You added agents and something changed. Output, cost, who matters, where the bottleneck moved. Hatch reads the work itself across every tool your company runs on, and tells you what actually happened.
Trusted by, and built by, teams like these
Headcount is in your HRIS. Agent spend is in your cloud bill. The output is scattered across fifteen tools. Hatch reads contribution across every one of them, human and agent, without a form or a survey.
1.0Signal→
See where output is constrained and where it is idle. Most teams are not short of people. They are short of visibility into the people they have.
Built on nine peer-reviewed meta-analyses and 2,200 behavioral profiles, mapped across eight behavioral dimensions.
2.0Capacity→
Agents took the mechanical half. What is left is judgment, context, point of view and taste, and those are now the things that decide whether a team is good. Hatch measures the half that is left.
3.0Judgment→
Not adoption. Return. What the agent layer is producing, what it costs, and which teams are getting real leverage from it versus which ones are just paying for it.
4.0Leverage→
“It builds a complete picture of each person and weaves that into performance conversations, 1:1s, and surveys. We’ve since dropped Lattice.”
Four people ask this question. Only one of them is in HR.
You can feel the team got faster or slower. You cannot prove which, or why. See the company the way you see your metrics.
You can price the agent layer to the dollar. You cannot price the human one. Output per person, cost of delivery, and where the next dollar of headcount actually goes.
Where the work is stuck, where capacity is sitting idle, and which part of the process is now the constraint. Weekly, not quarterly.
You will run this. Bring the executive team evidence they already believe, and retire the cycle nobody trusted anyway.
FAQ
That's the right question and the reason we built Hatch the way we did. Work signals come from systems your team already uses, aligned to the EU AI Act. Biometric data belongs to the individual alone and is never visible to their manager or the org. Hatch surfaces patterns to leaders; it never rates, ranks publicly, or decides. Most teams' reaction to catching a struggling teammate 60 days early isn't "Big Brother", it's "why didn't we see this sooner?"
Your dashboards measure outputs that were already instrumented: tickets closed, deals booked, deploys shipped. They cannot see how the work got done, who unblocked it, where it stalled, or which part of it an agent now handles. Hatch reads the work itself across communication, execution, collaboration and decision making, and maps it to role expectations and team context. That is behavior based rather than sentiment based, so it also reduces recency effects, favoritism and narrative spin.
Yes. Hatchproof is SOC 2 compliant and built with enterprise grade security from day one. We do not train models on your private company data. Data is encrypted in transit and at rest, access is tightly controlled, and customers retain ownership of their data at all times. Our systems are designed to surface performance insight, not expose sensitive content.
No customer data is ever used for AI training, and your organization retains full ownership of its data.
The same way you measure either one alone: by reading what actually moved through the systems your company runs on. Hatch does not care whether a pull request, a draft or a resolved ticket came from a person or an agent. It records the work, attributes it, and shows you the combined picture. What that reveals is the part people assume and cannot prove: which teams are getting real leverage from their agent layer, and which are paying for it without the output changing. Hatch uses AI to assist that reading, not to replace your judgment. Final decisions stay with human leaders.
The people who have to answer for the number. Founders, CFOs and COOs use Hatch to see output, cost and capacity the way they already see revenue, and to answer the question nobody can answer today: we added agents, so what changed? HR and People leaders implement it, and get evidence the executive team already believes instead of a review cycle nobody trusted. It works whether you are 15 people or 1,500, as a lightweight layer from day one or plugged into the HRIS stack you already run.
