Every boss thinks they are the reasonable one.
Boss Counselor rates you against yourself. You say how good you are at the parts of the job that matter, then you answer for what you actually did in the last few weeks. The distance between those two answers is the thing your team can see and you cannot.
Three managers, three real runs. Every number here comes from the app's own engine.
- Nothing leaves your phone
- Never a file on an employee
- No account, no sign-in
- Face ID lock, on by default
Ten minutes, and the flattering version is gone.
No 360 review, no consultant, nobody to inform. Just you, answering questions nobody else will ever read.
Rate yourself, once
Six one-tap ratings: clarity, recognition, fairness, temper, delegation, availability. Plus the honest one: what would your team give you, out of five?
Answer for the last few weeks
Not "are you fair?", which gets a yes from everyone. When did you last praise somebody by name? How do you find out when something has gone wrong? Behaviour, with a date on it.
Read the gap
Eight axes, six of them drawn twice: what you described, and what you claimed. The headline is wherever those two are furthest apart.
Nobody thinks they are the bad boss. That is the whole problem.
The managers who need this most are not cruel. They are busy, under pressure, promoted for being good at something else, and convinced they are doing fine, because nothing in their week ever tells them otherwise.
Recognition
“You rated yourself 4 or 5 on noticing good work out loud. You cannot name the last time you did it. One of those two answers is wrong, and it is not this one.”
It works the other way too
“You rated yourself low on this and you are actually doing it. Bosses who underrate themselves here are usually the ones worth working for.”
The eight axes
Six carry your own rating on top of them. Two never will.
Whether people can say what is expected of them without guessing, and whether it survives until Friday.
Whether good work is ever said out loud, to the person who did it, by name.
Favourites, flexible rules, who gets the good projects, and whose name goes upstairs.
Whether your team can guess which version of you walked in this morning.
What happens when someone does it their own way, and whether anything moves while you are away.
Follow-through, forgotten promises, and where your eyes are when somebody is talking to you.
How fast bad news reaches you. The single most useful measure in the app, and nobody can rate their own.
Messages at 22:00, leave that is hard to take, and favours that are never quite optional.
The Mirror Test
Six real questions from the app, scored with its real weights and its real findings. No sign-up, nothing stored, nothing sent anywhere.
Two of these ask how good you think you are. The others ask what you actually did. The app is the distance between them.
About ninety seconds. Answer the way you would if nobody could see it, because nobody can.
The full self audit asks 38 questions and carries 54 findings. This is six of them.
One for you, one for each of them, and one for the days it goes wrong.
Each asks a different question, and each says what its score means before it shows you a number.
Am I The Problem?
How much there is to work on.
Thirty-eight questions about the last few weeks, held against your own ratings. Re-run it every quarter: the second one is worth more than the first, because it shows which way you are moving.
Flight Risk
Is this one leaving, and can you still stop it?
Run it on one person. It never shows a number next to their name, only a band in words, and it ends with what you could still do today, at a lower price than the day a letter arrives.
Exit Post-Mortem
How much of this was in your hands?
Run about a week after somebody resigns. It rebuilds the timeline, finds the moment it turned, and asks the two questions this app was built around: what would have kept them, and had they already told you.
Conflict
Escalation risk, not who is right.
Before the hard conversation it gives you an opening sentence, the one change to ask for, and something of your own to offer. After one that went badly, it gives you the repair moves.
Your best person went quiet three months ago.
This is the app's own engine, run on one person: the strongest performer on the team, inherited rather than hired, paid under the market and aware of it, who asked twice and watched nothing happen.
The score exists, and the app keeps it to itself. In the team list this person shows a band and a word, never a number, because a boss who starts treating somebody differently over 71 out of 100 is worse than before they installed anything.
Everything on that list was available before there was a letter involved, at a lower price and with more credit.
You write down what your worst boss did. Later, it comes back.
Early on, the app asks about the worst boss you ever had, or the hardest one to work for. Nobody is defensive about that: it is somebody else. Seventeen things to tick, from criticising people in public to being a lovely person who was impossible to rely on.
Then you answer for your own week, and if any of it matches, the app quotes your own list back to you.
Your own worst boss
“Criticising people in front of others is on your own list of what your worst boss did to you. You are now the person doing it.”
The nice one
“You described one of your hardest bosses as a lovely person who was impossible to rely on, and you know the apologies did not make it easier. Being liked does not fix this. A list does, kept the same day, every day.”
Every item on that list is wired to a question about you. The build fails if one of them is not, because the app promised it would come back.
A toxic boss rarely feels toxic. They feel like they are winning.
So the app asks what you are proudest of this year, and hides ten costly wins among the healthy ones, worded the way a boss who believes in them would say them. The screen never reacts. The audits do, later, when the win turns up next to its price.
It sounds like a good year
“The team knows their jobs depend on results, and output went up.”
“I ran the leanest team we have ever had and still delivered.”
“We hit the numbers without giving anybody a raise.”
“Nobody questions my decisions any more.”
What the audits say later
“You are proud that people know their jobs depend on results. This is the other half of that: fear moves output up for a quarter and moves bad news back for good. You are now finding out about problems last, from the people least likely to soften them.”
Some things are not a management problem, and the app says so.
It stops being an audit
Threats, anything physical, a comment about somebody's race, gender, age, religion or disability, treating a person differently after they complained, or anything involving safety: the result screen is replaced by one instruction. Talk to HR or an employment lawyer today. Coaching tips would make it worse.
Never a file on an employee
Some people arrive wanting evidence that the problem is their team, or a record before they let somebody go. Wanting the record is responsible, and this is the wrong place for it: what you write here is one-sided, about you, and worth nothing as proof. Nothing about a person can be exported, shared or copied out of the app.
What one audit cannot see.
Managing is continuous, across several people, for years. The patterns only speak once there is enough to say something true, and every one of them is a count you could check by hand.
Anyone whose bad day becomes somebody else's week.
The accidental manager
Promoted for being the best at the job, handed a second job nobody trained you for, improvising since.
The owner
Your money, your name, your sleep. Every resignation lands like sabotage, and the app knows why it feels that way.
Caught in the middle
Pressure from above, a team below, and the daily choice of how much of it to pass on.
Told you are the problem
By HR, by your boss, or by somebody on the way out. Find out how much of it is true before you decide what to do.
What you really think about your team stays on your phone.
This is the most sensitive data of any app in the series: what a boss honestly thinks of the people who work for them, and of their own boss. So there is no account, no cloud, no sync and no export. People are stored as a nickname and a colour, and the app never asks for a surname, a job title or contact details.
Read the full privacy policy.
Your team already knows. Ten minutes and so will you.
Free to download. The self audit is free without limit, and so is everything for your first person. One payment unlocks the whole team, and there is no subscription.
iPhone, iOS 17 or later. Not legal or HR advice.