A reorg. A change to benefits. A new return-to-office policy. You get one shot at the first announcement, and your people remember it. Kapari runs your decision past a panel of simulated voices before you say it out loud. You see the objections, the fault lines and the blind spots while you can still do something about them. No real person is interviewed.
The objection is fair, so take it head-on. A tool that claimed to know what your employees think, so you could skip talking to them, would be indefensible. Kapari is built the other way around. No employee is interviewed, no questionnaire goes out, no employee data is collected or processed. The panel is made of simulated voices built from public data. It is not an internal poll, not a survey of your workforce, not a measure of employee opinion.
Our position fits in one sentence: Kapari prepares the conversation with your employees, it never replaces it. Whatever process you owe your people stays exactly where it was. Notice requirements on a layoff, union obligations where a contract applies, straight talk with your managers: none of that moves. Here is what changes. You walk into the room having already heard the likely objections. You have worked your answers. You know what your announcement left in the dark. Pressure-testing a conversation is not dodging it. It means the hard question lands and you have a real answer for it.
A draft policy, a set of talking points, the deck you plan to show the leadership team: attach a file (.txt, .docx, .pdf) and the panel works from your facts. The text is pulled out locally, in your browser. The file itself never reaches our servers, and only the text you approve goes into the simulation. The panel reasons on what is in your document, never on opinions collected from your workforce.
The engine and the database run in Paris, on European infrastructure. Your decisions, folders and context stay there.
Your decision text is processed by a model from Mistral AI, a French company. Never your identity, never your credentials: only the text the simulation needs.
We train no model on your decisions. Your content produces your result, and nothing else.
Close your account and everything goes with it: decisions, folders, panels, context. No courtesy copy kept on the side.
Every one of these claims is spelled out, and checked against the infrastructure we actually run, on the Security and sovereignty page.
A machine-generated "employee approval rate" would not survive its first meeting. Someone would wave it around, someone else would ask where it came from, and both would be right. So Kapari does not produce one. On sensitive topics, the read stays qualitative. You get arguments, fault lines, and computed signals: the voice that breaks with its own side, the common ground between two camps, the empty chair at the table. Never an opinion score. The panel always shows how it was built, and we explain in public, on Are synthetic audiences accurate?, why we refuse to put a number on opinion. That leaves you a process you can document and defend.
A transformation plan lives or dies on how it is announced as much as on what it contains. The test bench gives you material to work on both, before the day.
The panel imagines your announcement failing: where the plan derails, who checks out first, what sets the whole thing off. You deal with those scenarios while they are still on paper.
Run several framings of the same decision past the same panel: the one that lands, the one that backfires, and why, group by group.
A reaction does not add up? Ask that voice up to three follow-up questions, or put one question to the whole panel. The verdict (Adopt, Adjust, Hold off) is replayed across three passes, so you can see whether it holds.
PDF and Excel exports, a read-only share link you can revoke for your CEO or the leadership team, and a folder library where you log what actually happened after the announcement.
Kapari is in beta, and we would rather say so than dress it up. Access is free on request, no credit card, and you get an answer within two business days. The demo needs no sign-up, so you can see for yourself in two minutes.
We have not published a dedicated HR case yet, and we are not going to pretend otherwise. What we do publish is an exam. We replayed 16 well-known US decisions without their ending. Several are employer calls aimed at their own staff: the Airbnb and Stripe layoffs, Coinbase's ban on internal political debate. The answer key is 48 objections people actually voiced at the time, verified one by one. The panel recovered 74% of them on average, and the worst sheet, 33%, is published as is on the exam page. Put a real HR decision on the bench during the beta and you will see what it is worth on your own ground before you commit to anything.
Kapari assembles a panel of simulated voices and looks at how their reactions line up, to help you decide before you announce. It is not a poll, not a survey, not a measure of opinion, not a prediction, and no real person is interviewed. It prepares the conversation with your employees, and with their union reps where there are any. It never substitutes for that conversation, and it is not meant to.
Try the demo, no sign-up, or put a real HR decision on the test bench during the beta. No real person interviewed, no employee data processed.
And when the day comes: how to talk about it with your stakeholders ->