Nadia 2.0 knows your business, your team, and what's coming up this week. She shows up in Teams, Slack, and mobile — all before you ask. Created by the AI company that pioneered AI coaching and is building the tools that will define the next decade of work.
The first and most obvious layer is the day-to-day work of managing people — giving feedback, leading 1:1s, navigating conflicts, coaching performance. The small interactions that never make it into a performance review, but shape what actually happens on the team.
On top of that, Maya has to navigate the structured talent-moment calendar — goal-setting, development plans, calibrations, mid-year and year-end reviews, compensation conversations. Each one a high-stakes decision that needs context she rarely has time to gather.
And she had to do all of this while also navigating a dynamic set of priorities at the organization.
Aggregated coaching intelligence across the entire organization
Everything you just saw with Maya is happening for tens of thousands of people across the organization, simultaneously.
Was 62% six months ago. Post-reorg coaching drove a shift toward structured problem-framing before action — visible in 1:1 coaching themes across Engineering and Ops.
Was 54% six months ago. Biggest driver: managers learning to translate strategy changes into language their teams can act on — spiked after Q3 reorg communications.
Mid-level managers connecting team work to org-level priorities — up from near-zero before Nadia launched. Now the fastest-closing gap in the organization.
Was 34% six months ago — flat. 89 managers now in data coaching paths. Gap starting to move for the first time this quarter.
Was 36% six months ago — improving slowly. Financial reasoning woven into 34 coaching conversations this month. Front-line managers still struggle to connect output to business impact.
Was the #1 gap six months ago at 41%. Nadia's coaching is actively closing it — now showing in the "skills being built" column. The model for how coaching closes gaps.
Sentiment recovered +3.2 pts since the reorg — Nadia coaching correlated with the inflection in February.
This data doesn't come from surveys. It comes from what people are actually telling Nadia — and what she's observing in how they work.
↑ 34% from last quarter · Follow-through rate: 87%
Most were feedback conversations managers had been postponing. Of those coached, 91% rated the conversation as more productive than previous attempts.
People tell Nadia what they won't tell HR. This is what the organization is actually working through right now.
Nadia 2.0 is our most ambitious release yet — the next leap from an AI-first company pioneering this category from day one. While others retrofit legacy coaching for the AI era, we're rethinking from the ground up how work gets done in the human+AI era, building the tools that will define the next decade of work.
See what Nadia 2.0 could mean for your employees and your organization.
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