Engagedly connector

Use your Engagedly data for reporting, automation and AI.

Data Panda pulls your Engagedly performance reviews, OKRs, 360 feedback, recognition, engagement surveys and learning records 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 across the year, not only the month before the calibration meeting.

Engagedly

About Engagedly

An all-in-one platform for performance, engagement and learning.

Engagedly is a talent management platform built for mid-market employers, founded in 2015 in St. Louis, Missouri by Srikant Chellappa and Jayashankar Balaraman, with Sri Chellappa still in the CEO seat. The platform sits in one place where most of its peers ship as three separate tools: performance reviews and ratings, OKRs and goal alignment, 360 multi-rater feedback, real-time feedback and check-ins, social recognition through Praise, engagement and pulse surveys, succession planning with the 9-box, mentoring matches, and a learning experience platform with courses, completions and certifications. The Marissa AI layer drafts feedback in the SBI frame, generates personalised development plans and suggests goals against the company tree.

Because Engagedly carries the performance record, the engagement record and the learning record under one tenant, the data on it answers questions that would normally need three vendors to triangulate. Pulled into a warehouse next to your HRIS, your CRM and your finance system, the Engagedly record finally surfaces what no in-app view can: which managers run review cycles on time per business unit, which teams show an engagement dip three months before the resignations land, which 360 themes correlate with the comp decisions that were made, and where learning completions move the performance score the next quarter.

What your Engagedly data is for

What you get once Engagedly is connected.

Performance, engagement and learning reporting

Review completion, OKR progress, engagement drivers, 360 themes and learning impact on one page across every team and BU.

Review-cycle completion per manager, team and BU, against the calibration deadline
OKR and key-result progress per objective owner, with the keys that slipped past target named
Engagement-driver and pulse-survey trend per team, plotted against the leaver record over the following quarters

Process automation

Turn Engagedly signals into the downstream work the rest of the stack expects, without HR chasing rows in five Engagedly views.

Open a manager-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
Trigger a learning assignment when a 360 theme repeats across two cycles for the same manager

AI workflows

Put reviews, 360 feedback, engagement surveys and learning records behind AI that reads the full talent picture.

Theme extraction across 360 comments and survey free-text per BU and quarter, with the named risks counted
Attrition-risk scoring on engagement-driver trend, review-rating drift and tenure together
Manager-coaching prompts grounded in the manager's own review history, recognition activity and team engagement movements

Custom apps on your data

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

HRBP cockpit with review status, engagement drivers and learning completions per supported BU
Manager scorecard with review-cycle progress, recognition activity and team 360 themes
Succession-and-9-box tracker with the boxes that consistently stay empty per BU

Use cases

Use cases we deliver with Engagedly data.

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

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

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

360 theme trackingRecurring 360 themes per manager and BU across cycles, with first-time and repeat themes split out.

Engagement-driver trend per teamDriver and pulse-survey scores 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.

Recognition coveragePraise sent and received per team and quarter, with the teams that have run dry named.

Learning impact on performanceCourse completions and certifications per role, plotted against the next-cycle review-rating shift.

Compliance-training coverageMandatory-course completion and certification expiry per BU, country and role.

Manager-effectiveness scoringComposite score per manager combining review cadence, recognition activity and team engagement-driver trend.

9-box succession coverage9-box placement per BU and role family, with the boxes that consistently stay empty named.

Mentoring programme uptakeMentor-mentee matches, session frequency and drop-off per cohort and BU.

New-manager rampReview participation, recognition activity and first-team engagement scores for managers in their first six months.

Real business questions

Answers you will finally get.

Are our reviewers finishing the cycle on time per BU and country?

Review-cycle progress per manager, BU and country, against the calibration deadline. The HR business partner sees the BU where calibration steps are sliding two weeks past their close date in three cycles in a row, and the reviewers driving the slip, instead of trusting that the platform's progress tile says green.

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

Engagement-driver and pulse-survey 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 support, recognition, growth) showed the dip first, alongside the matching 360 themes for the same managers.

Did the learning we paid for move the performance score the next cycle?

Course completions and certifications per role and team plotted against the next-cycle review-rating shift, the next-cycle 360 themes, and the engagement-driver trend for the same group. L&D sees the courses that show a real ratings lift for the cohorts who took them, and the courses where the lift never materialises, before the next training-budget conversation.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Engagedly 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, 360 themes 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 and learning completions look healthier than the previous one.

For operations

Manager review cadence, recognition activity, team engagement and learning completions across sites in one capacity-and-culture picture. The COO sees which BU is letting manager rituals drift, which sites carry both an engagement dip and an open-role concentration, and where compliance-training expiry is concentrating risk.

Ideas

What you can automate with Engagedly.

Engagedly

Pair with Salesforce

Match Salesforce quota attainment to Engagedly OKR progress per sales pod

OKRs, 360 themes and check-in signals from Engagedly 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 Engagedly while pipeline coverage slips below 3x in Salesforce, and the pod whose engagement-driver score and manager-support theme 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.

Engagedly

Pair with Slack

Drive Engagedly review and recognition nudges from one Slack inbox

Open review steps, missed check-ins and learning-assignment due dates 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 review cadence has slipped two weeks in a row, instead of opening an Engagedly admin view to find it. Team leads stop discovering an open review step in the calibration meeting itself.

Engagedly

Pair with HiBob

Read Engagedly performance, engagement and learning on the HiBob employee record

Many scale-ups run HiBob for the people record and Engagedly for performance, OKRs, engagement and learning. The two systems each hold half of the picture; the warehouse holds both. Engagedly review ratings, OKR progress, engagement-driver trend and course completions land next to the HiBob worker, manager, site and tenure record, so the people-analytics view answers questions HiBob alone or Engagedly alone cannot: which managers run review cycles on time across every site, which teams show comp-band drift where engagement and 360 themes also dipped, and where review-and-engagement signals together predict the next quarter's leavers.

Engagedly

Pair with HubSpot

Tie Engagedly sales-team engagement to HubSpot revenue per pod

HubSpot pipeline, closed-won and rep activity per pod sit next to the Engagedly engagement-driver trend, OKR progress, 360 themes and check-in 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 and learning completions are 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'.

Engagedly

Pair with monday.com

Reflect Engagedly OKRs into the monday.com delivery boards

Objective and key-result records from Engagedly 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.

Engagedly

Pair with Exact Online

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

Calibrated review ratings and merit recommendations from Engagedly 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 Engagedly data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Engagedly 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.

Engagedly 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 Engagedly tables land in the warehouse?

The connector pulls users with their attributes, departments, business units, locations and job titles, performance reviews with ratings and reviewer assignments, OKRs and key results with their hierarchy, 360 multi-rater feedback, real-time feedback and check-ins, recognition entries (Praise / Activities), engagement and pulse surveys with driver scores, learning courses with completions and certifications, and mentoring matches. Authentication runs through an Engagedly site-administrator client key and secret key on the REST API.

What if we only have some of the Engagedly modules switched on?

Engagedly is a modular tenant. We pull what your tenant exposes: if Learning is on, course and completion records land; if the Engagement and Team Pulse modules are on, driver scores land; if Mentoring is off, the table is empty. The dashboards and automations are built per module, so you don't pay for joins on data you don't have, and turning a module on later starts populating the existing model without rework.

How are review ratings, comp recommendations and 360 comments handled?

Review ratings, calibrated comp recommendations and 360 free-text comments can be kept in restricted schemas that only HR, finance and reward roles reach, while review-cycle progress, OKR progress, aggregate engagement scores and learning completions power the dashboards the rest of the business uses. 360 free-text in particular often stays anonymous to the reviewee in Engagedly; we keep that boundary in the warehouse and surface aggregated themes per manager and BU instead of raw quotes. Access is enforced in the warehouse, not in each dashboard.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

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

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