For companies whose performance can’t be measured in numbers alone
See where your company is blocking its people.
Before it costs you delivery, energy, or your best people. No scores. No rankings. No surveillance — a system your team will actually tell the truth to.
First — which describes the work your company sells?
blind-spot check · 1 of 5 · answers stay aggregated
losing sight
You built this company. Now you’re the last to know.
Results slip, or someone resigns. Until then you ask your managers and wait for something to break loudly enough to notice.
Do you know where work is stuck in your team this week?
the ai era
AI made everyone look faster. Real performance got blurrier.
Almost no company can show a return on its AI spend. More of what reaches your team is work someone else must redo. And the people surest AI sped them up measured slower.
self-reported
85%time saved
measured
+3%value-added per worker
In the last month, how much AI-generated work did you receive that needed redoing?
why the old tools fail
The hard part isn’t measuring. It’s improving.
Old tools measure people like machines. Push the metric and people work the metric, not the work.
- Review scores mostly measure the reviewer.
- Monitoring buys stress and workarounds.
- Low rankings push out your best people.
- A third of Singapore’s working hours already go to looking busy.
Surveillance doesn't buy you truth. It buys you theater.
And you — how do you review performance today?
check · 2 of 5
Honest answer, not what the handbook says.
Before we show you the mechanism — where do you stand?
check · 3 of 5 · gut answers
Performance is shaped by organizational conditions, not just individual effort.
A surprise — a resignation, a sudden slip — is a management-system failure.
Employee trust has economic value.
Measure the company before blaming the individual.
04 — What Anby does
Two halves, and a wall between them.
The person answering
sees their own week, compared to their own last week.
Which conditions helped, which got in the way. No score. No leaderboard. Nobody to be ranked against. The data is theirs.
- Focus time↑ vs last week
- Waiting on approvals↑ 2 days
- Clarity of “done”unchanged
The organization
sees one artifact: the blocker map.
Which barriers repeat, in which workflow, who owns clearing them, whether they’re closed — and the path to unblock. Individual drill-down isn’t withheld — it’s technically impossible.
Concept preview — this is the entire organizational view
Trust boundary — technical, not a promise
- No screenshots.
- No keystrokes.
- No presence tracking.
- No individual scores.
- Minimum cohort aggregation.
- No path from personal data to salary decisions.
“What if someone hides a serious blocker?”
The content of personal data never surfaces. But a blocker left unanswered too long does surface — as an unresolved flag, not as a person's file. That's exactly why people dare to log it early.
Two products, same price. Which do you buy?
check · 4 of 5 · the question we care about most
“The only thing the organization ever sees is the aggregated blocker map — which barriers repeat, where, and whether they're being cleared. Enough to act on. Never enough to watch anyone.”
05 — real people, real story
We hit this problem ourselves.
Anh Nguyen Tran Quoc
Co-founder
Ran the team that hit this wall first. Now writes the questions.
LinkedIn ↗
Lam Nguyen Duy Hoai
Co-founder · Product
Turns raw signals into something a team can actually act on.
LinkedIn ↗Built inside BraveBits — a 10+ year software company behind PageFly, used by 100k+ merchants. We hit this problem ourselves and built Anby to live in it daily. We’re opening it up.
dogfooded daily · no customer logos to show yet
Last one — what would make you buy something like this this month?
check · 5 of 5
Join the waitlist.
We’re still building. No trial button, no demo theatre — you’ll hear from us when there’s something real to use.
psst — answer the 5 questions woven into the page and we'll show you your blind-spot profile here