Second VisionFor TeamsYour team already has opinions about each other.
You just don't see them.
Second Vision measures the gap between how people see themselves and how others actually experience them. Before it becomes a problem.
No org-wide rollout required.
Manager's self-view vs team's experience
Not another 360 tool
360 feedback is broken.
This is something different.
Traditional 360 reviews are HR-mandated, manager-controlled, and focused on performance. Second Vision is user-driven, peer-sourced, and focused on perception.
Meet Tom, Engineering Manager
Tom rates himself. His team rates him. The gap reveals what no 1:1 ever will.
Tom
Engineering Manager
"I think I am pretty emotionally intelligent"
Dashed = Tom's self-view • Solid = Team's experience
How Tom's team sees him
Priya
Senior Engineer
Raj
Product Designer
Ananya
QA Lead
Team avg: EC: 5/10
Tom rates his emotional caliber 8/10. His team experiences him at 5/10.
That 3-point gap is invisible in every 1:1 and skip-level.
But the team feels it every day.
Why people actually do it
HR tools fail because no one wants to fill them out. Second Vision is designed to make people seek feedback, not dread it.
Curiosity, not compliance
Users want to know how they come across. The system rewards seeking more feedback, not checking boxes.
Unlock insights progressively
More peer responses unlock deeper caliber breakdowns. Users are motivated to invite more people.
Compare to your past self
Track how perception gaps change over time. Growth becomes visible and measurable.
Earn tokens for engagement
Completing reflections and getting feedback earns tokens. Create a culture of continuous self-awareness.
The result: employees ask for feedback instead of avoiding it.
What Second Vision shows you
- ✓Where self-perception and peer experience diverge
- ✓Where managers overestimate clarity or trust
- ✓Where teams feel friction but don't escalate it
- ✓Whether interventions are actually working
Designed for psychological safety
This is not a surveillance tool. Honest feedback requires structural guarantees, not just promises.
No individual feedback shown
Responses are aggregated. No one can be identified by their answers.
Minimum response thresholds
Results only appear after enough responses to prevent deanonymization.
Small teams auto-bucketed
Teams of 3-4 are grouped to preserve anonymity. No workarounds.
No inference attacks
Role, tenure, and reporting-line inference is blocked by design.
When teams use Second Vision
Before promoting managers
See if their self-perception matches team reality
After hiring senior leaders
Track how they're actually experienced in month 1-3
During rapid team growth
Catch friction early as dynamics shift
Following attrition or conflict
Understand the perception gap that led to it
As a leadership mirror
Regular perception check for managers who want to grow
How it works for teams
Admin sets up a team
Add employees to a feedback cycle
Members rate themselves
Quick self-assessment on 3 dimensions
Members invite peers
Anonymously, from inside or outside the org
Gaps revealed
See where perception diverges from reality
No performance data. No individual scoring. Just perception gaps.
Pricing that matches how teams actually use it
Second Vision is not a survey tool you run once a year. It is a diagnostic you run when something changes.
Pilot
Try Second Vision with one team
- ✓Up to 25 employees
- ✓One full feedback cycle
- ✓Team-level insights
- ✓No long-term commitment
Team Packs
For growing teams and departments
- ✓Unlimited peer invites
- ✓Team dashboards
- ✓Historical comparison
- ✓Quarterly or biannual cycles
Organization
Org-wide access with admin controls
- ✓Volume-based pricing
- ✓Admin controls & SSO
- ✓Reporting exports
- ✓Dedicated support
What pricing does not scale with:
Number of feedback responses • Length of employment • Seniority • Performance data access