Common questions, straight answers.

Connect is the wedge, a corporate messaging channel for your team that replaces the WhatsApp groups people are already using to run the company. Inside Connect, recognition is a first-class action: a teammate types `/recognize ＠colleague for #integrity` in any thread and the recognition is captured as structured data in the same moment, tagged to a Company Value, weighted, and capped. Fifteen years ago companies replaced personal email with corporate email. Wudd is the same shift for the messaging layer.

Surveys go stale, people answer them half-heartedly, and the data arrives once a quarter. Wudd reads the daily stream of recognitions instead. Every recognition carries a tagged Company Value. Innovation, Cross-Team Collaboration, Integrity, whatever your organization defines, and those tags feed live KPIs that compute nightly from the recognition graph. Hit a Badge threshold, and an OKR Key Result advances. For traditional metrics that the recognition graph cannot capture, the Strategy module accepts CPM-P-aligned KPIs with mandatory metric binding, validator, and approval chain. Tag a value, get a KPI. Hit a badge, hit a key result.

That is precisely the problem we are solving. WhatsApp groups carry a lot of your culture today, every quick thanks, every "shukran on the call," every quiet acknowledgement, and they are unsearchable, unauditable, and they leave the company when the employee leaves. Connect is the corporate-grade alternative: same low-friction conversation, but every recognition becomes structured data, and the culture stays when people leave. You gave your team a corporate email; the same shift is overdue for messaging.

Three tiers, in production today. Silver 34 SAR / Golden 56 SAR / Platinum 84 SAR per seat per month. Silver covers the recognition core (Connect Gate, Recognition Feed, Grant Badges, Occasions, Values Algorithm), Golden adds Wallet, Rewards Store, Order Management, and Analytics, Platinum adds KPI/OKR, Promotion Engine, Succession Supervisor, Strategy Module, Automations, and Custom SMTP. Annual commitment is pay-10-get-12 (effective 16.67% off). No per-organization floor by design, so a 5-employee team can self-serve. Plan grandfathering is automatic, when an admin updates pricing, your existing subscription stays on its current plan version and price unless you upgrade.

Five layers, all server-side, all rejecting at the request layer rather than reconciling later. Per-giver weekly cap, per-receiver monthly cap, per-value monthly cap with overrides, per-receiver daily cap on manual recognitions, and value-level period caps with per-receiver sub-caps. On top of that, a Gini-coefficient concentration check is wired into the Recognition Equity, Culture Momentum, and Team Stability widgets, rising concentration hurts the score, which is the right direction for a fairness control. A Network Isolation widget catches the inverse case, people receiving zero. Honest scope: the Gini-based fairness control runs today across three widgets; surfacing it as a single named "Concentration / Nepotism" page with a dedicated UI is on the Q3 roadmap.

No. The picture is built from what actually happens: who gets recognized, how often, by whom, and which Company Value the recognition points to. Pulse surveys can sit alongside Wudd if you want them, but they are not the primary signal, the recognition graph is.

Days, not months. You add the org structure, list your Company Values, and send invites. The Connect channel goes live the same day; the recognition signal builds itself once the team starts using it. No deep IT integration needed.

Employees earn points from recognitions and from completing performance goals, then spend those points in the in-app store. The store is stocked from a pre-approved supplier network, no catalog for you to build. Every redemption generates a receipt; compliance-ready receipts are generated automatically. Wudd does the books, the accounting layer issues the receipt.

Not easily. The five-layer cap stack makes it expensive, a manager has a finite weekly budget and a finite monthly budget per receiver, and per-value caps prevent loading every recognition onto the same axis. The Gini-based concentration check surfaces the pattern when a single source is sending an outsized share to a single recipient. And cross-team recognition reads differently from same-team recognition by design. Wudd treats them as different signals, not the same one.

Yes. Values are your list, not a generic template. Badge criteria are tunable per department. KPIs in the Strategy module require a metric binding, a target threshold, and a validator 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.

No. Wudd is not HRIS, by design. The Automation engine ships nudges and budget actions; the "Thursday off" framing in some marketing material is a notification template, not a leave grant. Manager-employee leave coordination happens in your HRIS, off-platform.

By watching how someone's recognition pattern changes. If the network shrinks, if the velocity of recognition coming to or from someone drops, the Attrition Signal flags it. Critically, every flag carries an explicit confidence level, high, medium, low, or insufficient_data when the team has not generated enough recognition history to predict reliably. We never zero-fill missing signal.

Shipped today: Recognition Feed, Grant Badges, Occasions, Values Algorithm, Wallet + Rewards Store with automated compliance-ready receipts, KPI/OKR Strategy module with metric binding and audit log, Promotion Engine pillar architecture, Succession dossier with Lock & Seal, five-layer cap stack, Gini-based fairness widgets, Network Isolation widget, plan grandfathering. Q3 roadmap: full employee-visible weight-snapshot UI, model-level append-only guard on the audit log, Promotion-side enforcement parity with Succession, Concentration widget surfaced as a single named UI, lunar-holiday matcher for Eid al-Fitr / Eid al-Adha / Ramadan, the four additional automation event keys (today only `culture.challenge_requested` and `culture.recognition_nudge_requested` emit in production).