The Culture lens is the cousin of the Collaboration lens. Where Collaboration is about cross-functional work, Culture is about people-investment: mentoring, team building, talent development, knowledge transfer.
What this page answers
Who in the firm is investing in other people? Which departments lead on culture-building? What kinds of cultural contributions are being recognised?
What’s on the page
Three headline KPIs
People with Evidence: count of unique employees who have culture evidence in their review
Total Evidence: total culture evidence entries across the cohort
Avg per Person: average entries per employee with evidence
Culture contribution types
A donut chart of the types of cultural contribution Compass found. Typical types include mentoring, talent development, team building, knowledge sharing — the exact mix depends on your review content.
Culture investment by department
A bar chart showing which departments produce the most culture evidence. Departments with high counts are the ones whose people are most often described as investing in others.
This is one of the few PI views where being at the top of a department ranking is unambiguously good — it means your people are visibly building the firm.
Culture evidence
A paginated table (10 per page) of the actual evidence:
Name: employee (clickable for detail)
Department
Type: culture contribution type (filterable)
Evidence: the free-text snippet from the review
Where the data comes from
The page is built from the culture evidence on each review extraction. Compass reads the review and extracts signals about how the person invests in others — mentoring junior colleagues, building cohesion, developing successors. The page aggregates these.
The signals are entirely AI-extracted from text. There’s no “tick a box if someone mentors” — the AI is interpreting what reviewers wrote.
How to read it
Culture evidence is a recognition signal, not a measurement. Someone with lots of culture evidence is being seen doing this work. Someone without it isn’t necessarily not doing it — they might just not be talked about.
High counts in a department mean visibility and norms. A department where lots of people are described investing in others has a culture of doing it.
Use the type breakdown to understand emphasis. A firm dominated by “mentoring” looks different from one dominated by “team building”.
Evidence table is your “recognise these people” list. Names that come up repeatedly are candidates for explicit recognition, promotion, or talent management roles.
How this differs from Collab Points and Collaboration
The Reviews tab has three related but distinct lenses:
Collab Points: explicit recognition allocations (points given between people). Direct, structured data.
Collaboration: what reviewers say about cross-functional work. AI-extracted from text.
Culture: what reviewers say about people-investment specifically. AI-extracted from text.
All three are valuable; they answer different questions.
Tips
Culture evidence often surfaces hidden contributors. People who don’t bill the most or get rated highest sometimes carry an enormous culture load. This page makes that visible.
Compare cycle-over-cycle. A culture story that’s improving is one of the strongest signals of firm health. A culture story that’s eroding is one of the strongest warning signs.
Use this page for recognition, not just analysis. The evidence list is full of people doing valuable work that often goes unnoticed in compensation conversations.