Feedback you can talk to.
A conversation of about fifteen minutes in which Simon tells the story of a person’s results: how they solve problems, communicate, get their energy and handle pressure. Words and simple visuals, never scores.
Talk to Simon by voice or by typing. Step into the shoes of a candidate and ask Simon three questions.
You’re Sam. You’ve just finished your assessments, and Simon is ready to talk you through the results.
Feel what it’s like to get your results from Simon.
- • Talk to him, or type. He never rushes.
- • You can ask him three questions in this preview.
- • Words and visuals only: no scores, no comparisons, no verdicts.
When the feedback ends, the coaching can begin.
At the end of a feedback session, Simon can offer to keep going as their coach, or hand over to Anna if they would rather talk to a woman. Neither starts from zero: they already know how this person thinks, works and handles pressure, from the results Simon has just talked them through.
Simon and Anna are AI, and they say so. But they are not general-purpose chatbots that happen to be polite. How they listen, question, challenge and follow up is built on the methods of leading psychologists and coaches, and grounded in each person’s own assessment results. Coaching, not therapy: they know where that line is.
Starts from what the coach already knows
Simon has already walked them through their psychometric results, so coaching begins with a real picture of the person. Where it helps, the coach asks for more, like their CV or qualifications, and only with their say-so.
A coaching contract, then progress
Coach and coachee agree what they are working on, how many sessions, and what will count as progress. Each session starts from where the last one ended.
Practical, not motivational
Specific actions to try between sessions, plus books, podcasts and exercises chosen for this person and this goal. The kind of advice a good coach gives.
Around their real meetings
Connect a calendar and tag the meetings that matter to the goal. The coach helps them prepare beforehand and checks in afterwards. Read-only, and nothing is used until they tag it.
A nudge on WhatsApp
Short check-ins between sessions: a prompt before a big meeting, a question to reflect on, a reminder of what they committed to. Quiet hours respected, and one word switches it off.
Theirs to buy, or their employer's to give
Employees can buy coaching privately, outside the company's account. Organisations that want to offer coaching can provide it instead, and only ever see how much was used.
Hand the Thursday client update to Priya, and resist rewriting it. Note what you felt when you didn’t.
Let Priya present. Ask her one question, then wait.
Book · A short read on delegating well, chosen because his profile shows high standards and low trust in hand-offs.
Podcast · A 25-minute episode on first-time managers, for the drive home before session 4.
Illustrative coaching plan.
Most feedback is a report handed over. This is a guide who stays with you.
Assessment feedback usually fails at the last step: the person receives a document and is left to interpret it alone. Simon Feedback is built around that moment.
A conversation, not a document
Most people skim a PDF once and never open it again. Simon talks them through their results in plain language, in the order that makes sense for them.
Screens that move with him
When Simon talks about a strength, the chart appears. When he talks about a gap, the two views come up side by side. People see what he is describing.
Every person sets the pace
They can stop, go back, tap into a result or ask Simon a question. The feedback follows their curiosity rather than a fixed script.
Ends in a plan they own
The conversation finishes with a few small, specific actions the employee chooses to keep. Feedback that changes nothing has not done its job.
From released results to a personal plan.
This is the experience, and it is what you just tried in the preview above.
Results are released
Nothing shows until every assessment is complete and the client has approved feedback. Then the person gets a private link.
Simon walks them through
By voice or text, Simon tells the story of their results in themes, with screens that change as he talks.
They ask, explore and reflect
They can ask questions, and Simon answers from their own results. If a role benchmark was used, the story is based only on that role's competencies.
They leave with a plan
A few small actions they choose to keep, plus a transcript they can download.
Simon guides. People stay in charge.
The same rule as everywhere in Edge: AI does the explaining, and people own the decisions.
Simon explains. He does not judge.
He never gives scores, diagnoses, compares people with each other, or says how someone stands against a role. Sessions are limited to about fifteen minutes.
Private to the employee
The conversation belongs to the person it is about. What is shared with a manager is decided by the organisation's rules and the employee.
People stay in the loop
HR decides what is released and when, and managers still have the follow-up conversation. Simon prepares people for it.
See Simon Feedback in a real evidence walkthrough.
Tell us a little about what you're trying to solve and we'll come back with a walkthrough of the evidence model, the adaptive engines, and the reports it produces.
Demo walkthrough
See the candidate journey, assessment modules and reporting flow.
Pilot planning
Map the right assessments to roles, levels and decision points.