15Five connector

Use your 15Five data for reporting, automation and AI.

Data Panda pulls your 15Five check-ins, objectives and key results, one-on-ones, performance reviews, engagement surveys and high-fives into the same warehouse as your HRIS, finance and revenue data. From one place we turn it into dashboards, automations and AI workflows that managers, HR business partners and the leadership team use throughout the quarter, not only the week before the board update.

About 15Five

Continuous performance management built around the weekly check-in, OKRs and engagement.

15Five was founded in 2011 in San Francisco by David Hassell and Shane Metcalf around a single ritual: a short weekly check-in that takes a manager fifteen minutes to read and an employee five minutes to write. From that starting point the platform grew into a full continuous performance management suite that covers OKRs and goals, one-on-one agendas, performance reviews and ratings, manager coaching content and recognition through High Fives. David Hassell stepped down as CEO in 2024 and Shane Metcalf moved into the chief culture officer seat, with new leadership taking the company through its next phase. Headquarters remain in San Francisco.

The Engagement product line came in through the Emplify acquisition in March 2021, which folded a science-backed engagement survey into the same record as the weekly check-in and the goal tree. The result is a platform that holds the manager moment (this week's check-in, this quarter's goals, last month's one-on-ones) and the engagement signal (driver scores per team, eNPS, free-text themes) in the same place, instead of forcing HR to stitch a survey tool to a goals tool to a review tool. Pulled into a warehouse next to your HRIS, your CRM and your finance system, the 15Five record finally answers questions a 15Five view alone does not: which managers are running their cadence on time per business unit, which teams show an engagement dip three months before the resignations land, and where objective progress and quota attainment are pulling in opposite directions.

What your 15Five data is for

What you get once 15Five is connected.

Performance and engagement reporting

Check-in cadence, OKR progress, review completion and engagement drivers on one page across every team and BU.

Check-in completion and one-on-one cadence per manager, team and BU, against the agreed rhythm
OKR and key-result progress per objective owner, with the keys that slipped past target named
Engagement-driver trend per team and cohort, plotted against the leaver record over the following quarters

Process automation

Turn 15Five signals into the downstream work the rest of the stack expects, without a manager chasing rows in a survey tool.

Open a manager review-coaching task the week a team's engagement-driver score crosses the policy threshold
Push closed-out review ratings and calibrated comp recommendations into the HRIS comp-letter workflow
Sync OKR progress into the goals widget that sits inside the team's weekly business review

AI workflows

Put check-ins, one-on-one notes and engagement signals behind AI that reads the full manager-and-team picture.

Theme extraction across check-in answers and survey free-text per BU and quarter, with the named risks counted
Attrition-risk scoring on engagement-driver trend, check-in sentiment and tenure together
Manager-coaching prompts grounded in the manager's own one-on-one history and team engagement movements

Custom apps on your data

Lightweight tools on 15Five data for HR business partners and BU leaders who should not need a 15Five seat to read their own org.

HRBP cockpit with check-in cadence, review status and engagement drivers per supported BU
Manager scorecard with one-on-one cadence, team check-in completion and recognition activity
Review-cycle tracker with the calibration steps that consistently slip per BU

Use cases

Use cases we deliver with 15Five data.

A list of concrete reports, automations and AI features we have built on 15Five data. Pick the one that matches your situation.

Check-in cadence per managerWeekly check-in completion and turnaround time per manager, team and BU, against the agreed rhythm.

OKR progress against quotaKey-result progress per objective owner, plotted against revenue or delivery quota for the same quarter.

Engagement-driver trend per teamDriver scores (manager, recognition, growth, role, peer) per team and quarter, with movement called out.

Engagement-versus-attritionEngagement-driver trend per team plotted against actual leaver patterns over the following two quarters.

One-on-one cadence per managerOne-on-one frequency and skipped-meeting count per manager and reportee, per quarter.

Review-cycle completionBest-Self Review progress per manager, BU and country against the calibration deadline.

High-Five recognition coverageHigh-Fives sent and received per team and quarter, with the teams that have run dry named.

eNPS movement per BUEngagement Net Promoter movement per BU and quarter, with the drivers that explain the move named.

Manager-effectiveness scoringComposite score per manager combining check-in cadence, one-on-one cadence and team engagement-driver trend.

Goal-tree alignmentObjective alignment from company OKR through BU OKR to team OKR, with the orphan goals listed.

Calibration-cycle agingReview steps open past their target close date, per cycle, BU and reviewer.

New-manager rampCheck-in adoption, one-on-one cadence and first-team engagement scores for managers in their first six months.

Real business questions

Answers you will finally get.

Are our managers running the weekly check-in and one-on-one cadence we said they would?

Check-in completion and one-on-one frequency per manager, team and BU, against the agreed rhythm. The HR business partner sees the BU where median one-on-one frequency dropped from weekly to fortnightly over the last two quarters, and the managers driving the drop, instead of trusting that the platform's adoption tile says green.

Is engagement telling us something the leaver report will repeat in two quarters?

Engagement-driver trend per team and BU joined to actual leaver records over the following two quarters. Group HR sees the teams whose driver scores dipped before the resignations posted, and which drivers (manager, recognition, growth) showed the dip first, instead of treating the survey as a standalone deck.

Are OKR progress and quota attainment moving together, or are they pulling apart?

Key-result progress per objective owner alongside revenue, delivery or product quota for the same quarter. Revenue and HR see the team that is logging green key-result updates while the underlying quota slips, and the team that is quietly outperforming a goal tree that was scoped too small, before the quarterly business review surfaces the gap.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

15Five review ratings and calibrated comp recommendations lined up with the HRIS comp record and the budget envelope per BU. Group reward stops chasing a spreadsheet of merit increases per country, and the personnel-cost line tied to the next review cycle is visible before sign-off, not after.

For sales leaders

Sales OKR progress and engagement-driver trend per pod alongside quota attainment from the CRM. Sales leadership sees the pod whose engagement dipped two quarters before quota attainment fell off, and the new-hire cohort whose ramp engagement looks healthier than the previous one, before forecast season.

For operations

Manager check-in cadence, one-on-one frequency and team engagement across sites in one capacity-and-culture picture. The COO sees which BU is letting manager rituals drift, and which sites carry both an engagement dip and an open-role concentration this quarter.

Ideas

What you can automate with 15Five.

Pair with Salesforce

Match Salesforce quota attainment to 15Five OKR progress per sales pod

OKRs and check-in signals from 15Five land next to closed-won, pipeline coverage and quota attainment from Salesforce on the same sales-pod key. Revenue leaders see the pod that is logging green key-result updates in 15Five while pipeline coverage slips below 3x in Salesforce, and the pod whose engagement-driver score dipped two quarters before quota attainment fell off. The forecast call moves from arguing over rep optimism to working a list of pods named by both systems.

Pair with Slack

Drive 15Five check-in and review nudges from one Slack inbox

Open check-ins, missed one-on-ones and review-cycle steps that are sliding past their close date land as a single morning summary in the manager's Slack inbox, with a per-team channel post when an engagement-driver score crosses the policy threshold. HRBPs get the short list of managers whose cadence has slipped two weeks in a row, instead of opening a 15Five admin view to find it. Team leads stop discovering an open review step in the calibration meeting itself.

Pair with HiBob

Read 15Five performance and engagement on the HiBob employee record

Many scale-ups run HiBob for the people record and 15Five for performance, OKRs and engagement. The two systems each hold half of the picture; the warehouse holds both. 15Five review ratings, OKR progress and engagement-driver trend land next to the HiBob worker, manager, site and tenure record, so the people-analytics view answers questions HiBob alone or 15Five alone cannot: which managers are running review cycles on time across every site, which teams show comp-band drift where engagement also dipped, and where review-and-engagement signals together predict the next quarter's leavers.

Pair with HubSpot

Tie 15Five sales-team engagement to HubSpot revenue per pod

HubSpot pipeline, closed-won and rep activity per pod sit next to the 15Five engagement-driver trend, OKR progress and one-on-one cadence for the same pod and quarter. Revenue ops sees the inbound pod whose recognition-driver score has dropped four quarters in a row while quota attainment quietly slid with it, and the SDR pod whose engagement is climbing ahead of a coming pipeline lift. The conversation in the revenue review stops being 'pipeline is soft' and starts being 'this pod, these drivers, this manager'.

Pair with monday.com

Reflect 15Five OKRs into the monday.com delivery boards

Objective and key-result records from 15Five reflect into the monday.com boards delivery teams already work in, with status, owner and due-week kept in sync. Project leads see which key results have no in-flight monday item to back them, and which monday items have grown past the objective they were attached to. Quarterly OKR check-ins stop being a separate ritual and become a read on the work the team is already running.

Pair with Exact Online

Tie review-cycle outcomes to Exact Online personnel-cost lines

Calibrated review ratings and merit recommendations from 15Five line up with the Exact Online personnel-cost lines per cost centre and entity. Group finance sees the BU whose proposed merit envelope is running ahead of the budget posted in Exact, and the cost centres where the calibrated comp delta does not yet appear in the next-period payroll forecast, before the review cycle closes and the comp letters go out.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your 15Five data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From 15Five to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

15Five connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

Which 15Five tables land in the warehouse?

The connector pulls users and managers, check-ins with question and answer payloads, objectives and key results with their hierarchy, one-on-ones with agenda items, performance reviews with ratings and reviewer assignments, and High-Fives. Engagement (formerly Emplify) survey records, driver scores and aggregate response data land where your tenant has the Engagement product enabled. Authentication runs through a 15Five service-user API token scoped to your account.

What about engagement-survey data?

Engagement results live in 15Five alongside the manager moment. Where your tenant has the Engagement module enabled, we pull driver scores, eNPS and aggregate per-team and per-cohort signals into the warehouse so they can be joined to the leaver record over the following quarters. Free-text comments stay in 15Five; the warehouse picks up the aggregated signal, which keeps anonymity intact while the trend still reaches a dashboard the people leader can act on.

How are review ratings, comp recommendations and other sensitive 15Five fields handled?

Review ratings, calibrated comp recommendations and one-on-one note content can be kept in restricted schemas that only HR, finance and reward roles reach, while check-in cadence, OKR progress and aggregate engagement scores power the dashboards the rest of the business uses. Access is enforced in the warehouse, not in each dashboard, so a new operations report cannot accidentally surface a review rating it should not see.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your 15Five setup and the systems around it. Together we pick the first thing worth building.

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