For companies running employee advocacy
Put a number on your corporate influencer program
Every voice in your program on one scale. From the baseline you set at the start to the number you put in front of leadership at the end of the quarter.
Public LinkedIn data only. No employee logins.
Features
Everything your program needs on one screen
Participation, teams, benchmarks and the monthly briefing, all in the same view.
One scoreboard for the whole program
Every participant in one view, on the same scale. Score, engagement rate, follower growth and posting frequency, over the period you pick.
Teams the way the company is organised
Group participants by department or cohort. Each team gets its own numbers, so a lead reads their own people without opening the whole account.
Benchmarks you pick yourself
Put the executives leadership already watches into a watchlist. They land on the same scale as your participants, so the comparison holds up.
A monthly briefing for every participant
Each person gets a written report: what landed and why, what the profiles they are ranked against did differently, and three next moves.
Know where your reach comes from
See which people create the most engagement and visibility, so budget conversations have something concrete underneath them.
Back the people already delivering
Every program has someone who quietly outperforms the people who talk about posting. On one scale they show up immediately, so you can back them.
Catch a drop in consistency
Someone who posted weekly in March and twice in June has lost the habit. That is a conversation with a content lead rather than an escalation.
Prove the program to leadership
Development against the baseline you set, tracked the same way every quarter, which is what a budget decision actually runs on.
Benchmark against named peers
Put the people leadership already compares you to in a watchlist. Chosen once and kept the same, so every quarter compares against the same set.
One scale for very different audiences
A participant with 3,000 followers and one with 60,000 land on the same scale, so the comparison ranks the work rather than the audience size.
Why whoranks
A smarter way to run the program
Turn scattered posts and screenshots into one scale everyone in the room can read.
The old way
Employee posts live scattered across profiles, with no shared view
The quarterly report is an afternoon of screenshots
No baseline, so a strong quarter and one lucky post look the same
No way to benchmark against the voices leadership already watches
Hard to tell who is delivering and who quietly went quiet
Every participant’s score, engagement and reach in one place
A written briefing generated for every participant, every month
A baseline set the day someone joins, kept for the whole program
Benchmarks against the leaders your leadership already compares you to
One number you can put in front of leadership at quarter end
Get started
Bring one department to the call
We set up one department and the three executives your leadership already compares you to, and you see the scoreboard you would put in front of them at quarter end. Twenty minutes.
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