What we measure.
What we will never build.

The core principle

VibeWorks for organisations surfaces anonymous cohort signal to help L&D leaders and CHROs understand how AI fluency is distributed across their workforce, and where to invest to move it.

The defining characteristic of the product is what it does not expose: individual scores are private to the employee who earned them. The employer sees aggregated patterns, not named individuals. The employee owns their credential and chooses if and how to share it.

This restriction is why the measurement stays honest. When employees know their scores feed into manager dashboards or performance reviews, they optimise for the appearance of fluency rather than the reality of it. The product's validity depends on the individual knowing that their score belongs to them.

What you get: cohort-level insights

The following views are in scope for the enterprise offering. All require a minimum of N ≥ 5 consenting employees before any data renders. Below that threshold the view shows a "not enough data" state rather than a suppressed result.

• Cohort fluency distribution. A histogram showing how your workforce is distributed across five fluency tiers: anonymous, no individual identified.
• Dimension-level cohort averages. Aggregate means across the five core dimensions so L&D teams can see where the organisation is strong and where it needs investment.
• Anti-pattern prevalence. Which patterns (over-reliance, shallow prompting, unvalidated output) appear at high prevalence in your cohort, with severity ratings to prioritise interventions.
• Recommended interventions. Practice tracks, lesson clusters, and coaching modes most likely to move the aggregate score, based on your cohort profile.
• Cohort trend over time. Whether aggregate AI fluency is improving, flat, or declining across reporting periods.

What we will never build

These are not deferred roadmap items. They are not unlockable by contract terms, deal size, or strategic partnership.

1. Individual scorecards visible to managers. No surface, export, or API will ever show a named employee's VibeWorks Index to their manager, HR business partner, or employer without that employee's explicit, revocable consent.
2. Manager dashboards that name employees. Any view accessible to a people manager shows anonymous distributions, tier shapes and averages, not rosters. Names and identifiers never appear alongside scores.
3. Performance review integrations. VibeWorks will not pipe data into, sync with, or be referenced by any performance management system (Workday, Lattice, Culture Amp, etc.). Connecting scores to evaluation cycles corrupts both the score and the cycle.
4. Compensation-plan competencies. VibeWorks Index scores will not be used as inputs to compensation decisions, promotion criteria, bonus calculations, or any employment financial outcome, including 'AI fluency' in job leveling frameworks tied to pay bands.
5. Leaderboards. No ranked list of employees, teams, or departments by VibeWorks Index, ever. Tier distributions are shown as anonymous aggregate shapes, not competitive rankings.
6. Activity or token-volume metrics. VibeWorks measures quality, not quantity. We will not surface conversation counts, tokens generated, or sessions per week, proxies that incentivise raw usage rather than effective usage.
7. Manager digests about their reports. No automated communication will be sent to a manager summarising their team members' AI fluency activity or scores. Employees receive their own digests; managers do not.
8. Forced participation as a condition of employment. We will not enter contracts that require employees to connect their account or share their score as a condition of employment, benefits, or continued good standing. Participation is always opt-in.
9. Surveillance or productivity monitoring integrations. VibeWorks will not integrate with employee monitoring software, keystroke loggers, screenshot capture tools, productivity scores, or any system designed to surveil employee activity.
10. Retroactive score disclosure. Scores generated before an employee consented to organisational data sharing will never be backfilled into org-level reporting. Consent gates participation going forward, not backward.

The deal-breaker line

If a contract clause, SLA term, data processing addendum, or verbal commitment requires VibeWorks to surface an individual employee's VibeWorks Index, in any form, through any channel, to that employee's employer, manager, or HR function without that employee's explicit, revocable, informed consent: we do not sign the deal.

This line does not move for revenue, for strategic partnership, or for a large-enough cohort. Enterprise partners who cannot operate within this constraint are not the right partners for VibeWorks.

Full principles contract

This page is a plain-language summary. The full internal document, including example discovery questions and the default VibeWorks response to each, is available on request.

For questions about enterprise agreements, data processing addenda, or to request the full principles document, contact us at hello@fluencity.ai.