Has given soul and energy for three years. No one has said it out loud. He now does exactly what his job description says. Nothing more.
Said brave things in a meeting last month. Met with silence. Now she just sends PowerPoints. She doesn't push back anymore.
Asked for a conversation three weeks ago. It got postponed. Again. He has stopped asking.
Comes in earlier. Stays later. Sleeps worse. Still smiles in meetings. She tells no one.
Culturequest reads your culture continuously and warns you about resignations, stress and leadership problems weeks before they hit the bottom line.
Used by Danish companies that measure culture the way they measure sales
The research is clear, and goes back 30 years. When culture becomes measurable and actionable, companies see this on average:
Gallup · engaged vs. non-engaged teams
Gallup · high-engagement companies
Gallup · top-quartile engagement
Numbers from Gallup State of the Global Workplace 2024. Meta-analysis of 2.7 million employees across 276 organizations. culturequest is built on the same research foundation.
Classic wellbeing surveys give you two snapshots across 52 weeks. Everything that matters happens in between: stress builds, motivation drops, leadership problems smolder, and resignations take shape without anyone seeing it. Culture intelligence reads your culture continuously, so you can act while the window is still open.
Most companies don't have a wellbeing problem.
They have a timing problem.
Tell the assistant a bit about yourselves, then watch a full measurement year unfold with your company and your department in the lead role.
Select a category on the left to see the preview
Stress is rising while recognition drops and psychological safety turns passive. This signal pattern typically shows up 4-6 weeks before a resignation or sick leave.
Identify 2-3 ongoing projects that can be postponed 4-6 weeks or deprioritized. Announce it to the whole team, not individually, so no one feels singled out.
Book 25-min meetings with no agenda. Ask: "What do you need from me over the next 4 weeks?" It's the manager question with the strongest documented effect in the platform.
This is a simulation. In the real platform it's your own employees, and the signals come from real data. week by week.
The rule is simple: if it helps a manager, HR or the executive team make a better decision, it belongs with us. Pick a module below to see what it includes.
Covers both the physical and psychological work environment as the Danish Working Environment Authority (Arbejdstilsynet) requires. Industry-specific templates, anonymous responses, documented every 3 years as the law requires.
The legal requirement, covered. Plus what makes the difference day to day.
APV responses automatically become concrete actions. Every task has an owner, a deadline and a status that Arbejdstilsynet sees at inspection.
A digital tool that gets your workplace risk assessment (the Danish APV) done in 14 days, fully meeting the requirements of the Danish Working Environment Authority (Arbejdstilsynet). Between APVs we catch stress, leadership problems and resignations, so you can act before they hit the bottom line.
Used by Danish companies that measure culture the way they measure sales
The APV is not just a survey. It is three specific legal requirements, and every one of them must be documented. If just one is missing at an inspection, the company is not compliant.
The APV must be in writing and cover both physical and psychosocial working conditions. Verbal conversations or engagement surveys are not enough.
Every identified problem needs a concrete plan with an owner, a deadline and follow-up. That is the part Arbejdstilsynet asks about most often.
The APV must be revised at least every 3 years, or whenever there are significant changes in working conditions, organization or work environment.
An engagement survey was presented as documentation but did not meet the requirement for a written action plan.
APV prepared in 2019, not updated after major organizational changes. Home workstations not mapped.
Psychosocial work environment mapped verbally, missing the statutory written assessment.
The APV is a point-in-time legal requirement, and we handle it in 14 days. But the valuable insight comes when your culture is measured continuously. Both in one platform.
Pick a template or build your own directly on the platform. Ready in minutes.
Upload your previous report (Excel, PDF, another vendor) and we benchmark against it.
Anonymous responses on mobile in under 5 min. Reminders sent automatically.
Results across departments, roles and demographics. Clearly visualized.
The AI assesses risks and suggests concrete actions, ready for Arbejdstilsynet.
Create action plans directly on the platform: who does what, by when, and who follows up.
Documentation, action plans and follow-up always available, for you and the inspectors.
3 survey cycles, interventions and ROI in one place, ready for the next APV cycle.
See what an APV looks like in culturequest, from setting up the questionnaire to category analysis and the action plan. No signup, no credit card.
An APV in a manufacturing company is about different risks than one in a hospital or an IT office. Each template is calibrated to the risks employees in that industry actually face, so you avoid irrelevant questions and catch what matters.
Physical and psychological strains employees live with daily, including the ones a walkthrough never shows.
Emotional strain, shifts and time pressure create a work environment where many burn out in silence.
Hybrid work, always-on culture and a fast pace of change create a new set of risks that classic APVs rarely catch.
Answer a few questions and we build a concrete picture of your situation and what the next step is. No contact form, no "wait for a sales rep".
Once you've answered the questions, you'll see where you stand here, and can download the quote as a PDF.
Start with the questionShort, honest answers about the APV, the legal requirements and digital tools.
APV stands for arbejdspladsvurdering, the workplace risk assessment required by Danish law. It is a mandatory, structured assessment of the working environment at a Danish workplace. It covers both physical conditions (ergonomics, indoor climate, safety) and psychological conditions (workload, leadership, collaboration). The employer is responsible for carrying out the APV, and the result must be documented in writing and available when the Danish Working Environment Authority (Arbejdstilsynet) comes to inspect.
Yes. Every Danish workplace with employees must complete an APV. That applies regardless of size or industry. The requirement is anchored in the Danish Working Environment Act and enforced by Arbejdstilsynet.
Three concrete requirements must be met:
A missing APV can trigger a formal notice, a fine or, in serious cases, a work stoppage.
At least every 3 years. And always when working conditions change significantly. Examples of significant changes that trigger a new APV:
In practice, we recommend supplementing the mandatory APV with annual pulse surveys. That catches psychological work environment problems earlier than the three-year cycle allows.
A compliant APV form covers five areas:
The action plan is where most fall short. An APV form without concrete deadlines and owners is not legally compliant.
Yes. Arbejdstilsynet publishes free APV templates per industry, and many industry associations offer their own versions too. They are a good place to start if you are a small company with no need for continuous follow-up.
The downsides of free APV templates in Excel or PDF:
For organizations above roughly 30 employees, a digital APV tool typically pays for itself in the time it saves.
Prices in Denmark vary widely:
For organizations that want to use their APV data actively for the rest of the year, a broader culture platform is typically cheaper over 3 years than a pure APV tool plus a separate pulse survey solution.
The APV is legally required and broad. An engagement survey is voluntary and focused.
The APV covers the entire working environment (both physical and psychological) and is a compliance requirement from Arbejdstilsynet. It is typically carried out every 3 years and results in an action plan with owners and deadlines.
An engagement survey is a voluntary, often more frequent measurement that typically focuses on the psychological work environment, engagement and employee satisfaction. It is used for management purposes, not for compliance.
The two do not exclude each other. On the contrary, you get the most value by using the APV cycle as your baseline and supplementing with ongoing engagement surveys between APVs. Read more about engagement surveys vs culture intelligence.
Arbejdstilsynet can issue three types of reactions:
If the APV is missing entirely, the result is typically an immediate improvement notice or a fine. In particularly serious cases (for example where a missing APV has contributed to a workplace accident), it can lead to prosecution of the leadership.
In practice, the most important thing is having the APV available, electronically or on paper, with written documentation, an action plan and follow-up. That is the documentation Arbejdstilsynet asks for first.
A 1:1 and performance review tool (the Danish MUS) built for managers, not for the HR archive. Most software documents the conversation. Ours prepares you, suggests questions based on what the employee has shared, and lets you see patterns without breaking the trust in the room.
The research is unambiguous: structured 1:1s drive engagement and keep people around. Yet it's the most haphazard piece of leadership work in the organization. Here's the price, and here's why it happens.
3 minutes before the calendar ping, Teams opens. "What did we talk about last time again?" The rest of the conversation goes from there: status on tasks, no real coaching.
The employee mentions something important. Time runs out. It gets pushed. Next time: forgotten. Three months later it has turned into a resignation, and the manager doesn't understand why.
Four employees have raised workload in the last 14 days, in four separate 1:1s. The manager only sees one conversation at a time. The pattern only surfaces when someone quits.
Most 1:1 software is built for HR. Ours is built for the manager. The AI analyzes your own conversations and your leadership style to make you better, not to report upward.
The manager takes a short self-assessment (DISC or Big5, voluntary). The AI combines it with your own conversations and gives you concrete advice for the next 1:1, not generic leadership platitudes.
Fixed frames for different conversation types: 1:1, career conversation, performance, exit interview, with room for what actually matters.
Privacy-first transcription runs locally or in the EU region. The manager doesn't have to take notes while the employee talks. The AI extracts action items and follow-ups automatically.
If 5 employees raise the same concern in each of their 1:1s, the AI sees it. You get a signal, without seeing who said what. Only aggregated patterns.
culturequest's culture data points to areas on your team that need attention. The AI suggests where in the 1:1 you can bring it up, without revealing individual answers.
That's our first-priority design principle. A 1:1 tool that reports to HR is a surveillance tool, not a coach. We won't build that.
The AI works for the manager and only analyzes the manager's own notes to give better coaching. HR never sees the content of individual conversations. They only see aggregated patterns across many managers, where individual employees can't be identified.
Employees can ask to have their own notes deleted or exported at any time. GDPR compliance is built in from day one.
Culture intelligence sees early signals on a team: anonymous, aggregated, without knowing who. The manager has 1:1s with named people, but doesn't see the aggregated signal. Today those two worlds don't talk to each other. With us they do.
"I've been thinking about the workload on the team. How are you experiencing it?"
Last 1:1 (May 8): Mette mentioned a project deadline putting pressure on her. Agreed on fewer meetings for the next 2 weeks.
Four scenarios where culture intelligence + 1:1 together become far more than their sum.
The AI briefs the manager on team patterns that call for attention, without revealing who contributed. The manager opens the conversation with relevant context, not fishing.
When an employee mentions stress in a 1:1, the AI can privately confirm: "It's not just her, it's a team pattern." That gives the manager the backbone to act, not dismiss.
The SDI algorithm sees silent disengagement on a team. It can't say who. But it can say: "Listen extra carefully in the next 3 1:1s."
After 8 weeks of focused 1:1s, the system can show: "The stress signal has dropped 12%. Your conversations worked." The feedback loop other tools don't have.
A new employee typically knows within 6 weeks whether they'll stay or go. The AI runs a 30-60-90 program and catches friction early, before the doubt settles in.
Performance is slipping. The manager knows it has to be said. But how? The AI helps with wording that's precise without being harsh, and lets you rehearse the conversation via role-play before the real one.
Patterns across conversations point to disengagement 6-8 weeks before the employee has made up their mind. The manager gets a signal, and time to act.
The questions managers and HR ask about 1:1s, MUS and AI coaching. Short, honest answers.
Recommendation: weekly or every other week, 30 minutes. Research from Gallup, Microsoft and Harvard shows unambiguously that frequent short 1:1s drive more engagement and retention than rare long meetings. A monthly 1:1 is better than none, but everyday challenges develop over weeks, not months.
Our 1:1 tool automates the calendar rhythm so the manager doesn't have to remember to book. The meetings are already there, and the prep is ready 24 hours ahead.
A good 1:1 has 4 elements, in this order:
Our tool suggests the agenda based on what the employee has written since last time, so the manager isn't sitting there with a blank page and a guilty conscience.
1:1s are ongoing, the MUS is annual. 1:1s happen weekly or every other week and deal with what's current: progress, blockers, wellbeing right now, micro-feedback. The MUS is the annual zoom-out: where are we, where are we heading, how are you developing over time.
The two formats solve different jobs. It's hard to run a good MUS without good 1:1s along the way, and vice versa. Our tool covers both in the same platform so the manager doesn't have to juggle multiple systems.
No, the MUS is not directly required by law. The workplace risk assessment (the Danish APV) is, though: every Danish workplace with employees has to do one. The MUS is standard practice in most organizations as good leadership, not as a compliance requirement.
But: if you have a collective agreement or HR policy that mentions the MUS, it can be contractually required. Check your own documents.
The manager's prep: the employee's development since the last MUS, ongoing projects, which directions make sense for both the person and the business, possibly feedback from peers or customers.
The employee's prep: their own wellbeing level, development wishes, questions for the manager, status on last year's agreements.
Our tool automatically summarizes a year of 1:1s and builds a MUS agenda based on the recurring themes, so the conversation is about development, not about remembering what you actually talked about in March.
A MUS review (medarbejderudviklingssamtale, the Danish annual development review) is the yearly structured conversation between manager and employee. It looks beyond the everyday and covers wellbeing, development, feedback and direction on a 12-24 month horizon. A typical MUS lasts 60-90 minutes, follows a MUS template with structured questions, and ends in concrete agreements that are followed up through the year.
The difference between the MUS and the 1:1 is the rhythm. 1:1s are about this week. The MUS is about this year.
The sweet spot is 60-90 minutes. Under 45 minutes gets superficial: there's no time to go deep on wellbeing, development, feedback and direction. Past two hours, both manager and employee lose focus.
Most Danish organizations set aside 75 minutes for the conversation itself plus a 15-minute buffer to write down the agreements while they're fresh. Make sure to book undisturbed time. A MUS interrupted by emails or meetings is no MUS.
A solid MUS template covers four areas:
In culturequest, the AI suggests personalized MUS questions based on the patterns that have surfaced in the employee's 1:1s through the year. So you spend the hour on what matters, not on repeating settled topics.
The MUS is about the work, the development and the collaboration. Not about private life, unless the employee brings it up themselves. Three types of questions managers should stay away from:
If in doubt: keep the focus on behavior and results you have both seen. Not on speculation about what's behind them.
The main rule: documentation should help the manager, not police the employee. If it turns into compliance theater, people do it half-heartedly and it becomes worthless.
Our approach: the AI listens (with consent) and produces a short summary + agreements, without the manager writing anything. The manager reviews in 30 seconds. The employee automatically gets a copy of the agreements. No forms, no 27 fields.
HR never sees the content of individual 1:1s. The manager's notes, AI coaching advice and DISC profile are only visible to the manager. HR only sees anonymized team patterns across many managers.
The AI works for the manager and only analyzes the manager's own notes to give better coaching. Models are never trained on your conversations. Data is stored in the EU. Employees can ask to have their own notes deleted at any time. Read our privacy principle →
We're building the 1:1 tool together with managers from our current customers. Join the beta list, you'll hear from us when early access opens and can test it free for 90 days.
The classic workplace engagement survey is an annual snapshot. In a labor market where stress builds over weeks and resignations mature over months, that's too late. Culture intelligence is the alternative to the annual wellbeing survey: continuous culture measurement that catches the patterns before they get expensive.
Across Football Operations and Commercial & Partnerships, leadership comes up as a recurring theme, with uncertainty around priorities and strategic direction.
Used by Danish companies that measure culture the way they measure sales
Same underlying goal, very different methods. The difference is how often you measure, what you can see in the data, and whether you can act before the pattern escalates.
Backward-looking data, a few measurement points per year.
Typically one big annual survey, maybe a mid-year pulse. That's an annual cadence in an everyday domain that shifts in weeks.
Shows where you stood the last time you measured. Between two surveys the camera is off.
Scores at company and department level. The team patterns that predict resignations disappear in the average.
Data lands 8-12 weeks after the field period. Action happens in hindsight, if you get to act at all.
Proactive / forecast data, continuous flow.
Short pulse surveys monthly or quarterly. 2-3 questions at a time, roughly 2-3 minutes per employee.
Early signals of stress, resignations and leadership problems before they hit the bottom line.
The patterns live at team level. We show you where it's happening, not just a company-wide number.
Prioritized recommendations for the manager before the pattern escalates. Not a report, an action list.
An engagement survey is a polaroid on the corkboard, a frozen image you take once, maybe twice. Culture intelligence is the live stream running between the pictures. That's where the patterns live.
Everything important happened between these two pictures. 4 stress-related sick leaves, 2 resignations, a leadership conflict that escalated quietly. The camera was off.
We show you everything that happens in between. Stress building week by week. Recognition dropping. The patterns that predict resignations 4-6 weeks before they happen.
An engagement survey asks the right kind of questions, it just asks them too rarely and too late. Everything important happens between two annual surveys. Here's what you're missing.
Data lands 8-12 weeks after the survey. The next survey is 12 months later. By then the employee is already halfway out the door, and the contract with the recruitment agency is signed.
"7.3 in wellbeing" doesn't tell you whether you're heading up or down. A team can score high on wellbeing and be heading toward collapse. It's the direction, the momentum, that predicts whether people stay.
Engagement surveys show company averages. They don't tell you that the marketing team is crumbling while R&D is thriving. The patterns live at team level, and they shift in weeks, not years.
Predictive exists at the enterprise platforms (Peakon, Culture Amp, Qualtrics) and at Woba. Compliance with the workplace risk assessment (the Danish APV) exists at Woba, GAIS and Ennova. Academic burnout frameworks, a performance review tool (the Danish MUS) and open pricing in one SMB-friendly platform: that's the combination we own.
| Feature | Peakon | Culture Amp |
Qualtrics | Woba | GAIS | Ennova | Howdy | Zoios | Office Vibe |
culturequest |
|---|---|---|---|---|---|---|---|---|---|---|
| Continuous pulse surveys Weekly/monthly, not just annually | ||||||||||
| Predictive ML Predicts problems before they hit | ||||||||||
| APV compliance Meets the requirements from the Danish Working Environment Authority (Arbejdstilsynet) | ||||||||||
| Academic burnout frameworks Karasek + SDT as the analysis layer | ||||||||||
| Manager 1:1 tool AI coach for 1:1s and reviews | ||||||||||
| Action plans per team Concrete actions, not just a report | ||||||||||
| SMB-friendly pricing 100-300 employees without an enterprise budget | ||||||||||
| Danish roots DK support, language, GDPR data in the EU | ||||||||||
| Open price transparency Price per employee published publicly | ||||||||||
| Performance and development reviews (the Danish MUS) Structured workflow for performance conversations |
The 9 questions we get asked most about engagement surveys. With honest answers. You'll find our pitch about culture intelligence between the lines.
No, an engagement survey in itself is not required by law. The workplace risk assessment (the Danish APV) is, though: every Danish workplace with employees has to do one, and it covers both the physical and the psychological work environment. The APV is the minimum requirement and has to be updated at least every three years, or whenever there are significant changes to the work.
An engagement survey goes further than the APV: it measures engagement, motivation, satisfaction and culture, things that aren't necessarily work-environment problems but that predict resignations and productivity. We have a dedicated APV tool that covers the legal requirement, plus continuous measurement that catches the day-to-day.
Classic engagement survey: 1-2 times a year. Most Danish companies run one big annual survey, sometimes supplemented with a half-year pulse. That's better than nothing, but the research shows that engagement and stress shift over weeks and months, not years.
Continuous measurement (culture intelligence): weekly or monthly. 2-3 short questions at a time, taking 2-3 minutes. It gives you direction and momentum, not just a snapshot. We recommend combining one thorough annual survey with ongoing pulse checks, so you both meet the APV requirement and catch the patterns in between.
The eight core areas every engagement survey should cover:
In culture intelligence we keep the questions short (3-5 at a time) and rotate them so we cover all eight areas over a month, without wearing employees out with 60+ questions once a year.
Anonymity is critical for honest answers, without it you get prettier numbers but not the truth. Three technical requirements:
In culturequest these three are built in by default. Comments can be shown verbatim if the employee consents, otherwise themes only.
Realistic benchmarks for Danish companies:
Three things that raise the response rate: (1) Short surveys, under 5 minutes. (2) Visible results within 2 weeks. (3) Concrete follow-up from the manager, people don't answer if it doesn't seem like it matters. We typically see 80-90% in a continuous pulse format.
Engagement surveys fall under GDPR because answers can be linked to an employee. That sets four requirements:
In culturequest all data is stored in the EU (Frankfurt), pseudonymized by default, and you get a data processing agreement at onboarding.
The price depends on the provider, the format and the size of the company:
Hidden costs to keep in mind: time for analysis (typically 20-40 hours per survey), communication to employees, and follow-up workshops. With us it's included, because a survey without follow-up is money out the window.
The main rule: if you can't act on the results within 30 days, you've measured too rarely or too broadly. Results that land 3 months after the survey, and are only shared at the executive level, don't create change.
The process that works:
Culture intelligence is built for exactly this loop: signals → action → measurement → adjustment. Not an annual report that ends up on the executive team's shelf.
Three decisive differences:
An engagement survey tells you where you were. Culture intelligence tells you where you're headed. See the difference visually.
A curated network of Danish consultants for leadership development, team coaching and strategic culture work. Describe what you're facing. Our AI points to the right match and suggests a concrete service. Booking through culturequest.
A curated network of Danish culture consultants. Each with a strong specialization. Booking through culturequest.
Kulturkompasset · 27grader
Behavioral psychologist who turns culturequest data into tangible behavior change. Specialist in psychological safety, leadership team programs and focused workshops.
Founder · Culturequest
Founder of culturequest and strategic advisor with 15+ years of experience. Strong on executive sparring, founder-led transformation and connecting culture to business strategy.
Each format is built for a specific need. Pick the one that matches your time horizon and budget.
One day, one focus. Best for specific "red flags" in your culturequest report, e.g. feedback culture, stress or psychological safety.
A structured 3-6 month program for leadership teams. Building psychological safety, calibrating direction, breaking down silos.
A session-pack model. One-on-one sparring with your CEO or head of HR. Flexible, focused on personal impact and strategic decisions.
Short, honest answers.
The price depends on the consultant and the format. Typical ranges: workshop DKK 25-50k, program DKK 125-350k, sparring DKK 3,500-6,000/hour. We give you a concrete quote based on your situation.
Three reasons: (1) We have curated the consultants, so you know they deliver quality. (2) We match your culturequest data with the right profile, so you don't have to guess. (3) We handle contract and invoicing, so you get one vendor instead of many.
Three criteria: minimum 5 years of experience with organizational and leadership development in Danish companies, an evidence-based approach (not "guru" approaches), and documented results from previous clients. Every consultant goes through a conversation with Benjamin (founder) before they join.
Yes. If you're already a culturequest customer, we can see which dimensions you score lowest on and suggest consultants with matching specialties. Not a customer yet? Describe your situation and we'll still find a good match.
We broker the first match and handle contract and invoicing. The actual work runs between you and the consultant. We stay out of the content. But we follow up after the program with an impact measurement: did it work?
Totally fine. We don't force anyone to use our network. If your own consultant wants to work with culturequest data, we can set up sharing. Write to us and we'll find a way.
Leadership development is the structured activities that make a manager better at leading people, teams and the business. It covers both the professional side (strategy, decision-making, communication) and the human side (self-awareness, collaboration, conflict handling). The activities can be workshops, individual coaching, leadership programs over several months or ongoing sparring.
What matters is not the format but the link to concrete challenges. Generic leadership development that doesn't meet managers where they stand quickly becomes theory with no effect in practice.
It depends on the goal. Three typical lengths:
Our experience: programs under 3 months rarely land as behavior change. Programs over 12 months lose momentum. The sweet spot for most Danish SMEs is 4-6 months.
The Danish market typically falls in these ranges:
Our prices sit in the lower-middle end of the market. We pay for quality and results, not for famous names. You get a concrete quote after a conversation.
Leadership development is the umbrella term for everything that makes a manager better. It covers both individual and full leadership team programs, and typically refers to structured work over weeks or months.
Executive coaching is a 1:1 format where an external coach works with one leader, typically over 3-12 months. Most valuable when a specific leader needs to move (e.g. a new CEO in a cultural transformation or a CHRO facing a major reorganization).
Rule of thumb: if the problem sits with one person, go with executive coaching. If it sits in the interplay between several managers, go with a leadership team program. If it's broad and structural, go with leadership development across the organization.
Most organizations measure the effect of leadership development by asking participants "what did you think of the course?". That is useless as an indicator. Real impact measures require a baseline + follow-up.
We compare concrete numbers before the program with the same numbers 3 and 6 months after:
Not every metric moves in 6 months. But if none of them do, the leadership development hasn't landed. Managers rarely get an answer to that. With us it's standard.
A dedicated program for companies that want more than a self-service tool. You get 365 days of access to culturequest, 2 hours of consultant coaching per month, a kickoff workshop, a mid-year review and a final report, at a discounted pilot rate in exchange for helping us make the platform better. A limited number of spots per year.
Overall, employees show moderate engagement with mixed results on stress and workload.
Stress levels and work-life balance in particular show challenges that need attention.
Used by Danish companies that measure culture the way they measure sales
We're looking for Danish companies with 50+ employees that already have experience with engagement or pulse surveys and are curious about what culture intelligence can add. In the pilot program we tie the three risk areas our ML system monitors, absence, retention and leadership, directly to your bottom line.
In the pilot program we spend 12 months turning these benchmarks into your actual numbers: DKK per stress-related sick leave, DKK per departure, and how much of your performance is driven by leadership. The three risk areas map to our ML system's primary algorithms: Early Warning (absence), Silent Disengagement (retention) and Leadership Risk (performance).
A classic annual wellbeing survey gives you two snapshots of the year, one in January and one in July. Everything that costs you money happens in between. The pilot program is built to catch what falls between the measurement points.
Stress levels slightly above industry average for 3 out of 20 employees.
Too early to conclude. But the pattern matches what we typically see 6-12 weeks before the first sick leave.
The pattern typically escalates over 8-10 weeks.
The pilot program isn't for everyone, we only admit companies where culture intelligence can genuinely move the needle. In return you get a 12-month program with concrete deliverables every month, not just a dashboard.
You've already run engagement or pulse surveys (in-house or through a vendor). We build on top of your existing baseline, not from zero. That means faster insights and better comparison.
Statistical significance takes volume. We need at least 50 employees spread across multiple teams to extract team-level patterns without compromising anonymity.
A named point of contact + leadership's commitment to act on the data. We don't take on companies where the report ends up in a drawer. The pilot program is an investment, of your time too.
The pilot program isn't an extended free trial. It's a partnership where you get close access to us, and we get help building the platform your industry actually needs.
Answer three questions and we'll build a concrete picture of what the pilot would involve for you, and where you'd start. No sales sequence.
Once you've answered the questions, you'll see here where the pilot starts, and you can send your sign-up.
Start with the questionThe pilot rate is a significant discount on our list price for the entire 12-month engagement. The actual price depends on your size and which modules you want to use, so we give you a tailored offer in the qualifying call, not a standard package.
In exchange for the discount, you commit to a partnership (case study, feedback, reference). It's a trade, not a package price. After the pilot period you can roll over to regular list price or extend at the same rate.
The free trial is self-service. You sign up at live.culturequest.io, create question sets, run one cycle, and see how the platform works. No contract, no consulting time, no commitment.
The pilot program is the opposite: a 12-month engagement where we stay close to you (kickoff workshop, 2 hours of monthly consulting, mid-year review, direct access to the founders) in exchange for a pilot rate and a partnership to make the platform better. It's for companies that want to genuinely move their culture, not just try the tool.
Three things, beyond the usual (response rate, a named contact person):
For leadership: about 8-12 hours total over the 12 months, 1 hour kickoff, 60 min mid-year review, 60 min final report, plus regular advisory sessions and questions between cycles.
For employees: 2-3 min per pulse survey, typically monthly. Question sets rotate over the year so you cover every dimension without wearing out employees. Lower total time than an annual 60+ question engagement survey.
You keep full ownership of your data. If you decide not to continue, we export all your data to you (CSV + APV report as PDF) and delete it from our systems within 30 days. The deletion process is documented and logged.
It's detailed in our data processing agreement.
No. Results are only shown at team level, and only when the team is large enough to guarantee anonymity (typically at least 5 responses per team before results are released). You can't see "what did Anna answer", and you shouldn't be able to. That's what makes honest answers possible.
A full year gives four to five complete measurement cycles spread across the year's phases, holidays, busy periods, organizational changes. That's what we see moving the needle: a direction over time, not a snapshot.
Shorter pilots (90 days or half a year) simply don't give enough data points to validate interventions, spot seasonal patterns, or deliver a reliable ROI basis. 12 months is the minimum to connect culture intelligence directly to your financials.
No. culturequest doesn't replace your HR system, it complements it. APV typically isn't covered by an HRIS, and pulse surveys / culture intelligence are a completely different discipline from a classic engagement survey. See the difference between an engagement survey and culture intelligence here.
Expert articles on predictive culture analytics, the workplace risk assessment (the Danish APV), engagement surveys and data-driven leadership. Written for managers and HR in Danish companies.
Pilot program for selected companies: 365 days of close collaboration at a discounted pilot rate. A limited number of spots per year.
culturequest was founded by two entrepreneurs who believe culture is not a side project or an HR exercise. It's a leadership discipline. And it deserves a serious tool.
culturequest started with a simple frustration: everyone talks about culture, but almost no one knows what to do about it. So we built what we were missing ourselves.
We're a founder-led team with strong partners alongside us. We believe company culture is not a side project, it's a strategy. And like any strategy, it should be measurable, actionable and part of everyday leadership, not an annual PowerPoint exercise.
culturequest helps organizations turn employee insight into clear priorities and practical leadership habits that actually change how work feels, and how teams perform. We combine continuous pulse surveys, cultural and behavioral insights and AI-driven analysis to surface early signals, cut down the guesswork and help managers act before problems get expensive.
Our goal is simple: make employee wellbeing and company culture easy to understand, easy to act on, and impossible to ignore.
We believe strong culture is built through clarity, accountability and the courage to act on what the data actually shows.
We turn complex people data into insight managers can understand and act on, without guesswork or vague conclusions.
We believe culture only changes when someone takes responsibility and follows up, not when reports get filed away.
We constantly question assumptions, challenge comfort zones and explore what really drives behavior and performance.
We focus on the changes that matter in everyday leadership, not on initiatives that look good but change nothing.
We're backed by investors and partners who have built companies themselves, and who help us make culturequest the standard for culture work in Danish organizations.
When we started culturequest, it came out of a very real frustration: culture gets talked about everywhere, but in practice managers are left with unclear surveys, heavy reports and far too little clarity about what to actually do next.
I have spent many years close to people and teams, and I have seen what happens when the "hard conversation" gets postponed. Small signals grow big. Trust disappears. Stress creeps in. Talented employees leave.
culturequest exists to make culture measurable and actionable, early. Not to add another HR exercise, but to support everyday leadership with clarity, ownership and the courage to act on what the data actually shows.
If you're here, I assume you take responsibility, and that you're willing to lead before it gets expensive. That's exactly the kind of work, and the kind of leaders, culturequest is built for.
Pilot program for selected companies: 365 days of close collaboration at a discounted pilot rate. A limited number of spots per year.
We're two founders, and we read every message ourselves. You don't have to go through a form or a support system. Just send an email or catch us on LinkedIn.
Tell us what it's about, demo, partnership, press, customer question, and whoever is closest picks it up. Typically a reply within one business day.
hej@culturequest.ioAn open overview of where culturequest is heading, so you know what to expect and can plan accordingly.
We're two founders building culturequest self-funded. We prioritize customer feedback over fixed deadlines, because we'd rather ship the right thing than ship to a specific date. When something moves from Next to Now, it's because customers asked for it. When something is ready sooner than planned, we change the order. This is a living plan, not a promise.
Actively in development right now.
An AI coach that makes the manager better. Beta closing soon. Beta list open for early access.
New customers get three follow-ups with a Danish onboarding partner, so you learn to read the signals, not just see the data.
Further development of early warning signals. More precise identification of manager risks 6-8 weeks before they hit the bottom line.
Planned next, with no promised dates.
Skill-building built on top of your own culture data. Learning that matches exactly what your managers need.
Culture signals right inside the manager's daily tool, not yet another dashboard to log into.
Same principle as Slack, for organizations on the Microsoft stack.
Compare your culture data with comparable Danish companies in your industry.
On the radar, not committed.
Individual management performance over time. How is each manager developing?
BambooHR, Personalio and other HR systems. Sync teams and employee data automatically.
Push notifications on the most important signals, so leadership can happen wherever the manager is.
For HR and leadership consultants who want to use culturequest as a platform for their own clients.
For customers who want to build on top of their own culture data or integrate with other systems.
We prioritize based on what customers ask for. If you have a need that isn't listed here, we'd like to hear about it, it might be the next thing that moves into Now.
Write to us ›See the full culture intelligence flow. From pulse survey and culture score to AI recommendations and action plan. No signup, no credit card.
The demo is free and no credit card. We'll send you a link so you can come back to the demo, and keep you posted if we ship something new. No spam.
Done clicking? Try the real product.
The demo shows the flow across everything. If you want to dive into a single module, we have dedicated pages for each.
Meets the requirements of the Danish Working Environment Authority (Arbejdstilsynet) and builds on your data, so the APV becomes continuous culture measurement.
See APV › Beta Q3 2026AI coach for managers. Preparation, recording and follow-up of 1:1s and annual MUS reviews.
See 1:1 & MUS › ContinuousThe classic engagement survey is an annual snapshot. See why culture intelligence has taken over.
See the comparison › Leadership developmentA curated network of Danish culture consultants for team coaching and strategic culture work.
See Consult ›Short, honest answers about the clickable demo and what you can expect.
The demo is designed to take about two minutes. You can click through everything important without logging in or creating an account. If you want to linger on a section, that's fine, you move on with the keyboard or mouse clicks when you're ready.
No. The demo is fully open with no signup. We don't ask for email, name or workplace. If you want to try the real product afterwards, you can start free at live.culturequest.io.
Yes. Send them straight to culturequest.io/demo. The link also works on mobile, so they can click through on the way to the meeting.
The whole culture intelligence flow: pulse survey running in cycles, culture score at team level, dimension breakdown across five categories (Health, Trust, Belonging, Purpose, Work environment), AI recommendations based on your data, and a report generator you can export for the leadership meeting.
It's the same flow your managers will work with, just with demo data instead of your own employees.
Three ways to go:
Our customers are leaders and HR. They talk about kroner, risks and decisions. Not about engagement scores. This is what it looks like when culture becomes business intelligence.
Culturequest guided us safely through our APV and delivered valuable insights into our culture. The software is intuitive, and overall Culturequest helped us uncover insights we wouldn't have reached on our own.
Culturequest has given us the insight and tools to actively improve our employees' wellbeing. It has sharpened our focus, created more open dialogue and made our initiatives far more effective.
Culturequest helps us understand what we do well, what's okay, and where we need to take action, with constructive analysis and feedback. It has made our assumptions and gut feelings visible, which lets us act more effectively and make better decisions.
Our old homemade surveys were subjective and time-consuming. Culturequest has made the process both easier and more professional. We now have a solid platform to build on.
Culturequest makes it possible for our managers to engage with their teams faster when wellbeing issues come up. It gives managers insight into the effect of messages from top management. The sparring sessions with a Culturequest consultant also create real value by delivering constructive, tailored solutions.
It felt simple, accessible and far less 'corporate' than similar providers.
The questions executives and HR leads ask in the first conversation. Short, honest answers.
No. An engagement survey is an annual snapshot. it tells you where you were back then. culturequest is continuous. it tells you where you are now, and where you're heading. Read the deeper comparison →
We don't replace your APV (keep that for compliance), but we give you the tool to act on culture day to day. Many of our customers use both. APV once a year, culturequest every 4 weeks.
Everything is anonymous at the individual level. We never show who answered what. Patterns are shown at team and department level, and only when there are enough respondents to guarantee anonymity (typically min. 5).
Data sits on European servers (EU), we're fully GDPR-compliant, and we have a clear data processing agreement ready from day one.
The first survey can run within 48 hours. Real onboarding. where you've built it into your leadership rhythm. typically takes 2-3 weeks.
We don't leave you on your own. Every customer gets a Danish onboarding partner who sits in on the first three follow-ups, so you learn to read the signals. not just see the data.
That's the most realistic concern. Our average response rate is 87%. markedly higher than traditional annual surveys. Three reasons for that:
The questions are short (2-3 minutes, not 20). The questions rotate, so it never gets mechanical. And when employees see that something actually changes after they answer, they keep answering. Trust is built through action.
The standard subscription runs on a rolling month + 1 month's notice. No long lock-ins by default, no "contact our customer success team to review it". You can cancel directly in the platform.
If you want a discount, we can enter into a longer agreement with a commitment, for example 10% on an annual deal. That's optional. We believe that if we don't deliver value, you shouldn't pay, and that's also why we show the price openly. We want customers who choose us, not customers who get locked in.
Fair question. The market has three kinds of players: enterprise platforms (Peakon under Workday, Culture Amp, Qualtrics), the Danish compliance and pulse survey tools (Woba, GAIS, Ennova, Howdy), and the simple pulse platforms (Zoios, Office Vibe). They're all good at their own thing. Here's what makes us different:
We measure culture, we don't take photographs. Most others are built as engagement platforms that measure the state in the moment. We're built as a culture intelligence platform that predicts direction. Our analysis layer uses academic frameworks (Karasek demand-control, SDT, NFA) on top of pulse data, so you see the early signals of attrition 4-6 weeks before they hit the bottom line. It's not the same product.
Danish isn't a translation, it's the foundation. Our questions, benchmarks and recommendations are built for Danish company culture from day one. When we say "recognition is dropping", it means something in a Danish context, not in an American performance-management framework. That's true of the Danish vendors too, but we add the predictive layer they're missing.
We're hungry in a different way. Peakon is part of Workday. Culture Amp has 600+ employees and institutional capital. The Danish vendors are good, but they've been in their seat a long time. We're two founders backed by operator investors (the Pensopay people), and we ship every week. When you call, you reach one of us, not a three-layer support team. If you're missing a feature, there's no roadmap board between you and us, we can just build it.
The price is open. You can see it in the next section. With most others you have to go through three sales meetings first. We believe that if you're going to choose us, you should be able to run the numbers right away.
It's not for everyone. If you want an American enterprise platform with 200 features you'll never use, there are better choices. If you need a pure APV tool and nothing else, call Woba or GAIS. If you want a partner who builds alongside you and is hungry to do right by Danish companies, then it's us.
Other questions? Write to us directly. we typically reply within 4 hours on weekdays.
Tell our AI what brings you here, and we'll build the right solution and price together. It could be the legally required APV, a MUS tool, culture intelligence or the whole platform. Get the quote as a PDF right away, no contact forms, no "contact sales".
Answer a couple of questions, and we'll build the price and ROI together, in real time.
Start with the questionWant more than self-service? 365-day pilot with close leadership sparring available at a discounted rate (limited spots).
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