PRICING

At Loop2U we take people very seriously. That’s why our pricing is set for you to start fast with no hassle. Use us, get to know us, and drive change with data. If you need a little something extra, we can help with that too.

BASIC

$1

PER USER/MONTH

our basic loop

  • Non-disruptive engagement tool
  • Dynamic performance review
  • Blockers
  • Successes
  • Quick poll
  • Customize frequencies
  • Report extracts
  • Full archived history of ratings, blockers, and accomplishments
  • Full Manager dashboard
  • Full Team Member dashboard
  • Access to tech support

ADD-ON

$1

PER USER/MONTH/LOOP

additional loops

CROWD LOOP

  • Dynamic crowd sourced peer review
  • Manager dashboard
  • HR dashboard

LEADER DEVELOPMENT LOOP

  • Coachbot
  • Leader tips
  • Self review
  • Custom weekly report

PERSONAL DEVELOPMENT LOOP

  • Personal plan
  • Coachbot
  • Performance tips
  • Self-review
  • Weekly custom reports

PREMIUM

$3

PER USER/MONTH/LOOP

premium loops

MICRO-STRATEGY

  • Top 2 major objectives
  • Dynamic objective status
  • Team member dashboard
  • Leader dashboard

STRATEGIC DRIFT

  • Strategic drift analytics
  • Performance prediction analytics
  • Turnover prediction analytics
  • Executive dashboard by organization

HR DASHBOARD

  • Engagement analytics
  • Performance analytics
  • Strategy analytics
  • Value comparison by salary, position, department
  • Compliance alerts (harassment, flight risk, etc.)

SERVICES

CUSTOM

TIME & MATERIALS

deployment services

  • Quick start for teams
  • Bulk-load
  • Strategic execution workshop
  • Performance leadership workshop
  • Personal development workshop
  • Implementation services
  • Custom ETL services

FAQs

Frequently asked questions

WHAT's SO COOL ABOUT YOUR TECH?

Here’s where we give you some incredible competitive advantage.

Our patent pending technology uses proprietary learning algorithms with a privacy conscious sentiment analysis technique that teases out unbiased human capital anomalies. Often companies use data scientists to sift through mounds and mounds of HR data. That trend by the way is decreasing – what the industry is finding is that data scientists aren’t as valuable because they don’t understand the business. But, you still need a scientific approach and that’s where Loop2U comes in. We do the data science for you and it’s all embedded in our simple, light-weight, but highly scalable platform that is super user friendly.

Here’s the deal – we understand business. We understand people. So, we’ve put together a solution that delivers analytics around individual and team performance, manager engagement, and enterprise strategy effectiveness. It’s as simple as 1-2-3 (at least for us).

How have we done it? That’s the secret sauce – but we can share this much – we use machine learning to detect sentiment and bias within the workforce, and compare those outputs with strategic direction to tease out predictive indicators that you need to run your business, to keep your people happy, to keep the right work flowing, and to add a layer of competitive advantage within your market.

As you can tell, we’re pretty excited about what we do.

 

WHY ARE YOU DIFFERENT?

We are different because we put people first and software second. Loop2U is founded by guys who are pretty angry at a culture that uses performance reviews to box people up and put them on a shelf. We love innovation, creativity, and speed to market. We believe collaboration and performance management succeeds when it runs like a good sports team. Our core values, are simple – collaborative iteration and focus on the win.

 

WHY DID YOU PICK THIS IDEA?

Why this idea?

We work on problems we see in the market.

Problem 1:

HR has become more and more dominant in business leadership over the last decade, heavily influencing CEOs and other corporate leaders. Their dominance has led to a bureaucratic approach with an emphasis on standardizing processes across the enterprise. The problem with that is HR people have rarely led a real business, led real teams in production environments, and as a result the processes and products they conceive don’t sit well with those who have to use them. To that end, most performance management implementations have strong HR leadership behind them.

Traditional performance management systems are heavy, heavy handed, and are skewed to the perspective of the manager. These systems rarely deliver information that is useful in real-time (or at any time) to the manager; and, these systems usually are highly offensive to the worker who makes input and sets goals on an annual basis in an environment that shifts priorities constantly. The worker is usually setup to fail in these systems.

The reality is managers and workers need just a little bit of information, but they need it constantly. They need to know what’s important, how it’s going, and what’s keeping them from winning. They need an accurate calibration on work performance.

Problem 2:

Another business problem is the inability for organizations (large and small) to set strategy and then easily track strategic contribution (i.e., have real indicators that point to work that moves the strategic dial and how far). Strategies fail for a number of reasons, including[i]:

  • Lacking cross-divisional commitments to execution,
  • Not flexing the plan with the environment,
  • Failing to organically embed true strategic understanding inside the workforce,
  • Becoming task-focused vs. strategic execution focused, and
  • Cultural emphasis on a top-down perspective (in other words, “only good strategic execution comes from the top” = false).

Combining both problems into one solution:

By looking at both of these problems together, the market is ripe for an approach that can modernize performance management by connecting it to strategic execution.

Benefit 1: Millennial workforce avoids traditional performance management, but still provides critical input with an active voice into an agile and lean performance review process. Active authentic voice into performance system.

Benefit 2: Management does not have to do performance management periodically and suffer the “what have you done for me lately” problem. Ongoing collection of management and worker perspectives, successes, and blockers produce a snapshot of performance, which tells a story of both management and worker. Ability to coach effectively and in real time.

Benefit 3: Strategic organizations can see how their strategies are worked on by tag analyses of the performance calibration. Ability to get more resources focused on strategic outcomes.


An article on strategy that you might want to checkout.

[i] Drawn from literature and experience. HBR article “Why Strategy Execution Unravels – and What to Do About It” by Sull, Homkes, and Sull provide nice insight. https://hbr.org/2015/03/why-strategy-execution-unravelsand-what-to-do-about-it

 

 

 

 

 

WHO ARE YOU GUYS AND WHY THIS SOFTWARE?

Learn more about us Our Founders

WHAT ABOUT INTEGRATION?

We are excited to help you with integrations. Contact us for our APIs and our custom integration plans with your current performance management and HR systems.

WHAT ABOUT PROFESSIONAL SERVICES - CAN YOU HELP ME GET STARTED FAST?

Your success is important to us, so we offer consulting and quick-start options for our premium, strategic, and enterprise clients. Contact us to discuss the details.

INVESTOR INFORMATION

If you are looking for our investor packet, please contact Gordon through email: gordon.whitehead@captus5.com.

HOW DO I CONTACT YOU?

We’re pretty easy to get in touch with – here’s our contact page.

Contact Us