For HR teams

Brainstorming software for HR teams that close the loop

Brainstorming software for HR teams turns employee suggestions into a visible program. HR opens challenges on engagement, culture and ways of working, employees submit and vote, AI scores ideas against company goals, and everyone can see which stage each idea has reached.

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Challenges on onboarding, retention, wellbeing and ways of working
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Employees submit in two sentences, AI expands the idea
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Visible stages from submitted to implemented or rejected
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Board report to show leadership what employees proposed

Why suggestion schemes lose trust

Engagement surveys keep telling HR the same thing: people want to be heard. Many companies answer with a suggestion inbox or a form, and the ideas go into a spreadsheet nobody owns. After a few months employees stop submitting, because nothing visibly happens.

The fix is not more channels, it is a process people can see. In a Brainstormer workspace every idea has a stage: submitted, in review, shortlisted, approved, in progress, implemented or rejected. Employees can follow their own ideas and vote on others. When an idea is rejected, the stage change carries a note explaining why, which is far better for trust than silence.

For the full design of a program, see the employee suggestion program guide, and for the tool side, suggestion box software.

Challenges that give employees a real question

Open suggestion boxes attract complaints and one-off requests. Focused challenges attract ideas. HR teams tend to get better results from specific questions with a deadline, for example:

"How could we make the first two weeks for new hires less overwhelming?"
"What would make hybrid team meetings more useful?"
"How could managers recognize good work more often without extra meetings?"
"Which internal process wastes the most of your week, and how would you fix it?"

When a question gets few answers, AI starter ideas give people something to react to. Duplicates are merged with authors and votes kept, and ideas are grouped into themes, so a culture challenge with a hundred submissions becomes a short list of patterns HR can act on.

From suggestions to decisions leadership can back

HR proposals compete with every other budget line. Scoring helps. You set the company goals with weights, for example retention, time to productivity for new hires and operating cost, and AI rates each idea on impact, cost, risk and strategic fit with a written rationale.

At the end of a challenge the board report shows the ranking, the main themes, how many ideas reached each stage and a recommendation. It gives HR a clear, documented case to bring to the leadership team instead of a list of anecdotes. The idea validation page explains how to test a shortlisted idea before rolling it out.

Please note that submissions are tied to the member who made them. If your program depends on anonymous input, keep using your survey tool for that part.

Plans for HR and people teams

A pilot with one department of up to 25 people fits Team at $149 a month billed yearly ($1,788 a year) or $298 month to month, with 3 open challenges at a time. A company-wide program usually needs Business at $399 a month billed yearly for up to 150 members, unlimited challenges, weighted goals, the board report and an admin role for the HR program lead.

Organizations with up to 1,000 employees use Enterprise at $999 a month billed yearly, which adds full workspace export and an invoice with company details. See pricing or see how it works, then start your workspace and invite employees by email.

Questions

Can employees see what happened to their ideas?

Yes. Every idea shows its current stage, and each stage change is recorded with who made it, when and a note. That is the main reason employees keep submitting.

Are submissions anonymous?

No. Each idea is linked to the member who submitted it, which keeps duplicate merging and credit accurate. For anonymous feedback, use a dedicated survey tool alongside the workspace.

How do we invite employees?

Admins send invitations by email and people join from the link. The number of members depends on the plan: 25 on Team, 150 on Business, 1,000 on Enterprise.

What kinds of challenges work best for HR?

Specific questions with a deadline, for example onboarding, recognition, hybrid work or internal processes. Broad questions like any ideas tend to attract complaints rather than proposals.