A separate key for every person.
Each employee’s coaching data is encrypted with their own key, derived from a hardware security module. Never shared with other employees, managers, or the wider organisation.
Evidence & oversight/enterprise
01
91 adult-tuned detectors
on every text and voice session · 4 critical-risk codes also checked live, every turn
02
SAML SSO + SCIM
audit logs you can export to your SIEM
03
Clinical oversight
we don’t diagnose. we don’t replace your team.
04
Stays in your region
UK, EU, or US. Your choice.
The reality
The wellbeing programmes are running. People are still leaving.
Engagement surveys lag the reality. EAP utilisation sits in single digits. The people who would benefit most rarely raise a hand. By the time HR knows, the resignation letter is already drafted.
fig. 01 — the lagsignal-to-discovery interval · unmarked scale
SIGNAL APPEARS
“The people who would benefit most rarely raise a hand.”
THE LAG
“Engagement surveys lag the reality.” “EAP utilisation sits in single digits.”
THE ORGANISATION FINDS OUT
“By the time HR knows, the resignation letter is already drafted.”
In a team of thirty
Five are struggling. That’s 1 in 6. Of those five, four stay silent at work.
4 won’t tell their manager
Only ~1 in 4 employees feel able to (Mind, Workplace Wellbeing Index 2022/23)
1 would speak up
Struggling, but reaches out. The exception, not the rule.
Working days lost · GB · 2024/25
22,100,000
working days lost to work-related stress, depression, or anxiety. Each one is a person who couldn’t come in.
each segment = 1 million working days
The bill UK employers pick up: £51 billion a year.
Spread across the UK’s workforce, that’s about £1,500 a year for every employee. For a team of 1,000, roughly £1.5 million.
HSE Labour Force Survey, published 20 November 2025 · Deloitte, “Mental health and employers: Refreshing the case for investment”, May 2024 (revised down from £56bn in the 2022 edition). Per-employee figure is £51bn across the ~33 million people in work in the UK (ONS Labour Market Overview, 2025); an illustrative average.
How it helps
Three problems.One platform.
We spent a long time talking to CPOs, Heads of People, and the employees they worry about most before building anything. These are the three things they kept asking for.
01For the employee
People won’t tell HR what they’re actually struggling with.
Engagement surveys ask the wrong questions and people answer them strategically. Real worries get told late, to the wrong person, or never. The work conversations that need an outside ear rarely get one. Coaching at scale is expensive enough that only senior leaders ever get it.
Poyntr is there whenever someone wants to think out loud. Text or voice. No appointment. Their data is theirs. Their manager never sees what they said.
02For the manager
Managers want to support their people, but they aren’t trained therapists.
A new line manager is asked to handle performance, retention, wellbeing, conflict, growth, and feedback, often with very little training. “Have a one-to-one” is the standard answer. The standard answer is not enough.
Poyntr gives every employee an always-on coach so the manager doesn’t have to be one. Managers see anonymised team patterns. Never an individual’s words.
03For the people team
You need wellbeing signals without surveilling individuals.
Headcount-level wellbeing is hard to read. Engagement scores lag the reality. Personal monitoring crosses a line. So most people teams react late, with insufficient context, and pay the cost in retention.
Aggregated team-level signals: burnout indicators, decision-avoidance patterns, sentiment shifts. K-anonymity cells. Managers and HR see the shape of the team, never the words of any one person.
same engine / every seat91 behavioural detectors · text + voice · individual sessions stay private
Honest by design
What Poyntr does, and what it will never do
Clause 01
We listen.
Across text and voice. Pauses, edits, the words you write then delete, the breath before a difficult sentence. The patterns even good coaches miss.
Never · 01
We don’t report it.
How you typed never reaches your manager, HR, or a productivity score. Typing patterns shape what your coach asks next. They never shape your appraisal.
Clause 02
We notice.
Decision avoidance, growth signals, burnout indicators, sentiment shifts. The things behind the work.
Never · 02
We don’t tell your manager.
Managers see anonymised team patterns. Never an individual’s words. Never who said what.
Clause 03
We document for you.
Each person owns their own coaching record. Export it, delete it, take it with them when they leave.
Never · 03
We don’t share with HR without you.
Anything that travels to HR or an EAP travels because the employee chose to send it. We never volunteer it.
This isn’t a privacy policy.
It’s how the system is built.
What we won’t repeat
Surveillance was the shortcut. The harms are documented.
We’re not the first AI surface a workforce will meet. The platforms before us were built to maximise engagement, productivity scoring, or data harvest. The harms showed up in fines, lawsuits, and leaked internal documents. Every architectural choice in Poyntr started from those receipts.
Privacy & compliance
Designed for the modern workplace
Privacy isn’t an extra we added later. From how we store data to how we ask the AI to respond, every decision starts with the same question. Does this protect the employee?
Managers see the team. Not the people in it.
Managers and HR see aggregated team patterns with k-anonymity suppression on small cells. Never an individual’s words. Never who said what.
Employees control what HR sees.
Anything that travels to HR or an EAP travels because the employee chose to send it. We never volunteer it. We never use coaching content for performance, hiring, or termination decisions.
Every access, hash-chained.
Who saw it. When. Why. Each log entry is HMAC-chained to the one before it, so any tampering breaks the chain. Built for SOC 2 and ISO 27001 audit posture.
Right to erasure, made real.
Messages, memories, voice, journal entries. We destroy the per-employee encryption key, which makes the data permanently unreadable. No undelete. No backup loophole.
Early access
See what coaching intelligence looks like.
We’re working with a small number of organisations during early access. Leave your email and our team will get back to you personally.
91 detectors on every conversationtuned for the workplace
No spam. No newsletters. Just a response from our team.
Pricing tailored to your organisation.