MAYA AI · USE CASES
Five Moments Where Truth Decides Everything.
Maya is an independent AI confidante. She talks to your people at the five points where honesty matters most and is least likely to be given, in their own language, on WhatsApp and by phone. You get themes, evidence and a recommended action. Not another dashboard of scores.
Employee conversations, whichever moment you need me for.
The five use cases of Maya AI
Your AI Confidante. Five Conversations You Are Not Having.
Maya Exit
You know your attrition number. You do not know what is causing it.
- The real reason someone left, not the one they wrote on the form.
- Patterns by team, location and manager, before they become a trend.
- One recommended action per exit, with an owner and a date against it.
Most clients start here. The resignations are already happening, and nobody leaving has anything left to protect.
Maya Engage
Your engagement survey told you where the score dropped. It could not tell you why.
- Conversations targeted at the departments your own results flagged.
- Themes with the weight of evidence attached. Nine of twenty-seven people, not “a concern was raised”.
- Proof that a change you made actually landed or did not.
A survey is a thermometer. It tells you there is a fever. It has never told anyone what the illness is.
Maya Onboarding
Your worst attrition is in the first six months. It is also the only attrition you can still prevent.
- Five check-ins from day 7 to day 180, independent of whoever decides probation.
- Which cohorts and locations are at risk while there is still time to act.
- A read on recruitment quality: was the job the one you advertised.
A new starter cannot tell their probation decision-maker that they are drowning. That is why this cannot be a manager check-in.
Maya Career
Most people who resign say nobody discussed their future with them before they went.
- Career conversations for people hitting a time-in-grade mark. No risk list, no scoring, nobody flagged.
- Commitments with dates, and a closure rate by manager inside a quarter.
- The employee decides what gets passed on, which is why they tell you the truth.
A meeting held is not a route opened. This measures the second one.
Maya Transition
You announced the restructure. Nobody is going to tell you how it actually landed.
- Listening in waves after the event, never during a live consultation.
- The gap between “right for the business” and “right for me”, which is the number that predicts who leaves.
- What people cannot do the new way, and the rumours that have not reached you.
Two workforces can report the same sentiment score and behave completely differently. The gap is what tells them apart.
These five use cases are where we have gone the deepest so far. The engine underneath is the same one, so if the moment you need to understand is not on this list, it is usually about configuration rather than a build. And remember, you can always create your own custom Maya AI agent.
Walk through a live oneHow it works
Two minutes on WhatsApp. Then a conversation.
- Step 1
A few taps, no app, no corporate login. Enough to see where something is happening.
- Step 2
Maya calls, in their own language, at a time they chose. She asks why, and she follows the answer.
- Step 3
You get themes, evidence and one recommended action. Never a raw transcript.
Why people tell her things
She works for the organisation. She does not report on the person.
Enterprise security
Built for organisations that cannot afford to get this wrong.
ISO 27001 Certified · EU GDPR Compliant · AWS Enterprise Cloud.
ISO 27001
EU GDPR
Enterprise Cloud
Start where the evidence arrives fastest.
Most organisations start with employee exits. The conversations are already available to you, and the pattern is visible inside a quarter. We will show you a complete cycle.
Book a demo