Three things Wudd is good at.
Each one runs on the same daily stream of peer recognition and completed tasks. No surveys, no separate data entry.
Tell you who might be leaving before they do.
Your team sends recognitions every day. When someone starts getting fewer of those, or sending fewer themselves, that is a real signal. Wudd watches for the pattern, scores it against historical baselines, and flags it with a confidence level, high, medium, low, or insufficient_data when the team has not generated enough recognition history yet to predict reliably.
- ·Early warning when someone is at risk, with an explicit confidence level
- ·No surveys, no check-in forms, no proprietary causal-inference claims
- ·Insufficient_data is exposed honestly; we never zero-fill missing signal
Turn "thanks" into culture data.
Every recognition in Wudd is tied to one of your company values. Over months, that shows you which values actually show up in the work and which ones only live on the wall.
- ·Recognition flows in every direction across the team
- ·Points and badges that map to the values you chose
- ·Reports that show where values are strong or missing
Keep goals connected to daily work.
Set your objectives once. Employees tag their recognitions and tasks to those goals as they go. Progress builds itself, and the people doing the work see how it adds up.
- ·Goals cascade from leadership to individual contributors
- ·Progress updates without the quarterly scramble
- ·Works alongside the task tools your team already uses
How Wudd stays accountable.
Algorithmic decisions in HR are only as defensible as the audit trail behind them. Wudd ships three guarantees, with honest scope.
- 01
- Frozen weights, per role.When the AI suggests pillar weights for a role, the suggestion is snapshot-pinned via gpt_snapshot_id so model drift never retroactively re-scores anyone. The data layer and schema are shipped today; the full employee-visible snapshot UI ships with the Q3 governance pack.
- 02
- Objective, measurable milestones.Strategy and Succession milestones require a metric binding and a target threshold at creation; vague criteria are rejected at four layers (catalog allowlist, validator, definition prompt, persistence). The promotion side gets the same enforcement parity in Q3.
- 03
- Every override is logged.Reason and approver columns are mandatory at the data-model level; the audit log uses a 22-case action enum and an append-only event log on custom_kpi_value_events. The model-level append-only guard ships with the Q3 governance pack.
Marketing copy that runs ahead of code is how trust dies. Where the IC verification flagged contract-enforcement gaps (canonical-path snapshot wiring, employee-visible snapshot UI, model-level append-only guard) we say so here, instead of pretending.
Want to see it on your own org?
Book a walkthrough. We will run you through your own org chart so you see what Wudd would actually show you.