Employee Surveys
Build any employee survey, then follow “How are we doing?” with “What should we change?” while tracking scores and themes team by team.
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Surveys / Onboarding experience 30 day
Employee Survey Onboarding ExperienceI had everything I needed to be productive in my first two weeks.
Question 5 of 10 · 30-day cohort · responses are anonymised
Strongly disagree
1Disagree
2Neutral
3Agree
4Strongly agree
5Add a comment (optional)
Laptop and access took a week, so my first sprint was mostly reading docs
This survey covers
Already answered
My onboarding buddy was available when I had questions.
My role and goals were explained clearly in week one.
I understood how my team fits into the wider company.
Takes about 4 minutes · answers never tied to your name
NextResponse rate
93%
68 of 73 new hires
Onboarding score
3.8
+0.3 vs last cohort
Flagged steps
2
IT setup, access
Dimension scores
Live wavePre-boarding & IT setup
3.0Role clarity
4.1Buddy & manager support
4.3Training quality
3.8Team integration
4.0Time to first contribution
3.6Emerging themes
AI groupedIT setup delays account for most of the drop in first-week productivity →
What actually happens
Every survey your HR team needs.
- 1
Start from a validated template
Pick a ready survey with tested wording and scales, or build your own question set with the same logic and anonymity controls.
Surveys / Template librarySend30-60-90 onboarding
14 questions · 3 sends
templateCulture and values
18 questions · annual
templateBenefits satisfaction
12 questions · annual
templateReturn-to-office
9 questions · one-off
templateDiversity and inclusion
16 questions · biannual
templateTraining feedback
8 questions · per course
templateIllustrative preview · sample data, not performance benchmarks
- 2
Send to the right people, anonymously
Audiences are built from your org data and responses are anonymized below a threshold, so small teams still answer honestly.
Surveys / Distribution Culture and valuesReminder sent91%Engineering 64 people
Email + Slack · sent Mon
86%Sales 42 people
Email + SMS · sent Mon
74%Operations 38 people
SMS · sent Mon
88%Customer Success 26 people
Email · reminder Wed
onAnonymity threshold
results hidden under 5 responses
Illustrative preview · sample data, not performance benchmarks
- 3
Themes come out of the comments
Open text is clustered into themes with sentiment, so you read six issues instead of eight hundred individual answers.
Surveys / Comment themes Culture and valuesCareer progression clarity184 mentionsManager availability141 mentionsTooling and systems112 mentionsRecognition96 mentionsWorkload balance77 mentionsProgression clarity is negative-leaning in 68% of its mentions.
Illustrative preview · sample data, not performance benchmarks
- 4
Engagement scores break down by team and driver
On a recurring pulse the overall number is split by department, tenure and manager, so a healthy company average never hides a team in trouble.
Engagement / March by teamMarch 2026TeamScoreChangeParticipationEngineering78+394%Customer Success71−688%Sales74+191%Operations62−983%People81+2100%Illustrative preview · sample data, not performance benchmarks
- 5
Track the trend, not one bad month
Every send plots against the last twelve, so you can see whether an action you took in February actually moved anything in April.
Engagement / 12-month trend companyApr 2025Company engagement indexMar 2026Illustrative preview · sample data, not performance benchmarks
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What you get out of it
Ask well, and get answers you can act on.
- Readyvalidated templates
Engagement, onboarding, wellbeing and culture surveys ship written and tested, or write your own.
- Recurringfeedback pulses
Short recurring pulses get answered where a single annual survey gets ignored.
- Livescores and themes
Engagement drivers, segments and comment themes update as responses land, not weeks later.
- Actionableteam signals
Each manager sees their own team's drivers early enough to fix the two that matter.
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We have a wide range of processes across both tech and customer-facing roles, making training programs a significant investment for us. Xobin helps us ensure their effectiveness.”
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who hire every day.
Real reviews from talent and L&D leaders running Xobin in production.
“As we wrapped up growth this year, we needed a skills assessment tool. Xobin amazed us with its features, especially the depth of the question library and how fast we could get a role live.”
“We were on a tight deadline and had to have an employee testing tool that I could implement quickly. Xobin delivered. It's a good platform with proctoring and support at an excellent cost/benefit ratio.”
“We use Xobin to assess our training effectiveness, and it works like a charm. Creating structured tests for different IT skill levels is easy, and the detailed analytics help us tweak our programs.”
“Xobin made our technical candidate screening fast and hassle-free. We shortlisted candidates who scored above 60%, which streamlined our interview process.”
“Xobin is the best screening platform we've used. Its AI-powered evaluation makes candidate screening faster and more accurate, and the support team is always responsive.”
“We have a wide range of processes across both tech and customer-facing roles, making training programs a significant investment for us. Xobin helps us ensure their effectiveness.”
“Xobin covers almost every technology and role we need for internal evaluations. The platform's security features ensure reliable, cheat-proof assessments, giving us confidence in the results.”
Results that speak for themselves.
- IT Recruitment48hRole closure turnaround
“Xobin has streamlined our recruitment process, it has reduced the need of manual work and minimized the time required to conduct the tests.”
Read story - IT & Software70%Reduction in campus hiring time
“We could successfully optimize our campus hiring efforts by using the Xobin assessment platform. Our hiring goals were achieved as a result of the platform's effectiveness.”
Read story - Logistics Software100%Customized role evaluations
“We could successfully identify top talent, save a lot of time and successfully hire the best candidates from the talent pool because of Xobin.”
Read story
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Before you ask.
Yes, or start from validated question banks for engagement, onboarding, DEI, manager effectiveness and change readiness.
A short quarterly engagement pulse plus one annual deep-dive works for most organizations. Monthly sends tend to lower response rates without adding signal.
Belonging, workload, growth, manager support and recognition are tracked separately, so a falling score points at a cause rather than a mood.
They're clustered into themes with representative verbatims kept intact, so you see both the pattern and the actual sentence someone wrote.
Yes, once the team clears the minimum response threshold, with comparisons to the org average and their previous cycle.
Email, SMS, WhatsApp or a QR code with no login required, all mobile-first.
Responses are confidential and reported in aggregate. Results are only released once a group hits the minimum response threshold you set (five by default), so no individual can be identified from a breakdown.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
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