Frequently asked questions

A pulse survey is a short, frequent employee feedback survey — typically 2–10 questions sent weekly or biweekly. Unlike annual engagement surveys, pulse surveys give HR teams a real-time view of employee sentiment, burnout risk, and organizational health before problems escalate.

Annual surveys are long (50–100 questions), run once a year, and produce reports months after collection — by then the data is stale. Bloomder sends 3–5 questions every 1–2 weeks and generates AI insights minutes after survey close. It flags burnout and disengagement risk weeks before they turn into turnover.

Most HR teams launch their first survey in under 10 minutes. Bloomder ships 50+ pre-built templates covering engagement, burnout, NOM-035, and OSHA compliance. Pick a template, add your employee list, and send. No IT involvement or configuration required.

Bloomder charges a rate per active employee, billed annually. Free is $0 forever, for teams up to 25 employees. Pulse is $3 per employee per month. Shield — the plan that includes the audit-ready NOM-035 file — is $5 per employee per month up to 250 employees, $4.25 from 251 to 1,000 and $3.75 from 1,001 to 2,000, and the band your headcount falls into applies to every employee. Paid plans bill a minimum of 10 employees, and the monthly cycle costs 20% more. Above 2,000 employees, or for multi-site and custom contract terms, talk to us. No setup fees. See full pricing →

Yes. No credit card required. You can launch your first survey and see AI-generated insights before committing to any paid plan. Start free →

Monthly plans cancel anytime with no penalty. Annual plans work differently: they are billed upfront — refundable within 14 days of purchase — and after that you are committed to the year, with the renewal cancelled on 30 days’ notice before the renewal date. Either way your access runs to the end of the period you already paid for. Section 2 of the Terms is the exact wording.

Yes. Bloomder includes a NOM-035-STPS-2018 template covering all 72 psychosocial risk indicators required by Mexican law. The platform documents survey runs, response rates, and results in audit-ready reports for STPS inspections. Mandatory for all Mexican employers, with the full risk-factor identification survey required starting at 16 employees. See compliance details →

Yes. Bloomder aligns with ISO 45003 (the international standard for psychosocial risk at work) and the NIOSH Total Worker Health framework. Automated pulse surveys provide ongoing, documented evidence of psychosocial risk monitoring, which also supports OSHA General Duty Clause due-diligence — note OSHA itself does not mandate a specific survey. See compliance details →

Results appear only for groups of at least five people who answered. Below five, the group shows nothing at all — the platform withholds it, and the threshold cannot be lowered by any administrator. When someone submits, the link between the response and the person is destroyed in the same transaction that saves the answers. Not hidden behind permissions. Gone.

With two numbers they already understand: what one replacement costs you (0.5 to 2 times salary) and what one round of fines costs you. The program is priced below a single serious inspection and below what the engagement platform alone would cost you.

Then we will have done everything that is ours to do, and we say so plainly: the outcome of an inspection is decided by the STPS, not by us. What we can be held to is the file, the participation and the support.

Turnover has causes we can surface and causes we cannot touch, like a competing plant paying more down the road. What the program gives you is knowing which is which, by team, with the drivers named.

That is the most reasonable fear on this list, and it is why the participation playbook is part of the program. It covers the 15-day launch sequence, how to reach operators without corporate email, and the anonymity conversation that decides whether people answer.

After each survey run closes, Bloomder's AI (powered by Claude from Anthropic) analyzes response patterns across satisfaction, engagement, burnout indicators, leadership perception, and compliance markers. It generates a plain-language insight report highlighting anomalies, trend changes, and specific action recommendations — no data science background needed.

Bloomder enforces a minimum of 5 distinct respondents (k-anonymity, k = 5) before revealing any result — for a department, a matrix cell, or an entire survey run. Below that threshold you see “Insufficient data to protect anonymity” instead of a score, and it is a platform-wide floor that no admin can lower. Managers and admins never see who answered what: open-text feedback appears as AI-summarised themes with a few representative quotes, never with a name and never for a group smaller than 5.

All data is encrypted at rest (AES-256) and in transit (TLS 1.2+). Production infrastructure runs on AWS with multi-availability-zone deployment and automated encrypted backups. Enterprise clients requiring specific data residency regions should contact [email protected]. See our security page →

Today, employees get a secure, direct link in their email that opens instantly on any device — no app or password required. We're also actively building native integrations for Slack, MS Teams, and WhatsApp to reach your team wherever they work. A read‑only REST API is available on the Enterprise plan and documented at the API documentation page — for access or anything beyond it, contact [email protected].

Bloomder focuses exclusively on pulse surveys with AI insights, with transparent published pricing — free up to 25 employees, then $3 per employee per month on Pulse, and from $3.75 to $5 per employee per month on Shield for larger MX-US operations. 15Five and Culture Amp are broader HR platforms that typically require annual contracts and quote-based pricing; Workleap (now part of Workleap) offers simple pulses without AI-native analysis. Bloomder also uniquely supports both OSHA and NOM-035 in one platform. See full comparisons →