18 honest statements, about 2 minutes. You’ll see the stage your team is at, the shape of your readiness across six areas, and a 90-day plan for the two that need you most.
Where your team sits today, from Scattered to Orchestrated — and exactly which area is holding you there.
All six areas on one chart, so what’s strong and what’s stuck is obvious at a glance.
Three concrete steps for each of your two lowest areas — one a month — and where fynn can take them off your plate.
For each one, choose how much you agree — from 0 (strongly disagree) to 10 (strongly agree). Your first instinct is usually the honest one.
You’re looking at a result someone shared with you.
| Area | Bar | Score | Note |
|---|
One step a month for each. Lifting your weakest areas is the quickest way to the next stage.
fynn lives in Slack and does these steps with you. Book a 30-day pilot — every feature, no card.
Everything people ops touches in a company that runs on Slack — from the record of who works here to the laptop on their desk.
One trusted record of who works here, who they report to and which team they are on.
First days and last days that run themselves, from the welcome to the returned laptop.
Requests, time off and everyday answers handled in Slack, with a clear owner and a promise on timing.
The everyday rituals that make a distributed team feel like one team.
Regular check-ins, honest feedback and a real plan for getting better.
Apps, access, devices and spend that someone can actually account for.
The stages build on each other. Knowing where you are tells you what to fix next — and what can safely wait.
People ops runs on memory and goodwill.
Slow starts for new hires, access left open after people leave, and a people team spending its week on copy-paste instead of people.
Connect Slack and your HRIS so there is one roster to work from, then switch on one ritual — check-ins or pairings — so the team feels the change.
Slack is the front door, and there is one people source.
Things work, but they don’t scale. Every new hire, request and renewal costs the same manual effort as the last one.
Turn requests into tickets with owners, move time off out of the inbox, and let pairings and celebrations run from your people data.
The lifecycle runs itself — people ops approves rather than executes.
Faster starts, fewer dropped balls, and a people team with time for growth and culture at last.
Link HR, IT and hardware so one change flows through: a start date orders a kit, a role sets access, a last day starts the return.
HR, IT and finance move together, and insight drives the decisions.
The company adapts quickly, keeps its people longer, and spends where it matters.
Use fynn’s weekly signals and growth evidence to spot drift early, and keep tuning your workflows as the company changes.
Yes. Each stage assumes the one before it. Automating onboarding on top of messy people data only moves the mess faster, so the foundations always come first.
No. The statements describe how your team works, not which tools you use. Any company running on Slack can take it, and the plan is useful whether or not you ever use fynn.
Pick your lowest area and give it 30 days of real focus. Lifting one weak area does more for your stage than polishing a strong one. Then take the assessment again after 90 days and see what moved.
Many growing teams on Slack find themselves at Connected: the roster is right and asks start in Slack, but people ops still pushes each step along by hand. Few are fully Orchestrated — and that is fine. Automated is where the time comes back.
Each area’s score is the average of its three answers, from 0 to 10. To reach a stage, every one of the six areas has to clear its bar: 4.0 for Connected, 6.0 for Automated and 8.0 for Orchestrated. Your lowest area sets your stage — a strong score somewhere else never makes up for it.
They stay in your browser. The scoring runs on this page, nothing is sent to us or stored, and a share link carries the answers in the part of the address your browser keeps to itself.
Find your stage, see your shape, and leave with a plan you can start on Monday.
