Culture Amp connector

Use your Culture Amp data for reporting, automation and AI.

Data Panda pulls your Culture Amp surveys, responses, performance reviews, goals and one-to-one records into the same warehouse as your HRIS, finance and operations data. From one place we turn it into dashboards, automations, AI workflows and custom apps that people leaders, finance and team managers use during the month, not only the morning of an engagement readout.

About Culture Amp

The employee experience platform that made the engagement survey strategic.

Culture Amp was founded in 2009 in Melbourne, Australia by Didier Elzinga, Jon Williams, Doug English and Rod Hamilton. The company started as a survey platform for engagement, then grew into a full employee experience suite through the acquisition of Zugata in 2018 (performance management), Disco in 2021 (recognition) and Orgnostic in 2024 (people analytics). Public claims today put the install base above 6,500 companies covering more than 25 million employees, with offices added in the US, UK and Germany on top of the Melbourne headquarters.

The platform is organised in three modules: Engage runs the survey programme (engagement, pulse, onboarding, exit, DEI) on top of more than 40 templates and an aggregated benchmark set; Perform handles reviews, calibration, goals, one-to-ones and continuous feedback; Develop covers career paths, competencies and growth plans. Customer logos lean across both scale-ups and enterprise: Canva, Etsy, McDonald's, Intercom, MLB, NASCAR, On. Pulled into a warehouse next to your HRIS, ATS and time-tracking data, the Culture Amp record finally answers the questions a Culture Amp dashboard alone does not: which engagement-score dips ended up predicting leavers two quarters later, which managers ran their review cycle on time across every team, and where goal completion correlates with the comp-band drift that came up in the last reward review.

What your Culture Amp data is for

What you get once Culture Amp is connected.

People and engagement reporting

Engagement, performance, goal completion and survey-response coverage on one page across every team and country.

Engagement scores per team, BU and country, against the benchmark and the prior cycle
Review-cycle progress and on-time rate per manager, BU and country
Goal completion and check-in cadence per team, joined to the headcount that is meant to deliver them

Process automation

Turn Culture Amp survey, review and goal events into the downstream work the rest of the stack expects, without a per-tool handoff.

Push survey-launch reminders to the right manager Slack and Teams channels per cycle
Open follow-up tasks in your project tool when a team's engagement score drops below the alert band
Sync review-cycle status into the manager dashboard the day after each calibration

AI workflows

Put survey responses, performance history and goal records behind AI that reads the full people picture.

Attrition-risk scoring on engagement trend, review history and goal completion together
Theme extraction across open-text survey comments, grouped by team and BU before a leader sees it
Natural-language Q&A across surveys, reviews and goals in one warehouse view

Custom apps on your data

Lightweight tools on Culture Amp data for managers and BU heads who should not need a Culture Amp seat to read their own team.

Manager workbench with team engagement trend, open reviews, goal status and one-to-one cadence
People-leader cockpit with survey-response coverage and engagement-versus-attrition per BU
Review-cycle tracker with the steps that consistently slip per office and manager

Use cases

Use cases we deliver with Culture Amp data.

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

Engagement-versus-attritionEngagement trend per team plotted against the actual leaver pattern over the next two quarters.

Survey-response coverageResponse rate per team, BU and country, with the teams below the credibility threshold named.

Manager-effectiveness reportingManager-score trend per leader, joined to team retention and review on-time rate.

Review-cycle throughputReview completion rate against plan, per manager, BU and country.

Goal-completion trackingActive goals, check-in cadence and on-time completion per team and quarter.

DEI signal by demographic cutEngagement and inclusion scores by demographic group, where policy allows the cut.

Onboarding-survey readoutOnboarding-experience scores per cohort and country, joined to time-to-fully-onboarded.

Exit-survey theme trackingReasons-for-leaving themes per BU and manager, trended quarter over quarter.

Calibration-meeting prepReview distributions per team, BU and tenure cohort ahead of every calibration.

Pulse-program response healthPulse cadence, response rate and score volatility per team across the year.

One-to-one cadence healthLogged one-to-ones per manager and report, against the cadence the policy expects.

Engagement-versus-comp-ratioEngagement scores per team plotted against comp-ratio drift from the policy band.

Real business questions

Answers you will finally get.

Which engagement dips ended up predicting leavers two quarters later?

Engagement-score trend per team and BU joined to actual leaver records over the following two quarters. People leaders see the teams whose scores dipped before the resignations posted, and which sub-scores (manager, recognition, workload) showed the dip first, instead of treating the survey as a standalone slide deck.

Are our managers running review cycles on time across every team?

Review-cycle on-time rate per manager, BU and country, with the steps that hold the cycle named. The people leader sees the manager whose calibration consistently slips by ten days and the country where the open-feedback step closes faster than headquarters expects, before the next cycle plan gets baked.

Is our survey-response coverage solid enough to act on the score?

Response rate per team, BU and country plotted against the credibility threshold the people team set. The dashboard names the teams below the line so a low response on a small team does not get read as a low engagement score, and the manager nudge happens before the cycle closes rather than after.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Engagement and review signals lined up with comp-ratio drift, headcount plan and turnover cost. The CFO sees which teams that scored low on engagement also drove the unbudgeted backfill spend last quarter, instead of treating people data as a side channel.

For sales leaders

Engagement and review-cycle health for the seller roster, joined to quota coverage and ramp dates. Sales leadership sees the territory where rep engagement scored a band lower than the rest two cycles in a row before the forecast call surfaces the attrition.

For operations

Engagement, goal completion and review on-time rate across sites in one capacity picture. The COO sees the office where engagement is flat but review cycles consistently miss their date and goal completion is half of plan, instead of three Culture Amp tabs at the next leadership review.

Ideas

What you can automate with Culture Amp.

Pair with HiBob

Read Culture Amp engagement and review data on the HiBob employee record

Many scale-ups run HiBob for the people record and Culture Amp for engagement and performance. The two systems each hold half of the picture; the warehouse holds both. Culture Amp engagement scores, review history and goal completion land next to the Bob worker, manager, site and tenure record, so the people analytics view answers questions Bob alone or Culture Amp alone cannot: which managers scored low on the manager-effectiveness sub-score across every team, which review cycles slipped where comp-ratio also drifted, and where engagement and review signals together predict the next quarter's leavers.

Pair with Slack

Drive survey-cycle and review-cycle Slack moments from Culture Amp

Survey launches in Culture Amp post a one-line nudge in each manager's Slack channel on the day the cycle opens, ping the manager again when their team's response rate sits below the credibility threshold three days before close, and post a private summary the day the cycle closes. The same flow works for review cycles: a manager ping when a step has been waiting longer than the agreed window, an HR-channel summary on the cycles that drifted past policy. People ops stops running a weekly nudge queue across HR and managers by hand.

Pair with Salesforce

Cross Culture Amp manager and engagement signals with Salesforce sales-team retention

Engagement scores, manager-effectiveness sub-scores and review history per seller from Culture Amp land next to closed-won ARR, ramp dates and quota attainment from Salesforce, on the same employee key. Sales leadership sees the territory where rep engagement scored a band lower than the rest two cycles in a row, before the resignations show up in the pipeline as orphaned opportunities. The QBR slide moves from anecdote to a list of named teams whose engagement and quota attainment are tracking together.

Pair with monday.com

Open survey and review follow-up tasks in monday.com from Culture Amp

When a team's engagement score in Culture Amp drops below the alert band, a follow-up board item lands in monday.com on the manager's people-actions board, with the sub-scores that drove the drop and the deadline for the readout meeting. Review-cycle steps that miss the agreed window do the same: an item on the HR operations board with the manager, BU and the step that slipped. People ops stops triaging the survey readout deck into tasks by hand, and the action plan stays attached to the survey it came from.

Pair with HubSpot

Match HubSpot revenue-team retention with Culture Amp manager and engagement scores

Engagement and review signals per worker from Culture Amp land next to the HubSpot owner record, pipeline coverage and closed-won numbers per rep. Revenue leadership sees the marketing or sales pod whose manager-effectiveness sub-score has trended down for two cycles while pipeline coverage drifted with it, before the next leaver report ties the two together. The HubSpot seat cost stops being a flat line and becomes a number per rep that hangs against the engagement and revenue trend the same person carries.

Pair with Exact Online

Tie Culture Amp engagement and turnover signals to Exact Online personnel cost

Engagement scores, leavers and review history per worker from Culture Amp land next to personnel cost per cost centre and entity from Exact Online. Group finance sees the BU whose engagement scored a band low for two cycles and is now driving the unbudgeted backfill spend on the personnel-cost line, instead of the two numbers living in separate decks. Cost-of-turnover stops being a quarterly retro modelled in Excel and becomes a running number on the management report.

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 Culture Amp data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Culture Amp 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.

Culture Amp 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 Culture Amp tables land in the warehouse?

The connector pulls the Employees register with custom demographic fields, Surveys with their template and cycle metadata, Survey Responses (aggregated per team and demographic where the per-respondent record would break anonymity), Performance Reviews and review-cycle metadata, Goals and goal check-ins, One-to-Ones and Continuous Feedback. Authentication runs through a Culture Amp service-user API token scoped to your account.

How is survey anonymity preserved when responses move into the warehouse?

Open-text comments and per-respondent records stay in Culture Amp. The warehouse picks up the aggregated signal at the team, BU and demographic-cut level, with the same minimum-group threshold Culture Amp enforces in its own dashboards. The trend still reaches a dashboard the people leader can act on, while the comment-level data that would identify a respondent never leaves Culture Amp.

How are review content and other sensitive Culture Amp fields handled?

Review content, manager-feedback narratives and one-to-one notes can be kept in restricted schemas that only HR, people-leader and reward roles reach, while engagement-trend, goal-completion and review-cycle status 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 note 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 Culture Amp setup and the systems around it. Together we pick the first thing worth building.

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