sariioYour questions, from the operations director, the HR director and the DPO.
The transcript or scorecard you keep tells the manager what happened on the call. Sariio reveals the agent on the call, from a twelve-minute survey of work preferences, so the coaching your managers draw from that record lands with the agent who receives feedback. That is the whole of the relationship between Sariio and the rest of your operation, and the reason the questions below have plain answers.
David answers the question this page misses in the first half hour and says whether Sariio fits the campaign you bring. Talk to David.
For the operations director
Keep running all three, because they score the call and Sariio adds the agent's work preferences to that score, so the manager coaches in the way this agent receives feedback. Sariio replaces none of those tools, and a first campaign runs under a data processing agreement rather than a change to any supplier arrangement you hold.
Sariio asks for one thing from your operation, the record of the call as a transcript or a scorecard, and returns a short coaching note prepared for that agent. There's no telephony or CRM programme to run on either side, so the paperwork for a first campaign is a data processing agreement and nothing more.
Sariio works from the transcript and the scorecard and returns coaching that fits the agent, so a specification that asks for those two inputs is met in full. Where a specification asks for prompts during the call or a component on the agent's desk, that work belongs to the tools built for the call, and Sariio sits beside that work rather than inside the call, because the person on the call is what Sariio reveals. David says so in the first conversation, before anyone has written a proposal.
Sariio makes no claim on attrition inside thirty days, because a campaign reads attrition over quarters rather than weeks, and a thirty-day figure is a promise rather than a measurement. One campaign, one site, one team leader and that leader's agents for a defined period show whether the coaching lands, measured by time to feedback, by the QA or customer measure you most want to move, and by what agents and managers say when asked directly.
Sariio prepares the note and the manager coaches from the note, and the manager reads and changes that note before anything reaches the agent. Sariio writes the note around what this agent does well and how this agent receives feedback, drawn from the agent's survey rather than from a template, so the conversation starts from the person rather than from the score. The Coaching page shows the one2one, the short coaching note Sariio prepares, for Alex, the agent on the cover of the book behind Sariio: Alex's one2one.
Sariio charges per person per month for everyone with a myMAP, the personal map of work preferences each agent completes, and the senior-team culture reading is a separate one-off engagement. David quotes both for the campaign you bring once the fit is clear, which is why this site publishes no fee and David raises no invoice before that point. Working with Sariio describes the first campaign.
For the HR director
No. Sariio reveals work preferences, which are here and now and change as the work changes, and the agent retakes the twelve-minute survey as the months pass so the reading remains current. Sariio is neither a personality test nor a recruitment screen and competes with neither, so any instrument your HR team already values keeps the place that instrument holds.
Sariio reads the words, the structure and the timing of a conversation and nothing of the voice, so tone, sentiment and voiceprint play no part. The agent's map reaches the agent before anyone else, a preference changes no score, and every coaching note comes from the manager rather than from a system, so agents on your floor meet Sariio as coaching rather than monitoring.
No, because a preference changes no score and tells the manager how to talk with this person rather than who is leaving. Gallup finds that conversation missing for 51 per cent of the people who leave, in the three months before they go (Gallup, 2019), and that conversation is the one Sariio prepares. Retention sets out the first ninety days.
The manager receives a short note on one call, written for the agent who receives feedback, with one action to adopt and a suggested way to open the conversation. The preparation takes the manager minutes, so each agent on the roster hears from the manager weekly while the call is fresh, which is the one conversation a week Gallup finds behind engaged teams (Gallup, 2026).
For the DPO
Sariio holds transcripts and survey results in the EU, in Frankfurt, and deletes audio once transcribed, or never receives audio at all, because the transcript carries everything Sariio reads. Sariio Ltd is a UK company and acts as your processor under a data processing agreement written to GDPR and the UK Act, and Trust and AI governance sets out the position for a South African site under POPIA, the sub-processors and the transfer mechanism, for your DPO to read before the first meeting.
No. Nothing from your operation trains a model, because the model that reads the transcript and writes the note runs under a data processing addendum that prohibits training on your data, and Trust and AI governance names every sub-processor so your DPO reads the commitment before the first meeting.
The myMAP belongs to the person who completed the survey and reaches that person first, and the manager reads the map after them. A comparison between two people appears only when both agree to that comparison, and a coaching note reaches the agent only after the manager has read and endorsed that note, so every reading in Sariio starts with a person rather than a system.
Working together
Bring one campaign and the person who coaches on that campaign, and half an hour online with David settles what you want to improve and how the two of you will know whether the coaching lands.
Also useful
Trust and AI governance sets out on one page what Sariio reads and where Sariio holds data, written for the DPO and the HR director.