X Employee Sentiment
Aggregates public sentiment from a company's employees on X over 90 days, surfacing positive vs negative themes and flight-risk signals.
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How to Use X Employee Sentiment
- Enter keyword, @handle or topic in the main input field. Be as specific as possible for better results.
- Configure your preferences: Timeframe, Detail Level.
- Click 'Generate' and wait a few seconds for the AI to process your request.
- Review the generated output. Use 'Regenerate' for a different variation or 'Copy' to use the result.
- Refine your input or adjust settings and regenerate until you're satisfied with the result.
Use Cases
Take an outside-in morale pulse on your own company to validate what engagement surveys are showing.
Spot rising flight-risk signals at a competitor to time recruiter outreach.
Track sentiment themes through a reorg or layoff to see how public mood among staff is shifting.
Brief comms teams on negative themes employees are airing publicly before they escalate.
Compare employee sentiment across two rival firms when evaluating an acquisition or partnership.
Tips for Best Results
- Be specific in your input — detailed descriptions produce better results.
- Try generating multiple times with different settings for varied outputs.
- Review and customize the AI output before using it in production.
- Start with a clear brief including target audience and key message.
Frequently Asked Questions
What does X Employee Sentiment analyse?
It analyses public X posts from accounts that present as current employees of the company you name, then summarises the recurring positive themes (pride, good leadership) and negative themes (burnout, reorg frustration) over the last 90 days.
How does it know who is an employee?
It relies on public self-identification, mainly bios saying "@Company" or "engineer at X" plus posting context. This is a best-effort signal, not HR data, so some accounts may be ex-employees or aspirational, which the summary treats with appropriate caution.
What are flight-risk signals?
Public cues that someone may be disengaging or about to leave: repeated venting about management, "open to new roles" hints, conspicuous silence after a reorg, or praise for competitors. They are soft indicators of mood, not predictions about any named individual.
Is this an accurate read of real morale?
It is a partial view. Only employees who post publicly are captured, and happy staff often post less than frustrated ones, which can skew negative. Use it as a qualitative pulse to investigate further, not as a definitive engagement score.
Can I use this on a competitor to spot poaching opportunities?
Yes, that is a common use for recruiters: rising negative themes or flight-risk signals at a rival can flag a window to reach out. Keep outreach respectful and based only on what people have chosen to share publicly.
Does it name individual employees?
It references public posts and may link them, but the value is in the aggregate themes, not in profiling any one person. Treat individual signals as anecdotes within the broader pattern.
Why 90 days instead of a shorter window?
Morale shifts slowly and is event-driven (layoffs, reorgs, big launches). A 90-day window captures those arcs and smooths out one-off bad days that a 7-day snapshot would over-weight.
What does it cost?
Free for 5 runs per day with no signup. For ongoing monitoring across multiple companies, Pro is $19/month for unlimited runs.
We don't store your text. Processing happens in real-time and your input is discarded immediately after generating the result.
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Free users: 5 uses per day | Pro users: Unlimited
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