Our Story
After fifteen years running executive assessments and leadership development programs inside some of the world's largest organizations, the founders of Interval 360 clearly understood that 360 assessments worked. When done well, 360s can accelerate development, sharpen self-awareness, and provide HR teams with the kind of data that actually informs talent decisions.
The problem wasn't the concept. It was everything around it.
360s were expensive and complex to run, so they got reserved for senior leaders, leaving the majority of the organization without meaningful feedback. When they were deployed more broadly, the process was cumbersome enough to tank participation rates and produce shallow responses. The reports that came back were dense and hard to act on. And because the whole thing took months to execute, it happened once — maybe twice — and then stopped. No cadence. No trend data. No continuity.
The result: 360 assessments were being done in pockets, sporadically, and often not well. The organizations that needed it most — running talent reviews, building bench strength, developing managers at scale — couldn't operationalize it.
That's where Interval 360 comes from. A platform designed to collect meaningful feedback in five minutes, synthesize it into a focused and actionable report, and run cheaply enough to deploy across the full enterprise — not just the C-suite — at regular intervals.
“We didn't set out to build another assessment tool. We set out to solve the puzzle — why something this valuable gets used so rarely. The answer turned out to be cost, burden, and outputs that didn't earn their keep. So we fixed those things.”
Our Approach
These are not values written for a wall. They are the specific choices that shape how we have built the product and how we work with customers.
Principle 01
Leaders are not experienced through their intentions. They are experienced through their behavior and its effect on other people. Interval 360 is built to capture that real-world impact, because that is what drives trust, performance, and better talent decisions.
Principle 02
People give better feedback when they trust the process. We are explicit about what will and will not be shared, and we protect anonymity through the design of the platform, not just through policy language. Trust is a prerequisite for honest data.
Principle 03
AI is excellent at gathering signal, organizing patterns, and reducing administrative burden. It should not be the final decision-maker on people. Our role is to surface sharper insight so managers, HR leaders, and executives can apply human judgment with better information.
Principle 04
Most 360 processes are slow, expensive, and difficult to repeat. We believe speed matters because feedback is more useful when it is timely and easier to deploy at scale. The goal is not to make feedback lighter. It is to make strong feedback easier to access.
Principle 05
Performance is not one-dimensional. Results matter, and so does the way a leader creates those results. Interval 360 is built around that distinction so organizations can make better development, promotion, and succession decisions with a fuller picture.
Principle 06
A number can flag an issue, but it rarely explains it. Real development happens when feedback includes examples, context, and patterns people can actually understand and act on. We design every part of the process to produce signal, not just ratings.
Our Background
The founding team brings direct experience running executive assessments, leadership development programs, and organizational coaching engagements across a range of industries and company stages.
Executive Assessment
The team has direct experience conducting structured leadership assessments for executive hiring, succession planning, and high-potential identification — including the kind of qualitative interviews that Interval 360 now automates.
Leadership Coaching
We know what makes a 360 report useful in a coaching context — and what makes it a document that gets filed and forgotten. The output structure in Interval 360 reflects what actually surfaces productive coaching conversations.
Succession and Talent Planning
High-stakes talent decisions should not rely on instinct alone. By capturing structured feedback on both results and leadership approach, Interval 360 gives organizations better visibility into who is ready now, who is growing, and where development support may be needed.
HR and Talent Partnerships
We understand the organizational dynamics around 360 feedback — who sees what, how results get used in calibration conversations, and the political realities that determine whether feedback gets acted on or not.
Clarity on Scope
A fast, structured 360 assessment process that takes minutes to complete — not hours
A platform that produces two professional-quality outputs: one for the organization, one for the leader
An AI-assisted collection layer that produces more specific, contextual input than static surveys can deliver
A scalable tool that works for one leader buying independently, or for enterprise teams running hundreds of assessments
A complement to, not a replacement for, human judgment in talent decisions
A full HRIS or talent management platform
A psychometric assessment or personality instrument
A replacement for structured executive assessment or competency-based interviews
A tool for continuous performance management or OKR tracking
An anonymous forum or peer review system without structure
Get in Touch
Whether you're exploring Interval 360 for your organization, interested in a coach partner arrangement, or have a question about the platform — reach out and we'll get back to you within one business day.
Coaching & Partnerships
Coach partnerships, white-label, consultant arrangements
partners@interval360.com