Leapsome connector

Use your Leapsome data for reporting, automation and AI.

Data Panda pulls your Leapsome reviews, OKRs, engagement surveys, learning paths, instant feedback and compensation cycles 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 Leapsome

The Berlin-built people enablement platform that holds reviews, OKRs, engagement, learning and comp in one record.

Leapsome was founded in 2016 in Berlin by Jenny von Podewils and Kajetan von Armansperg, who still run the company together as co-CEOs. The platform was bootstrapped and profitable for its first six years, then took its first outside investment in March 2022 from Insight Partners with Creandum and Visionaries Club. That capital opened a New York office and pushed expansion into the United States, while the engineering and product centre stayed in Berlin. Customer logos lean into the European mid-market and global scale-up sweet spot the platform was built for: Spotify, Northvolt, Workato, Babbel, Bumble, Sony, Fender.

The product covers the full people-enablement scope a 200-to-3,000-employee company expects from a single platform: performance reviews and 360 feedback, goals and OKRs, engagement surveys with driver scores and eNPS, instant feedback and praise, one-on-one and team-meeting agendas, learning paths and courses, and compensation cycles with calibration. An HRIS layer sits underneath for the people record, documents, time-off and onboarding, so engagement signals live next to the directory rather than in a separate platform. Pulled into a warehouse next to your HRIS, your CRM and your finance system, the Leapsome record finally answers questions a Leapsome view alone does not: which managers ran review cycles on time per business unit, which teams show an engagement-driver dip three months before the resignations land, and where learning uptake and promotion outcomes are pulling in opposite directions.

What your Leapsome data is for

What you get once Leapsome is connected.

Performance, engagement and learning reporting

Review status, OKR progress, engagement drivers and learning uptake on one page across every team and BU.

Review-cycle completion and reviewer turnaround 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 trend per team and cohort, plotted against the leaver record over the following quarters

Process automation

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

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
Sync OKR progress into the goals widget that sits inside the team's weekly business review

AI workflows

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

Theme extraction across review free-text and survey comments per BU and quarter, with the named risks counted
Attrition-risk scoring on engagement-driver trend, learning uptake 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 Leapsome data for HR business partners and BU leaders who should not need a Leapsome seat to read their own org.

HRBP cockpit with review status, engagement drivers and learning uptake per supported BU
Manager scorecard with one-on-one cadence, review-cycle completion and instant-feedback activity
Comp-cycle tracker with the calibration steps that consistently slip per BU

Use cases

Use cases we deliver with Leapsome data.

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

Review-cycle completionReview progress per manager, BU and country against the calibration deadline, with reviewer turnaround broken out.

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.

Learning-path uptake per roleCourse and learning-path completion per role family, BU and tenure cohort, against the assignment plan.

Instant-feedback coveragePraise and feedback exchanged 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 review-cycle delivery, 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.

Compensation-cycle outcomesCalibrated merit and promotion outcomes per BU and country, against the budget envelope and the previous cycle.

Real business questions

Answers you will finally get.

Are our managers closing review cycles on time, or is the calibration meeting where we discover the gaps?

Review-cycle progress and reviewer turnaround per manager, team and BU against the calibration deadline. The HR business partner sees the BU where review steps consistently slip past the target close date and the managers driving the slip, instead of finding out in the calibration meeting itself.

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 learning paths feeding the promotion pipeline, or are people getting promoted around them?

Course and learning-path completion per role family, BU and tenure cohort, joined to the promotion record over the following year. People-development sees the role families where the learning curriculum lines up with promotion outcomes, and the ones where it does not, before the next learning budget gets signed off.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Leapsome 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 compensation 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 review delivery, 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 Leapsome.

Pair with Salesforce

Match Salesforce quota attainment to Leapsome OKR progress per sales pod

OKRs and engagement signals from Leapsome 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 Leapsome 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 Leapsome review and engagement nudges from one Slack inbox

Open review steps, missed one-on-ones and learning paths sliding past their due 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 delivery has slipped two weeks in a row, instead of opening a Leapsome admin view to find it. Team leads stop discovering an open review step in the calibration meeting itself.

Pair with HiBob

Read Leapsome performance and engagement on the HiBob employee record

Many scale-ups run HiBob for the people record and Leapsome for performance, OKRs, engagement and learning. The two systems each hold half of the picture; the warehouse holds both. Leapsome review ratings, OKR progress, engagement-driver trend and learning uptake land next to the HiBob worker, manager, site and tenure record, so the people-analytics view answers questions HiBob alone or Leapsome 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 Leapsome sales-team engagement to HubSpot revenue per pod

HubSpot pipeline, closed-won and rep activity per pod sit next to the Leapsome 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 Leapsome OKRs into the monday.com delivery boards

Objective and key-result records from Leapsome 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 Leapsome compensation outcomes to Exact Online personnel-cost lines

Calibrated review ratings and merit recommendations from Leapsome 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 compensation 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 Leapsome data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Leapsome 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.

Leapsome 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 Leapsome tables land in the warehouse?

The connector pulls users and managers, performance reviews with ratings and reviewer assignments, objectives and key results with their hierarchy, engagement surveys with driver scores and aggregate response data, instant-feedback and praise records, one-on-ones with agenda items, learning paths and course-completion records, and compensation-cycle outcomes. Authentication runs through a Leapsome service-user API token scoped to your account.

What about engagement-survey data?

Engagement results live in Leapsome alongside the manager moment. 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 Leapsome; 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 Leapsome 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 review-cycle status, 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 Leapsome setup and the systems around it. Together we pick the first thing worth building.

Book a call See our other connectors