Nobody rehearses the conversations that decide whether people stay.

Voohy is a leadership practice platform for people managers. Managers pick a realistic workplace scenario, hold a live conversation with an AI character who has their own goals and emotional state, and then get a scored debrief across empathy, clarity, active listening and resolution focus. A session takes about ten minutes.

You choose a scenario, such as giving feedback to someone who has missed three deadlines. The AI character opens the conversation and you reply in your own words, exactly as you would in a real one to one. The character reacts to what you actually said, so a defensive opening produces a defensive response. When you end the session, Voohy scores the transcript across four leadership competencies and tells you what worked, what did not, and what to try next time.

Three differences. The characters are authored with a position, a mood and context they do not volunteer, so they push back instead of agreeing with you. Every session ends in the same four scored competencies, so progress is comparable week to week rather than being a fresh chat each time. And the scores roll up into certification tracks and, on team plans, into a manager development dashboard.

No. Voohy is the practice layer between the workshop and the real conversation. Workshops teach frameworks, coaching works on you as a leader, and Voohy is where managers get repetitions so the framework is available under pressure. Teams typically run it alongside an existing program.

About ten minutes for the conversation, plus a two minute debrief. That is deliberate. Managers do not have half days free, and short repeated practice builds recall better than one long workshop.

Every session is scored across empathy, clarity, active listening and resolution focus, with an overall session score out of 100 and specific written feedback tied to moments in the conversation. Scores accumulate into a skill profile over time.

No. On team plans, admins see progress, session counts, competency scores and AI summaries. Conversation transcripts stay private to the person who practiced. Practice only works if it is safe to fail, so the raw transcript is not a management reporting artifact.

Buy seats, invite managers by email or bulk CSV, then assign a learning pack, a scenario or a certification track to every seat at once with a due date. The admin dashboard shows seats used, average team readiness, active managers, a team skill heatmap by competency, and per manager progress with overdue flags. Reporting is exportable. There is no IT project and no SSO requirement unless you are on Enterprise.

A manager readiness score per person, weighted across skill, practice volume, range of scenarios, recency and consistency, then capped by session count so a high score cannot come from three lucky sessions. On top of that: a team skill heatmap showing which competency is weak across the whole cohort, assignment and due date tracking, certification completion, and exportable progress data. In short, evidence that the spend changed behavior rather than an attendance list.

Newly promoted managers who have never had a hard conversation before, experienced managers facing a specific difficult moment, founders and engineering leaders whose managers are learning on live people, and HR and L and D teams who need manager development that scales without booking everyone into a workshop.

Yes. You can create an account and practice a scenario for free, with no credit card. Paid access passes unlock the full library of 26 or more scenarios, all courses and the certification tracks.

That is the most common starting point. Structured courses teach the framework first, the simulator lets you apply it the same day, and the debrief tells you concretely where you drifted. Most first time managers do their first real feedback conversation with zero rehearsal, which is the problem Voohy exists to fix.