From 10 employees to large organizations.
Every offer relies on the same method, calibrated to the size and complexity of your organization.
Choose your offer based on three criteria:
The size of your organization (number of employees).
The scope involved (one team, several functions, several entities).
The level of steering governance expected.
Deploy Brainmood on one team, site or department and measure its contribution in real conditions before considering a wider rollout.
Trust framework: pseudonymous collection, aggregated readouts within the agreed scope and collective reporting rules.
At the end of the 6 months, the company decides to continue, broaden the scope or stop.
Explore the pilotContact us →Four levels of commitment, one methodological rigor.
The steering foundation for organizations of 10 to 49 employees.
The full foundation: secure collection, aggregated reading, decision synthesis and an action plan tracked over time.
For organizations that grow, transform or coordinate several teams.
A consolidated reading of the organization, cross-team steering and reinforced support.
For complex organizations requiring reinforced multi-team steering.
Structured multi-team steering, executive readouts and dedicated support.
Groups, multi-site organizations and complex environments.
The scope is defined according to your structure:
A deposit of 30% of the contractual amount is required at signature. The balance is invoiced according to the schedule defined in the contract.
Alignment with leadership. Definition of scope, objectives and completion criteria.
Pseudonymous collection, no nominative profile. Aggregated readouts, anti-reidentification thresholds.
Data structuring. Identification of tension zones and steering levers.
Prioritized action plan. Owner, deadline and criterion for each lever. Trade-off follow-up.
“We feel something is slowing us down. We want to know what, with a simple, framed program.”
Target: SME leadership · 10 to 49 employees.
“We're going through change. We want to stay on course without missing the weak signals.”
Target: growing organization · 50 to 149 employees.
“We want a comparable reading of our sites. No barometer, no psychological interpretation.”
Target: complex organizations · 150+ employees.
The first decision synthesis delivers prioritized trade-offs in 4 to 6 weeks. A durable cadence settles over 6 to 12 months: that's what distinguishes a one-off observation from a real steering capability.
Responses are pseudonymous, with no nominative profile, and readouts are aggregated within the defined scope, with anti-reidentification thresholds. Access and cross-referencing rules are agreed with the organization, and reporting is designed for a collective view.
A barometer measures a perception. Brainmood structures a steering-oriented reading: tension zones, alignment, operational dynamics. The output is not an engagement score, it's a prioritized action plan with owner, deadline and completion criterion.
Brainmood primarily addresses executives and the ExCom. HR can be an orchestration partner, but the main sponsor is general management. It's a steering program, not an HR project.
Yes. The Brainmood Pilot — 6 months deploys the platform on one team, site or department and measures its contribution in real conditions before considering a wider rollout. The Essential offer, with a 6-month commitment, is otherwise the full foundation for organizations of 10 to 49 employees.
The total amount depends on the offer, the commitment period and, for large organizations, the agreed scope. A deposit of 30% of the contractual amount is required at signature. The balance is then invoiced according to the schedule set out in the contract.
Thirty minutes to understand your situation. No automatic quote, no prospecting. A framed conversation. Reply within 48 business hours.
Confidentiality is addressed in scoping: pseudonymous collection, anti-reidentification threshold and aggregated readouts within the defined scope.
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