For HR and L&D
AI coaching for employees that HR can measure and staff can trust
Give every employee a personal coach with a goal, a monthly roadmap and weekly tasks, while HR sees adoption and skill gaps by team and never sees a single conversation.
In short
AI coaching for employees means giving staff access to AI mentors that coach them toward a work goal over months, not one chat. In AiMentoring each employee picks a goal, gets a level assessment, a roadmap and weekly tasks, and HR sees only anonymous aggregates for groups of at least five people.
Coaching reaches the whole company instead of the leadership team
Most companies already coach their executives. The constraint is cost, so coaching stops at the top layer while new hires, first-time managers and specialists who want to grow get a course catalogue and a yearly review. An employee coaching platform changes that only if it is affordable per head and useful enough that people come back without being chased.
AiMentoring gives each seat nine AI mentors, each a fictional persona built on a known framework: Maya for sales, Grace for leadership, Jonah for career growth, Nora for interviews and internal applications, Ravi for coding, Iris for marketing, Theo for new business ideas, Lucas for languages and Sol for personal productivity. An employee can hold two active goals on Teams and three on Enterprise, for example "lead my first project team by March" and "reach B2 English for client calls".
- Assessment first. 8 to 12 adaptive questions produce a skill radar scored 0 to 5 per skill, so the plan starts from the person's real level.
- Roadmap by month. Each milestone lists skills, outcomes and the evidence to collect, such as a reviewed presentation or a completed delegation plan.
- Weekly tasks. Three to five tasks with due dates and a Friday check-in email sent in the employee's business hours.
- Memory. Every session stores facts, wins, blockers and preferences, so next week's conversation continues instead of starting over.
Company tracks give HR a shared structure
Teams and Enterprise include six company tracks that HR switches on for groups: onboarding, manager development, sales coaching, leadership, upskilling and internal mobility. A track sets the starting goal shape and milestones, then each employee's plan adapts to their own assessment and pace.
| Company track | Typical group | What the first milestone covers |
|---|---|---|
| Onboarding | Hires in their first 90 days | Role expectations, key stakeholders, first deliverable reviewed |
| Manager development | New and first-line managers | 1:1 structure, SBI feedback, delegation of one recurring task |
| Sales coaching | Account executives and SDRs | Pipeline math, discovery practice, first proposal review |
| Leadership | Senior managers and team leads | Situational leadership, team goals, hard conversations |
| Upskilling | Specialists learning an adjacent skill | Current level, practice plan, first piece of work reviewed |
| Internal mobility | Employees aiming for a new role inside | Target role mapping, skill gap matrix, evidence plan |
How the HR panel stays anonymous
The panel shows adoption, active goals, progress against milestones and skill gaps by team. Every figure is an aggregate, and a figure is displayed only when at least five people stand behind it. If a team has four active seats, the panel shows that there is not enough data rather than a number that could identify someone.
HR, managers and admins never see conversations, uploaded files, individual assessment answers or individual scores. Roles control administration, not content: an owner manages billing and seats, an admin manages invites and tracks, a member uses their own coaching. An employee can choose to export their own progress report and share it, which is their decision. Our guide on rolling out AI coaching without surveillance explains how to communicate this before launch.
- Shown to HR. Share of seats active this month, goals in progress per team, average milestone completion, the weakest skills by team.
- Never shown. Chat text, uploaded documents, names next to scores, any figure for a group under five.
A worked cost example for 200 employees
Typical market rates for human coaching are about 250 to 400 USD per employee per month, and enterprise coaching platforms often start around 3,000 USD per employee per year. These are general market figures, not our data, and the BetterUp alternatives page compares named platforms. Using 300 USD per month as the human midpoint for a 200 person rollout gives this comparison.
- Reading the table. Teams is the lower price. Enterprise costs more and adds SSO, SCIM, the audit log, a DPA, data region choice, priority support and your own content inside the mentors.
- A sensible target. If the program shortens new hire ramp by two weeks for 40 hires a year, the saved salary time alone usually exceeds the yearly seat cost.
| 200 employees, 12 months | Per employee per month | Total per year |
|---|---|---|
| Human coaching at a typical 300 USD | 300 USD | 720,000 USD |
| Teams billed monthly | 25 USD | 60,000 USD |
| Teams billed yearly | 12 USD | 28,800 USD |
| Enterprise billed yearly (100 seats included, 100 extra at 19 USD) | about 19.25 USD | 46,200 USD |
Teams or Enterprise for an employee rollout
Both plans are bought online with no sales call, yearly billing selected by default at half the monthly price. Usage limits are monthly counters per seat, visible to the employee, and deleting a goal or a file never gives quota back.
| Teams | Enterprise | |
|---|---|---|
| Monthly billing | 25 USD per seat, from 10 seats | 3,900 USD for up to 100 seats, then 39 USD per seat |
| Yearly billing | 12 USD per seat per month | 1,950 USD per month, then 19 USD per seat |
| Per seat each month | 200 messages, 4 reviews, 2 goals | 300 messages, 8 reviews, 3 goals |
| Company tracks and HR panel | Yes | Yes |
| Company knowledge in mentors | No | Playbooks and competency model |
| SSO (SAML) and SCIM | No | Yes |
| DPA, EU or US data region, priority support | No | Yes |
| Payment | Card | Card, or invoice with payment terms when annual |
Security answers your review team will ask for
Data is encrypted in transit and at rest. Enterprise adds SAML single sign-on through your identity provider, SCIM so leavers lose access the day they leave, role based access, an audit log of administrative actions, a data processing agreement and the choice of storing data in the EU or the US. The security page collects these controls in one place for a vendor questionnaire, and the company overview covers buying and rollout.
AI mentor output is guidance for work goals. It is not legal, medical, financial or psychological advice, and the product is not a mental health service.
How to roll out AI coaching for employees
- 01
Choose a pilot group
Pick one group of 15 to 40 people with a clear need, such as hires from the last quarter or newly promoted managers.
- 02
Explain privacy before launch
Tell staff in writing what HR sees (aggregates for groups of five or more) and what it never sees (conversations, files, scores).
- 03
Consult employee representatives
Where a works council or similar body exists, share the privacy model and security documents before invites go out.
- 04
Buy seats and invite
Check out online, invite by link or company email domain, and switch on the company track for the group.
- 05
Protect time
Agree 30 minutes a week of coaching time in work hours, so the Friday check-in is not homework.
- 06
Read the panel at day 30 and day 90
Compare adoption and milestone completion, then expand to the next group or adjust the track.
Questions about AI coaching for employees
Will employees think this is monitoring?
They might, unless you explain it first. HR sees only aggregates for groups of five or more and never conversations, files or individual scores. Share that in writing at launch and point people to the security page so they can check it themselves.
Do we need works council approval or employee consent?
That depends on your country and agreements, and your legal team decides. What we provide is the material they usually ask for: the privacy model, the list of data HR can see, the security controls and, on Enterprise, a DPA and data region choice.
How do we keep adoption above a few curious people?
Tie each seat to a real work goal through a company track, give people protected time, and let managers ask about progress in 1:1s without asking for content. The panel shows active seats per team so you know where to help.
Can it pass our security review?
Enterprise is built for that review: SAML SSO, SCIM provisioning, role based access, audit log, encryption in transit and at rest, a DPA, EU or US data region and priority support.
Can finance pay by invoice?
Annual Enterprise can be paid by invoice with payment terms, still through self-serve checkout. Teams is paid by card. Payments are final under the refund policy, and plans can be cancelled with access to the end of the paid period.
What if someone leaves the company?
Remove the seat in the panel, or on Enterprise let SCIM do it from your identity provider. The seat can then be reassigned to a new hire.
Is this a replacement for our human coaches?
It covers weekly practice and follow-up for everyone. Many companies keep human coaching for a small senior group and use AI coaching for the rest of the organisation.
See your first month before you pay
Open coaching for a first group of ten or more today and add the rest of the company when the panel shows it working.