Coaching, not surveillance · what a manager can and cannot see
No surveillance.
What an admin can set, what they can see, and what we will not build, written down.
Configuration and goals. Never scores.
Someone has to set the rep up: which channel it posts to, when it closes, which skills a team is aiming at. Setup is the whole of what an admin gets.
The admin Hub
- Holds
- Slack setup, channel routing, close scheduling, skill goals, workspace billing, who is on the roster, and which skills each engineer is aimed at.
- Never holds
- A score, an accuracy figure, an answer history, or a view of who has been practicing.
The channel post everyone reads
- Holds
- The question, and what it was about.
- Never holds
- Scores, accuracy figures, or a count of how many people answered. In a team of six, how many answered is a fact about named people.
Your own numbers
- Holds
- Your answers, your accuracy, your streak. Visible to you, on every plan.
- Never holds
- A manager's view of any of them, on any workplace plan we sell.
The one exception
The product has exactly one view that ranks people on a team against each other, the Slack leaderboard, and it is yours to control. Only the person who asks for it sees it. It stays hidden until 3 distinct people have answered, the same threshold stated in the privacy policy. Each row is a handle like Player-1234 beside that person's answered and correct totals. A public name is a choice you make, and it puts your name beside those totals on the board. Clear it at any time and every row you appear on reverts to the handle. When a manager sets a skill expectation, that is a goal they wrote, not a way to see your individual work.
The Team plan adds more practice, not reports on individuals: on-demand practice curated for each engineer, every domain open, more channels. No workplace plan we sell shows a manager individual answers. If that ever changes, this page and our privacy policy change first, in writing, before a single customer gets the feature, and we will email every existing customer when they do.
The count
Stated here · enforced in the privacy policyThe smallest number below is the strongest test of this promise.
- 0HR and compensation integrationsNo connector exists, and none is planned.
- 1Ranking view in the whole productThe Slack leaderboard, hidden until 3 people have answered.
- YouEveryone who can see your scoresYour answers, accuracy and streaks, on every plan.
Four things we will not build.
Data collected for coaching can be used to rank people, and a leaderboard built to celebrate can be used to shame them. These are the four things we refuse to build.
- 01
Celebrate practice, never punish gaps
The surfaces we build reward showing up: streaks, daily reps, the scoreboard of a live game among the people playing it. What we will not build is the inverse: automated messages naming whoever scored worst, shame columns, worst-of-the-week posts. A gap is a training target, not a verdict.
- 02
No HR or compensation exports
Atomic Reps does not connect to Workday, Lattice, BambooHR, Greenhouse, compensation tools, or performance-management systems. Practice data stays inside Atomic Reps. There is no export designed to feed a review cycle, and we will not build one.
- 03
No automated peer-shaming surfaces
We will not ship a message that says someone scored worst this week. We will not name individuals as outliers in any rollup. A live game scoreboard is shown only to the people playing that game; it is never posted to the channel as a permanent record.
- 04
Tool, not enforcement
Atomic Reps declares its intent and designs for the good case: coaching input, onboarding diagnosis, a team deciding what to train next. We refuse to build the punitive surfaces above, and beyond that we trust the customers who use it. We cannot control how a customer uses the product, but we do not build features designed to punish individuals.
And if we are acquired or wind down? Who runs this, the notice period, and your export window are already written down on the continuity page.
The people who answer the questions can challenge them.
A rep that is wrong for your systems is a bug in the question, not a gap in you.
Senior engineers can challenge a question that feels wrong for the way their team builds, and a childish or surface-level rep is something we want reported. The point is a faster fix cycle and more useful practice for the team, never a test that seniors have to pass.
Written down, then enforced.
The position
Honour is one of the values the product was built on. This page lists the product rules that follow from that value.
The enforcement
Security and the privacy policy describe the mechanisms and the thresholds that enforce these commitments.
We sell this product. Read the commitments above as a position we can be held to, not as a neutral report.
AtomicRepsCoaching, not surveillance
We celebrate the reps, never the ranking.