The Company Report is the whole-organisation view of a Pulse. Where a Team Report covers one manager's people, this covers everyone — and it's the right place to start when you're preparing a leadership readout.
It's available to Admins.
What's in it
The report is organised into sections you can move between:
Overview — an executive summary: total members, teams and competencies, your average Pulse score and score range, your strongest competencies, your development areas, and your top performing teams
Teams — performance by team
Distribution — how scores are spread across the company, with mean, median, standard deviation and percentiles
Heatmap — competency averages across the organisation at a glance
Comparison — teams side by side
Blindspot Overview and Blindspots — how self-awareness is distributed, split into overestimators, underestimators and self-aware, plus your largest individual gaps
Strengths & Weaknesses — company-wide
All Member Scores — a searchable table of everyone, with a link through to each person's individual report
You can filter the whole report by role, region and tenure, and switch which Pulse you're looking at.
Performance tiers
People are grouped into four tiers based on their Pulse score out of 100:
Tier | Score |
Capability Mastery | 80–100 |
Capability Advancement | 60–79 |
Developing Capability | 40–59 |
Building Foundations | 0–39 |
These describe capability as measured by the Pulse. They are not performance ratings and shouldn't be used as them.
Working through it
Start with Distribution, not the average. A company average of 58 can mean everyone sitting around 58, or two clusters at 40 and 75 that need completely different responses. The spread tells you which.
Use the Heatmap to find the company-wide gaps. A competency that's low everywhere is an enablement priority. A competency that's low in one team is a coaching conversation with one manager.
Read the blindspot distribution as a culture signal. A high proportion of overestimators across the whole company often says more about how feedback flows than about individual self-awareness.
Filter before you conclude. Tenure especially — a cohort of new joiners will pull averages down for entirely healthy reasons.
Need help?
Use the in-platform chat if you'd like help preparing a readout from this report, or if a section looks empty when you'd expect data.