REALITY EXPERIMENT · PROTOTYPE
Project Inside
What is this workplace actually like — before you give it years of your life?
Glassdoor tells you what people wrote. Inside shows you what repeatedly happened.
A star rating averages opinions. It does not tell a candidate whether the advertised salary was honoured, how long the process took, or whether the role matched the advert.
Inside collects small, structured observations at each stage of a job journey — application, interview, offer, onboarding, six months, exit — and publishes only the patterns that repeat.
No reviewer profiles. No comment threads. No paid removal of criticism.
Workplace reality map
Enter an employer and a role.
Northgate Logistics
Logistics · 1,200 staff · Warehouse Operative
148 observations · Updated 18 days ago
Recruitment clarity
Usually clear
Most contributors reported knowing the stages, the pay band and who they would meet before the first interview.
Advertised salary honoured
84%
84% of recorded offers landed inside the advertised band. Reductions clustered around one shift pattern.
Interview respect
Strong
Interviews began on time and ran to the stated length in most recorded cases.
Role matched advert
Mixed
Planning roles frequently absorbed unadvertised weekend cover within the first 90 days.
Workload predictability
Low
Hours varied week to week for the majority of contributors in operational roles.
Management consistency
Varies by team
Two sites reached the response threshold and produced clearly different results.
Feedback after rejection
Rarely given
Most candidates recorded no response after a final-stage interview.
Employer response · evidence supplied
We have published our shift-pattern pay bands and introduced a 10-day feedback commitment. Evidence submitted March 2026.
Project Inside is a Quinn Labs research prototype. The employers, signals and percentages shown are illustrative sample data created to demonstrate the interface. They do not describe any real organisation. Nothing you record here is transmitted or published; it is stored only in your own browser.
Contribute · private to this browser
Record what happened to you, one stage at a time.
Six short observations. No free text, no name, no profile. In the prototype nothing leaves your device.
01 · Application
Was the advertised pay range stated before you applied?
02 · Interview
Did the process run as described to you?
03 · Offer
Did the offer match the advertised range?
04 · First 90 days
Did the work match the job description?
05 · Six months
Were your hours and flexibility respected in practice?
06 · Exit
Would you choose the same manager or team again?
0 of 6 stages recorded
How it behaves
No followers. No threads. No paid removal.
No public reviewer profiles
Contributions carry no name, photo, follower count or history. There is nobody to pile on to.
Structured observations only
Contributors answer defined questions about what happened. There is no free-text allegation box.
Response thresholds
Nothing publishes until enough independent observations exist. Team-level results require a higher threshold again.
Employers may respond with evidence
An organisation can publish a documented response. It cannot pay to remove or soften a result.
AI summarises, never invents
Pattern summaries are generated only from recorded answers, and always show the number of observations behind them.
Serious allegations leave the product
Anything alleging unlawful conduct is routed to a separate moderated process, not the public reality map.
The difference
An overall star rating
Signals for each stage of the job journey
Opinions written once, years ago
Evidence freshness shown on every signal
Anonymous free text
Structured, comparable observations
Reviewer profiles and replies
No profiles, no threads, no likes
Paid reputation management
Employers pay for private diagnostics only
How it could pay for itself
Free for candidates
The essential reality view is free and requires no account to read.
Private diagnostics
Employers may purchase their own detailed breakdown, including team-level patterns held below the public threshold.
Benchmarking
Sector and region comparisons against anonymised aggregate data.
Verified improvement
An organisation can record a change and let later observations show whether it held. It cannot buy a better public score.
Open questions
- 01What is the minimum number of observations before a signal is honest rather than noisy?
- 02How do you keep a contribution unidentifiable inside a five-person team?
- 03Can an employer response be published without becoming a right of reply that drowns the evidence?
- 04How should a signal decay when nobody has contributed for a year?
- 05What prevents an organisation from seeding its own favourable observations?
- 06Should a candidate be able to see a result before they apply, or only after?
- 07Does showing 84% change behaviour more than showing a star rating?
Part of The Reality Layer — promise to experience.