Keep the people you'd hate to lose.
Get the best from every team.
Sariio AI is built on MAPs - a Motivation And Preferences Survey that takes each person about ten minutes. From those ten minutes, the platform answers the questions that decide retention and performance: who will thrive in this role, how to onboard and coach this person, why this team clicks or clashes, and what your culture makes easy - or hard. Organisations run it entirely themselves; no consulting attached.
14-day trial with 10 survey credits, no card required - we set it up after a conversation. Plans & pricing - no surprises.
Engagement, retention and performance share one hidden variable
Only one in five employees worldwide is engaged at work, and Gallup puts 70 per cent of the variance in team engagement down to the manager. In Gallup's latest meta-analysis, top-quartile engagement means 21 to 51 per cent lower turnover and 23 per cent higher profitability. The hidden variable underneath all three numbers is fit: whether the work lets each person work the way they genuinely prefer. That has always been hard to see. Sariio makes preference measurable - and puts the measurement in your own hands.
Hire better. Keep people longer. Help every manager manage well.
Most regretted exits are mismatches nobody could see at hiring. Sariio benchmarks the preferences of your people who already succeed in a role, lets you interview candidates against that evidence, and shows each new starter's manager how to onboard them the way they actually work best - inside the first ninety days, where most early leavers are made.
Managers drive most of the difference in engagement, and engagement drives output. Sariio gives every manager a working read of each person - how they decide, plan, start and finish - and AI answers to the Tuesday-morning questions: how do I coach this person, what will this one-to-one miss, why does this handover keep failing?
When two colleagues keep colliding, the cause is usually preference, not personality. Side-by-side comparisons and team maps turn friction into a conversation about evidence - easier to have, kinder to both people, and far more likely to change something.
Real reports. Click any picture and step through.
Everything below comes from the same ten-minute MAPs survey - five different lenses on the answers. Tap a picture to open the full report, use the arrows to walk the set, or follow the links into the live app.
Where one person sits on twelve preferences - and AI commentary on what that means for managing, coaching and working with them.
The preference profile of the people who already succeed in a role, with a clear picture of how closely each candidate's preferences match it - and where they differ. A match is not a merit ranking: similarity tells you about fit with the group, and sometimes difference is exactly what a team needs. No automated screening - a human decision, better informed.
What the team shares, where it varies, where it pulls apart - and how a new starter will land within it. Onboarding, handovers and team friction, explained before they bite.
The whole organisation's centre of gravity, where opinion divides, and what the culture finds hard to see about itself. The sample is a real client map, anonymised - evidence for the board, not a survey deck.
A group built from anyone with survey results - a project team, a cohort, a leadership programme. Every working relationship on one map, with AI commentary on what each pairing shares and where it will grate. Explore the live Circle (opens in new tab)
Ten minutes per person. Everything here is built from that.
Sixty statements answered on sliders - no tick-boxes, because how you prefer to work is a position on a spectrum, not a yes or a no. No training courses, no workshops, no consultants needed to run it. And nothing that judges: a MAPs report describes how someone prefers to work, never how good they are - no types, no grades, no verdicts on ability. People read their own maps and recognise themselves, which is why they keep coming back to them. The method in full, including why we built it this way, is on the approach page.
AI that turns the maps into next steps - under rules it cannot break
Why AI at all. A preference map is rich, and most managers meet one at nine o'clock on a busy Tuesday. The AI turns the numbers into plain-English commentary a team leader can act on, and Ask Sariio answers questions about any profile in the moment - how to onboard this person, what a difficult one-to-one might miss, why two colleagues keep colliding. Insight that once needed a consultant in the room is simply there when the manager needs it.
How it is constrained. The commentary is gated: where the numbers give no support for naming a leading preference, none gets named, and nothing is invented to fill a gap. Every output is logged with timestamps and version numbers. No automated decision is ever made about an individual - a human always decides, and that commitment is contractual. The platform takes no biometric input of any kind, which keeps it outside the EU AI Act's Article 5 prohibition on workplace emotion recognition by design. Client data is never used to train AI models. The complete governance position - hosting, encryption, GDPR and POPIA, sub-processors - is published in the trust & AI governance declaration.
Use the platform. Add the operator if you want one.
Sariio AI is self-serve from the first survey onwards - and if you'd like thirty-five years of operating experience alongside the maps, that conversation is one click away.
Want to feel the instrument first? Take the survey yourself (opens in new tab) Plans & pricing - no surprises.