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For HR and People teams

Hear what colleagues really think.

Febaso isn't a long questionnaire but a short conversation: it asks a follow-up where the why matters, reads every open answer and groups them into themes with counts and verbatim quotes.

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  • Anonymous when you choose
  • Every theme traceable to the answer
  • Processed in the EU, never used for AI training
Example: the start screen of Studio, with made-up data from an employee survey.

Sound familiar?

Colleagues already tell you a lot. Here's how to get more out of it.

  • Themes268 answers · themes ready
    Workload: peak at the end of the quarter71

    “At the end of March I work every evening, and nobody seems to notice.”

    Colleagues: help is always close by64
    Growth: unclear how52
    Workload: too many meetings33

    How it often goes: The yearly survey produces a pile of open answers. There is rarely time to read them all.

    With Febaso: Every answer read and grouped into themes, with the count and the verbatim quotes next to it.

  • 012345678910

    At the end of every quarter. All the deadlines land at once and I work evenings for weeks.

    Workload: peak at the end of the quarter

    How it often goes: A number like eNPS shows that something is going on, but not what.

    With Febaso: The why, in the colleague's own words, with a follow-up when an answer stays vague.

  • LiveUpdated 10:42

    268 of 420 have answered

    Workload: peak at the end of the quarter+71
    Colleagues: help is always close by+64

    How it often goes: A long questionnaire, once a year. By the time the results are in, the situation has moved on.

    With Febaso: A short conversation when it matters, and the themes while it runs.

    • Processing in the EU
    • Anonymous when you choose
    • Open about the AI
    • Traceable

    How it often goes: Colleagues are only honest when they know nobody sees who said what, and you have to explain that again every time.

    With Febaso: You choose per conversation whether answers are anonymous. Anonymous means you never see who said what.

  • From: Northwind

    Workload: deadlines spread out from January

    From January we spread the quarterly deadlines over three weeks, and we plan no internal meetings in the last week. In April we'll ask whether you notice it.

    How it often goes: Colleagues rarely hear what was done with their answers.

    With Febaso: Febaso helps you report back per theme, without you knowing who it was. We build this together with the first organisations.

  • Wat kan er beter?

    What could be better?

    Was könnte besser sein?

    Co można poprawić?

    How it often goes: A Dutch-only questionnaire for colleagues who speak the language less well, or a part of the workforce you can't reach.

    With Febaso: Everyone answers in their own language; you read it in yours, with the original next to it.

  • Workload: peak at the end of the quarter

    ↑ 14 since 2025

    “At the end of March I work every evening, and nobody seems to notice.”

    Needs a decision38 subscribed

    How it often goes: Onboarding and exit conversations live in separate notes, and are never laid side by side.

    With Febaso: One way of working for onboarding, exits and the yearly survey, with themes you follow across rounds.

    • Processing in the EU
    • Anonymous when you choose
    • Open about the AI
    • Traceable

    How it often goes: A new tool with employee data: first a conversation with the privacy officer and the works council.

    With Febaso: Processing your privacy officer can review: in the EU, never for training, with a data processing agreement.

Northwind, Lotte and every answer here are made up for this demo.

What Febaso adds

Three things you get alongside your survey.

  • Themes with evidence

    Automatic theming with verbatim quotes and clear counts. That keeps the AI checkable: every summary can be traced to the answer itself.

  • Richer feedback through follow-ups

    A short conversation instead of a list. Febaso asks a follow-up when an answer stays vague, so you know what someone means, anonymously if you choose, and whenever it suits them.

  • Privacy-by-design from the Netherlands

    Processing in the EU, no training on your colleagues' answers and your organisation stays the owner. A data processing agreement with every subprocessor.

How it works

From one question to something you can act on.

  1. 01

    Say what you want to know

    In one sentence: the yearly survey, onboarding or exit conversations. Febaso writes the questions, with a follow-up where the why matters. You review them.

  2. 02

    Colleagues answer in a conversation

    Through a link or QR code, on their phone or laptop, typed or spoken, in their own language. When an answer stays vague, Febaso asks a follow-up.

  3. 03

    You see the themes and decide

    Themes with counts and verbatim quotes, while it runs. You choose what to do. Reporting back per theme is something we build together with the first organisations.

See it yourself

An employee survey, from start to finish.

Set up a survey, answer it as a colleague, watch the themes take shape and send the update. Ten taps, with made-up data, and then you look around yourself.

Start demo

Ten taps, with made-up data. Then you look around yourself.

For everyone in the organisation

What each role gets from it.

HR manager and HR adviser

The themes from hundreds of open answers in time, and every conclusion traceable to the quote.

Honest about what it is

A conversation with your colleagues, not surveillance.

  • Not an appraisal of people

    Febaso is meant to hear what is going on, not to track or assess individuals. You decide who sees which level of results.

  • A conversation doesn't replace trust

    Colleagues answer honestly when they trust you. Febaso helps you earn that trust: open about the AI, clear about anonymity, and visible about what you do with it.

  • Small teams stay recognisable

    In a team of four an answer can be recognisable by its content. We look at that together when setting up: what you show per team and from which group size.

  • Febaso organises, you decide

    The AI groups and summarises, and shows per theme how many colleagues raised it and what they said verbatim. What you do with it stays with HR, management and the organisation.

  • Small is small

    With twenty colleagues you read everything yourself. Febaso pays off with dozens to hundreds of answers and across several rounds.

  • The conversation stays human work

    Picking up a theme, coaching a manager or having a difficult conversation no AI can do. Febaso speeds up the hearing and the reporting back.

Alongside what you have

An addition, not a replacement.

You work with your own mix: an employee survey from an external agency, a pulse tool, exit conversations and conversations in the line. Febaso replaces none of it.

  • Alongside your standard surveyKeep your yearly survey for comparability. Febaso asks the why and adds to the open questions.
  • Between two surveysThemes at any moment of the year: after a reorganisation, a new way of working or a busy period.
  • Through a link or QR codeIn the newsletter, on the intranet or on a screen by the coffee machine. Colleagues install nothing.
  • Results in your reportingTake the themes, counts and quotes into your report or dashboard. How that fits best, we work out together in the first round.

A pilot measurement

Proof first, procurement later: small and scoped.

You don't have to pick a tool before you know what it delivers. A pilot measurement is a one-off, low-threshold trial with one team, location or topic, with a report and a debrief.

  1. 01

    Pick one topic

    For example onboarding, exit conversations or a team where something is going on.

  2. 02

    We set up the conversation

    Based on your question and your existing questionnaire. You review it and adjust.

  3. 03

    Colleagues answer

    Through a link or QR code. You see the themes while it runs.

  4. 04

    Report and debrief

    You get a report with themes, counts and quotes and discuss it with us. Then you decide what to do with it.

Want to discuss it internally first, including with the works council? Ask for the one-pager: privacy, time, choice of target group and a business case. After that we look together at whether and how it can grow.

What HR uses it for

One way of working, every moment in the employee journey.

Privacy and trust

Read how we handle privacy

  • Processing in the EU

    And never used to train AI models. Your organisation stays the owner of the data.

  • Anonymous when you choose

    You choose per interview whether answers are anonymous. Anonymous means you never see who said what.

  • Open about the AI

    Colleagues know from the first message that they are talking to an AI.

  • Traceable

    Every theme shows the count and the verbatim quotes.

Questions HR asks

Does Febaso replace our employee survey?

No. Febaso works alongside your survey, your pulse tool and your exit conversations. You keep your standard questionnaire for comparison across years; Febaso adds the conversation that holds the why.

Is it really anonymous?

You choose per interview. Choose anonymous, and names never appear next to answers and you never see who said what. Whoever wants to hear back leaves a contact detail that is stored apart from the answers. In a very small team an answer can be recognisable by its content; we look at that together when setting up.

What will the works council think?

That is for the works council to decide. What we can do is help with a clear set-up to discuss: which questions, who sees which results, how anonymous it is and how the data is processed.

Will our privacy officer allow this?

Answers are processed in the EU and never used to train AI models. Every organisation signs a data processing agreement with a list of every subprocessor, and stays the owner of the data. Your privacy officer gets all the information they need from us.

How do I know the AI isn't making things up?

You don't have to take our word for it. Every theme shows how many colleagues raised it and their verbatim quotes, so every summary can be traced to the answer itself.

Do managers see who said what?

No. In an anonymous interview nobody sees who said what. What a team leader sees is for you to set, including from which group size a team becomes visible.

How about reporting back to colleagues?

That's where Febaso is heading: one message per theme to the colleagues who raised it, in their own language, without you knowing who they are. We develop this part together with the first organisations, so you can help decide how it looks.

Does it work for onboarding and exit conversations too?

Yes. It is the same way of working with a different topic. You can lay the themes of onboarding and exits side by side across rounds.

Can we start small?

Yes. One team or one topic is enough to see what it delivers. It is a web app, so there is nothing to install. In an intro we agree on a scoped pilot measurement.

Start with one topic, or meet us first.

In a thirty-minute intro you talk to me, Bryan, founder of Febaso. We discuss your situation, I show Febaso live and we agree on a scoped pilot measurement.

  • Anonymous when you choose
  • Every theme traceable to the answer
  • Processed in the EU, never used for AI training

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