An AI interviewer talks to the people around you — peers, reports, your manager — then helps you grow from what they really experience. No anonymous scores, no rankings, no surveillance.
CoreValence is built around three findings that break the usual instrument — and it treats each one as a design constraint, not a footnote.
of a single rating is the rater's lens, not you. The instrument's job is separating your signal from their positivity.
of feedback interventions decrease performance. Anything that turns attention to the self is the failure mode.
Development-only feedback moves the needle. The moment scores feed pay or promotion, raters stop telling the truth — and the effect collapses.
Every finding is a behavior-and-context theme with an evidence trail and a next move. And the firewall is visible: here is what a manager sees — and provably doesn't.
The manager gets subject-approved coaching direction — words, never numerics — so honest feedback stays honest.
What managers see — and provably don't.
The literature is clear: 360 feedback moves the needle modestly, and mostly for people who start out over-estimating themselves. We tell you that up front, correct for statistical regression, and say “stable” when a round honestly shows no change. Credibility is the product.
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