The Standard survey
How big is your team?
people
Drag, or type a number. The minimum is $50 — even if you have 22.
$100
per survey run
Pick the survey. Share the link. Get a PDF. $15 (exit survey) or $1 per employee (standard survey). No subscription, no demo, no implementation call, no customer success manager named Chad checking in next quarter. Run it once. Run it twice. Don't run it again until you need to. We won't pester you in between.
Somewhere along the way, "ask your team how they're doing" turned into a procurement decision. It usually starts with your HRIS. You ask if they have a survey tool. They do. It's buried in a module that costs an extra $4–15 per employee per month on top of what you're already paying — billed annually, demo required, minimum contract applies.
For a 40-person company that's anywhere from $1,900 to $7,200 a year to ask your team fifteen questions twice a year.
The other option is building it yourself. Figuring out what to ask. Configuring the form. Wondering if you got the questions right. Sending it from your own email address and your team wondering if you can see exactly who said what.
Neither of those other options is a survey.
One's a huge new "module" you don't want. The other's an afternoon you don't have, producing answers you can't fully trust.
We built the thing that should have existed years ago. 15 questions for the standard employee experience survey. 5 questions for the exit interview survey. A link. A PDF. $1 per employee ($50 minimum) or $15 for the exit survey. No demo, no subscription, no annual commitment.
You pay when you run one. You don't pay when you don't.
That's it. That's the whole product.
Faster than reading the Culture Amp pricing page — and you'll have a live survey at the end.
Under 4 minutes, totalBoth are pre-built. You don't write a single question.
That's the whole setup. No revenue, no birthday.
One-time, via Stripe. No annual contract. No "starting at."
Running the exit interview instead? It's $15 per exit.
Slack, email, a QR code taped to the fridge — your call. Anonymous by default.
Download a 3-page report, read where you actually stand, and take it to your leadership team to act on.
Yours to keep. We auto-delete the underlying data 30 days after close.
What you actually get
No dashboard to log into. No quarterly "value check-in." Pick the moment you're measuring — here's a look at exactly what lands in your inbox.
Pricing
No subscription, no seats, no annual contract. A culture survey is $1 per employee. Exit interviews are a flat fee each. You pay when you run one — and nothing in between.
The Standard survey
Drag, or type a number. The minimum is $50 — even if you have 22.
Exit interviews
US average runs 15–20%. Not sure? Leave it here.
≈ 15 people leave a year — that's 15 exit interviews to run.
Your year, added up
One time per survey. No subscription. No seats. That's the price.
For context
You keep $9,250 a year — 96% less, for the part you actually use.
Rates across the category run roughly $4–14 per employee, per month — we used $8. That number buys dashboards, a benchmarking module, and a customer success manager who checks in next quarter. Ours buys the survey and the PDF — then deletes the data 30 days later.
Yes. We don't collect names, emails, or IP addresses from your employees. The survey link is generic — anyone with the link can submit, and there's no login. If a department has fewer than 5 respondents, its scores are suppressed in the report so individual answers can't be reverse-engineered. We delete the response data 30 days after the survey closes.
$50, which covers up to 50 employees. If you have 22 employees, you still pay $50. If you have 51, you pay $51.
No. We know — every other tool lets you. We don't, on purpose. The questions are the product. Custom questions mean inconsistent data, longer surveys, lower completion rates, and the slow drift toward becoming a form builder. There are great form builders. We aren't one.
Run another one in three months and pay again. Each survey is independent — separate link, separate report. The price is low enough that this is the model, not a workaround.
They're platforms. They sell continuous engagement programs with dashboards, action plans, manager nudges, performance reviews, and benchmarking — for $4–$12 per employee per month, billed annually. We sell one survey and one PDF for $1 per employee, one time. Different product, different price, different decision.
Your team knows when a Google Form is from your own Workspace. They know who has access. They adjust their answers — not because they're dishonest, but because they're not naive. We're a neutral third party. (Also: Google Forms doesn't generate a 3-page departmental heatmap report.)
No. You enter your headcount, pay, and you're at the launchpad with your survey link. The account gets created after payment, attached to the survey you just bought. You can sign in with Google if you'd rather skip the password step.
Yes — same $1/employee pricing, separate product. Pick "Exit interview survey" at checkout. Questions are built for offboarding, designed to surface why someone actually left.
A couple of operators who got tired of $30K HR-tech contracts for things that should cost $50.
Email hello@goldilockshr.com. A real human replies — usually faster than you expect.
Engagement survey or exit interview. 50-employee minimum. PDF report. Done in under a week.