CHRO/HRD asks: What does an employer see in Empatyzer and what will they never see?

In Empatyzer access is democratic: employers, HR and employees see essentially the same dashboards and guidance. Administrators can manage the organisational structure, activate or deactivate accounts, rename teams and set visibility ranges, but they do not obtain raw scores for individual people. The company receives aggregated snapshots, trends and indicators at the team or department level to spot risks and topics for action, not a list of people to target. Conversations with the assistant Em remain private and are not passed on to HR or line managers; the principle is simple — what happens in Empatyzer stays in Empatyzer. Users control their visibility: they can opt out of comparisons or delete their accounts, which removes them from aggregated data. Empatyzer avoids exposing raw individual results because interpreting those requires expert knowledge and risks misuse; instead the system provides interpreted, practical advice and aggregate measures. HR gains operational reassurance and reports on culture, motivators and selected trends, but never identifiable raw employee profiles. Technical admin access is limited to account handling, logs and audits, and any elevation of privileges is monitored and audited. Data are segregated per client, stored under EU regulations and encrypted; data are deleted on request after an engagement ends. Legal and product safeguards prevent using Empatyzer for performance reviews or hiring without deliberate and risky extra steps. In practice, the employer sees signals about culture and areas to improve, but never private conversations or unprocessed individual results. This approach combines scalability and business value with privacy and trust while preserving employee control over personal data.

Summary: the company gets aggregates and advice, not raw profiles or conversation content — privacy is the foundation of Empatyzer.