Your managers are deciding.
You’re finding out after.
A performance call gone wrong. A return to work handled without adjustment discussion. A disclosure passed to HR and never followed up. By the time it reaches you, the moment to change the outcome has already passed.
Book a DemoThree ways you find out about a manager’s decision. None of them are good enough.
The gap between what your managers decide and what reaches your desk is where your tribunal exposure lives. It isn’t negligence. It’s the absence of infrastructure.
If they think it’s serious enough. Which means the decisions they think are fine — the ones most likely to create exposure — never reach you at all.
By which point the situation has already compounded across weeks or months of small decisions, none of which were individually alarming enough to escalate.
Eighteen months after the decision that caused it. With no record of what the manager was thinking, no evidence you were in the loop, and no way to show you took reasonable steps.
The decision that causes the tribunal claim was made months earlier — without structure, without a record, and without anyone asking the question that would have changed it.
Seven days. Three real decisions. One debrief that shows you exactly what your managers are thinking.
The Sprint is not a demo. It runs on real decisions from your organisation — the ones your managers are making this week. You see the receipts as they’re generated. The debrief shows you the pattern.
Three managers. Three real scenarios. Each submits a Decision Receipt — 60 seconds of structured thinking before they act. No training required. No process to trigger.
Your Head of People dashboard is live from day one. ESCALATE receipts surface immediately. You see the manager’s reasoning, the risk flags, and what ANCHOR identified that they missed.
90 minutes. We go through every receipt together — what the managers decided, what the platform flagged, and what the pattern tells you about where your organisation’s exposure actually sits.
Performance concern. Disclosure. Return to work. They decide fast, without structure, and without a record. You find out — or you don’t.
60 seconds. Scenario type, situation description, intended decision. ANCHOR flags what they may have missed and assigns a risk level.
ESCALATE receipts surface immediately. You respond with a quality assessment. The manager receives your guidance before they act.
Timestamped decision. Risk flag. Your response. Outcome confirmed. A record that proves you were in the loop — before anything went wrong.
The things worth asking before you commit.
These are the questions that come up in every demo. Answered here so the 45 minutes is spent on your organisation’s specific situation, not the basics.
The managers who resist process are the same ones who will use ANCHOR — because it isn’t a process. It’s 60 seconds of structured thinking before they act, and a receipt that proves they thought carefully. There’s no form to submit to HR. No approval to wait for. No process to trigger. They handle the situation themselves, faster than a phone call to your team.
The conversion path that works isn’t top-down adoption. It’s a manager who used the free tool, generated a receipt, and showed it to their Head of People unprompted. Adoption isn’t a leap of faith. It’s visible within seven days.
Setup is one session. You create the org, distribute the join code to your managers, and your dashboard is live. There’s no training programme to run, no content to maintain, no manager hand-holding required.
Week to week: you review flagged receipts when they land. ESCALATE flags surface immediately. ADVISORY flags sit in your dashboard for your next check-in. The system prompts you where action is needed — you’re not monitoring a feed.
This is the right question and most platforms don’t answer it.
The record works in your favour if the loop closes. ANCHOR is built around loop closure — not just flagging the manager’s decision, but tracking whether your team responded and how. A Head of People who received an ESCALATE flag, responded with interim protection, confirmed a review date, and documented the outcome has a stronger position at tribunal than one who found out six weeks later from a grievance letter.
It’s built specifically for you.
At 80 people, your managers are making people decisions daily. You don’t have an HRBP under you. You find out about situations after they’ve compounded because there’s no infrastructure between the manager’s moment of decision and your inbox. That gap — frequent enough to matter, small enough that nothing exists to close it — is exactly the condition ANCHOR was designed for.
45 minutes. Your organisation’s real situation. No pitch.
A Demo is a conversation between People professionals. We look at where your managers are most exposed right now, and whether a Sprint answers the question you actually need answered. If it’s not the right fit, we’ll say so.