Included

Name: Included
Brand: Included
Rating: 4.7 (9 reviews)

AI Native

Workforce Intelligence, Powered by AI. Built for Action.

Est 2020|Valuation $13.4M|Raised $5.4M

LinkedIn 5K|Website|FTEs 15|HQ Redmond, Washington, US

MarketsHR Analytics & Workforce Planning

Published Jun 25, 2026

01Common complaints

1) You require publicly documented compliance attestations before engagement - If procurement requires public SOC 2 or ISO 27001 evidence prior to vendor selection, Included’s public documentation (as reviewed) is limited. Consider vendors with a visible trust center and published certifications. 2) You require an independent standalone vendor and road map continuity - Press reporting and site redirects indicate Included may be integrated into Phenom. If vendor independence and an unchanged roadmap are critical, consider established standalone people analytics vendors. 3) Your organization already has a mature HR data platform and analytics team - If you operate a robust HR data warehouse, semantic layer, and analytics engineering function, the incremental value of an additional analytics layer may be limited. 4) You need advanced, immediate self-service modeling and administrative controls - Some reviewers referenced upcoming self-service capabilities; confirm current product capabilities during evaluation if immediate self-service is required.

Deal disqualifiers (poor fit)

Very small companies or micro-businesses without sufficient HR data volume.
Organizations that require publicly documented SOC 2/ISO evidence before engagement (unless provided by Phenom post-acquisition).
Teams that require highly customized statistical modeling pipelines and full control of analytic tooling (these teams may prefer a DIY approach).

Publicly visible limitations (from accessible sources)

Self-service maturity: at least one G2 review indicated that self-service capabilities were on the vendor roadmap, suggesting limitations at that time.
Cognitive load and governance requirements: reviewers note large data volumes that require intentional use patterns and metric ownership to avoid confusion.

Structural limitations / unknowns

Post-acquisition product boundaries: it is unclear which capabilities will remain under the Included brand versus being subsumed into Phenom modules.
Security/compliance specifics: SOC/ISO reports, data residency options, and detailed enterprise security features were not publicly documented in the sources reviewed.

02Why they buy

Unique selling points supported by user evidence (limited but consistent)

Unifying disparate HR data sources into a single analytic view (customer reviews cite this benefit).
A conversational query interface that allows users to pose questions in natural language (customer reviews cite this capability).
Inclusion of DEI/DEIB metrics in standard analytic views (customer feedback references this).

Unique selling points that require validation

Vendor marketing has referenced rapid deployment timelines and low operational cost in some scenarios. These claims should be validated in a pilot and via references to confirm assumptions and scope.

Where competitors may have the edge

Public security and compliance documentation (trust centers, published SOC/ISO reports).
Larger volumes of independent customer reviews and broader market validation.
More mature enterprise administration features and governance workflows.

Why customers chose Included (themes across accessible reviews)

Unifying disparate HR data into a single location for stakeholders.
A conversational interface enabling question-led exploration rather than building dashboards.
Inclusion of DEI/DEIB metrics in standard analytic views.

03Field reports

Review-platform coverage (what exists)

G2: a small number of visible reviews; overall rating reported as high at the time of review.
Capterra: a few visible reviews; overall rating reported as high.
Gartner Peer Insights: an Included-specific profile was not surfaced during this research run and may be nonexistent or difficult to locate.
TrustRadius: no Included-specific profile surfaced in the sources reviewed.

Positive review quotes (examples)

From G2 reviews (verbatim excerpts):

"Solves the problem of having disparate data in multiple platforms." (Senior Operations Manager)
"I love how the interface helps us start from the questions we have and using normal everyday language." (Enterprise reviewer)

Critical/negative or mixed review quotes (examples)

Public reviews are limited in number; the main concerns in available reviews relate to product maturity, self-service functionality, and the need for intentional governance when managing large volumes of data: - "I’m looking forward to the self-service capabilities coming early next year." (G2 reviewer) — indicates some workflows relied on vendor enablement at the time of the review. - "There is so much data… requires that we are intentional with how we are using the platform and what for." (G2 reviewer) — indicates potential cognitive load and governance requirements. Capterra summary metrics indicated ease of use rated lower than customer service in a very small sample, which underscores the risk of small-sample bias.

Why some customers might leave (inferred from limited data)

No explicit public churn statements were located. Inferred drivers based on limited reviews and common patterns in HR analytics implementations:

Teams needing immediate, advanced self-serve modeling may prefer more mature BI tools or established people analytics vendors.
Post-acquisition changes to pricing, packaging, or roadmap can create churn risk even when product functionality is satisfactory.

Vendor case studies (availability and credibility)

Included historically published multiple case studies on its site. In the current site crawl, several case-study URLs redirect to Phenom’s acquisition post, which reduces the availability of standalone case-study evidence. Accessible case-style artifacts included vendor-produced PDFs such as a PDF titled "Should CPOs Buy or Build People Analytics" referencing Remitly and a vendor research PDF titled "State of Diversity Recruiting 2023." These documents are vendor-produced and do not disclose full research methodologies.

Critical evaluation of case-study claims

- Methodology transparency: vendor-produced materials typically do not disclose full methodology details (baseline definitions, measurement windows, or confounders). - Attribution risk: observed improvements in metrics such as attrition, DEI outcomes, or hiring velocity can be influenced by other factors (policy changes, market conditions, compensation adjustments). - Post-acquisition continuity: older case studies may not reflect the current product packaging or integration points under Phenom.

04Best fit

Company sizes

Mid-market to enterprise: from a few hundred employees up to very large organizations.
Particularly relevant where People Analytics is under-resourced and HR data is fragmented across HRIS/ATS/engagement/performance tools.

Industries

LinkedIn and vendor materials reference traction across retail, healthcare, technology, education, and public sector organizations.

Roles/personas

Decision makers: CHRO, VP People, VP Talent Acquisition, Head of People Analytics, and CIO/IT leadership (for data/security evaluation).
End users: people analysts, HRBPs, recruiting operations, and business leaders requiring headcount and attrition insights.

Best-fit pain points

Lack of a single trusted source of HR truth (inconsistent dashboards across teams).
Long lead times for analytics deliverables requiring specialist analysts.
Need for DEI/DEIB reporting surfaced in operational reviews.

05The pitch

What the product does (core value proposition)

Included is a people/workforce analytics platform that connects to HR systems (e.g., HRIS/ATS and related workforce tools), normalizes and cleans workforce data, and provides insights through a conversational natural-language interface. The vendor describes this approach as intended to reduce reliance on specialist analysts and to shorten decision cycles for HR and people teams. Several pages that historically referenced Included (pricing and case studies) now redirect to a Phenom acquisition announcement. The acquisition announcement describes Included as an "agentic" people analytics capability to be integrated into Phenom’s Applied AI platform. This change affects roadmap, pricing, support, and brand continuity considerations.

Target market and positioning

- Primary buyers/users: HR, People Analytics, Talent Acquisition leadership, People Ops, and business leaders responsible for workforce planning and reporting. - Positioning themes reflected in vendor messaging and marketing materials: - The vendor markets the product as "AI-native" (a term used to describe its design and approach). - The vendor has claimed reduced deployment timelines (weeks rather than months) in marketing materials. - Historical marketing referenced a low operating cost in certain scenarios (historical claims noted below). - The product includes DEI/DEIB metrics within its analytic views, according to customer reviews.

Get a comprehensive analysis of Included including market position, competitive landscape, adoption trends, and peer benchmarks.

Download full report →

Published Jun 25, 2026

01Common complaints

You require publicly documented compliance attestations before engagement

If procurement requires public SOC 2 or ISO 27001 evidence prior to vendor selection, Included’s public documentation (as reviewed) is limited. Consider vendors with a visible trust center and published certifications.

You require an independent standalone vendor and road map continuity

Press reporting and site redirects indicate Included may be integrated into Phenom. If vendor independence and an unchanged roadmap are critical, consider established standalone people analytics vendors.

Your organization already has a mature HR data platform and analytics team

If you operate a robust HR data warehouse, semantic layer, and analytics engineering function, the incremental value of an additional analytics layer may be limited.

You need advanced, immediate self-service modeling and administrative controls

Some reviewers referenced upcoming self-service capabilities; confirm current product capabilities during evaluation if immediate self-service is required.

Deal disqualifiers (poor fit)

Very small companies or micro-businesses without sufficient HR data volume.
Organizations that require publicly documented SOC 2/ISO evidence before engagement (unless provided by Phenom post-acquisition).
Teams that require highly customized statistical modeling pipelines and full control of analytic tooling (these teams may prefer a DIY approach).

Publicly visible limitations (from accessible sources)

Self-service maturity: at least one G2 review indicated that self-service capabilities were on the vendor roadmap, suggesting limitations at that time.
Cognitive load and governance requirements: reviewers note large data volumes that require intentional use patterns and metric ownership to avoid confusion.

Structural limitations / unknowns

Post-acquisition product boundaries: it is unclear which capabilities will remain under the Included brand versus being subsumed into Phenom modules.
Security/compliance specifics: SOC/ISO reports, data residency options, and detailed enterprise security features were not publicly documented in the sources reviewed.

02Why they buy

Unique selling points supported by user evidence (limited but consistent)

Unifying disparate HR data sources into a single analytic view (customer reviews cite this benefit).
A conversational query interface that allows users to pose questions in natural language (customer reviews cite this capability).
Inclusion of DEI/DEIB metrics in standard analytic views (customer feedback references this).

Unique selling points that require validation

Vendor marketing has referenced rapid deployment timelines and low operational cost in some scenarios. These claims should be validated in a pilot and via references to confirm assumptions and scope.

Where competitors may have the edge

Public security and compliance documentation (trust centers, published SOC/ISO reports).
Larger volumes of independent customer reviews and broader market validation.
More mature enterprise administration features and governance workflows.

Why customers chose Included (themes across accessible reviews)

Unifying disparate HR data into a single location for stakeholders.
A conversational interface enabling question-led exploration rather than building dashboards.
Inclusion of DEI/DEIB metrics in standard analytic views.

03Field reports

Review-platform coverage (what exists)

G2: a small number of visible reviews; overall rating reported as high at the time of review.
Capterra: a few visible reviews; overall rating reported as high.
Gartner Peer Insights: an Included-specific profile was not surfaced during this research run and may be nonexistent or difficult to locate.
TrustRadius: no Included-specific profile surfaced in the sources reviewed.

Positive review quotes (examples)

From G2 reviews (verbatim excerpts):

"Solves the problem of having disparate data in multiple platforms." (Senior Operations Manager)
"I love how the interface helps us start from the questions we have and using normal everyday language." (Enterprise reviewer)

Critical/negative or mixed review quotes (examples)

"I’m looking forward to the self-service capabilities coming early next year." (G2 reviewer) — indicates some workflows relied on vendor enablement at the time of the review.
"There is so much data… requires that we are intentional with how we are using the platform and what for." (G2 reviewer) — indicates potential cognitive load and governance requirements.

Capterra summary metrics indicated ease of use rated lower than customer service in a very small sample, which underscores the risk of small-sample bias.

Why some customers might leave (inferred from limited data)

No explicit public churn statements were located. Inferred drivers based on limited reviews and common patterns in HR analytics implementations:

Teams needing immediate, advanced self-serve modeling may prefer more mature BI tools or established people analytics vendors.
Post-acquisition changes to pricing, packaging, or roadmap can create churn risk even when product functionality is satisfactory.

Vendor case studies (availability and credibility)

Accessible case-style artifacts included vendor-produced PDFs such as a PDF titled "Should CPOs Buy or Build People Analytics" referencing Remitly and a vendor research PDF titled "State of Diversity Recruiting 2023." These documents are vendor-produced and do not disclose full research methodologies.

Critical evaluation of case-study claims

Methodology transparency: vendor-produced materials typically do not disclose full methodology details (baseline definitions, measurement windows, or confounders).
Attribution risk: observed improvements in metrics such as attrition, DEI outcomes, or hiring velocity can be influenced by other factors (policy changes, market conditions, compensation adjustments).
Post-acquisition continuity: older case studies may not reflect the current product packaging or integration points under Phenom.

04Best fit

Company sizes

Mid-market to enterprise: from a few hundred employees up to very large organizations.
Particularly relevant where People Analytics is under-resourced and HR data is fragmented across HRIS/ATS/engagement/performance tools.

Industries

LinkedIn and vendor materials reference traction across retail, healthcare, technology, education, and public sector organizations.

Roles/personas

Decision makers: CHRO, VP People, VP Talent Acquisition, Head of People Analytics, and CIO/IT leadership (for data/security evaluation).
End users: people analysts, HRBPs, recruiting operations, and business leaders requiring headcount and attrition insights.

Best-fit pain points

Lack of a single trusted source of HR truth (inconsistent dashboards across teams).
Long lead times for analytics deliverables requiring specialist analysts.
Need for DEI/DEIB reporting surfaced in operational reviews.

05The pitch

What the product does (core value proposition)

Several pages that historically referenced Included (pricing and case studies) now redirect to a Phenom acquisition announcement. The acquisition announcement describes Included as an "agentic" people analytics capability to be integrated into Phenom’s Applied AI platform. This change affects roadmap, pricing, support, and brand continuity considerations.

Target market and positioning

Primary buyers/users: HR, People Analytics, Talent Acquisition leadership, People Ops, and business leaders responsible for workforce planning and reporting.
Positioning themes reflected in vendor messaging and marketing materials:
- The vendor markets the product as "AI-native" (a term used to describe its design and approach).
- The vendor has claimed reduced deployment timelines (weeks rather than months) in marketing materials.
- Historical marketing referenced a low operating cost in certain scenarios (historical claims noted below).
- The product includes DEI/DEIB metrics within its analytic views, according to customer reviews.

Get a comprehensive analysis of Included including market position, competitive landscape, adoption trends, and peer benchmarks.

Download full report →