Aniline Blog

Aniline FAQs

6 Minute Read

We receive many questions about what exactly Aniline provides, the value of what we provide and to whom we can provide it.  In these FAQs, we answer many of these questions. If you have others, please contact us!

What does an Aniline employee sentiment score measure?
Aniline’s sentiment scores are a numerical representation of employees’ written expressions of their opinions and points of view about their employer on social media and job sites. Aniline monitors, curates and aggregates all of the opinions and scores them based on prevalence, strength and veracity.

Who are Aniline users and what are typical use cases?
There are many current and potential users of Aniline sentiment scores and clients come to us frequently with new uses. Here are several of the most common applications for Aniline scores:

  • HR teams use Aniline scores to identify employee perspectives not captured by existing surveys and other communication tools.
  • HR teams use Aniline scores to gauge the success of their current HR policies and benefits programs, working with service providers to expand programs that enhance employee satisfaction and reworking programs that do not.
  • HR teams also apply Aniline scores when measuring the success of service providers and when negotiating new contracts with them.
  • HR teams promote high Aniline scores when recruiting talent, an important consideration in today’s tight labor market.
  • Benefits providers use Aniline scores to evaluate the success of benefits programs within each client, as well as across clients to seek out trends that can inform changes to existing programs as well as creation of new ones.
  • Executive recruiters use Aniline scores to demonstrate the potentially positive work environment for people they are trying to place at a given company.

What types of sentiment does Aniline measure?
Aniline’s core product measures nine categories of sentiment and also provides a tenth index that is an overall average of the nine. The nine categories are Leadership, Integrity, Diversity Equity and Inclusion, Workplace, Work-Life Balance, Career, Compensation, Benefits, and Hiring.

Can I measure other categories?
Yes. Starting in January of 2022, Aniline will enable users to create and choose topics that are customized for them along with a custom dashboard and reporting tools. This advanced feature will enable you to track and monitor issues and topics important and unique to your workforce and management teams.

How does Aniline obtain its data?
Aniline mines data from publicly exposed information available on a broad variety of websites as well as publicly accessible reports from governments and regulatory agencies.

Does Aniline use any internal company information in developing Aniline scores or reports?
No. Aniline does not use any internally sourced information from company systems including surveys or scanning tools that review internal communication. Our information comes only from publicly exposed external sources.

Do you collect personally identifiable information (PII)?
No, we do not. In fact, the Aniline platform uses artificial intelligence (AI) and machine learning (ML) to identify and immediately mask anything that could be PII such as, names, addresses, email addresses, SSN or other ID numbers so we don’t gain access to them.

How does Aniline create numerical scores from narrative written information?
We perform AI-based employee sentiment analysis. Every message, down to the word is analyzed using natural language processing, or NLP, a form of AI. Our unique NLP approach places the opinion in the proper category where it is measured and scored based on our proprietary methodology. We measure based on the strength of the opinion and the context in which it is expressed. Contextualization is most important in resolving many words that are inherently ambiguous and require context for meaning. Those expressions are then scored and aggregated with all other similar expressions and assigned a value. Those values are normalized and converted to an index value between 1 (lowest) and 100 (highest).

What do the scores actually mean? Is a 60 good or a 45 really bad?
It’s all relative. That’s why Aniline provides our scores along with percentile rankings by industry and overall. This way you can compare company to company as well as account for industry and geographic differences as well. Aniline publishes new perception scores monthly, enabling users to run trend analyses as well, e.g., a 45 in a given category is not an especially strong score, but if six months prior, the score in that category was 38 and there is a positive trend line, it shows the user that the company is making progress.

How does Aniline know the score is valid?
Aniline only posts scores when we know they are statistically valid. Depending on headcount and industry, there can be differences in the number of reviews by company and category. That’s why we post the number of reviews that comprise the score for each category. We also allow users to filter companies based on review count, you can set the parameters depending on your situation and purpose.

Can I compare industries?
Yes. Aniline labels every company by NAICS code, enabling users to look at the differences between companies and industries across categories.

Can I compare my company against a peer group?
Yes. Aniline enables users to compare any five companies at a time (any more are just too difficult to read). You can compare within or outside of industry groups. You can also benchmark against the average for the group or any industry you choose. You may wish to select industries depending on whether they are commercial competitors or competitors for talent or both.

Can users see what happened in the past?
Yes. We have dashboards for 70,000 companies. We have data from 2011 until the present. Because of the evolution of social media use, the most robust data is generally from 2015 forward.

How frequently does Aniline update its data?
Aniline’s standard refresh rate is monthly. That’s enough for most companies. Larger companies with employee populations of greater than 10,000 may see more frequent changes in sentiment. We offer weekly refresh rates upon request for special situations.

Is Aniline data predictive?
It can be with the right analysis. Our risk tracker report can show companies that may be at risk for an adverse workforce situation or event as much as 6-12 months before a potentially adverse situation occurs. Our team and our trained consulting partners are able to help users spot these conditions and keep you ahead of adversity. Think of it as a tornado warning, we can spot when the conditions are right and give you the time you need to stay out of the path.

Does Aniline data predict financial performance?
Yes it can, with the right analysis. Our data has been shown to be a leading indicator of companies that have superior financial performance compared to their industry peers. This does require professional support to interpret the data across time and across categories, which is offered by our team and our trained consulting partners.


Kevin Gregson

Kevin Gregson

A consulting industry veteran, technology entrepreneur, and insurance industry innovator, Kevin formed Aniline while working on the insurance vertical of Plug and Play, a technology incubator in the Silicon Valley. His vision for Aniline is based on applying the power of artificial intelligence and machine learning to help organizations improve the lives of their people. Also a senior advisor to Plug and Play and a board member of Nassau Insurance Group, his past roles include senior executive positions at Willis Towers Watson, Alvarez & Marsal, and Ernst & Young.