Managers and executives who buy software and services for US companies of 50 employees and more, by company size: industry, function, seniority, buying authority, this year's budget, vendor preferences, openness to new vendors, AI in their team and how they research purchases. For testing pricing, packaging and sales approaches on business buyers.

4 places · 9 traits

Employees of a city government of 6,000 staff, by department (police and fire, public works, parks and libraries, health and social services, planning, administration): role, age, years with the city, union, where they work, pay against private jobs, retirement, where they live and plans to stay. For testing schedules, pensions, hiring rules and service changes on public employees.

6 places · 9 traits

Employees of a 2,000-person logistics firm with sites in Atlanta, Savannah and Macon: roles, pay, shifts, union membership, tenure and engagement, each set by hand and free to change. A starting point for testing a policy or a message on a workforce.

7 places · 9 traits

Staff of a 4,000-person management and technology consulting firm, by practice: level, age, billable time, client travel, hours, caring duties, career outlook, use of AI tools and burnout. For testing travel, billing, career-track and leave policies on consultants.

6 places · 9 traits

Employees of a 1,400-person parts plant, by department: role, shift, years at the plant, union membership, views on the new robots and how safe they feel. For testing shifts, overtime, automation, safety and contract priorities.

5 places · 6 traits

Employees of a 3,000-person software company with offices in Austin and Chicago and a quarter of staff fully remote: function, level, office days, pay, tenure, caring duties, commute, where they work best, layoff worries and engagement. For testing return-to-office, leave, pay and other policies on white-collar staff.

11 places · 10 traits

Staff of a 60-restaurant chain, by role: age, part- or full-time, school, time with the company, views on their schedule and plans to stay. For testing tips, service charges, scheduling, daily pay and retention.

5 places · 6 traits

Employees of a 140-person venture-backed software startup with about 18 months of cash, by team: level, when they joined, age, pay against the market, what they expect of their options, where they work, hours, caring duties and worry about the company. For testing equity, pay and runway decisions on a small team.

5 places · 9 traits

Employees of a regional grocery and pharmacy chain, by workplace (city, suburban and small-town stores, distribution centers, the support office): role, age, hours, hourly pay, shifts, schedule notice, health coverage, school or second jobs, union and plans to stay. For testing scheduling, benefits and store changes on frontline staff.

5 places · 11 traits