- The interview
- Who sees what
- If someone may be at risk
- Small groups
- Workplace signals
- When something changes
- The booth
- Your choices
The short version. Your organisation sees patterns across groups, never a transcript of you. You can read your own transcript any time, skip any question, and stop whenever you like. Groups too small to hide an individual are never reported separately. If your organisation connects its work tools, only metadata is used, never the content of messages or documents, and it is measured for teams, never for individuals.
The interview
An interview is a conversation with Aria, an AI interviewer, in your browser. You can talk or type, in the language you choose, whenever suits you. There are no right answers and nothing to prepare: Aria asks about your day-to-day experience of how work gets done and follows up on what you say.
If you use voice, your speech is processed in real time by the voice service your organisation's deployment uses, purely to run the conversation. We keep the written transcript, not a recording: no audio of you is stored on tri12.ai. A short readiness check before you start reminds you to find somewhere private.
Who sees what
| Who | What they can see |
|---|---|
| You | Your own transcript, any time, from My Interviews on your dashboard. If your organisation turns on personal reports, also a report of your own interview once interviewing has closed: your notes and coverage, compared with everyone interviewed as a whole when at least 5 others took part, never with a department or team. Only you can open it. |
| Your organisation's admins and managers | Findings across groups: coverage of themes, narratives, tensions and recommendations. If work tools are connected, also workplace signals and the cases raised from them, for departments, never for individuals. Where an illustrative quote is shown, it is a paraphrased excerpt rewritten to remove identifying detail and attributed to a pseudonym, never to your name. They cannot open your transcript or your personal report, and there is no recording to play. |
| The tri12.ai team | Transcripts and extracted notes, on a need-to-know basis, to operate and support the service and to check that the analysis is fair and accurate. We do not share them with your organisation. |
Aria writes short notes as you talk (which topics came up, what you said about them). Those notes drive the group-level findings. When names of colleagues come up, the notes describe roles and situations rather than people, and the copies your organisation can see are checked again for identifying detail. No automated rewriting is perfect, so if you want to be certain, describe roles rather than naming individuals.
The one exception
If someone may be at risk
There is one exception to the rule that nothing you say is passed on as yours. If something you say suggests a risk to your safety or someone else's, or a serious matter such as harassment, abuse, discrimination, fraud or a dangerous hazard, it is passed on to the people responsible for wellbeing at your organisation and to the tri12.ai team, so someone can help.
- If someone may come to harm soon, your name is passed on with it, so they can reach you.
- For other serious concerns, it is passed on without your name. Aria asks whether you are happy for your name to be shared so someone can follow up, and either answer is fine.
- What is passed on is a short summary in our words, not your transcript. Your organisation still cannot open your transcript.
Aria will tell you when this happens. If you or anyone else is in immediate danger, call the emergency services (999 in the UK). In the UK, Samaritans are free to call any time on 116 123.
Small groups are never reported separately
Breaking findings down by department or cohort is only done when the group is big enough that no one can be singled out:
- Interview findings are broken down for a group only when at least 3 people from it have taken part; smaller groups are folded into the whole.
- Workplace signals (below) are never calculated for fewer than 5 people. This is enforced where the data is written, not just hidden on screen: a number that would describe a smaller group is never stored at all.
Workplace signals
Some organisations also connect work tools (such as Microsoft 365, Slack, Jira or Notion) so the platform can measure how work flows between teams: how long cross-team requests wait for a reply, meeting load, after-hours activity, how long tickets take to resolve.
This uses metadata only: timestamps, thread identifiers and which department the people involved belong to. It never stores the content of any message, document or meeting, nor subject lines or titles. Microsoft 365, Jira and Notion are asked for metadata only, so content never leaves them; Slack's interface sends message text along with the metadata, and that text is discarded the moment it arrives. From Slack, only public channels are read, never private channels or direct messages. Before anything is stored, every personal identifier is replaced by a one-way cryptographic code specific to your organisation, so the platform holds no names or email addresses from these tools. There are no per-person metrics anywhere in the system, and metadata is deleted automatically after 13 months. Your organisation should tell you before it connects any of these tools; if it hasn't, ask.
When something changes: cases and follow-up interviews
When a workplace signal moves well outside a team's normal range, or something raised in the booth needs looking into, the platform opens a case. A case is about a department or the whole organisation, never about a person.
An AI investigator then looks for an explanation using group-level material only: signal trends for teams, themes from interviews, and interview notes in the same de-identified form your organisation's admins see. It cannot open your transcript, and it never sees names from connected tools, because none are stored.
If the evidence isn't enough, the investigator can suggest a short follow-up interview (a "pulse") of one or two questions for a team. A person at your organisation must approve it before anyone is invited, and no team is asked for more than 2 pulses in 30 days. A pulse is an ordinary interview: everything on this page applies, including skipping questions and stopping at any point.
If your organisation then changes something, for example how work is handed between two teams, the effect is measured on the same team-level signals. Whether it helped is answered with numbers about groups, not judgements about people.
The booth (Sounding Room)
The booth is an always-open place to say what's on your mind about how the organisation works, without waiting to be scheduled for an interview. It is currently running as an identified pilot: your name is attached to what you share, and it is read by the people running the pilot. Your input is grouped with others into themes, and you can follow what happens to each theme from your booth page. Booth input is kept out of your organisation's interview reports; a theme that points to something worth looking into can open a case, as described above.
What you say in the booth is never surfaced to Aria during anyone else's interview. The booth is not the right route for personal distress, harassment, safety or legal matters; for those, please use your manager, HR, or your organisation's designated reporting channel.
Your choices
- Skip any question, switch from voice to text, or stop the interview at any point. Nothing you have said is held against you for stopping.
- Read your own transcript from your dashboard.
- Ask your organisation's administrator to remove your session, or ask us for help doing so.
Questions
Write to info@tri12.ai. For how we handle personal data more generally, including your legal rights, see the privacy notice.