Everyone developing with a coach

You can start with just your team. Huckleberry is designed for a Functional Leader (VP, Director, or Head of Function) to invite their direct reports today without an org-wide procurement cycle. The Team plan starts at five seats and runs $20 per seat per month, with HRIS and engagement-tool integrations available when you're ready. Most customers start with a single function (Engineering, Sales, Marketing) and expand as adoption proves out. The free tier lets every invited person try it before you commit.

Huckleberry is purpose-built for coaching, where ChatGPT is general-purpose. Four structural differences: Huckleberry uses voice instead of text, holds persistent memory of your team and patterns across sessions, applies real coaching frameworks (GROW, SBI, Radical Candor, Situational Leadership) in the moment, and is architecturally private. ChatGPT Enterprise admins can pull full transcripts via the Compliance API. Huckleberry has no API, no compliance endpoint, and no admin override to session content.

Huckleberry improves retention by closing the development gap that drives most voluntary attrition. Two of the most-cited reasons people leave a company are lack of development and a difficult relationship with their manager, both coaching problems. Huckleberry's dual-track model coaches the manager and every person they lead, in parallel, so the development work happens continuously rather than depending on the manager's calendar. Engagement scores rise and voluntary attrition typically drops.

A development plan is a focused, ownable artifact you craft to improve one specific aspect of how you show up at work. One focus per plan, around nine real tasks, no time pressure. You can draft it by talking with your coach or typing in a wizard, and hand off between the two at any step. Your coach updates the plan mid-session, marks tasks done, and adds reflections. When you change roles or change jobs, your plan goes with you.

The Huckleberry manager dashboard shows coaching outcomes, never session content. It adapts to the viewer's role: managers see their direct reports, executives see departments, HR leaders see the org. Each view leads with an AI-generated brief, KPI cards (active development plans, plans closed, engagement scores, retention), and outcome-based cohorts that rank teams by results first. Engagement data flows in from Lattice or Culture Amp. HRIS supplies retention. Individual coaching content never reaches the dashboard.

No. The Huckleberry manager dashboard shows aggregate coaching outcomes, never individual session content. Engagement results from Lattice or Culture Amp and retention data from your HRIS flow into the dashboard. Coaching content does not. Individual transcripts, summaries, session notes, and topic-level detail stay between you and your coach. There is no admin override, no compliance API, and no eDiscovery path to session content. Your manager sees outcomes and engagement signal, never the conversation.

Yes. Huckleberry offers a free demo session that runs without sign-up, so you can experience the voice-first coaching format before committing. To save sessions, build persistent memory across conversations, request 360 feedback, or work on a development plan, you create a free account (no credit card required). The free tier includes 30 coaching minutes per month. Most users finish their first session in under 10 minutes.

No. Customer data, voice recordings, and session content are never used to train Huckleberry's models. Audio is processed in real time and never stored. Only the text transcript is saved, encrypted in your account.

Yes. Your Huckleberry coaching profile, session history, development plans, and 360 feedback are yours and travel with you to your next role. When you leave a company, the company-provisioned context (org chart, policies, team profiles, handbook) is removed automatically, but your personal coaching artifacts stay with your account. The company funds the seat. You own the relationship. This portability is structural, built so your development arc compounds across roles rather than restarting every time you change jobs.

Huckleberry recognises topics that need a different kind of help, including harassment, self-harm, discrimination, substance abuse, and domestic violence, and routes users to the right resource. Emergency services for safety risks, your HR team for harassment or discrimination, an Employee Assistance Program for substance use. Huckleberry doesn't coach on the topic itself, but it can help you prepare for that conversation, including what to say and how to handle it.