Feedback + AI
Your company grows when your team grows. Every single day.
No surveys, no forms. LetsFeedback’s AI takes the feedback, meetings, and goals you already have and turns them into performance reports, timely alerts, and training. For managers, team members, and People teams.
Human-controlled AI.It suggests connections and drafts; it never publishes or decides for the manager.
FIDBYa private space to talk
Q3 goal achievedtwo weeks early
Performance reportAI draft ready
Suggested courseProject leadership
Pre-feedback readyfrom today’s 1:1
Feedback doesn’t end when it’s shared.
Follow the evidence.
A single record moves through the platform without anyone typing it again. See how an observation becomes clear feedback and connects with goals, culture, performance, and engagement.
Interactive demo · 8 steps- 01Feedback
- 02Goals
- 03Culture
- 04Performance
- 05Engagement
TRY ITThe interface plays on its own
or you can control it.
or you can control it.
letsfeedback.com.ar
LetsFeedback
LetsFeedback
REAL PRODUCT WALKTHROUGHDemo data · decisions stay in people’s hands.
Goals21 days without progressFeedbacklower frequencyRecognitionrecent changeSIGNAL DETECTEDIt may be a good time to talk.3 signals explain this suggestion.
Engagement Engine
An alert is useful when it also explains why it appeared.
AI combines feedback, goals, culture, and recognition signals. It doesn’t label people: it shows patterns and suggests a next conversation.
01Visible signalsThe manager can review what triggered the alert.
02A concrete actionA clear suggestion, without alarmism.
03Human decisionLogging, dismissing, or acting stays with the manager.
And if the manager doesn’t act in time?That’s where FIDBY comes in: it invites the person to talk privately, only if they want to.
Meet FIDBY↓FIDBY · Listening assistantAvailable
When the manager doesn't get to it in time, someone listens to the person.
If Engagement Engine signals converge on a person and the manager doesn't act in time, FIDBY invites the affected person to talk. It seeks to understand what is happening behind the data. It does not diagnose, resolve, or decide: decisions belong to people.
- Step 1Signals converge
The manager gets the alert and sees that FIDBY is scheduled, with a deadline.
- Step 2The manager gets the first chance
New feedback or goal progress closes the case. A claim without evidence does not.
- Step 3FIDBY invites the person
It never contacts the manager first. The person decides whether to talk.
Hi, I'm FIDBY, your organization's listening assistant. I'm an AI.
Some recent signals came up and we want to understand how you're doing. Everything may well be fine.
This chat is private. If you want to share something, you'll first see what would be sent and who would receive it.
How have these days been for you?
- 01Confidential conversation
It is not shared verbatim. Only a summary the person validates first is shared.
- 02Urgent cases go to a real person
An urgent risk goes to the human responder the organization defined, not to the direct manager.
- 03Company protocols
FIDBY only recommends approved resources and help channels. It does not invent procedures.
See the Engagement Engine→
Separately contracted capability. Requires a channel, protocols, and responders configured by each organization.
Meet FIDBY What gets said doesn’t get lost. It keeps working.
From a long conversation to a draft the manager can use.
Record an in-person meeting with consent or import notes from Meet, Teams, or Zoom. AI identifies the relevant moments and suggests pre-feedback drafts.
- 01You choose the person and the source.
- 02AI structures evidence, not automatic conclusions.
- 03The manager reviews, edits, and decides what to share.
1:1 · Marina + Carlos
Illustrative example10:12“What helped most was knowing who decided each part.”
10:18“Next cycle we could anticipate the blockers.”
SourceAI structuresHuman review
SUGGESTED PRE-FEEDBACK
Pending review“You brought clarity to decision-making and helped the team anticipate blockers.”
Goals that move with evidence, not reminders.
Create OKRs with AI assistance and track progress with what actually happens at work. Every piece of feedback adds context on how each person is progressing, not just how much.
Explore Goals and OKRs→GOAL · Q3
On trackImprove coordination between Operations and Sales
68%
- KR1
Reduce rework in handoffs
74% - KR2
Document critical agreements
62%
A report that knows the person’s whole year, not just last month.
AI builds the report with everything known about each person: feedback, goals, culture, recognition, and engagement signals. Every conclusion shows its evidence, and the manager reviews it before using it.
Start of periodReport
Collaboration feedback
Goal updated
Peer recognition
Follow-up signal
Report with evidence
CM
Carlos M.Operations Analyst · 12 months of evidence
A year of growth in coordination. The next step is anticipating blockers.
- Feedback12 entries
- Goals3 of 4 achieved
- Culture8 signals
- Recognition9 received
STRENGTHS
Untangles complex decisions
Collaborates across teams
TO DEVELOP
Anticipating blockers
Facilitating agreements
It knows what each person needs to learn. And where they can do it.
Based on feedback, goals, and the report, AI identifies what each person needs to develop and what kind: technical, communication, leadership, or culture. Then it recommends training from your company catalog or global courses.
- 01It detects the need with evidence, not intuition.
- 02It recommends from the internal catalog or open courses.
- 03The manager reviews and decides what to assign.
Facilitating agreements across teams
Why:3 recent feedback entries and the coordination goal point to the same gap.
- Your company catalogNegotiation and agreements workshopIn person · 4 h
- Global courseHow to facilitate effective meetingsOnline · 6 h
AI suggests.
People decide.
01ObservesStarts from real feedback, notes, meetings, and goals.
02ConnectsShows relationships and evidence, not closed answers.
03SuggestsCreates reviewable drafts, alerts, and next steps.
04WaitsNothing sensitive is shared without a human decision. Neither is what someone tells FIDBY.
What people usually ask us.
Does LetsFeedback use surveys?
No. LetsFeedback doesn’t rely on surveys or forms: it works with the feedback, meetings, and goals that already exist in the team’s day-to-day, and AI turns them into reports, alerts, and training.
What does LetsFeedback’s AI do?
It transcribes and structures meetings, suggests pre-feedback drafts, connects each piece of evidence with goals and cultural principles, builds performance reports by person and team, detects Engagement Engine signals, and recommends training. People review and decide.
Does AI publish feedback automatically?
No. It can transcribe, structure, and suggest a pre-feedback draft, but the manager reviews, edits, and decides what to share.
How does it recommend training?
Based on feedback, goals, and the performance report, AI identifies what each person needs to develop and what kind (technical, communication, leadership, management, or culture) and suggests courses from the company catalog or global training. The manager decides what to assign.
What is FIDBY?
FIDBY is LetsFeedback’s listening assistant, available. When Engagement Engine signals converge on a person and the manager doesn’t act in time, FIDBY invites them to talk privately. The conversation is not shared verbatim: only a summary the person validates. It doesn’t diagnose or decide.
Who is LetsFeedback for?
For managers, team members, and People and HRBP teams at growing companies in Latin America, from teams of 10 to organizations of thousands.
Does LetsFeedback replace performance reviews?
It creates a continuous record that can be used as a management system or as evidence for a formal review.
Is an integration required to start?
No technical integration is required to begin. Enterprise deployments may include agreed SSO and integrations.
It can all start with a real conversation.
See what happens when feedback stops living in isolation.
Try it free for 30 days↗No lock-in · guided setup