Consistency with Main Interface

When updating sentiment data in the main PulseSync interface, then the Bias Insights Dashboard reflects the updated data within 5 minutes without discrepancies in key metrics.

Unified User Experience

When accessing the Bias Insights Dashboard, then UI components (fonts, colors, navigation) match the styling guidelines of the main PulseSync interface and no external links or separate login prompts are present.

Collaboration & Messaging Integration

"As an HR manager, I want bias alerts delivered into our team chat so that relevant stakeholders can be notified and collaborate on corrective actions immediately."

Description

Enable seamless integration with collaboration platforms like Slack and Microsoft Teams to deliver bias alerts and summary reports directly to designated channels or groups. The integration supports one-click acknowledgment, comment threads associated with each alert, and links back to the PulseSync dashboard for deeper analysis. This feature fosters team visibility and accelerates cross-functional response.

Acceptance Criteria

Real-Time Slack Alert Posting

Given a BiasBeacon alert is triggered, when Slack integration is active, then the system must post a message to the designated Slack channel within 30 seconds containing the alert header, sentiment summary, affected demographic, and a link to the detailed report.

Real-Time Teams Alert Posting

Given a BiasBeacon alert is triggered, when Microsoft Teams integration is active, then the system must post a message to the designated Teams channel within 30 seconds containing the alert header, sentiment summary, affected demographic, and a link to the detailed report.

One-Click Acknowledgment in Slack

Given an alert message in Slack, when a user clicks the “Acknowledge” button, then the system updates the alert status to Acknowledged in both Slack (with a confirmation reaction) and the PulseSync dashboard.

Threaded Comments per Alert in Teams

Given an alert message in Microsoft Teams, when a user adds a comment in the message thread, then that comment synchronizes with the alert’s discussion thread on the PulseSync dashboard in real time.

Dashboard Link Navigation from Alert

Given an alert message in either Slack or Teams, when a user clicks the included dashboard link, then they must be directed to the specific alert detail page on PulseSync in a new browser tab.

EquiGauge

Generates a comprehensive equity scorecard that aggregates key metrics—such as fairness in recognition, workload balance, and sentiment variance—into clear, actionable scores for each group, helping leaders benchmark and track progress over time.

Requirements

Data Aggregation Engine

"As an HR manager, I want the system to automatically aggregate data from multiple sources so that I can view a cohesive set of metrics for equity analysis without manual data consolidation."

Description

Develop a backend service that automatically collects, normalizes, and consolidates data from micro-pulse surveys, recognition logs, workload tracking systems, and sentiment analysis pipelines into a unified data store. Ensure real-time ingestion, error handling, and data validation to support accurate and timely equity score calculations.

Acceptance Criteria

Real-Time Data Ingestion

Given a micro-pulse survey submission arrives through the ingestion API, when processed by the engine, then the record is available in the unified data store within 5 seconds with all original timestamps preserved.

Data Normalization Mapping

Given raw data from recognition logs with inconsistent field names and formats, when the normalization module runs, then all fields are mapped to the canonical schema, units are standardized, and missing values are filled with predefined defaults without data loss.

Error Handling and Logging

Given a malformed or incomplete record enters the ingestion pipeline, when validation fails, then the record is rejected with a detailed error entry in the logging system, and processing of other records continues uninterrupted.

Schema Validation and Quality Checks

Given incoming data from workload tracking systems, when passed through the validation rules, then all required fields conform to specified data types and value ranges, and any out-of-range records are quarantined for manual review.

Unified Data Store Consolidation

Given datasets from micro-pulse surveys, recognition logs, workload trackers, and sentiment analysis, when consolidation executes, then the unified store contains correctly joined tables, aggregated metrics match source counts, and no duplicate entries exist.

Equity Metrics Calculation

"As an HR manager, I want the system to calculate standardized equity scores so that I can objectively assess fairness and balance across different employee groups."

Description

Implement robust algorithms to compute key equity metrics—fairness in recognition, workload balance, and sentiment variance—for each employee group. Include normalization, weighting of data sources, handling of missing values, and transparency of calculations to ensure accuracy and trust in the resulting scores.

Acceptance Criteria

Fairness in Recognition Metric Calculation

Given monthly recognition point data for all employee groups When the equity metrics algorithm is executed Then the fairness in recognition score is calculated using normalized point distributions and weighted recognition sources And the result matches expected values within a 0.5% tolerance

Workload Balance Normalization

Given logged work hours for multiple employee groups across various projects When the workload balance metric is computed Then each group’s total hours are normalized against team size and project complexity weights And the normalized balance score falls between 0 and 1 inclusive

Sentiment Variance Computation

Given weekly sentiment survey responses for each group over a four-week period When the sentiment variance algorithm runs Then the variance is calculated using standard deviation of scaled sentiment scores And groups with variance above threshold 0.2 are flagged for review

Missing Data Handling in Equity Metrics

Given incomplete recognition or workload entries for some employees When the metrics computation process encounters missing values Then missing entries are imputed using group median values for that metric And the final equity scores remain accurate and reproducible

Equity Calculation Transparency Display

Given computed equity scores for all metrics When the results are displayed on the dashboard Then each score includes a breakdown of inputs, normalization formulas, and weighting factors And users can export the transparency report as a downloadable JSON file

Interactive Scorecard Dashboard

"As an HR manager, I want an interactive dashboard showing equity scorecards so that I can easily explore and identify disparities among teams."

Description

Design and build an interactive UI component that displays equity scorecards with color-coded indicators, drill-down capabilities, and filter options. Integrate seamlessly into existing PulseSync dashboards, allowing users to toggle views by metric, group, and time period to identify areas of concern quickly.

Acceptance Criteria

Overall Scorecard View

Given the HR manager navigates to the Interactive Scorecard Dashboard, when the page loads within 2 seconds, then the UI displays equity scores for each group in a grid layout with the default time period and all available metrics.

Metric Filter Application

Given multiple metrics (recognition fairness, workload balance, sentiment variance) are available, when the user selects a metric filter, then the scorecard updates in real time to reflect only the chosen metric across all groups.

Group Drill-Down Detail

Given the user clicks on a group's scorecard entry, when the drill-down view opens, then detailed charts and tables for that group's metric values are displayed and the user can toggle between metrics within the detail panel.

Time Period Toggle

Given the time period toggle control is present, when the user selects a different period (weekly, monthly, quarterly), then the dashboard refreshes to display scores for the selected period and animates the data transition within 1 second.

Color-Coded Indicators Accuracy

Given defined score thresholds (green >80, yellow 50–80, red <50), when the scores render, then each group's indicator uses the correct color based on its score and displays a tooltip showing the exact score value.

Historical Trend Analysis

"As an HR manager, I want to view historical trends of equity scores so that I can monitor progress and the effects of policy changes over time."

Description

Create time-series visualizations and comparative charts that track equity scores over custom time frames. Allow users to set benchmarks, view percentage changes, and overlay key events to understand how interventions impact equity metrics over weeks and months.

Acceptance Criteria

Custom Time Frame Selection

Given the user selects a start and end date on the Historical Trend Analysis page, when applied, then the time-series chart updates to display equity scores only within the specified range without errors or delays.

Benchmark Setting and Validation

Given the user sets a benchmark value for equity score, when the benchmark is applied, then a horizontal benchmark line appears at the correct value on the trend chart and persists after page reload.

Percentage Change Calculation

Given initial and final equity scores are defined, when the system calculates percentage change, then the displayed value matches the manually computed percentage within a 0.1% margin of error.

Key Event Overlay

Given the user adds a key event with date and label, when overlaying events on the chart, then event markers appear at the correct chronological positions and display the label on hover.

Comparative Group Charting

Given multiple groups are selected for comparison, when rendering the comparative chart, then each group’s equity score is plotted in a distinct color and the legend correctly maps colors to group names.

Trend Data Export

Given the user clicks the export button on the Historical Trend Analysis page, when generating the export, then a CSV file downloads containing columns for date, equity score, percentage change, and benchmark values that match the displayed chart data.

Group Segmentation and Comparison

"As an HR manager, I want to compare equity scores across different groups so that I can pinpoint which segments need focused action."

Description

Enable dynamic segmentation of equity score data by attributes such as department, location, tenure, gender, and role. Provide side-by-side comparisons and statistical confidence indicators to highlight significant differences and guide targeted interventions.

Acceptance Criteria

Department and Role Comparison

Given an HR manager selects two groups by department and role, When the system generates the equity scorecard, Then both groups’ scores are displayed side-by-side with numerical values, And any difference with p-value ≤ 0.05 is highlighted in red or green.

Location-based Segmentation

Given the user filters the equity scores by office location, When the filter is applied, Then only data for the selected location is shown, And the aggregated score for that location updates dynamically within 1 second of selection.

Tenure-based Trend Analysis

Given the HR manager chooses tenure bands (e.g., 0–1 year, 1–3 years, 3+ years), When the time filter is applied over the past six months, Then the scorecard displays trend lines with 95% confidence intervals for each band, And any divergence between bands beyond the confidence intervals is flagged.

Gender Equity Confidence Indicators

Given the user compares equity scores across gender, When the comparison view is opened, Then each gender group’s score is shown with a confidence interval slider, And confidence levels below 90% are marked with a warning icon.

Cross-Attribute Filtering Performance

Given multiple segmentation attributes are selected simultaneously, When the HR manager applies filters, Then the dashboard updates all comparisons and confidence indicators within 2 seconds, And no data retrieval errors occur.

Export and Reporting

"As an HR manager, I want to export equity reports and automate their distribution so that I can efficiently share insights with leadership and maintain compliance."

Description

Offer export functionality to download equity scorecards and raw data in CSV and PDF formats. Implement scheduled reporting features that automatically distribute summaries and detailed reports to stakeholders at predefined intervals for compliance and review.

Acceptance Criteria

Manual CSV Export

Given the HR manager is viewing an equity scorecard, When they select the “Export CSV” option and confirm the export, Then a CSV file is downloaded within 5 seconds containing all scorecard fields (group names, fairness metrics, workload balance, sentiment scores) with correct headers and no missing data.

Manual PDF Export

Given the HR manager is viewing an equity scorecard, When they select the “Export PDF” option and confirm the export, Then a PDF file is generated and downloaded within 10 seconds that visually matches the on-screen report layout, including charts, tables, and summary insights, with proper pagination.

Scheduled Report Delivery

Given a reporting schedule has been configured for daily, weekly, or monthly intervals, When the scheduled time arrives, Then the system automatically generates both summary and detailed reports in CSV and PDF formats and emails them to all configured stakeholder addresses without requiring manual intervention.

Raw Data Export Integrity

Given the HR manager requests a raw data export for a specified date range, When the CSV export completes, Then the downloaded file must include every survey response and sentiment entry within the date range, matching data counts shown in the dashboard and passing a checksum integrity validation.

Scheduled Report Format Validation

Given scheduled reports are generated, When a report is delivered, Then each CSV and PDF file must adhere to the defined template (correct column order, file naming convention including date and report type, and standard email subject/body format) and pass automated template compliance checks.

PulseTarget

Enables HR teams to deploy targeted micro-pulse surveys to underrepresented or at-risk demographic groups, gathering focused feedback on inclusion, belonging, and specific workplace challenges to inform tailored interventions.

Requirements

Demographic Filter Configuration

"As an HR manager, I want to define demographic filters so that I can target surveys to the most relevant employee cohorts."

Description

Provide a user interface and backend support to define, manage, and update demographic attributes (e.g., gender, tenure, department, location) for segmenting employee populations. This feature allows HR teams to create precise filters that drive targeted survey distribution and ensure only relevant groups receive the intended questions.

Acceptance Criteria

Create New Demographic Filter

Given an HR manager is on the Demographic Filters configuration page, when they enter a unique filter name and define at least two valid attribute values and click “Save,” then the system persists the new filter in the backend and displays it in the filter list.

Edit Demographic Filter Attributes

Given an existing demographic filter, when the HR manager updates the filter’s name or values and clicks “Save,” then the changes are reflected immediately in the UI and stored in the backend with the updated values.

Delete Demographic Filter

Given an existing demographic filter listed in the filter management UI, when the HR manager clicks “Delete” and confirms the action, then the system removes the filter from the list and deletes it from the backend.

Prevent Duplicate Filter Names

When the HR manager attempts to create or rename a filter using a name that already exists, then the system displays a validation error message and disables the “Save” button until a unique name is provided.

Validate Filter Value Integrity

Given the filter value input fields, when the HR manager leaves a value empty or enters invalid characters, then the system highlights the field, displays an inline validation error, and prevents saving until all values are valid.

Audience Selection Interface

"As an HR manager, I want to select specific employee segments so that my survey reaches the intended target audience."

Description

Enable selection of survey recipients based on pre-configured demographic filters. Include features for previewing group size, refining criteria, and saving audience segments for future use. This ensures HR teams can accurately control who receives each targeted survey.

Acceptance Criteria

Demographic Filter Application

Given an HR manager is configuring a micro-pulse survey When they select one or more demographic filters and apply them Then the system displays only the employees who match all selected filters in the recipient list

Audience Size Preview

Given demographic filters have been applied When the HR manager clicks 'Preview Audience Size' Then the system shows the total number of recipients that match the filters and displays a breakdown by demographic attribute

Refining Selection Criteria

Given an initial audience selection is displayed When the HR manager adjusts filter criteria (adds, removes, or modifies filters) Then the recipient list and audience size preview update dynamically to reflect the new criteria

Saving Custom Audience Segment

Given the recipient list matches the intended target audience When the HR manager chooses 'Save Segment' and provides a unique name Then the system stores the segment and makes it available in the 'Saved Segments' list

Saved Segment Reuse

Given there are one or more saved segments When the HR manager selects a saved segment Then the system applies its filters, previews the audience size, and displays the recipient list without manual reconfiguration

Custom Question Logic

"As an HR manager, I want to customize survey questions for each target group so that I can gather relevant feedback on their unique challenges."

Description

Allow HR teams to tailor survey questions for each targeted demographic group, including conditional logic and group-specific prompts. This capability ensures feedback is relevant to each group's unique experiences and challenges.

Acceptance Criteria

Conditional Question Display Based on Department

Given the HR admin configures a question to appear only for employees in the 'Sales' department, when a Sales employee takes the survey, then the question is displayed; when a non-Sales employee takes the survey, then the question is not displayed.

Group-Specific Prompt for Remote Employees

Given the HR admin assigns a custom prompt to the 'Remote' employee group, when a remote employee starts the survey, then the group-specific prompt appears in place of the default prompt; when an on-site employee starts the survey, then the default prompt appears.

Nested Logic for Multi-Select Demographics

Given the HR admin sets nested logic for employees who select both 'Female' and 'Hispanic' in demographics, when an employee meeting both conditions takes the survey, then the nested question is shown; when either condition is unmet, then the question is hidden.

Override Default Questions for Underrepresented Groups

Given the HR admin defines override questions for underrepresented group 'LGBTQ+', when a user in that group takes the survey, then the override question appears instead of the default; and default questions are suppressed.

Validation of Conditional Logic in Survey Preview

Given the HR admin previews the survey with conditional logic configured, when using the preview mode for a sample user in each demographic group, then questions appearing match the configured logic without errors or missing prompts.

Export of Group-Specific Question Configurations

Given the HR admin exports the survey configuration, when exporting, then the output file includes all group-specific conditional logic rules, question mappings, and override prompts in a structured format.

Communication Channel Integration

"As an HR manager, I want the surveys automatically delivered via our daily communication tools so that employees receive and respond to them within their workflow."

Description

Integrate with enterprise communication tools (e.g., Slack, Microsoft Teams, email) to deliver micro-pulse surveys directly within employees’ daily workflows. Automate scheduling, reminders, and tracking of survey delivery and opens.

Acceptance Criteria

Slack Survey Delivery

Given an HR manager schedules a micro-pulse survey integration with Slack, When the scheduled send time arrives, Then the survey is delivered as a direct message to all targeted employees on Slack.

Microsoft Teams Survey Delivery

Given an HR manager schedules a micro-pulse survey integration with Microsoft Teams, When the scheduled send time arrives, Then the survey is delivered as a chat message to all targeted employees in Teams.

Email Survey Scheduling

Given an HR manager configures an email-based micro-pulse survey, When the scheduled send time arrives, Then the survey email is sent to all targeted employees’ corporate email addresses.

Automated Reminder Notifications

Given an initial survey has been sent and no response is received within 24 hours, When the reminder schedule is met, Then a reminder notification is automatically sent via the same communication channel to non-respondents.

Delivery and Open Tracking

Given surveys are sent through any integrated channel, When a delivery or open event occurs, Then the system logs the event within five minutes and updates the delivery/open status in the dashboard.

Failure and Retry Handling

Given a survey delivery fails for any recipient, When the system detects the failure, Then it retries delivery up to three times at 15-minute intervals and logs each retry and final status.

Confidential Response Handling

"As an HR manager, I want responses to remain anonymous so that employees feel safe providing honest feedback."

Description

Ensure all targeted survey responses remain anonymous and confidential. Aggregate results at the group level, apply privacy thresholds, and prevent identification of individual respondents. This protects employee trust and encourages honest feedback.

Acceptance Criteria

Minimum Threshold Enforcement

Given a targeted survey group size is below the privacy threshold, When an HR manager attempts to view any survey results for that group, Then the system must block access and display a message: "Insufficient data to preserve confidentiality."

Group-Level Data Aggregation

Given survey responses from a targeted demographic group, When results are displayed, Then individual responses must be combined into aggregated metrics (e.g., average sentiment score, percentage distributions) without exposing raw response data.

Identity Masking in Results

Given that raw survey data contains respondent identifiers, When results are processed for dashboards or reports, Then all identifiers must be removed or obfuscated, ensuring no unique combination of metadata can trace back to an individual.

Privacy Threshold Alert Trigger

Given real-time incoming survey responses, When the number of responses for a targeted group drops below the configured privacy threshold, Then the system must generate an alert for the HR manager and disable detailed breakdowns until the threshold is met.

Authorized Access Control

Given multiple HR roles with different permission levels, When a user without appropriate privacy clearance attempts to export or view raw survey data, Then the system must deny the action and log the access attempt for audit purposes.

Targeted Analytics Dashboard

"As an HR manager, I want to see analytics for each targeted group so that I can identify specific areas of concern and track intervention progress."

Description

Provide a dedicated dashboard for visualizing response rates, sentiment trends, and risk indicators for each targeted group. Include comparative analytics against company-wide metrics and historical data to inform tailored interventions.

Acceptance Criteria

Real-Time Targeted Group Response Overview

Given the HR manager selects a specific demographic group on the Targeted Analytics Dashboard, when the dashboard loads, then within 5 seconds it displays the current response rate for that group alongside the company-wide response rate, accurate to ±0.5%.

Sentiment Trend Visualization for Demographic Segments

Given the HR manager chooses a targeted group and a date range, when the date range is applied, then the dashboard plots daily sentiment scores with trend lines, allows toggling between average and median views, and displays tooltips with exact sentiment values for each data point.

Risk Indicator Alerts for Emerging Disengagement

Given a targeted group’s sentiment score falls below the predefined risk threshold, when the dashboard refreshes data, then a visual alert icon appears next to the group name, and an unread notification badge indicates the number of groups currently at risk.

Comparative Analytics Between Targeted and Company-Wide Metrics

Given the HR manager switches to comparison mode for a targeted group, when comparison mode is activated, then the dashboard shows side-by-side charts of response rates and sentiment scores for the targeted group versus company-wide metrics over the same period, including variance percentage and a statistical significance marker.

Historical Data Analysis for Intervention Planning

Given the HR manager selects a historical period of at least six months, when the period is applied, then the dashboard generates cumulative response rate and sentiment trend graphs, displays month-over-month percentage changes, and provides an option to export the underlying data as a CSV file.

EquiAction

Delivers customized action recommendations based on identified bias trends and equity scores, suggesting proven strategies—like mentorship programs, policy adjustments, or recognition initiatives—to address disparities and foster a more inclusive culture.

Requirements

Bias Trend Detection Engine

"As an HR manager, I want the system to detect and surface bias trends across demographic groups so that I can address inequities proactively."

Description

Implement an AI-driven analytics engine that continuously processes pulse survey responses segmented by demographic attributes (e.g., gender, ethnicity, tenure) to identify emerging bias patterns and disparities in sentiment. The engine should surface statistically significant trends, highlight areas of concern, and integrate seamlessly with the EquiAction feature to trigger downstream actions. Expected outcome is early detection of potential inequities before they escalate.

Acceptance Criteria

Gender Sentiment Disparity Detection

Given pulse survey responses segmented by gender over a 30-day period, When the Bias Trend Detection Engine processes the data, Then it shall flag any sentiment score difference between male and female groups greater than 10% with a p-value less than 0.05 as a significant bias trend.

Ethnicity Sentiment Trend Identification

Given segmented pulse survey feedback by ethnicity collected in the last quarter, When the engine runs its analysis, Then it shall identify and list any ethnic group whose average sentiment deviates by more than 8% from the company baseline with statistical significance (p<0.05).

Tenure-Based Bias Pattern Recognition

Given pulse survey responses categorized by employee tenure (<1 year, 1–3 years, >3 years) over six months, When the Bias Trend Detection Engine evaluates the data, Then it shall detect any sentiment disparity exceeding 7% between tenure groups with a confidence level of at least 95%.

Statistical Significance Threshold Enforcement

Given any computed sentiment differences across demographic segments, When the engine calculates significance, Then it shall only surface bias patterns where the statistical tests (e.g., t-test) yield p-values below 0.05 and effect sizes above 0.2.

EquiAction Integration Trigger

Given a detected statistically significant bias pattern, When the Trend Detection Engine confirms the pattern, Then it shall automatically invoke the EquiAction feature’s API and deliver the relevant segment data and bias information within 5 minutes.

Equity Score Calculator

"As an HR director, I want to view standardized equity scores for each team so that I can compare inclusion levels and prioritize interventions."

Description

Develop a transparent calculation module that aggregates survey data to generate equity scores at team, department, and organization levels. The module should normalize scores, account for response rates, and provide confidence intervals. Scores feed into dashboards and power personalized action recommendations based on equity performance.

Acceptance Criteria

Team Level Equity Score Calculation

Given a team with 50% response rate and survey scores across demographic groups; When the equity score module processes the data; Then it calculates a normalized equity score between 0 and 100 with accuracy within ±1 point.

Department Level Equity Score Calculation under Low Response Rates

Given a department response rate below 30%; When the module applies normalization and confidence interval calculation; Then it displays a warning for low data reliability and calculates 95% confidence intervals.

Organization-Wide Equity Score with Confidence Intervals Display

Given aggregated organization survey data; When the equity score is computed; Then the dashboard shows the overall equity score with 95% confidence intervals formatted correctly and updated within 5 seconds.

Real-Time Dashboard Integration for Equity Scores

Given new survey responses are submitted; When the module recalculates equity scores; Then the dashboard updates the scores and confidence intervals in real-time without page reload and within 3 seconds.

Personalized Action Recommendations Trigger

Given an equity score falls below the defined threshold; When the score is updated; Then the system triggers and displays at least three personalized recommendation actions relevant to the identified bias trends.

Action Recommendation Generator

"As a people leader, I want customized action suggestions based on our equity metrics so that I can implement proven strategies to improve inclusion."

Description

Create an AI recommendation engine that analyzes identified bias trends and equity scores to produce tailored action plans—such as mentorship programs, policy adjustments, or recognition initiatives—validated by best-practice research. Recommendations should include rationale, expected impact, and implementation guidance.

Acceptance Criteria

Generating Recommendations for Mentorship Programs

Given the system identifies a significant bias trend where underrepresented groups have lower promotion rates, when the HR manager selects the bias trend report and requests action recommendations, then the engine must generate at least three tailored mentorship program suggestions, each with a clear rationale and expected impact.

Suggesting Policy Adjustments Based on Equity Scores

Given the equity scoring module assigns a score below threshold for parental leave equity, when the HR manager views equity scores and triggers recommendation generation, then the system should propose two to four policy adjustment strategies, including legal compliance references and implementation steps.

Providing Implementation Guidance with Rationale

Given a set of AI-generated action recommendations, when the HR manager expands any recommendation detail, then the system displays a consolidated description that includes the recommendation rationale, step-by-step implementation guidance, and timeframes for impact assessment.

Including Expected Impact Metrics for Each Recommendation

Given the engine generates multiple recommendations, when recommendations are displayed in the dashboard, then each recommendation must list at least two measurable impact metrics (e.g., increase in retention rate, improvement in engagement score) with baseline values and target goals.

Validating Recommendations Against Best-Practice Research

Given the recommendation engine produces action plans, when a recommendation is selected for review, then the system must provide links to at least two external research or industry best-practice sources that validate the strategy’s effectiveness.

Recommendation Customization Interface

"As an HR manager, I want to tailor recommended actions before rollout so that they align with our company culture and specific needs."

Description

Build an interactive UI component that allows HR managers to review, adjust, and prioritize AI-generated action recommendations. Features include editing action details, adding context-specific notes, assigning owners, and scheduling follow-up tasks. Changes must sync with dashboards and notification workflows.

Acceptance Criteria

Editing Action Recommendation Details

Given an HR manager opens the recommendation customization interface, when they modify the title, description, or implementation steps of an AI-generated recommendation and click Save, then the updated details are persisted and immediately reflected in the UI without data loss.

Adding Context-Specific Notes

Given an HR manager is reviewing a recommendation, when they add or edit a context-specific note and save it, then the note is stored, displayed alongside the recommendation, and can be edited or deleted in subsequent sessions.

Assigning and Changing Recommendation Owners

Given multiple potential owners are listed, when an HR manager selects or changes the owner of a recommendation and confirms, then the new owner is assigned, visible in the owner field, and notified of the assignment.

Scheduling Follow-Up Tasks

Given an HR manager specifies a follow-up date and time for a recommendation, when they save the schedule, then a task is created with the correct due date, appears in the scheduled tasks list, and triggers reminder notifications at the configured intervals.

Syncing Updates with Dashboards and Notifications

Given any customization (details edit, note addition, owner assignment, or follow-up scheduling) is saved, when the system processes the change, then the updated recommendation state is reflected in the main dashboard metrics and triggers the appropriate notification workflows for relevant stakeholders.

HRIS and Collaboration Tools Integration

"As an HR operations specialist, I want recommendations delivered in our existing HRIS and team chat tools so that I can streamline communication and execution."

Description

Develop connectors to integrate EquiAction with popular HR Information Systems (e.g., Workday, BambooHR) and collaboration platforms (e.g., Slack, Microsoft Teams). Integration should enable automatic syncing of organizational hierarchies, user data, and delivery of recommendations directly within tools that HR teams already use.

Acceptance Criteria

Sync Organizational Hierarchy from Workday

Given admin configures Workday connector with valid credentials When system initiates sync Then all organizational units and reporting lines from Workday are imported into PulseSync within 10 minutes And no duplicate records are created

Sync User Profiles from BambooHR

Given BambooHR integration is enabled When user data sync runs automatically every hour Then all active employee profiles including name, email, role, and department are updated in EquiAction And deactivated users are marked inactive

Send Action Recommendations to Slack Channel

Given Slack workspace is authorized and a channel is selected When bias trend analysis generates new recommendations Then messages are posted in the designated Slack channel containing title, summary, and link to the recommendation dashboard within 5 seconds

Notify HR Teams in Microsoft Teams

Given Microsoft Teams integration and team channel ID are configured When a department’s equity score falls below the defined threshold Then an adaptive card is sent to the configured Teams channel with score details and recommended actions And action buttons open the EquiAction dashboard

Handle Integration Credentials Failure

Given invalid or expired credentials for any HRIS or collaboration connector When a sync attempt is made Then the system logs the error, notifies the admin via email within 1 minute, disables further syncs for that connector until credentials are updated, and provides an actionable error message

Alert & Notification System

"As an HR manager, I want to receive timely alerts when equity concerns arise so that I can take immediate action."

Description

Implement a configurable notification module that sends real-time alerts when new bias trends are detected or fresh action recommendations become available. Notifications should support email, in-app banners, and chat integrations, with settings for frequency, severity thresholds, and target audiences.

Acceptance Criteria

Configurable Email Alerts for Bias Trend Detection

Given an HR manager configures email alerts with specific bias severity thresholds, When a new bias trend is detected that meets or exceeds the threshold, Then the system sends an email within 2 minutes to all designated recipients containing trend details, impact summary, and a link to the dashboard.

In-App Banner Notification for Fresh Action Recommendations

Given a user is logged into the PulseSync dashboard, When new action recommendations are available for identified bias trends, Then an in-app banner appears at the top of the screen within 1 minute, displaying a summary of recommendations and a button to view details.

Chat Integration for High-Severity Alerts

Given the organization has connected its Slack workspace and enabled notifications for high-severity bias trends, When a bias trend is classified as high severity, Then the system posts a message to the configured Slack channel within 2 minutes including trend metrics, severity level, and recommendation links.

Notification Frequency and Digest Settings

Given an HR manager sets a daily digest frequency, When multiple bias trends or recommendations are generated within a 24-hour period, Then the system consolidates them into a single digest notification sent at the configured time, including all trend summaries and action items.

Audience Targeting and Opt-Out Controls

Given an HR manager configures target audiences and individual users customize their opt-out preferences, When a notification is triggered, Then only users in the chosen audience receive it, and any user who opted out does not receive the notification in any channel.

TopicTrigger

Automatically identifies the top sentiment-driven pain points and interests within your team, then generates targeted workshop topics that resonate with participants’ current needs, ensuring sessions are both relevant and impactful.

Requirements

Real-Time Sentiment Extraction

"As an HR manager, I want to automatically extract sentiment from employee responses in real time so that I can monitor morale shifts as they happen."

Description

Continuously ingest and preprocess employee micro-pulse survey responses and integrated daily tool data, applying sentiment analysis to extract sentiment scores in real time. Ensure the pipeline supports various data sources and scales to high message volumes, enabling immediate detection of morale shifts.

Acceptance Criteria

Continuous Data Ingestion

Given a micro-pulse survey response or integrated daily tool event arrives, when processed by the ingestion service, then it is stored in the raw data store within 2 seconds.

Multi-Source Data Handling

Given input from surveys, Slack, and email, when ingested concurrently, then each data type is tagged with its source and successfully queued for preprocessing without data loss.

Real-Time Sentiment Scoring

Given preprocessed text input, when sentiment analysis is applied, then a sentiment score is generated and stored in the analytics database within 1 second of preprocessing completion.

Sentiment Accuracy Validation

Given a set of validated test responses with known sentiment labels, when processed by the sentiment engine, then the sentiment score matches the expected label with at least 90% accuracy.

High-Volume Throughput

Given a sustained input rate of 10,000 messages per minute, when the system processes data, then ingestion, preprocessing, and sentiment scoring maintain an average latency of under 200 ms per message.

Alert Triggering on Morale Shift Detection

Given real-time sentiment scores, when an aggregate team sentiment drops by 20% over a 1-hour window, then an alert is generated and visible in the dashboard within 30 seconds.

Contextual Topic Modeling

"As a people leader, I want the system to cluster feedback into meaningful topics so that I can understand the key issues driving sentiment."

Description

Apply advanced natural language processing techniques to cluster sentiment-tagged feedback into coherent topics and subtopics. The model should adapt to emerging language patterns and slang, accurately grouping pain points and interests to surface the most relevant themes driving employee sentiment.

Acceptance Criteria

Weekly Feedback Analysis Session

Given a dataset of 1000 sentiment-tagged feedback entries when the Contextual Topic Modeling runs then at least 90% of entries are grouped into coherent topics with a silhouette score of 0.7 or higher.

Real-time Slang Adaptation Testing

Given a stream of real-time feedback containing emerging slang and colloquialisms when the model updates then new terms are correctly recognized and integrated into existing topics with an accuracy of at least 85%.

Emerging Theme Identification

Given a month’s feedback when the model processes data then it surfaces at least 5 emerging pain point themes not previously identified, validated by a subject matter expert panel with 80% agreement.

Root Cause Exploration for Disengagement

Given sentiment-tagged feedback indicating low morale when the system generates subtopic clusters then each cluster includes a root cause label with at least 80% precision as verified against expert annotations.

User Confirmation of Generated Topics

Given the generated topic list when presented to HR managers then 90% of suggested topics are deemed relevant or actionable based on manager feedback surveys scoring 4 or higher on a 5-point scale.

Targeted Workshop Topic Generation

"As an HR manager, I want the system to generate tailored workshop topics based on current pain points so that I can run interventions that resonate with employee needs."

Description

Generate workshop topic suggestions based on identified topics and their sentiment trends, including recommended session agendas, learning objectives, and resource materials. Topics should align with participants’ current needs and include brief explanatory notes to guide facilitators.

Acceptance Criteria

Remote Collaboration Sentiment Decline

Given the system detects a negative sentiment trend in remote collaboration feedback when the sentiment score drops below 50, When the HR manager requests workshop topics, Then the system generates at least three workshop topics focused on improving remote collaboration, and each suggestion includes a session agenda, three learning objectives, required resource materials, and a brief facilitator note explaining topic relevance.

High Interest in Diversity and Inclusion

Given the system identifies a significant positive sentiment spike for diversity and inclusion topics with an engagement rate above 30%, When the HR manager triggers topic generation, Then the system outputs at least three workshop topics on diversity and inclusion, each with a detailed agenda, two learning objectives, a list of required resources, and a facilitator note highlighting current team needs.

Performance Evaluation Anxiety

Given the system spots rising negative sentiments around performance evaluations when 40% of micro-pulse responses express concern, When the HR manager initiates workshop topic generation, Then the system recommends at least three workshop topics targeting performance feedback and anxiety management, each with an agenda, four learning objectives, resource list, and explanatory facilitator notes.

Demand for Mental Health Support

Given that sentiment analysis shows increasing mentions and declining sentiment scores for mental well-being below 60, When requesting workshop topics, Then the system provides at least three mental health support workshop topics complete with session agendas, three measurable learning objectives, relevant resource materials, and brief notes for facilitators emphasizing urgency.

Emerging Interest in Leadership Development

Given the system identifies an upward trend in positive sentiment about leadership opportunities with a 25% increase over two weeks, When generating workshop topics, Then the system delivers at least three leadership development workshop topics, each including session agendas, five learning objectives, recommended readings and resources, and facilitator guidance notes linking to current team needs.

Relevance Scoring & Ranking

"As a workshop facilitator, I want to see ranked topics based on relevance so that I can prioritize the most impactful sessions."

Description

Score each generated workshop topic using relevance, urgency, and sentiment-change velocity metrics. Provide a confidence score and rank the topics so users can prioritize the most impactful sessions. Enable filtering by department, team, or timeframe.

Acceptance Criteria

Topic Relevance Scoring Computation

Given a generated list of workshop topics, when the system processes topics, then each topic must be assigned a relevance score between 0 and 100 based on defined weights for relevance, urgency, and sentiment-change velocity.

Confidence Score Presentation

When topics are scored, the UI displays a confidence score as a percentage next to each topic, and the score must accurately reflect the algorithm's internal confidence with less than 5% variance.

Topic Ranking and Prioritization

Given a scored topic list, when a user views the dashboard, then topics are sorted in descending order of combined relevance score, and the top five topics should update dynamically as new data arrives.

Department and Team Filtering

Given multiple departments and teams, when a user applies a department or team filter, then the system only displays topics scored from surveys submitted by members of the selected department or team.

Timeframe Selection

When a user selects a custom timeframe filter, then the system recalculates scores and updates the topic ranking in real-time to reflect only the survey data within the specified dates.

Interactive Topic Dashboard

"As an HR manager, I want an interactive dashboard to explore generated topics and related sentiment data so that I can plan sessions effectively."

Description

Design an interactive dashboard that displays generated workshop topics alongside sentiment trends, topic clusters, and confidence scores. Include drill-down capabilities to view underlying feedback, exportable workshop outlines, and controls to adjust topic-generation parameters.

Acceptance Criteria

Dashboard Overview Display

Given the HR manager accesses the Interactive Topic Dashboard, When the data loads, Then the dashboard displays a list of generated workshop topics alongside sentiment trends, topic clusters, and confidence scores within 3 seconds.

Topic Cluster Drill-Down

Given the HR manager views the dashboard, When they click on a specific topic cluster, Then the dashboard expands to show underlying feedback entries with sentiment details and timestamps.

Workshop Outline Export

Given the HR manager selects one or more workshop topics, When they click the export button, Then the system generates and downloads a complete workshop outline in PDF and DOCX formats within 5 seconds including titles, objectives, and agendas.

Parameter Adjustment Controls

Given the parameter adjustment panel is available, When the HR manager modifies topic-generation parameters and applies changes, Then the dashboard regenerates and displays updated topics reflecting the new parameters within 3 seconds.

Confidence Score Visualization

Given generated topics are displayed, When the dashboard renders confidence scores, Then each topic shows a score between 0% and 100% with correct color coding (green for ≥80%, yellow for 50%–79%, red for <50%).

PersonaPrimer

Crafts customized session introductions and icebreakers tailored to the audience’s unique personas and sentiment profiles, fostering rapport from the start and boosting participant engagement.

Requirements

Data Integration Connector

"As an HR manager, I want PulseSync to automatically import my team’s profiles and meeting schedules so that PersonaPrimer can generate tailored introductions without manual data entry."

Description

Develop a robust connector that seamlessly integrates PulseSync with common HR and collaboration platforms (e.g., Slack, Microsoft Teams, Workday), automatically synchronizing employee metadata and session schedules. This connector must support real-time data pulls and handle authentication, retries, and error logging. The integration ensures that PersonaPrimer has up-to-date persona profiles and session details without manual import.

Acceptance Criteria

Real-Time Employee Metadata Sync

Given connector is configured with valid API credentials for Slack and Workday, when the initial data sync runs, then all active employee metadata records from both platforms are retrieved, matched against PulseSync entries with zero missing or duplicate records, and sync completes within 60 seconds.

Authentication and Authorization

Given valid and invalid OAuth 2.0 credentials for Slack, Microsoft Teams, and Workday, when the connector attempts authentication, then it successfully establishes connections with valid credentials within 5 seconds and handles invalid credentials by retrying up to 3 times, logging the failure and notifying the administrator within 5 minutes.

Transient Error Retry Mechanism

Given a transient network or API rate-limit error occurs during a data pull, when the connector sync is interrupted, then it retries the request up to 3 times with exponential backoff intervals (1s, 2s, 4s) and completes the sync without data loss.

Session Schedule Update

Given a new session schedule is created or updated in Workday, when the connector polls the session endpoint every 5 minutes, then PersonaPrimer’s session list is updated to reflect the new or modified schedule within 10 minutes without manual intervention.

Error Logging and Alerting

Given any failed API call or data processing error, when an error occurs, then the connector logs the error details (timestamp, endpoint, status code, error message) to the centralized logging service and tags the entry with the connector ID for monitoring and alerting.

Persona Profile Mapping

"As an HR manager, I want to group employees into meaningful personas based on their roles and sentiment so that PersonaPrimer crafts introductions that resonate with each group."

Description

Implement functionality to map imported employee attributes (role, tenure, department, engagement scores) into distinct persona categories based on configurable rules. Allow administrators to define or adjust mapping criteria. The mapping must feed into the content generator, ensuring that introductions and icebreakers reflect each audience’s unique characteristics.

Acceptance Criteria

Default Persona Mapping Application

Given an administrator imports a batch of employee records without custom rules in place When the import completes Then the system applies the predefined default persona mapping rules to each record And displays a summary report showing persona assignment counts per category

Custom Persona Rule Creation

Given an administrator is viewing the persona mapping configuration screen When the administrator defines a new rule using one or more employee attributes (role, tenure, department, engagement score) Then the system validates the rule syntax and saves it And the new rule appears in the active rules list

Persona Mapping Preview and Adjustment

Given an administrator has created or modified mapping rules When the administrator clicks the Preview button Then the system displays a sample of 10 imported employee profiles with their assigned personas And highlights any records that match multiple rules or none at all

Integration with Content Generator

Given a set of employee personas has been defined and mapped When the content generator is invoked for a micro-pulse session Then the generated introductions and icebreakers reference the correct persona categories And include at least one persona-specific detail drawn from the mapped attributes

Handling Missing or Conflicting Attributes

Given an imported employee record lacks one or more attributes used in mapping rules When the system processes the record Then it flags the record in the mapping summary with a warning And excludes it from persona assignment until attributes are completed or rules adjusted

Sentiment Profile Integration

"As a people leader, I want PersonaPrimer to factor in recent survey sentiment so that introductions and icebreakers acknowledge current team mood and foster empathy."

Description

Integrate real-time sentiment analytics from micro-pulse survey results into the persona database, scoring session participants on engagement, morale trends, and risk indicators. This integration enables PersonaPrimer to adjust tone, topics, and icebreaker suggestions dynamically according to current sentiment levels.

Acceptance Criteria

Participant Sentiment Score Retrieval

Given micro-pulse survey data is available for a selected participant When PersonaPrimer session initializes Then the system retrieves and displays the participant’s latest engagement score, morale trend, and risk indicator from the persona database

Sentiment Data Synchronization

Given new micro-pulse survey results are processed by the analytics engine When sentiment analytics completes ingestion Then the persona database is updated within 5 seconds, reflecting all participants’ latest sentiment scores without errors

Dynamic Content Tone Adjustment

Given a participant’s engagement score has dropped by more than 10% over the past week When generating the session introduction Then PersonaPrimer applies an empathetic tone mapping and includes motivational content according to the tone guidelines

Morale-Based Icebreaker Selection

Given the average morale score of participants falls below the defined threshold When populating icebreaker suggestions Then the system presents at least three icebreakers tagged as supportive or morale-boosting

Risk Indicator Alert Generation

Given one or more participants have a risk indicator score above the high-risk threshold When session configuration is complete Then the system displays an alert badge on the session dashboard and sends an email notification to the HR manager summarizing the high-risk participants

Introduction Content Generator

"As a facilitator, I want PersonaPrimer to draft a customized opening script so that I can start each session with language that resonates with my audience."

Description

Build an AI-driven module that uses persona and sentiment data to generate concise session introductions. The generator should produce context-aware opening remarks, key talking points, and transition prompts. It must allow configuration of length, tone (formal, casual), and key objectives to ensure relevance and brand consistency.

Acceptance Criteria

Formal Tone Introduction Generation

Given the user configures tone as formal and length as 150-200 words, when they submit persona and sentiment data, then the system generates an introduction of 150-200 words using formal language and includes at least three professional key talking points.

Casual Tone Introduction Generation

Given the user configures tone as casual and length as 100-120 words, when they submit persona and sentiment data, then the system generates an introduction of 100-120 words using conversational language and includes at least two engaging icebreaker prompts.

Length Configuration Compliance

Given the user sets a custom length range of 80-100 words, when the introduction is generated, then the content length falls within 80-100 words and no section exceeds the specified range by more than 5%.

Key Objectives Inclusion

Given the user specifies three key objectives for the session, when the introduction is generated, then all three objectives appear explicitly in the opening remarks or transition prompts.

Brand Consistency Enforcement

Given the organization’s brand guidelines are uploaded, when the introduction is generated, then the output adheres to brand tone, avoids prohibited terms, and uses approved style elements.

Icebreaker Recommendation Engine

"As a workshop leader, I want tailored icebreaker suggestions so that I can engage participants effectively and address emerging disengagement."

Description

Design an algorithmic engine that suggests icebreaker activities or questions tailored to each persona’s preferences and sentiment profile. Recommendations should include rationale, required materials, and estimated timing, and adapt based on group size and engagement risk level.

Acceptance Criteria

New Hire Onboarding Session

Given a group of 5 new hires with technical personas and neutral sentiment profiles When the HR manager triggers the Icebreaker Recommendation Engine Then the engine returns one tailored icebreaker activity that includes: rationale aligned to technical comfort levels, a list of required materials, and an estimated duration of 5±1 minutes.

Monthly Team Check-In

Given a team of 10 employees with varied personas and sentiment scores When the HR manager requests icebreaker suggestions Then the engine provides three ranked icebreaker options, each with clear rationale, materials list, and timing estimates, and completes the suggestion process within 2 seconds.

High-Risk Engagement Workshop

Given a detected high disengagement risk level for a workshop group of 8 personas When the Icebreaker Recommendation Engine is run Then it suggests two high-interactivity icebreakers designed to boost morale, each with rationale tied to risk mitigation, materials required, and timing of 7–10 minutes.

Weekly Remote Standup

Given a remote team of 20 participants with mixed personas and sentiment profiles When the engine is activated for a weekly standup Then it recommends one virtual icebreaker requiring no physical materials, includes rationale tailored to digital engagement, and an estimated duration of 3±1 minutes.

Cross-Department Kickoff Meeting

Given a cross-departmental kickoff session of 15 participants with diverse personas and sentiment variances When the HR manager invokes the engine Then it generates two icebreaker activities aimed at fostering interdepartmental rapport, each with rationale, a materials checklist, and a timing estimate of 8±2 minutes.

Customization and Preview Interface

"As a session facilitator, I want to customize and preview the generated content so that I can ensure it aligns with my style and objectives."

Description

Create an intuitive UI where users can review generated introductions and icebreaker suggestions, adjust language, tone, and content, and preview the flow of the session opener. Include version history and export options (PDF, copy to clipboard) for easy sharing with stakeholders.

Acceptance Criteria

Review Generated Introductions

Given the AI has generated introductions and icebreakers, when the user opens the review panel, then at least three introduction suggestions and three icebreaker suggestions are displayed with persona and tone labels, and all text is fully legible without truncation.

Edit Content Inline

Given a displayed suggestion, when the user clicks the 'Edit' button, then a rich text editor opens containing the full suggestion text, and any modifications are immediately reflected in the preview list upon saving.

Preview Session Flow

Given the user has edited or selected suggestions, when the user clicks 'Preview Session Flow', then a sequential presentation of the session opener plays in order, with navigation controls to move forward and backward between steps.

Manage Version History

Given multiple edits have been made, when the user opens the 'Version History' panel, then all past versions are listed chronologically with timestamps and highlighted differences, and selecting a version restores it in the editor.

Export Content Options

Given the session opener is finalized, when the user selects 'Export PDF', then a properly formatted PDF is downloaded, and when the user selects 'Copy to Clipboard', then the full content is copied in plain text and markdown formats.

PacePilot

Analyzes real-time sentiment momentum to recommend optimal pacing and segment lengths, ensuring workshop flow adapts to participant energy levels and maintains high engagement throughout.

Requirements

Real-time Sentiment Analysis Engine

"As an HR manager, I want real-time sentiment analysis of workshop feedback so that I can understand participant mood instantly and adjust facilitation accordingly."

Description

Develop a backend processing module that ingests live micro-pulse data, applies natural language processing and sentiment scoring algorithms, and outputs continuous sentiment momentum metrics. This engine must integrate seamlessly with existing PulseSync data pipelines, ensuring low-latency processing and high accuracy. Expected outcomes include immediate visibility into sentiment shifts and the foundation for adaptive workshop pacing recommendations.

Acceptance Criteria

Real-time Data Ingestion During Live Pulse

Given the engine receives a stream of at least 500 micro-pulse responses per second When processing occurs Then the ingestion module accepts 100% of responses with no data loss And the average ingestion latency is <=200ms

Peak Load Processing with Sub-Second Latency

Given system load peaks at 2000 events per second When the sentiment engine processes the peak load Then 95% of sentiment scores are computed within 500ms per batch And system CPU utilization remains below 80%

Accurate Sentiment Classification of Open-Ended Responses

Given a labeled test dataset of open-ended feedback When the NLP algorithm processes the dataset Then precision and recall for sentiment classification are each >=90% And overall sentiment polarity matches expected labels in at least 90% of cases

Continuous Momentum Metric Output to Dashboard

Given continuous processing of incoming data When new sentiment momentum metrics are generated every minute Then the latest metrics appear on the dashboard within 1 second of computation And historical metrics display correct time-series continuity

Error-Free Integration with Existing Data Pipelines

Given the engine outputs momentum metrics to the PulseSync API When metrics are transmitted Then each API call returns an HTTP 2xx response And the payload strictly adheres to schema version 2.1 And no malformed or missing fields are present

Adaptive Pacing Recommendation

"As a workshop facilitator, I want pacing suggestions based on participant sentiment so that I can maintain high energy and engagement throughout the session."

Description

Implement a recommendation system that uses sentiment momentum scores to suggest optimal pacing adjustments—such as speeding up, slowing down, or inserting interactive breaks. The system should display actionable pacing cues within the workshop dashboard and allow facilitators to accept, modify, or ignore recommendations. This feature enhances engagement by aligning session flow with participant energy levels.

Acceptance Criteria

Live Workshop Sentiment Drop Detection

Given a live workshop session is in progress and the participant sentiment momentum score falls below the defined threshold, When the system calculates the momentum score, Then within 5 seconds the workshop dashboard displays a pacing recommendation.

Facilitator Accepts Pacing Recommendation

Given a pacing recommendation is displayed on the dashboard, When the facilitator clicks 'Accept', Then the system applies the recommended pacing adjustment to the session flow and shows a confirmation message.

Facilitator Modifies Pacing Recommendation

Given a pacing recommendation is displayed, When the facilitator clicks 'Modify', adjusts pacing parameters, and confirms changes, Then the modified pacing settings are saved, applied to the session, and reflected on the dashboard.

Facilitator Ignores Recommendation

Given a pacing recommendation is displayed, When the facilitator clicks 'Ignore', Then the recommendation is dismissed without altering session flow and an audit log entry is created.

Interactive Break Insertion Recommendation

Given participant sentiment momentum indicates high fatigue, When the system generates an interactive break suggestion, Then the recommendation includes suggested activity type and duration, displayed on the dashboard with options to accept, modify, or ignore.

Segment Length Optimization

"As a workshop planner, I want dynamically calculated segment lengths so that each part of my workshop matches participant attention spans and maximizes effectiveness."

Description

Create an algorithm that calculates ideal segment durations by correlating past session sentiment trends with segment lengths. The feature should recommend segment timeframes tailored to specific activities (e.g., presentations, discussions, exercises) and adjust dynamically during live sessions. Integration with workshop templates will ensure preconfigured and on-the-fly optimization of segment timings.

Acceptance Criteria

Historical Data Correlation

Given at least three past workshop sessions with recorded sentiment trends and segment lengths exist When the algorithm processes these datasets Then it outputs recommended segment durations for each activity type including a confidence score above 80%

Template Integration Pre-session

Given a facilitator selects a workshop template When the session is scheduled Then the system auto-populates each template segment with recommended durations tailored to the activity type and historical sentiment patterns

Live Session Dynamic Adjustment

Given live sentiment analytics are enabled When participant sentiment drops or surges by more than 10% over a rolling 5-minute window Then the algorithm recalculates segment duration recommendations in under 30 seconds and notifies the facilitator of the suggested adjustment

Activity-specific Recommendations

Given an activity is labeled as presentation, discussion, or exercise When generating recommendations Then the algorithm provides segment durations that fall within a 90% confidence interval based on prior sessions of the same activity

Real-time Feedback Loop

Given the facilitator overrides a recommended segment duration When the override is submitted Then the system logs the override reason and updates future recommendations by incorporating override data into the learning model

Participant Energy Monitoring

"As a facilitator, I want to see participant energy levels on my dashboard so that I can identify and address engagement drops in real time."

Description

Build a real-time dashboard widget that visualizes participant energy levels derived from sentiment and engagement indicators (e.g., response time, interaction frequency). The widget should update continuously and provide a clear visual signal (e.g., color-coded gauge) to guide facilitators. This tool supports quick recognition of engagement dips and enables timely interventions.

Acceptance Criteria

Real-Time Energy Dashboard Visibility

Given the facilitator navigates to the workshop dashboard, When the session is active, Then the Participant Energy widget is visible in the sidebar and displays the current aggregate energy level.

Continuous Data Refresh

Given an active workshop session, When 10 seconds elapse, Then the energy gauge data is refreshed automatically without manual intervention.

Color-Coded Engagement Indicators

Given current energy level values, Then the gauge color displays green for levels above 75%, yellow for levels between 50% and 75%, and red for levels below 50%.

Engagement Dip Alert

Given the energy gauge drops below 50%, Then a visual alert appears on the widget and a facilitator notification is delivered within 5 seconds.

Historical Trend Comparison

Given the facilitator selects “View History,” Then the widget displays a 15-minute historical trend chart of participant energy levels for the current workshop session.

Engagement Alert System

"As a facilitator, I want to receive alerts when participant sentiment declines so that I can intervene before engagement issues escalate."

Description

Design an alerting mechanism that triggers notifications when sentiment momentum falls below defined thresholds or shows negative trends. Alerts should be configurable by threshold level and delivery channel (in-app, email, or Slack). This system ensures facilitators are immediately aware of engagement risks and can take corrective actions before participants disengage.

Acceptance Criteria

Threshold Breach Notification Trigger

Given a facilitator has set an engagement threshold at 30%, when real-time sentiment drops below this threshold for five consecutive minutes, then the system sends an alert notification via the selected channel within one minute.

Alert Delivery Channel Configuration

Given a facilitator configures Slack as the delivery channel with a valid channel ID, when a threshold breach occurs, then the system sends an alert to the specified Slack channel without errors.

Simultaneous Multi-Channel Alerting

Given email and in-app notifications are both enabled, when a negative sentiment trend is detected, then the system dispatches both an email alert and an in-app notification within sixty seconds.

Sentiment Momentum Trend Analysis

Given the system analyzes a rolling 15-minute sentiment window, when the average sentiment drops by more than 10% compared to the previous window, then an alert is triggered immediately.

Alert Deduplication Post-Acknowledgement

Given an alert has been acknowledged by the facilitator, when the same threshold breach occurs within ten minutes, then the system suppresses duplicate alerts.

ResourceRadar

Suggests the most relevant articles, videos, and interactive activities aligned with emerging sentiment trends, enriching workshop content and providing facilitators with a ready-to-use resource library.

Requirements

Content Recommendation Engine

"As an HR facilitator, I want the system to automatically recommend workshop resources aligned with detected employee sentiment trends so that I can tailor content to address emerging concerns effectively."

Description

A machine-learning powered engine that analyzes real-time employee sentiment trends from PulseSync micro-pulse surveys, maps them to workshop objectives and topics, and generates a prioritized list of relevant articles, videos, and interactive activities. This engine integrates seamlessly with the existing PulseSync backend, leveraging an API layer to fetch sentiment data and a knowledge base of tagged resources. It continuously learns from user interactions and feedback to improve accuracy and ensure recommendations remain aligned with emerging disengagement risks. The expected outcome is a dynamic, context-aware suggestion list that saves facilitators time and enhances the relevance of workshop content.

Acceptance Criteria

Recommendation Accuracy Validation

Given real-time sentiment trends from PulseSync micro-pulse surveys, when the Content Recommendation Engine generates a list, then the top five resources must each have a relevance score of at least 80%.

Seamless Backend Integration

Given the PulseSync API endpoints are available, when the engine requests sentiment data, then data must be returned within 500ms and conform to the defined JSON schema without errors.

Adaptive Learning from Feedback

Given facilitators submit feedback on recommended resources, when feedback is received, then the engine updates its relevance model and the subsequent recommendations reflect at least a 70% weighting adjustment based on that feedback.

Context-Aware Resource Prioritization

Given multiple content resources tagged by topic, when a sentiment trend signals low engagement, then the engine prioritizes and returns at least three resources tagged with 'engagement boosting' as the top suggestions.

Scalability under High Load

Given 100 concurrent recommendation requests from different facilitators, when the engine processes these requests, then the average response time must not exceed 1 second and error rate must remain below 0.1%.

Metadata Enrichment Module

"As a content curator, I want to tag and categorize each resource with detailed metadata so that the recommendation engine can filter and present the most relevant content."

Description

A comprehensive tagging system that applies rich metadata to each resource—such as topic category, sentiment alignment, format (video, article, activity), skill level, duration, and relevance score. The module includes both an administrative UI for manual curation and an automated NLP classifier for initial tag assignment. It feeds metadata into the recommendation engine to improve precision and filtering capabilities. The outcome is a well-structured resource library that enhances discoverability and ensures up-to-date alignment with facilitator needs.

Acceptance Criteria

Manual Metadata Editing

Given an admin accesses the Metadata Enrichment UI When they select a resource and edit its metadata fields Then all changes are saved and reflected in the resource library within 2 seconds and persist after a page reload

Automated Metadata Assignment Accuracy

Given a new resource is ingested When the NLP classifier processes the content Then at least 90% of assigned tags match manual benchmark tags for topic category, sentiment alignment, format, skill level, and duration

Metadata Integration with Recommendation Engine

Given updated metadata exists When the recommendation engine generates suggestions Then results include only resources matching specified sentiment trends, formats, and skill levels and all returned relevance scores exceed 75%

Bulk Import Tagging

Given an admin uploads a CSV file with resource URLs When the bulk import runs Then metadata is applied to all resources and an import summary displays counts of successes and failures with error details for each failed entry

Metadata UI Performance Under Load

Given 1,000+ resources in the library When an admin searches and filters by metadata Then search results appear within 3 seconds with no UI errors

Dynamic Filtering Interface

"As a facilitator, I want to filter suggested resources by type and topic so that I can quickly find the content that best fits my workshop needs."

Description

An interactive front-end component within the ResourceRadar feature that allows facilitators to refine recommended resources in real time. Filters include resource type, duration, skill level, sentiment category, and feedback rating. The interface updates suggestions instantly as filters change, providing preview snippets and key metadata. Integrated into the PulseSync web app, this module empowers facilitators to quickly narrow down options and customize their workshop materials with minimal effort.

Acceptance Criteria

Filter by Resource Type

Given a facilitator is on the ResourceRadar interface When they select a specific resource type (e.g., Video) Then only resources of that type are displayed with preview snippets and metadata

Filter by Duration Range

Given a facilitator has set a duration range filter When they input min and max duration values Then the displayed resources are limited to those whose duration falls within the specified range and update instantly

Filter by Skill Level

Given a facilitator chooses a skill level (e.g., Intermediate) When the filter is applied Then only resources tagged with the selected skill level are shown, each including its skill label and preview

Filter by Sentiment Category

Given a facilitator selects a sentiment category (e.g., Positive) When the filter is activated Then the list refreshes to show only resources associated with that sentiment category, preserving prior filters

Combined Filter Application

Given multiple filters are set (type, duration, skill level, sentiment, rating) When any filter value changes Then the resource list updates in real time to reflect the intersection of all selected criteria

Real-Time Filter Performance

Given any filter adjustment by the facilitator When the filter criteria are changed Then the interface responds within two seconds, updating the resource suggestions without page reload

Curated Resource Dashboard

"As an HR manager, I want a dashboard that displays recommended resources alongside key metrics so that I can make informed decisions when planning training sessions."

Description

A dedicated dashboard view that displays recommended resources alongside actionable metrics such as popularity, average rating, and usage trends. Facilitators can preview content, add items directly to their workshop plan, and track which resources are most effective over time. The dashboard pulls data from both the recommendation engine and interaction tracking modules, offering a unified hub for resource management. This feature streamlines content selection and provides transparency into resource performance.

Acceptance Criteria

Dashboard Loads Recommended Resources

Given a logged-in facilitator navigates to the Curated Resource Dashboard, when the page loads, then at least five recommended resources are displayed within 2 seconds, each showing title, thumbnail, popularity score, and average rating.

Facilitator Previews Resource Content

Given a facilitator clicks on a resource preview button, when the preview panel opens, then the resource’s summary, an embedded preview (video or document), and key metadata must be visible within 1 second.

Resource Addition to Workshop Plan

Given a facilitator selects “Add to Workshop Plan” on a resource, when confirmed, then the resource appears in the facilitator’s workshop plan list and a success message is displayed.

Resource Performance Tracking Visualization

Given a facilitator views the performance tab, when metrics are applied, then a graph updates to show resource usage trends and average effectiveness score over the past 30 days.

Real-time Metrics Update

Given a new user interaction with a resource, when the interaction tracking module records the event, then the dashboard metrics (popularity, usage count) update within 5 seconds without a page refresh.

Resource Interaction Tracking

"As a system administrator, I want to track facilitator interactions with recommended content so that the system can learn and improve future recommendations."

Description

A backend analytics service that logs facilitator interactions with recommended resources—such as views, downloads, likes, and additions to workshops. It aggregates these metrics to feed back into the recommendation engine, enabling continuous improvement of suggestion relevance. Stored in the PulseSync analytics database, the tracking data also appears in reporting dashboards for administrators. The expected result is a feedback loop that refines future recommendations based on real usage patterns.

Acceptance Criteria

Resource View Logging

Given a facilitator clicks on a recommended resource link, when the resource page loads, then a 'view' event with facilitator ID, resource ID, and timestamp is recorded in the PulseSync analytics database within 2 minutes. Given multiple facilitators view the same resource, when the views occur, then the aggregated view count in the reporting dashboard increases correctly for each view and updates within 5 minutes.

Resource Download Tracking

Given a facilitator initiates a download of a recommended resource, when the download starts successfully, then a 'download' event containing facilitator ID, resource ID, file format, and timestamp is logged in the analytics database within 1 minute. Given repeated downloads of the same resource, when they occur, then the aggregated download metrics in the dashboard reflect the total download count and break down by file format within 5 minutes.

Resource Like Interaction

Given a facilitator clicks the 'like' button on a recommended resource, when the click is registered, then a 'like' event with facilitator ID, resource ID, and timestamp is recorded in the analytics database immediately. Given the same facilitator clicks 'like' again, when the action occurs, then the system prevents duplicate 'like' events and maintains a single like record per facilitator-resource pair.

Resource Added to Workshop

Given a facilitator adds a recommended resource to a new or existing workshop, when the 'add to workshop' action is completed, then an event with facilitator ID, resource ID, workshop ID, and timestamp is logged in the analytics database within 2 minutes. Given multiple additions of the same resource to different workshops, when they occur, then aggregated counts of 'add to workshop' actions are accurately reflected in the reporting dashboard within 10 minutes.

Data Aggregation and Dashboard Display

Given all interaction events (views, downloads, likes, adds) are logged, when the analytics engine processes the data, then the recommendation engine receives updated interaction metrics hourly to refine future suggestions. Given processed data is available, when an administrator views the reporting dashboard, then all aggregated interaction metrics appear with correct totals and trends for the selected time range.

Feedback-Driven Refinement

"As a facilitator, I want to rate recommended resources so that the system can learn from my preferences and improve future recommendations."

Description

A lightweight feedback mechanism that prompts facilitators to rate and comment on recommended resources after use. Ratings and qualitative comments are captured through in-app popups and stored in the metadata database. This user feedback directly influences the weighting algorithm in the recommendation engine, ensuring that highly rated content surfaces more prominently. The outcome is an adaptive recommendation system that becomes more accurate over time.

Acceptance Criteria

Post-Resource Feedback Prompt

Given a facilitator closes a recommended resource, when the resource viewer closes, then a feedback popup appears within 2 seconds displaying rating options 1 to 5 and a comment textbox.

Feedback Submission and Storage

Given a facilitator enters a rating and comment into the popup, when they click 'Submit', then the feedback is stored in the metadata database with resource ID, facilitator ID, timestamp, rating value, and comment text, and a confirmation message is displayed.

Algorithmic Weighting Adjustment

Given new feedback entries for a resource exist, when the recommendation engine runs its weighting calculation, then resources with average rating ≥4.0 rank in the top 20% of suggestions for similar sentiment trends.

Feedback Prompt Dismissal Handling

Given a facilitator chooses to dismiss the feedback popup, when they click 'Dismiss', then no feedback is recorded and the popup does not reappear for that resource session, and a silent fallback ensures system stability.

Feedback Edit Within Time Window

Given a facilitator has submitted feedback, when they reopen the feedback modal within 10 minutes of submission, then they can edit their rating and comment, and the updated feedback overwrites the previous entry in the database.

ActionAmplifier

Generates post-workshop action plans and follow-up micro-pulse questions based on session feedback and sentiment outcomes, helping teams sustain momentum and track progress on key takeaways.

Requirements

Session Data Import

"As an HR manager, I want to import workshop feedback and session sentiment data into ActionAmplifier so that I can consolidate all inputs for generating accurate action plans."

Description

Enable importing workshop feedback and sentiment results from various sources (e.g., survey outputs, live session transcripts) into ActionAmplifier, ensuring data consistency and traceability. This integration centralizes participant input, maintaining context for AI-driven analysis and plan generation.

Acceptance Criteria

Import Valid Survey Output Files

Given a valid CSV or JSON survey export from a supported tool When the user uploads the file via the ActionAmplifier import interface Then the system ingests the file within 30 seconds, correctly maps all feedback and sentiment fields, and displays a confirmation with the total record count

Transcribe Live Session and Import

Given a plain-text session transcript or real-time transcript stream When the user initiates the import Then the system extracts speaker segments, applies AI-powered sentiment analysis, imports feedback with no more than 5% data extraction error and shows an import summary

Data Consistency Check

Given feedback data imported from multiple sources When the import process completes Then the system runs validation to ensure no duplicate entries, each record has all required fields, and any inconsistencies are flagged in a validation report available to the user

Source Traceability Verification

Given any imported feedback record When a user views record details Then the UI displays source metadata including original file name, source type, import timestamp, and link to download the original source

Multiple Source Batch Import

Given a selection of multiple feedback files from different sources When the user starts a batch import Then the system processes each file (sequentially or parallel), completes all within a reasonable SLA, and presents a consolidated summary showing per-file success or error statuses

AI-Driven Action Plan Generator

"As a team lead, I want the system to create a detailed action plan from our workshop results so that I can assign clear next steps and drive follow-through."

Description

Develop an AI engine that analyzes imported workshop feedback and sentiment trends to generate tailored action plans, outlining specific tasks, owners, and timelines. This feature leverages natural language processing to ensure recommendations are actionable and aligned with session objectives.

Acceptance Criteria

Workshop Feedback Import

Given workshop feedback is uploaded in CSV or JSON format When the AI engine processes the feedback Then all responses are parsed into structured data without errors

Action Plan Generation

Given structured feedback data and sentiment trends are available When the user triggers action plan generation Then the AI engine produces a plan with at least three distinct tasks aligned with session objectives

Task Ownership Assignment

Given generated tasks have no owners assigned When the AI engine suggests owners Then each task is assigned to a valid existing user in the system and is editable by the user

Timeline Recommendation Accuracy

Given session objectives and task complexities When task timelines are proposed Then each task is assigned a timeline between 1 and 30 days that aligns with session goals and overall project constraints

Export and Share Action Plan

Given an action plan has been generated When the user exports or shares the plan Then the plan is successfully downloaded as a PDF and emailed to all designated stakeholders

Sentiment-Based Follow-up Question Builder

"As an HR specialist, I want follow-up questions that reflect our participants’ sentiment trends so that I can monitor progress on key issues effectively."

Description

Provide a module that crafts micro-pulse survey questions based on sentiment analysis outcomes, targeting areas of concern or opportunity. This ensures follow-up surveys are contextually relevant and maintain participant engagement by addressing emerging issues.

Acceptance Criteria

Generate Follow-Up for Negative Sentiment

Given a sentiment analysis score below the threshold, when the module processes the feedback, then it generates at least three follow-up questions targeting the top two negative topics, each under 140 characters, grammatically correct, and with reading level grade 8 or below.

Generate Follow-Up for Positive Sentiment

Given positive sentiment outcomes in the workshop feedback, when follow-up questions are requested, then the module produces at least two questions that reinforce positive themes, use an uplifting tone, and remain under 140 characters.

Contextualize Questions Based on Department Trends

Given a department-level sentiment shift of more than 5% over the past week, when generating follow-up questions, then the module produces three questions that reference the department’s context and recent feedback trends.

Ensure Engagement in Follow-Up Surveys

Given a batch of generated follow-up questions, when tested in a pilot group of 50 employees, then the questions achieve an open rate of at least 60% and include personalization tokens where available.

Validate Question Relevance with Workshop Themes

Given key takeaways and action items extracted from workshop feedback, when constructing follow-up questions, then each question references at least one key takeaway and one action item from the session.

Customizable Questionnaire Templates

"As a workshop facilitator, I want customizable survey templates so that I can adapt follow-up questions to my team’s specific context and needs."

Description

Offer a library of editable micro-pulse survey templates, allowing users to tailor question phrasing, frequency, and target groups. This flexibility supports diverse workshop goals and survey strategies, improving response rates and data quality.

Acceptance Criteria

Creating a New Template

Given an HR manager accesses the template library, when they select "Create New Template" and enter custom question text, set question type, and save, then the new template appears in the library list with the entered details intact.

Editing an Existing Template

Given an existing template in the library, when the HR manager selects "Edit", modifies question phrasing, adjusts frequency settings, and saves changes, then the updated template reflects all edits without data loss.

Scheduling Survey Frequency

Given a template in creation or edit mode, when the HR manager chooses a survey frequency option (daily, weekly, monthly), specifies start date, and confirms scheduling, then the survey schedule is recorded correctly and displayed on the template details page.

Targeting Specific Employee Groups

Given a template ready for deployment, when the HR manager selects one or more target groups using the group selector and saves, then only employees within the chosen groups receive the survey.

Previewing Template Changes

Given a template in edit mode, when the HR manager clicks "Preview", then a preview modal displays the survey exactly as recipients will see, including question order, phrasing, and formatting.

Action Plan Progress Dashboard

"As an executive sponsor, I want to view progress on action items and sentiment trends in one dashboard so that I can gauge the impact of our interventions."

Description

Integrate a dashboard that visualizes the status of action plan items over time, highlighting completion rates, upcoming deadlines, and sentiment shifts. This provides stakeholders with real-time insights into implementation effectiveness and morale change.

Acceptance Criteria

Dashboard Overview by HR Manager

Given the HR manager accesses the Action Plan Progress Dashboard, when at least one action plan exists, then the dashboard displays total items, percentage completed, and next upcoming deadline.

Filtering by Time Period

Given the HR manager selects a time filter (e.g., Last 30 days), when the filter is applied, then only action plan items created or updated within that period are displayed and metrics updated accordingly.

Alert for Upcoming Deadlines

Given action plan items have deadlines within the next week, when the dashboard loads, then items with deadlines are highlighted and an alert count is shown for urgent tasks.

Sentiment Trend Visualization

Given sentiment data is linked to action plan items, when viewing the dashboard, then a sentiment trend line chart displays changes over time alongside completion rates.

Exporting Progress Reports

Given the HR manager chooses to export the dashboard, when exporting as CSV or PDF, then the exported file includes all displayed items, metrics, and sentiment trends matching current filters.

InsightSummarizer

Provides concise, AI-generated summaries of current team sentiment data and key trends, equipping managers with the essential highlights they need before engaging in conversations or crafting action plans.

Requirements

Real-Time Summary Generation

"As an HR manager, I want a real-time AI-generated summary of team sentiment so that I can quickly understand current morale without manually analyzing raw data."

Description

The system should automatically generate AI-powered summaries of the latest sentiment analytics data as soon as new survey responses are collected. These summaries condense complex data into concise highlights, enabling managers to quickly grasp current team sentiment trends without delving into raw data. The feature seamlessly integrates with the existing analytics pipeline, ensuring that insights are always up to date and accessible in the dashboard.

Acceptance Criteria

Immediate Summary Trigger on Survey Completion

Given a new survey response is received by the analytics pipeline When processing completes Then an AI-powered summary is generated within 30 seconds; Given summary generation is successful Then it includes key sentiment highlights and timestamp metadata

Dashboard Summary Refresh on Data Arrival

Given the dashboard is open When new survey data arrives Then the summary section refreshes automatically within 1 minute without a manual page reload; Given no new data arrives Then the existing summary remains unchanged

Notification of Available Summary

Given a manager has pending unread summaries When a new summary is generated Then the system sends an in-app notification immediately; Given the manager clicks the notification Then the dashboard opens directly to the latest summary view

Summary Accuracy Verification

Given historical team sentiment data exists When the AI-generated summary is compared Then key metrics (e.g., positive vs. negative sentiment) must match the analytics results by a variance of no more than 5%

Summary Accessibility in Mobile View

Given a manager accesses the dashboard from a mobile device When a new summary is generated Then the summary should display correctly within the mobile layout with no loss of content or formatting

Trend Highlight Extraction

"As a team lead, I want automated trend highlights in my sentiment summary so that I can quickly identify significant changes in employee morale."

Description

Enable identification and extraction of key trend patterns, such as sentiment spikes or drops, within the AI-generated summaries. The module highlights significant sentiment shifts over selected timeframes and presents them as bullet points or charts directly in the summary. This integration ensures that managers can spot critical changes at a glance and make informed decisions.

Acceptance Criteria

Finding Weekly Sentiment Spike

Given the manager selects a 7-day timeframe; When the average sentiment in the selected period is at least 15% higher than the preceding 7-day period; Then the summary includes a bullet point stating “Sentiment increased by X% between [startDate] and [endDate]” and displays a line chart segment highlighting the spike.

Identifying Monthly Sentiment Drop

Given the manager views the last 30 days of sentiment data; When the average sentiment in the final 15 days is at least 10% lower than the first 15 days; Then the summary shows a bullet point “Sentiment dropped by Y% from [startDate] to [endDate]” and highlights the downward trend in the chart.

Trend Highlighted in Summary View

Given AI-generated summaries are generated for any selected timeframe; When there is any sentiment change exceeding 10% up or down; Then the summary automatically lists each significant change as a bullet point with the percentage and dates.

Chart Visualization of Key Trend

Given a significant sentiment shift is detected; When the summary is displayed to the manager; Then a mini-chart is embedded next to the bullet point, clearly marking the start and end of the trend with distinct colors.

Dynamic Timeframe Trend Update

Given the manager adjusts the timeframe slider between custom dates; When the timeframe changes; Then the list of bullet-point trends and corresponding charts update within 2 seconds to reflect the new sentiment data.

Customizable Summary Settings

"As an HR analyst, I want to customize my summary settings so that the insights focus on the specific timeframes and sentiment metrics most relevant to my analysis."

Description

Provide configurable settings that allow managers to customize summary parameters, including time range, sentiment categories (e.g., engagement, satisfaction), and summary length. These settings empower users to tailor the AI-generated summaries to their specific needs and preferences, enhancing relevance and usability.

Acceptance Criteria

Manager Adjusts Time Range

Given the manager opens summary settings; when they select a custom start and end date; then the AI-generated summary reflects data only within that range.

Manager Selects Sentiment Categories

Given the manager navigates to category settings; when they choose one or more sentiment categories (e.g., engagement, satisfaction); then the summary includes only the selected categories.

Manager Sets Summary Length

Given the manager accesses length preferences; when they choose a short, medium, or detailed summary; then the generated summary matches the selected length parameter.

Manager Saves Custom Settings

Given the manager configures time range, categories, and length; when they click save; then the system persists these settings for future summary generations.

Summary Reflects Custom Settings

Given custom settings are saved; when the manager requests a new summary; then the output adheres to all previously configured parameters.

Contextual Deep Dive Links

"As a product manager, I want direct links from my summary to detailed analytics dashboards so that I can drill down into specific data points when needed."

Description

Integrate links within the summaries that allow users to navigate directly to detailed dashboards, raw data views, or related surveys. This contextual linking ensures that managers can seamlessly move from high-level summaries to in-depth data exploration for further investigation.

Acceptance Criteria

Access Dashboard from Summary

Given a manager is viewing the AI-generated summary, when they click the 'View Dashboard' link, then the detailed dashboard opens in a new browser tab within 2 seconds and pre-filters data to match the summary context.

Navigate to Raw Data View

Given a manager reviews a summary insight, when they select the 'View Raw Data' link, then the raw survey responses load in a data table format within 3 seconds and include matching filters as shown in the summary.

Jump to Related Survey Results

Given a summary mentions a past micro-pulse survey, when the manager clicks the 'Related Survey Results' link, then the application navigates to the survey results page showing question-level insights and response rates for that survey.

Permission-Based Link Visibility

Given a manager without data export permissions, when they view the summary, then raw data and export links are hidden while dashboard overview links remain visible.

Link Performance Under Load

Given up to 100 concurrent users click any contextual deep dive link, when the link action is triggered, then the target page loads successfully for at least 95% of requests within 4 seconds.

Summary Delivery Notifications

"As a busy HR executive, I want to receive notifications when new summaries are available so that I stay informed of team sentiment shifts without constantly checking the dashboard."

Description

Implement a notification system that alerts managers via email or in-app notifications when new summaries are generated. Notifications include a brief preview and a direct link to the full summary in PulseSync, ensuring timely awareness of recent sentiment insights.

Acceptance Criteria

Daily summary email notification sent

Given a new AI-generated team sentiment summary is available When the summary generation process completes Then an email notification must be sent to each manager’s registered email within 5 minutes containing the summary title, date, and a preview text

In-app notification displayed upon summary generation

Given a manager is actively using the PulseSync application When a new summary is generated Then an in-app notification badge must appear in the notification panel within 2 minutes showing the summary title and preview text

Notification preview truncation

Given the summary preview exceeds 200 characters When included in email or in-app notification Then the preview must be truncated at 200 characters without breaking words and appended with an ellipsis (…)

Notification link redirection to summary

Given a manager clicks the ‘View Full Summary’ link in the email or in-app notification When the link is activated Then the manager must be directed to the specific summary detail page and the page must load fully within 3 seconds

Notification respects user preferences

Given a manager has customized their notification preferences When a new summary is generated Then the system must send email or in-app notifications only for the channels the manager has enabled, and suppress notifications for disabled channels

ScriptSense

Generates tailored conversation scripts and openers based on live pulse insights, helping managers address specific team morale issues with confidence and clarity, while saving prep time.

Requirements

Real-time Insight Ingestion

"As an HR manager, I want the system to ingest real-time pulse insights so that the generated scripts reflect current team sentiment and enable timely interventions."

Description

Integrate PulseSync’s micro-pulse survey API with the ScriptSense engine to continuously ingest live employee sentiment data. Parse and normalize incoming metrics (e.g., engagement scores, sentiment drivers, comment themes) in real time. Ensure the data pipeline supports high-frequency updates, low latency, and fault tolerance. Provide monitoring and alerting for data ingestion failures, retries, and performance benchmarks. This requirement ensures that conversation scripts are generated using the most current insights, enabling managers to address emerging morale issues promptly and accurately.

Acceptance Criteria

Continuous Real-Time Data Flow

Given the integration is active When the micro-pulse API emits sentiment data Then the pipeline ingests and acknowledges the data within 2 seconds And the latest engagement score is available for script generation

Data Normalization Accuracy

Given a raw sentiment data payload with multiple metric formats When parsing and normalization processes run Then all incoming metrics (engagement scores, sentiment drivers, comment themes) are converted to the unified internal format with 100% accuracy And validation checks pass without errors

High-Frequency Update Handling

Given a burst of 100 API calls in 1 minute When the ingestion pipeline processes them Then no data loss occurs And the average processing latency remains below 500ms per request

Fault Tolerance and Retry

Given a transient network failure when fetching data When the ingestion pipeline attempts to retrieve API data Then it retries up to 3 times with exponential backoff And logs each retry attempt And resumes normal ingestion upon recovery

Monitoring and Alerting Performance

Given the ingestion pipeline is running When a data ingestion failure or performance threshold breach occurs Then an alert is sent to the monitoring system within 1 minute And a detailed error report is generated in the logs

Contextual Script Generation

"As a team lead, I want AI-generated scripts that incorporate specific sentiment drivers so that I can address morale issues with relevant conversation topics."

Description

Develop an AI-powered script generation module that analyzes ingested sentiment data to craft tailored conversation openers and talking points. Leverage natural language processing to identify key sentiment drivers (e.g., workload concerns, recognition gaps) and incorporate them into coherent, empathetic dialogue prompts. Ensure the model can handle variable input sizes and sentiment complexity, producing clear, actionable scripts in under 5 seconds per request. Implement versioning to track prompt templates and generation outcomes for ongoing optimization.

Acceptance Criteria

On-Demand Script Generation for Manager Review

Given a manager selects a team sentiment summary, when the manager initiates script generation, then the system generates openers and talking points referencing the top three sentiment drivers in under 5 seconds.

Complex Sentiment Input Handling

Given sentiment data contains more than five distinct sentiment drivers and varied intensity scores, when script generation is triggered, then the system produces a cohesive script integrating at least three primary drivers in under 200 words within 5 seconds.

Variable Input Size Performance

Given sentiment data payloads ranging from a single driver to 100 drivers, when generating a script, then response time remains under 5 seconds and output maintains clarity and relevance.

Versioning and Audit Trace

Given a generated script, when stored, then the system assigns a version identifier, logs the prompt template used, input summary, timestamp, and output text for future retrieval.

Empathetic Tone Validation

Given a generated script, when analyzed by the tone analyzer, then the empathy score is at least 80% based on predefined lexical metrics.

High Concurrency Load Handling

Given 100 simultaneous script generation requests, when processed, then at least 95% of requests complete in under 5 seconds without errors.

Tone and Style Customization

"As a people manager, I want to customize the tone and style of the conversation scripts so that my messages match my personal communication style and resonate with my team."

Description

Provide UI controls that allow managers to select and fine-tune the tone (e.g., empathetic, authoritative, casual) and style (e.g., concise, detailed, question-led) of the generated scripts. Expose sliders or dropdowns to adjust formality, length, and emotional emphasis. Integrate these preferences into the AI prompt generation process to ensure the output matches the user’s communication style. Validate customization options through user testing to guarantee clarity and effectiveness.

Acceptance Criteria

Tone and Style Selection Interface

Given a manager is on the ScriptSense page, when the page loads, then the Tone dropdown, Style dropdown, Formality slider, Length slider, and Emotional Emphasis slider are visible and enabled.

Real-Time Script Preview Update

Given the manager adjusts any tone or style control, when the slider or dropdown value changes, then the script preview updates within 2 seconds to reflect the new settings.

Preference Persistence Across Sessions

Given a manager sets tone and style preferences and logs out, when they log back in, then their previous tone and style settings are restored automatically.

AI Prompt Incorporates Customization Settings

Given the manager finalizes preferences and requests a script, when the AI generates the script, then the output reflects the selected tone, style, formality, length, and emotional emphasis.

Usability Testing Clarity of Controls

Given a usability tester performs tasks on tone and style controls, when asked to adjust settings, then at least 90% of testers complete the task without assistance and rate control clarity at least 4 out of 5.

Template Management Dashboard

"As a human resources coordinator, I want to save and manage script templates in a dashboard so that I can quickly reuse and adapt previous conversation frameworks."

Description

Design and build a dashboard for saving, organizing, and reusing generated script templates. Include features for naming, tagging, categorizing, previewing, and searching templates. Support CRUD operations and version history, allowing managers to iterate on and share effective conversation frameworks. Ensure secure access controls so only authorized users can create or modify templates. Integrate analytics to surface the most-used and highest-rated templates for continuous improvement.

Acceptance Criteria

Creating and Saving a New Template

Given a manager is on the Template Management Dashboard and has entered a unique template name, at least one tag, category selection, and script content, When the manager clicks the 'Save' button, Then the new template is stored and appears in the template list with the correct name, tags, category, and content; And version history logs version 1.0 with timestamp and author.

Tagging and Category Filtering

Given multiple templates exist with various tags and categories, When the manager selects one or more tags or categories from the filter panel, Then only templates matching all selected tags and/or categories are displayed, and the filter panel shows the current selection and counts of matching templates.

Searching Templates by Keyword

Given existing templates with different names and content, When the manager enters a keyword in the search field and presses Enter, Then the dashboard displays only templates whose name or content includes the keyword, highlighting matching terms in the results.

Editing and Version Control of Templates

Given the manager views an existing template, When the manager modifies the script content or metadata and clicks 'Save', Then the template updates to the new content, a new version (e.g., 1.1, 1.2) is created, and the full version history retains all previous versions with timestamps and authors.

Role-Based Access Control Enforcement

Given a user with 'Editor' role and a user with 'Viewer' role access the dashboard, When both users attempt to modify a template, Then only the 'Editor' can access edit and save functions successfully, while the 'Viewer' receives an 'Access Denied' message and no changes are allowed.

Analytics Display of Most-Used and Top-Rated Templates

Given templates have usage counts and user ratings, When the manager views the analytics section, Then the dashboard lists the top five templates sorted by usage frequency and average rating, displaying usage numbers and rating scores for each.

Multi-Language Support

"As a global team lead, I want to generate conversation scripts in my team's native language so that I can communicate effectively with all team members."

Description

Extend the script generation engine to support multiple languages by integrating multilingual AI models or translation services. Automatically detect the user’s or recipient’s preferred language and generate scripts accordingly. Maintain consistency in tone and context across languages, and allow users to manually override the detected language. Implement quality validation steps (e.g., glossaries, native speaker reviews) to ensure translations preserve intent and nuance. This expands ScriptSense’s accessibility for global, diverse teams.

Acceptance Criteria

Automatic Language Detection

Given a user has not selected a language and requests script generation, When the system processes the request, Then it automatically detects the user's preferred language with at least 95% accuracy and generates the script accordingly.

Manual Language Override

Given a user manually selects a different language from their profile settings, When the user generates a script, Then the system generates the script in the manually chosen language regardless of automatic detection.

Tone Consistency Across Languages

Given a base script tone defined in English, When the same script is generated in another supported language, Then the translated script preserves the original tone, style, and context within a deviation margin of no more than one sentiment unit as measured by a sentiment analysis tool.

Quality Validation Workflow

Given a script generated in a non-English language, When the translation has been produced, Then the system must trigger a validation workflow which includes glossary checks and a native speaker review, and mark the script as 'Validated' only if it passes both checks.

Multilingual Script Generation Performance

Given high concurrency of script generation requests across multiple languages, When 100 concurrent requests are made, Then the system responds to each within two seconds and maintains 99.5% uptime during processing.

PulsePlanner

Automatically creates step-by-step action plans with timelines and milestones aligned to sentiment shifts, enabling managers to deploy targeted interventions and measure progress effectively.

Requirements

Automated Action Plan Generation

"As an HR manager, I want the system to automatically create detailed action plans based on sentiment data so that I can quickly address emerging engagement issues without manual plan drafting."

Description

Develop an AI-driven engine that analyzes employee sentiment shifts and automatically generates tailored, step-by-step action plans with defined tasks, responsible owners, and timelines. This requirement ensures managers receive relevant intervention blueprints aligned with identified risks, streamlining decision-making and fostering proactive engagement strategies.

Acceptance Criteria

High Disengagement Alert Plan Generation

Given the sentiment analytics engine detects that over 20% of a team's responses indicate disengagement risk within a 48-hour period, when the manager requests an action plan, then the system generates a step-by-step plan with at least three tasks, each assigned an owner and a timeline, within 24 hours.

Routine Sentiment Monitoring Plan

Given a weekly sentiment summary for a department, when the manager accesses the PulsePlanner dashboard, then the system provides a customized action plan outlining tasks corresponding to identified positive and negative sentiment trends, each with due dates and responsible parties.

Role-Specific Intervention Plan

Given sentiment shifts detected among software engineers, when the manager views action recommendations, then the system generates tasks tailored to the engineering role (e.g., pair programming sessions), assigns an owner, and sets deadlines aligned with the team’s sprint cycle.

Cross-Team Sentiment Shift Response

Given simultaneous sentiment decline in multiple teams, when the HR manager triggers a consolidated review, then the system generates separate action plans for each team with unique owners, cross-references between plans, and a unified timeline for progress tracking.

Milestone Tracking Review

Given an existing generated action plan, when the manager marks a milestone as complete, then the dashboard updates the overall progress percentage, recalibrates remaining task timelines, and automatically notifies the assigned owners of upcoming deadlines.

Interactive Timeline Visualization

"As a people leader, I want to see my action plan laid out on an interactive timeline so that I can easily track milestones, adjust schedules, and communicate progress to stakeholders."

Description

Implement a dynamic, interactive timeline interface that displays the sequence of action plan milestones, task dependencies, and deadlines. This visualization allows managers to easily understand plan progression, adjust dates, and view historical changes, enhancing clarity and adaptability in execution.

Acceptance Criteria

Viewing Action Plan Milestones

Given a manager with an existing action plan opens the timeline view, when the page loads, then all plan milestones appear in chronological order with their titles, start and end dates, and current status displayed.

Adjusting Milestone Dates via Drag-and-Drop

Given milestones displayed on the timeline, when the manager drags a milestone marker to a new date, then a confirmation prompt appears and upon confirmation the milestone date updates both visually and in the underlying data model.

Visualizing Task Dependencies

Given tasks with defined dependencies, when the timeline renders, then arrows connecting dependent tasks are displayed accurately and hovering over an arrow highlights both the source and target tasks.

Viewing Historical Milestone Changes

Given a milestone with edit history, when the manager selects its history icon, then a chronological log of past dates and changes appears, showing previous and current values with timestamps.

Filtering Timeline by Date Range

Given a date range filter, when the manager sets start and end dates and applies the filter, then only milestones within that range are visible on the timeline and others are hidden.

Milestone and Task Assignment

"As a manager, I want to assign individual tasks and milestones to team members with clear deadlines so that each person knows their responsibilities and the plan stays on track."

Description

Enable managers to assign specific tasks and milestones within an action plan to team members or stakeholders, including setting roles, responsibilities, and estimated completion dates. This requirement facilitates accountability and ensures clarity on who does what and by when.

Acceptance Criteria

Task Assignment Interface Usage

Given a manager opens an action plan and selects a task, when they choose an assignee from the team member dropdown, then the selected member is displayed as responsible for that task and saved in the plan.

Role and Responsibility Definition

When creating or editing a task, the manager can select a predefined role for the assignee, and the system stores and displays the role alongside the assignee in the task details.

Estimated Completion Date Setting

Given the manager assigns a task, when they select an estimated completion date using the date picker, then only future dates can be chosen, and the date is saved and displayed correctly in the task timeline.

Milestone Assignment and Notification

When a manager assigns a milestone to a stakeholder, then the stakeholder receives both an in-app notification and an email notification within 5 minutes confirming their responsibility and the due date.

Accountability Tracking in Dashboard

Given tasks and milestones have designated assignees and due dates, when viewing the action plan dashboard, then tasks are grouped by assignee, due dates are shown, and any overdue items are highlighted in red.

Real-time Progress Tracking

"As an HR manager, I want to track the real-time progress of my action plan so that I can identify delays early and take corrective actions to maintain engagement goals."

Description

Provide real-time tracking of task completion against defined milestones, with automatic status updates and progress metrics. This feature offers managers visibility into ongoing interventions, highlights overdue tasks, and measures overall plan effectiveness against sentiment improvements.

Acceptance Criteria

Monitoring Task Completion in Real-Time

Given a manager has an active action plan with defined tasks and milestones When a team member marks a task as complete Then the task status should update to 'Completed' in the real-time dashboard within 5 seconds And the overall plan completion percentage should recalculate accordingly

Automatic Status Updates on Task Events

Given a task reaches its due date without completion When the system detects the overdue status Then the task should automatically change to 'Overdue' And a notification should be sent to the manager in the dashboard

Highlighting Overdue Tasks for Manager Review

Given the dashboard is displayed to a manager When any task becomes overdue Then the overdue tasks should be highlighted in red And the dashboard should list the total number of overdue tasks under a dedicated 'Overdue Tasks' section

Visual Progress Metrics vs. Defined Milestones

Given a plan with multiple milestones When progress updates occur Then the dashboard should display a visual progress bar for each milestone And the progress bar should reflect the percentage of completed tasks within that milestone with an accuracy of ±1%

Alerting on Milestone Delays

Given a milestone’s end date is approaching and progress is below the defined threshold When the system checks milestone status Then it should trigger an alert banner in the dashboard And include a summary of tasks remaining and days left

Notification and Reminder Engine

"As a people leader, I want to receive reminders and alerts for upcoming or missed action plan tasks so that I can ensure follow-through and maintain momentum on interventions."

Description

Design and integrate an automated notification system that sends reminders to task assignees and alerts managers when milestones approach or deadlines are missed. Notifications should be customizable in frequency and channel (email, Slack, in-app), ensuring timely follow-up and accountability.

Acceptance Criteria

Upcoming Milestone Reminder

Given a milestone is 24 hours from its due date and the assignee has enabled reminders, when the notification engine runs its nightly job, then the assignee receives a reminder via their selected channel (email, Slack, or in-app) within five minutes of the trigger.

Overdue Milestone Alert

Given a milestone has passed its deadline without being marked complete, when the engine detects the overdue status, then the manager receives an immediate alert via configured channels listing the milestone name, original due date, and assignee.

Customizable Reminder Frequency

Given a user updates their reminder frequency setting to daily at 9 AM UTC, when the change is saved, then all future reminders for that user are sent daily at 9 AM UTC until the setting is modified again.

Multi-Channel Notification Delivery

Given an assignee has selected both Slack and email as notification channels, when a reminder or alert is triggered, then the system sends the notification to both Slack and email within two minutes of the trigger.

In-App Notification Display

Given a reminder is sent, when the assignee logs into the PulseSync web application, then an unread notification badge appears on the notification icon and the reminder appears in the notification center with a timestamp and link to the milestone.

Export and Sharing Options

"As a manager, I want to export my action plan and progress reports so that I can share them with executives and team members outside the platform."

Description

Allow users to export action plans and progress reports in various formats (PDF, CSV, PPT) and share them directly with stakeholders or senior leadership. This requirement supports transparent communication and enables offline review, fostering broader alignment and collaboration.

Acceptance Criteria

Export Action Plan as PDF

Given a manager views an action plan, when they select the PDF format and click export, then the system generates a PDF containing all steps, timelines, and milestones, and provides a download link within 10 seconds.

Export Progress Report as CSV

Given a manager is on the progress report screen, when they choose CSV format and confirm export, then the system creates a CSV file with all report data fields correctly formatted, and presents a download link within 10 seconds.

Export Presentation for Leadership (PPT)

Given a manager selects the option to export a progress report as PPT, when they confirm, then the system generates a PowerPoint file with slides summarizing sentiment shifts, action plan highlights, and key metrics, and offers it for download within 15 seconds.

Share Exported Report via Email

Given an exported file is ready, when the manager selects share via email, enters valid stakeholder email addresses, and clicks send, then the system attaches the file to an email, sends it successfully within 30 seconds, and logs the share event with timestamp.

Bulk Export Multiple Action Plans

Given a manager selects multiple action plans, when they choose CSV export for all selected and click export, then the system bundles the CSV files into a single ZIP archive named with date and user ID, and provides the download link within 30 seconds.

PraisePulse

Identifies high-impact moments and top contributors within recent pulse data, then suggests personalized recognition messages that reinforce positive behaviors and boost team motivation.

Requirements

Real-time Data Ingestion

"As an HR manager, I want incoming pulse data to be ingested in real time so that I can trust the system’s insights are always up to date and actionable."

Description

Implement a robust pipeline to continuously collect and normalize micro-pulse survey responses and engagement signals from integrated daily tools (e.g., Slack, Teams, Email). Ensure low-latency processing, data validation, and secure storage to enable immediate analysis.

Acceptance Criteria

Continuous Slack Response Capture

Given the Slack integration is configured and active, when a micro-pulse survey response is submitted through Slack, then the pipeline ingests the response within 60 seconds, normalizes the response into the standard format, and marks it as valid.

Teams Feedback Ingestion Validation

Given the Microsoft Teams integration is enabled, when a user submits feedback, then the system ingests the feedback in under 60 seconds, validates required fields (timestamp, user ID, message content), and rejects entries missing required fields with an error logged.

Email Engagement Signal Processing

Given email ingestion service is connected, when an engagement email is parsed, then the pipeline extracts metadata (sender, timestamp, subject, sentiment score), normalizes values to schema, and stores the record in the staging database within 2 minutes of receipt.

Data Normalization and Schema Validation

Given a raw data payload, when the normalization process runs, then all fields are transformed to the defined schema, invalid fields are corrected or flagged, and the output passes schema validation tests with 100% compliance.

Secure Storage and Access Control Setup

Given the ingested and normalized data is ready for storage, when data is written to the storage layer, then it is encrypted at rest using AES-256, access policies restrict retrieval to authorized services only, and audit logs record the write operation.

High-impact Moment Detection

"As an HR manager, I want the system to highlight key morale-boosting events so that I can recognize and celebrate team achievements promptly."

Description

Develop algorithms to analyze time-series sentiment scores and engagement events, automatically identifying significant spikes or shifts that indicate high-impact moments (e.g., major project wins or collaboration successes). Provide configurable thresholds for triggering detection.

Acceptance Criteria

Detection of Significant Positive Sentiment Spike

Given daily time-series sentiment scores and a threshold of 0.2, When the latest sentiment average increases by more than 0.2 compared to the previous week, Then the system logs a high-impact moment with its timestamp and magnitude.

Identification of Significant Negative Sentiment Shift

Given historical sentiment data and engagement events, When the current sentiment average drops by more than the configured negative threshold, Then the system flags a high-impact moment indicating potential disengagement.

Threshold Configuration Validation

Given an HR manager updates the high-impact detection threshold in settings, When the new threshold is saved, Then the algorithm applies the updated threshold to all subsequent detections.

Real-Time High-Impact Moment Notification

Given a high-impact moment is detected, When the event is confirmed, Then the system sends a real-time notification to the HR dashboard and via email within 5 minutes.

Display of Detected High-Impact Moments

Given multiple high-impact moments have been logged, When an HR manager accesses the High-Impact Moments dashboard, Then the system displays each event with date, sentiment change magnitude, and associated engagement events, sorted by recency.

Top Contributor Ranking

"As an HR manager, I want to see which team members are driving positive engagement so that I can spotlight their contributions and foster a culture of recognition."

Description

Create a ranking engine that identifies employees whose actions and feedback have the most positive influence on team sentiment. Use weighted metrics (e.g., peer praise, timely feedback submissions) to surface top contributors over selected time periods.

Acceptance Criteria

Review Top Contributors in Dashboard

Given the HR manager has navigated to the PraisePulse dashboard, when they select the Top Contributors widget, then the system displays a ranked list of the top 10 employees whose weighted metrics are highest, sorted in descending order.

Apply Weighted Metrics Calculation

Given a set of employee feedback data for the selected period, when the ranking engine processes the data, then it calculates each employee’s score by applying the predefined weightings for peer praise (40%), timely feedback submissions (30%), and positive sentiment impact (30%) accurately.

Filter Rankings by Time Period

Given the HR manager selects a custom date range (e.g., last 30 days) in the time filter, when the filter is applied, then the Top Contributor ranking updates to reflect only data within that selected period without displaying data outside the range.

Validate Peer Praise Integration

Given peer praise entries exist in the system, when the ranking engine aggregates peer praise counts, then it includes only valid praise entries linked to existing employees and ignores duplicates or entries older than the selected time period.

Confirm Sentiment Impact Threshold

Given the ranking engine calculates sentiment impact scores, when an employee’s sentiment impact score falls below the minimum threshold of 0.2 for the period, then that employee is excluded from the top contributors list.

AI-driven Recognition Message Generation

"As an HR manager, I want personalized message suggestions that reflect actual achievements so that my recognition feels genuine and motivating."

Description

Integrate a natural language generation model that crafts personalized recognition messages based on the identified high-impact moments and top contributors. Ensure messages reinforce positive behaviors and can be edited before delivery.

Acceptance Criteria

Recognition Draft Generation

Given a high-impact moment and selected contributor, when the user requests a recognition message, then the system generates a personalized draft within 3 seconds referencing the contributor’s name, the specific achievement, and a positive reinforcement phrase. The draft must be editable and not exceed 150 words.

Draft Editing Capabilities

Given a generated draft message, when the user enters edit mode, then they can modify content, tone, and length. Changes are saved in real-time with the preview updating instantly. The user can revert to the original draft with a single action.

Approval Workflow Handling

Given a finalized draft, when a manager reviews it, then they can approve the message or request edits. If approved, the message status transitions to “Scheduled”. If edits are requested, the message returns to “Draft” with change requests logged.

Scheduled Delivery Execution

Given an approved message and selected delivery time, when scheduling is confirmed, then the system queues the message and confirms scheduling success within 2 seconds. At the scheduled time, the recipient receives the recognition message. If scheduling fails, an error notification is displayed to the user.

Personalization Quality Check

Given a batch of generated messages, when performing automated QA, then 100% of messages include at least one reference to the contributor’s specific achievement and a positive sentiment keyword. The system flags any messages missing these elements for manual review.

Multi-channel Notification Delivery

"As an HR manager, I want to receive timely prompts in my daily workflow tools so that I can recognize employees without switching platforms."

Description

Build a notification system to deliver recognition suggestions via preferred channels (e.g., email, Slack, Teams). Include scheduling options, delivery tracking, and retry logic to ensure messages are successfully sent.

Acceptance Criteria

Preferred Channel Selection

Given an HR manager has configured Slack as their preferred notification channel When a recognition suggestion is generated by PraisePulse Then the system delivers the message to the specified Slack workspace and channel within 30 seconds

Scheduled Delivery Setup

Given a recognition message is scheduled for a future date and time When the scheduled time arrives Then the system sends the message via the user’s selected channel without manual intervention

Delivery Retry Logic

Given a notification attempt fails due to a transient error (e.g., network outage) When the initial delivery fails Then the system retries delivery up to three times at 5-minute intervals

Delivery Tracking Report

Given multiple recognition messages have been sent When the HR manager views the delivery dashboard Then the dashboard displays the status (Sent, Delivered, Failed) for each message in real time

Fallback Notification Handling

Given delivery to the primary channel fails after all retries When the system exhausts retry attempts Then the system automatically sends the notification via the secondary channel (e.g., email)

Admin Customization and Feedback Tracking

"As an HR manager, I want to tailor recognition settings and monitor outcomes so that I can refine our approach and demonstrate ROI to leadership."

Description

Provide an admin dashboard where people leaders can customize detection thresholds, recognition templates, and channel preferences. Track which messages were sent, employee responses, and resulting sentiment changes to measure impact.

Acceptance Criteria

Customizing Detection Thresholds

Given an admin navigates to the detection thresholds settings, when they input a value between 0% and 100% and click Save, then the new threshold is persisted and applied to all future pulse detections without errors.

Managing Recognition Templates

Given an admin is on the recognition templates page, when they add, edit, or delete a template and confirm changes, then the template list updates immediately and changes are saved to the database.

Configuring Channel Preferences

Given an admin opens channel preferences, when they select or deselect email, Slack, or Microsoft Teams and click Save, then the system sends recognition messages only through the selected channels.

Tracking Sent Recognition Messages

Given an admin views the message log dashboard, then the system displays a paginated list of all sent messages with timestamp, recipient name, template used, and channel.

Measuring Sentiment Changes Post-Recognition

Given a recognition message has been sent, when at least one pulse survey is completed by the recipient within one week after sending, then the system calculates and displays the change in sentiment score compared to the survey before the message.

Check-In Concierge

Crafts customized one-on-one meeting agendas, complete with prioritized talking points and suggested questions, ensuring managers conduct meaningful check-ins that resonate with individual team members’ needs.

Requirements

AI-Powered Talking Point Prioritization

"As an HR manager, I want the system to rank talking points by relevance so that I can address the most pressing issues during check-ins and improve employee engagement."

Description

Enable the system to analyze historical interaction data, performance metrics, and recent feedback to generate and rank talking points based on urgency, potential impact, and individual team member context. Integration with existing data sources like survey results and performance dashboards provides a seamless experience, delivering a sorted list of talking points highlighted by importance and supported by rationale for each item.

Acceptance Criteria

Generating Prioritized Talking Points

Given a manager opens the Check-In Concierge for a specific team member When the system analyzes historical interactions, performance metrics, and recent feedback Then it generates a list of at least five talking points And ranks them by urgency and potential impact And provides a clear rationale for each talking point

Data Source Integration Validation

Given survey results and performance dashboard data are available When the system triggers talking point generation Then it retrieves and incorporates data from both sources And updates the prioritized list within 5 seconds

Personalized Contextual Customization

Given a specific team member’s profile is selected When generating talking points Then each talking point references at least one personalized data point (e.g., recent feedback, performance trend) And no generic or irrelevant talking points are included

User Interface Presentation of Talking Points

Given the prioritized list is generated When displayed in the Check-In Concierge UI Then the talking points appear in ranked order with visual urgency indicators And hovering over each point reveals its supporting rationale in a tooltip

Graceful Degradation on Data Unavailability

Given one or more data sources fail or return incomplete data When the system attempts to generate talking points Then it uses available data to produce a minimum of three talking points And displays a notification about the limited data sources And logs the data retrieval errors for further investigation

Dynamic Question Suggestion Engine

"As a manager, I want the system to suggest tailored questions for each check-in so that I can facilitate more engaging and constructive conversations that resonate with my team members."

Description

Leverage machine learning and conversation best practices to generate a library of tailored questions aligned with each employee's role, performance trends, and expressed concerns. The engine should suggest open-ended, probing questions that encourage meaningful dialogue, adapt to real-time meeting context, and learn from managers' selections over time. Integration with employee profiles and survey data ensures question relevance.

Acceptance Criteria

Initial Question Generation Based on Employee Profile

Given an employee with a defined role, performance history, and recent survey responses When the manager initiates a one-on-one meeting agenda Then the engine generates at least five open-ended questions tailored to the employee’s profile and past feedback

Real-Time Contextual Adaptation During Meeting

Given an ongoing meeting where the manager selects or skips suggested questions When the manager indicates a change in discussion topic or sentiment Then the engine updates the next three suggested questions to align with the new context within two seconds

Learning from Manager Selections Over Time

Given historical data of manager-selected and rejected questions over multiple meetings When generating suggestions for a new meeting Then the engine prioritizes questions similar to those frequently chosen by the manager, achieving at least 70% alignment with past selections

Relevance Filtering Using Latest Survey Data

Given recent micro-pulse survey results highlighting employee concerns and sentiment shifts When the engine compiles meeting questions Then at least 60% of suggested questions directly address issues identified in the latest survey

Handling Sparse or Missing Employee Data

Given an employee profile with limited or no historical performance and survey data When the manager requests a meeting agenda Then the engine falls back to role-based best-practice questions, ensuring at least five relevant open-ended prompts are provided

Agenda Template Customization

"As a manager, I want to customize meeting templates so that I can structure check-ins according to my team's specific needs and preferences."

Description

Provide a user interface for managers to select, reorder, and modify agenda sections such as discussion topics, goal reviews, and career development prompts. Templates should support saving custom configurations for reuse, include visual indicators for time allocation, and enable quick adjustments before meetings. This customization empowers managers to align the meeting structure with individual preferences and organizational priorities.

Acceptance Criteria

Initial Template Selection and Customization

Given the manager navigates to the Agenda Template Customization page When they select a default template Then the sections 'Discussion Topics', 'Goal Reviews', and 'Career Development Prompts' appear in the preview panel in their predefined order.

Reordering Agenda Sections

Given the manager views the list of agenda sections When they drag and drop a section to a new position Then the updated order is reflected instantly in both the preview and underlying template configuration.

Modifying Section Content

Given the manager clicks the edit icon on a section When they change the section title or description and save Then the modifications appear in the preview and persist when reopening the template.

Saving and Reusing Custom Templates

Given the manager has customized their agenda When they click 'Save as New Template' and enter a template name Then the new template is added to the 'My Templates' list and is selectable for future meetings.

Adjusting Time Allocation Indicators

Given the manager sets time for each agenda section When they input durations Then the visual time allocation bar updates proportionally and shows total meeting duration without exceeding the configured limit.

Employee Profile Contextualization

"As a manager, I want to see up-to-date employee profiles during meeting preparation so that I can tailor my discussion to each individual's recent achievements and concerns."

Description

Display relevant employee information—such as recent performance highlights, feedback history, and personal career goals—within the agenda view to provide context for each talking point and question. The profile panel should update in real time with data from surveys, project management tools, and HR systems, ensuring managers have a holistic view of the team member before and during the check-in.

Acceptance Criteria

Real-time Profile Data Load

Given a manager opens the one-on-one agenda view for an employee, When the view loads, Then the profile panel fetches data from surveys, project tools, and HR systems within 2 seconds and displays it correctly.

Performance Highlights Display

Given recent performance highlights exist for the employee, When the agenda view is opened, Then the panel displays the three most recent highlights with date stamps and source context.

Feedback History Integration

Given the employee has prior feedback entries from micro-pulse surveys, When viewing the agenda panel, Then the system lists the last five feedback entries with type, date, and summary.

Career Goals Sync

Given personal career goals are stored in the HR system, When the agenda view is displayed, Then the panel shows current career goals with status and target dates, updated within 5 minutes of any changes.

Cross-Tool Data Reconciliation

Given data discrepancies across integrated sources, When collating profile context, Then the system applies priority rules (latest timestamp wins; HR system overrides) and flags unresolved conflicts for review.

Calendar and Tool Integration

"As a manager, I want meeting agendas and invites to sync automatically with my calendar and collaboration tools so that I can streamline scheduling and ensure my team receives all relevant information without manual steps."

Description

Integrate with popular calendar providers (e.g., Google Calendar, Outlook) and collaboration tools (e.g., Slack, Microsoft Teams) to automatically schedule check-ins, send meeting invites with the customized agenda, and post follow-up action items. The integration should support two-way synchronization of meeting details and notifications, ensuring that changes made in either system reflect across platforms seamlessly.

Acceptance Criteria

Google Calendar Event Creation

Given a manager schedules a check-in in PulseSync When the manager confirms the date and time Then a new event is created in the employee’s Google Calendar with the correct title, customized agenda in the description, and the correct date and time

Outlook Calendar Event Creation

Given a manager schedules a check-in in PulseSync When the manager confirms the date and time Then a new event is created in the employee’s Outlook calendar with the correct title, customized agenda in the description, and the correct date and time

Two-Way Event Update Synchronization

Given a scheduled check-in exists in either PulseSync or the external calendar When the event details (time, date, or agenda) are updated in one system Then the corresponding event in the other system is updated within 2 minutes to reflect the change

Slack Invitation Delivery

Given a check-in is scheduled in PulseSync When the event is created Then a Slack DM is sent to the employee with the meeting invite, including date, time, location, and the customized agenda

Teams Follow-Up Action Item Posting

Given a check-in has concluded and follow-up items are generated in PulseSync When the manager confirms the action items Then each item is posted as a task card in the designated Microsoft Teams channel within 2 minutes

Follow-Up Forge

Drafts professional follow-up emails and reminders summarizing discussions, agreed-upon actions, and next steps, helping managers sustain momentum and accountability after each engagement.

Requirements

Automated Discussion Summary Extraction

"As a manager, I want the system to automatically generate a concise summary of each meeting so that I can efficiently communicate key points and decisions without spending time writing them manually."

Description

Leverage AI to analyze meeting transcripts and chat logs to automatically extract key discussion points, decisions, and highlights. Summaries should be concise, accurately reflecting the essence of the conversation, and formatted for inclusion in follow-up emails. This functionality enables managers to quickly generate clear overviews without manual note-taking, ensuring consistency and saving time.

Acceptance Criteria

Meeting Transcript Upload and Processing

The system shall accept meeting transcripts in .txt, .docx, and .pdf formats, detect the language, and complete processing within 30 seconds for transcripts up to 10,000 words.

Key Discussion Point Accuracy Verification

Given a transcript with predefined key points, the extracted summary must include at least 90% of these key points in the summary.

Summary Formatting for Email Inclusion

The generated summary should be concise (≤200 words), include section headers for Decisions, Action Items, and Highlights, and be formatted in HTML suitable for direct inclusion in follow-up emails.

Summary Generation from Chat Logs

Given a chat log exported from Microsoft Teams or Slack, the system shall extract a summary covering at least 90% of decision-making statements and format them according to the Follow-Up Forge template.

Handling Edge Cases in Transcript Quality

When transcript accuracy confidence is below 70%, the system should flag low confidence, include a disclaimer in the summary, and list sections with potential transcription errors.

Action Item Auto-Detection

"As a manager, I want the system to detect action items and assign responsibilities automatically so that I can ensure follow-ups are clear and no tasks fall through the cracks."

Description

Implement natural language processing to identify and extract action items, deadlines, and responsible parties from meeting content. Extracted action items should be clearly listed in the follow-up draft, with due dates and assignees tagged for tracking. This feature promotes accountability by ensuring no tasks are overlooked and makes it easy to assign follow-up actions directly from the email.

Acceptance Criteria

Post-Meeting Transcript Processing

Given a meeting transcript that includes statements like “John will prepare the report by Friday,” when the transcript is processed, then the generated follow-up draft lists “Prepare the report” assigned to John with a due date of Friday.

Deadline Extraction Validation

Given meeting notes containing phrases with explicit dates (“due on 07/10/2025”) and relative deadlines (“in two weeks”), when processed, then the system normalizes and displays all deadlines in ISO date format next to each action item.

Action Item Assignment Accuracy

Given a sentence with multiple participants (“Alice and Bob to review the draft”), when analyzed, then the system creates separate action items for both Alice and Bob with the task “review the draft.”

Multiple Action Items Detection

Given a meeting transcript with several tasks spread throughout the text, when the NLP module runs, then it identifies and lists every distinct action item, regardless of phrasing or location in the transcript.

Handling No Action Items Case

Given a meeting transcript without any assignable tasks or deadlines, when processed, then the follow-up draft indicates “No action items detected” instead of leaving the section blank.

Customizable Email Templates

"As an HR manager, I want customizable email templates so that my follow-up communications always align with our company’s brand and tone without manual formatting each time."

Description

Provide a library of professional email templates with customizable sections for tone, branding, and layout. Managers can tailor greetings, sign-offs, and formatting to match company style and personal preference. Template settings should be saved at the team level for consistency and allow quick overrides for individual emails, enhancing professionalism and reducing repetitive formatting work.

Acceptance Criteria

Team-Level Template Creation

Given a manager is in the team settings and customizes a new email template with tone, branding, layout, greeting, and sign-off, when they save the template, then the template is stored and available in the team’s template library with the specified customizations.

Individual Email Override

Given a manager is composing an individual follow-up email and chooses to override the saved team template, when they modify specific sections and send the email, then only the current email reflects the overrides without altering the team-level template.

Template Library Browsing

Given a manager accesses the template library, when they apply filters for tone, branding, or layout tags, then the system displays only the matching templates and allows the manager to preview each before selection.

Template Preview and Approval

Given a manager previews a selected template, when they click the preview button, then the system shows the fully formatted email with all applied customizations and offers options to approve, edit, or discard.

Template Consistency Enforcement

Given team members insert a saved team template into their email drafts, when they use the template, then the system ensures all required branding elements and formatting are included and not altered unless an override is explicitly applied.

Scheduled Follow-Up Reminders

"As a team lead, I want to schedule follow-up reminders so that I and my team are prompted to review and act on discussion outcomes at the right time."

Description

Enable scheduling of follow-up reminders and email send times based on meeting dates, time zones, and priority levels. Integrate with calendar tools to automatically set reminders for both sender and recipients. This ensures timely communication and follow-through on agreed actions, helping managers sustain momentum and accountability.

Acceptance Criteria

Scheduling a Follow-Up Reminder

Given a manager schedules a meeting and opts to set a follow-up reminder, When the manager selects date, time, and recipients, Then the system queues the reminder to be sent at the specified date and time and displays a confirmation message.

Time Zone Adjustment for Reminders

Given the meeting organizer and participants are in different time zones, When the organizer sets a reminder for 9:00 AM local time, Then the system schedules the reminder to arrive at 9:00 AM in each recipient’s local time zone.

Priority-Based Reminder Scheduling

Given a follow-up reminder is marked as High priority, When the reminder is scheduled, Then the system sends an initial reminder and automatically schedules an additional reminder one day prior to the meeting date.

Calendar Integration for Reminders

Given the user’s calendar tool is integrated, When a follow-up reminder is created, Then the system adds a calendar event to both the sender’s and recipients’ calendars at the scheduled reminder time.

Updating Reminders After Rescheduling

Given a meeting date is updated in the integrated calendar, When the meeting time changes, Then the system automatically adjusts any associated follow-up reminders to maintain the same offset relative to the new meeting time.

Multi-Platform Delivery Integration

"As a manager, I want the follow-up to be sent via the communication platform my team uses most so that they receive updates in their preferred workflow."

Description

Support sending follow-up messages through multiple communication channels, including email, Slack, and Microsoft Teams. Allow managers to select preferred channels per recipient or team and ensure consistent formatting across platforms. This integration broadens reach and meets recipients where they work, increasing the likelihood of engagement.

Acceptance Criteria

Sending Follow-Up via Email

Given a manager composes a follow-up and selects Email channel, when they send the message, then the system delivers a properly formatted email to each recipient’s email address within 30 seconds.

Sending Follow-Up via Slack

Given a manager composes a follow-up and selects Slack channel, when they send the message, then the system posts the formatted follow-up as a direct message in each recipient’s Slack workspace and channel within 15 seconds.

Sending Follow-Up via Microsoft Teams

Given a manager composes a follow-up and selects Microsoft Teams channel, when they send the message, then the system posts the formatted follow-up in each recipient’s Teams chat or channel within 20 seconds.

Channel Selection per Recipient

Given multiple recipients with different preferred channels, when the manager selects recipients for follow-up, then the system automatically assigns each recipient’s stored preferred channel and sends the message accordingly.

Consistent Formatting Across Platforms

Given follow-up content includes text styling, bullet points, and links, when delivered, then the system preserves or adapts styling to match each platform’s format standards while maintaining content integrity.

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Press Coverage

Imagined press coverage for this groundbreaking product concept.

PulseSync Unveils AI-Powered Real-Time Sentiment Analytics to Empower HR Leaders

Imagined Press Article

CITY, STATE – 2025-05-18 – PulseSync, the leading real-time employee sentiment analytics platform, today announces its official launch. Designed for people leaders at fast-growing technology companies, PulseSync harnesses AI-driven micro-pulse surveys and seamless integration with everyday collaboration tools to capture honest feedback from employees on a continuous basis. By surfacing emerging disengagement risks and delivering actionable insights through intuitive dashboards, PulseSync enables HR managers and team leaders to spot morale shifts early, intervene decisively, and boost retention before top talent walks out the door. “At the heart of every successful company is a strong culture and engaged workforce,” said Maya Patel, Chief People Officer at PulseSync. “With today’s rapid pace of change, traditional annual or quarterly surveys can’t keep up. PulseSync fills that gap by delivering a constant flow of high-fidelity sentiment data, letting people leaders see what their teams truly think and feel in real time.” Who: People managers, HR business partners, chief people officers, HR data analysts, IT administrators, onboarding specialists and other people leaders at high-growth tech companies. What: PulseSync provides micro-pulse surveys to employees multiple times per week, capturing short, targeted questions that require less than 30 seconds to complete. The platform integrates with common collaboration and HRIS tools—such as Slack, Microsoft Teams, Workday, and BambooHR—ensuring high participation rates and minimal disruption to workflows. When: PulseSync is available now. Early adopters include five mid-stage tech firms in North America and Europe. Where: The cloud-native platform can be deployed globally and supports multiple languages and dialects out of the box. Why: Attrition is skyrocketing in the technology sector. Traditional survey cycles leave people leaders slow to respond to emerging problems, resulting in disengaged employees and high turnover. PulseSync empowers teams to act on real-time data, reducing voluntary departures by up to 40 percent according to pilot results. How: PulseSync’s micro-pulse surveys leverage natural language processing and sentiment analysis to quantify team mood and flag concerning patterns—such as spikes in frustration, fatigue, or uncertainty. Actionable dashboards highlight sentiment hotspots and trends, while the MoodAlert Engine notifies managers the moment thresholds are breached. The ActionSuggester feature then recommends proven intervention strategies—like targeted recognition programs or focused one-on-one check-ins—so leaders can respond with both speed and confidence. Key Features and Benefits: • Real-Time Sentiment Tracking: Continuously monitor team morale with micro-pulses that integrate directly into daily tools. • AI-Driven Insights: Automatically identify recurring patterns, root causes, and high-risk groups. • Proactive Alerts: Receive instant notifications when sentiment dips below custom thresholds. • Actionable Recommendations: Get tailored intervention strategies aligned with best practices. • Seamless Integration: Connect with Slack, Teams, HRIS systems, and more for frictionless surveys. • Multilingual Support: Capture authentic feedback across global, multilingual teams. • Custom Dashboards: Visualize sentiment hotspots, historical trends, and comparative benchmarks across teams. “Within the first two weeks of pilot testing, we noticed a 25 percent increase in survey response rates compared to our old quarterly pulse,” said Jasmine Lopez, Senior HR Business Partner at NovaTech Solutions. “PulseSync gave us clear visibility into which teams were feeling overburdened after a major product launch—and we were able to step in with targeted recognition and workload adjustments immediately.” PulseSync is offered on a subscription basis, with pricing tiers based on employee headcount and integration requirements. Annual contracts include access to all core features, premium customer support, and regular AI model updates. Enterprise support packages are available for organizations with advanced customization or dedicated onboarding needs. About PulseSync PulseSync is a next-generation employee sentiment analytics platform built to help HR leaders and people managers at high-growth companies capture real-time feedback, detect emerging risks, and take decisive action to improve retention. With AI-powered micro-pulse surveys that integrate seamlessly with daily tools, PulseSync translates honest employee voices into clear, data-driven insights. For more information, visit www.pulsesync.com or follow PulseSync on LinkedIn and Twitter. Media Contact: Natalie Cheng, Head of Corporate Communications PulseSync, Inc. Email: natalie.cheng@pulsesync.com Phone: +1 (415) 555-1234

PulseSync Launches GeoLens Overlay to Pinpoint Regional Employee Morale Trends

Imagined Press Article

CITY, STATE – 2025-05-18 – PulseSync today introduced GeoLens Overlay, a powerful enhancement to its real-time sentiment analytics platform that brings geographic intelligence to employee feedback. By mapping sentiment data to physical locations—whether distributed offices, remote hubs, or global subsidiaries—GeoLens empowers HR leaders and executives to uncover regional morale hotspots and dips, optimize resource allocation, and design targeted engagement strategies tailored to each location’s unique culture. “In a world where work happens everywhere, people leaders need a granular view of how sentiment varies by region,” said Ravi Menon, Vice President of Product at PulseSync. “GeoLens Overlay transforms raw data into geographic insights, so HR teams can see at a glance where extra support, recognition, or resources are needed most.” Industry Context With distributed and remote teams becoming the norm, HR and people leaders face the challenge of maintaining a cohesive culture while respecting local nuances. Traditional survey tools often overlook regional variation, leading to one-size-fits-all solutions that fail to address location-specific concerns. GeoLens Overlay solves this problem by adding a geo-spatial layer to PulseSync’s existing heatmap, making it easy to visualize sentiment across cities, regions, and countries. Feature Overview GeoLens Overlay sits on top of the familiar MoodMap Heatmap interface. Users can toggle on geographic boundaries—zip codes, metropolitan areas, or custom-defined regions—and view sentiment intensity as color gradients. Interactive filters allow HR teams to drill down by team, department, or tenure, uncovering micro-trends that might otherwise be hidden. Key Benefits • Regional Insight: Compare morale across multiple offices or remote hubs, spotting outliers where engagement is unusually high or low. • Localized Intervention: Deploy targeted initiatives—like town hall meetings, recognition events, or wellbeing programs— in regions showing early signs of disengagement. • Resource Optimization: Allocate HR budget and support staff to locations that need them most, ensuring equitable investment in employee experience. • Executive Visibility: Provide C-suite with a clear geographic view of engagement trends to inform strategic decisions around expansion, consolidation, or change management. Use Case: Global Tech Firm BetaWorks Inc., a multinational software company, deployed GeoLens Overlay during a global product rollout. Within days, HR noticed a significant sentiment dip in the Asia-Pacific region following a late-night launch webinar. Armed with that insight, regional managers scheduled targeted follow-up sessions, offered localized training, and adjusted meeting times to better suit local schedules. Within two weeks, sentiment scores rebounded by 15 percent. Customer Quote “GeoLens gave us the context we needed to understand why our APAC teams felt disconnected,” said Linda Wang, Head of Asia-Pacific Operations at BetaWorks. “Instead of guessing, we had hard data guiding our actions. The results speak for themselves.” Integration and Availability GeoLens Overlay is included in PulseSync’s Premium and Enterprise plans and is available immediately to all existing customers. No additional installation or configuration is required—users can simply toggle the feature on in the dashboard settings. PulseSync’s API also supports custom region definitions, enabling organizations to align sentiment mapping with their unique geographical frameworks. Pricing and Support GeoLens Overlay is available at no extra cost for Premium and Enterprise subscribers. PulseSync’s Customer Success team provides onboarding sessions, best-practice workshops, and ongoing support to ensure teams maximize the value of geographic insights. About PulseSync PulseSync is a real-time employee sentiment analytics platform that empowers HR leaders and people managers to capture honest feedback, detect emerging risks, and take action to boost engagement and retention. With AI-powered micro-pulse surveys and intuitive dashboards, PulseSync delivers the insights people leaders need to foster thriving workplace cultures. To learn more, visit www.pulsesync.com. Media Contact: Natalie Cheng, Head of Corporate Communications PulseSync, Inc. Email: natalie.cheng@pulsesync.com Phone: +1 (415) 555-1234

PulseSync Enhances Proactive Engagement with MoodAlert Engine and AI-Powered ActionSuggester

Imagined Press Article

CITY, STATE – 2025-05-18 – PulseSync today announced significant enhancements to its proactive engagement toolkit with an upgraded MoodAlert Engine and an expanded suite of AI-driven intervention recommendations, ActionSuggester. These features further strengthen PulseSync’s ability to detect emerging disengagement risks in real time and provide people leaders with precise, research-backed strategies to maintain morale and drive retention. “Real-time detection is only half the battle,” said Miguel Santos, Chief Technology Officer at PulseSync. “Our upgraded MoodAlert Engine notifies managers the instant negative sentiment patterns emerge, and ActionSuggester delivers targeted recommendations so they know exactly how to respond. This combination of alerting and guidance creates a closed-loop system that empowers leaders to act swiftly and confidently.” MoodAlert Engine Upgrades • Custom Sentiment Thresholds: Managers can now define multiple, role-specific thresholds—such as “low morale,” “communication breakdown,” or “burnout risk”—to receive granular alerts that align with team dynamics. • Multi-Channel Alerts: Notifications can be delivered via email, Slack, Microsoft Teams, SMS, or mobile push, ensuring the right stakeholders are informed on the channels they prefer. • Severity Ranking: Each alert is assigned an UrgencyRank score based on the magnitude and velocity of sentiment change. This AI-driven prioritization helps managers focus on the most critical issues first. • ContextClip Integration: Alerts now include concise snippets of conversation or survey comments that illustrate the root cause of negative sentiment, enabling immediate understanding without sifting through pages of data. ActionSuggester Enhancements • Expanded Recommendation Library: ActionSuggester now offers over 50 intervention strategies—such as peer recognition campaigns, workload rebalancing, micro-training sessions, and wellbeing check-ins—curated from proven best practices in high-growth tech companies. • Adaptive Learning: The system learns which actions yield the best results over time and surfaces those recommendations more prominently when similar sentiment patterns recur. • Outcome Tracking: Managers can log completed interventions within PulseSync, which then tracks subsequent sentiment changes to evaluate effectiveness and refine future suggestions. • Collaboration Templates: Pre-built communication templates—emails, Slack messages, one-on-one meeting agendas—help managers quickly execute interventions with professional language and empathy. Business Impact Early adopters have reported dramatic improvements in response times and engagement outcomes. During a recent pilot at NovaCore Platforms, team leaders using the upgraded MoodAlert Engine and ActionSuggester saw a 30 percent reduction in time-to-response for critical sentiment dips and a 20 percent uplift in post-intervention morale scores. These improvements translated into a 15 percent drop in voluntary turnover over a three-month period. Customer Testimonial “PulseSync’s new MoodAlert and ActionSuggester features have transformed how we address team morale,” said Dylan Reed, Senior People Manager at NovaCore. “The combination of timely alerts, contextual snippets, and ready-made intervention plans means we can act faster and more thoughtfully than ever before. It’s a real game changer.” Availability and Pricing The upgraded MoodAlert Engine and enhanced ActionSuggester are available immediately to all PulseSync Premium and Enterprise subscribers. Customers can activate the new capabilities in the Admin Console. For organizations on the Standard tier, an upgrade path is available through the PulseSync customer portal. About PulseSync PulseSync is the real-time employee sentiment analytics platform trusted by fast-growing technology companies to capture honest feedback, identify disengagement risks, and deliver data-driven interventions. With AI-powered micro-pulse surveys integrated into daily tools, real-time alerting, and actionable recommendations, PulseSync helps people leaders foster healthier, more engaged teams. For more information, visit www.pulsesync.com. Media Contact: Natalie Cheng, Head of Corporate Communications PulseSync, Inc. Email: natalie.cheng@pulsesync.com Phone: +1 (415) 555-1234

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