Common questions, answered clearly.

RUDY collects only what employees consent to provide: opt-in assessments, manager and peer feedback, and structured self-report data. RUDY does not monitor email, keystrokes, webcam activity, or any passive behavioral signal without explicit consent.

Yes. Employees have a personal dashboard showing all data RUDY holds about them, the AI outputs generated from that data, and the rationale behind any recommendations. Employees can request corrections, exports, or deletion where legally permitted.

Data visibility is role-scoped. Employees see their own full data. Managers see aggregated team health signals — not individual employee responses. HR and People Leaders see organization-level trends. OrgAdmins control configuration, retention, and access.

RUDY does not sell employee data or share it with third parties for marketing or advertising. Data processing is governed by RUDY's data processing agreement and applicable privacy regulations.

Employees can submit a data subject access request (DSAR) directly from their personal dashboard. RUDY processes deletion requests within 30 days in compliance with GDPR, CCPA, and applicable local law. OrgAdmins can also initiate bulk deletion for offboarded employees.

RUDY's AI analyzes aggregated signals to identify patterns at the team level. Every sensitive recommendation includes a confidence level, rationale, the data used, the data not used, and a recommended human next action. Nothing is a black box.

No. RUDY does not automate employment decisions. Every sensitive recommendation requires human review before any action. RUDY's design explicitly prohibits use as an automated decision-making system for hiring, performance management, or termination.

Low-confidence outputs are held until sufficient data exists. RUDY does not surface partial signals as recommendations. Insufficient data results in no output — not a low-confidence guess.

Yes, always. Every RUDY recommendation is a coaching prompt, not a mandate. Managers can dismiss, accept, or escalate any recommendation, and all review decisions are logged in the audit trail.

RUDY runs continuous fairness audits across protected characteristics including gender, age, tenure, and role level. Any recommendation pattern showing statistically significant disparity is flagged and removed from active use pending review. Fairness reports are available to HR and OrgAdmins in the governance dashboard.

Most organizations are fully onboarded within 3–4 weeks: 1 week for technical setup (SSO, HRIS sync), 1 week for admin configuration and manager training, and 1–2 weeks for employee onboarding and initial signal collection. Timeline varies by organization size and integration complexity.

RUDY works with teams of 50 or more. Aggregation thresholds require sufficient signal volume to produce accurate team-level insights. We recommend starting with a focused business unit or management tier, then expanding.

RUDY integrates via HRIS sync (for org structure and role data), SSO (for authentication), and optional collaboration tool connections. No deep technical integration is required to launch. Most organizations are live within a single sprint.

RUDY provides employee communication templates, a privacy FAQ, and an in-product explanation layer that answers employee questions about what is and is not collected. Your customer success manager supports adoption planning and tracks engagement metrics throughout onboarding.

The RUDY platform currently supports English, with Spanish and French available in beta. German, Portuguese, Japanese, Mandarin, Korean, Hindi, Arabic, and Dutch are scheduled for release in Q3 2026. Assessment localization and manager briefings are available in all supported languages.

Managers see a team health dashboard with aggregated signals across communication quality, workload balance, recognition frequency, and engagement. Individual employee data is never surfaced directly — managers see team-level trends and AI-generated coaching prompts based on those trends.

RUDY generates weekly or bi-weekly manager briefings that summarize team health signals, highlight areas of strength or risk, and suggest specific coaching actions. Each briefing is personalized to the manager's team and includes confidence ratings and rationale for every recommendation.

Yes. Employees can limit the signals they share with managers. Opting out reduces the data available for team health analysis but does not affect access to personal coaching features. Opt-out preferences are respected at the aggregation level — if too few employees in a team share signals, no team-level output is generated.

Coaching prompt frequency is configurable by the OrgAdmin and can be set to daily, weekly, or bi-weekly cadence. Managers can also set personal preferences within the bounds of org policy. High-urgency signals — like a detected burnout risk — can trigger immediate alerts regardless of cadence settings.

RUDY integrates with Google Calendar and Microsoft Outlook to surface coaching prompts before scheduled 1:1 meetings. Integrations with 1:1 tools like Lattice, Culture Amp, and 15Five are on the roadmap for H2 2026. All integrations are opt-in and require explicit authorization.

Employees see a personal growth dashboard including their assessment results, skill development trajectory, recognition history, and any AI-generated career insights. All data is presented with full explanations of how it was derived and what it means in practice.

RUDY surfaces recognition prompts to managers based on contribution signals — when an employee has been high-performing, taken on additional scope, or helped a colleague in a measurable way. Employees can also receive peer recognition directly. All recognition is visible to the employee in their dashboard.

When an employee is offboarded, their data is retained for the period specified in the organization's data retention policy (typically 30–90 days) and then permanently deleted unless a DSAR export was requested. Employees can request a full export of their data before their access is revoked.

Employees can see all data RUDY holds about them individually. However, managers see only aggregated team-level signals — not individual employee data. This means there is no individual manager view to show. RUDY's transparency design ensures employees are never surprised by what exists in the system.

Employees can update assessment responses, flag inaccurate feedback, and request corrections from their personal dashboard at any time. Changes are logged in the audit trail. If an employee believes an AI recommendation was based on incorrect data, they can request a review through the platform's human review queue.

RUDY is SOC 2 Type II certified. Our most recent audit report is available to enterprise customers and prospective customers under NDA through the trust center. We undergo annual SOC 2 audits and quarterly security assessments.

Yes. RUDY is designed for GDPR compliance as a baseline: lawful basis documentation, purpose limitation, data minimization, individual rights workflows (access, correction, deletion, portability), and data processing agreements are standard features. RUDY also supports CCPA, PIPL, and other applicable frameworks.

DSARs can be initiated by employees directly from their dashboard or by HR on their behalf. RUDY automatically compiles all data held about the individual and delivers a structured export within 30 days. DSAR completions are logged in the governance audit trail and are available for legal review.

RUDY logs every AI recommendation, every human review decision, every configuration change, and every data access event with timestamps, actor IDs, and outcome records. Audit logs are tamper-evident and retained for 7 years by default. Retention periods are configurable by OrgAdmins within legal requirements.

Yes. Legal and compliance teams can be granted read-only access to the governance dashboard and full audit log export. Access is role-scoped and logged. Legal teams can also subscribe to automated alerts for specific event types — for example, any recommendation involving a protected characteristic.

RUDY uses an enterprise model: an annual platform license (scaled by organization size) plus a per-employee, per-month (PEPM) usage fee. Three packages bundle license + PEPM — RUDY Core (from $100K/yr + $4–6 PEPM), RUDY Leadership OS (from $250K/yr + $7–12 PEPM), and the full Workforce Intelligence Platform (custom + $12–20 PEPM). Pricing is scoped to deployment size, module scope, and provable ROI.

RUDY Core covers team health monitoring, manager insights, engagement & retention risk, and assessments. RUDY Leadership OS adds the Leadership Quality OS, pre-1:1 AI briefs, coaching prompts, recognition nudges, burnout flags, and an ROI dashboard. The Workforce Intelligence Platform adds Soft Skills Quantification, Human Expertise Preservation, AI Trust & Governance, executive dashboards, custom HRIS/SSO/SCIM, BAA, multi-region residency, and a 24-hour SLA.

Standard contracts are annual; the full Workforce Intelligence Platform is typically a 2–3 year agreement with negotiated terms and volume discounts. A focused paid pilot ($50K–$150K, 8–12 weeks) is available for organizations evaluating the platform before a full rollout.

PEPM is based on employees whose data is actively collected and analyzed in RUDY. Managers and HR administrators who access the platform without their own data collected are included. Offboarded employees stop counting once their data-retention period passes. A smaller-team / per-seat option is on the roadmap as the platform matures.

Implementation is included in all tiers as part of onboarding. Enterprise customers receive dedicated implementation management and custom configuration services. Complex integrations (custom HRIS connectors, non-standard SSO, multi-tenant configurations) may involve additional professional services fees scoped at contract time.

Yes. RUDY supports SAML 2.0 and OIDC for SSO integration with all major identity providers including Okta, Microsoft Entra ID (Azure AD), Google Workspace, and OneLogin. SSO is included in all tiers. SCIM provisioning for automated user lifecycle management is available on Growth and Enterprise.

RUDY stores data in SOC 2-certified cloud infrastructure. US customers are on US-region infrastructure by default. EU customers receive EU-region data residency as standard, with GDPR-compliant processing agreements. Custom data residency for other regions is available on Enterprise.

Yes. RUDY undergoes annual third-party penetration testing and quarterly automated security scanning. Most recent penetration test results and remediation reports are available to enterprise customers under NDA through the trust center. Critical vulnerabilities are patched within 24 hours; high-severity within 72 hours.

RUDY provides a REST API for enterprise integrations — supporting HRIS sync, data export, webhook-based event notification, and custom dashboard data feeds. API access requires Enterprise tier. Documentation is available in the developer portal, accessible after platform access is provisioned.

RUDY maintains a documented incident response plan with defined SLAs: detection within 1 hour, containment within 4 hours, customer notification within 24 hours for any confirmed breach affecting customer data. Enterprise customers receive a dedicated security contact and can request incident response runbooks as part of their trust package.