GITNUXSOFTWARE ADVICE
HR In IndustryTop 10 Best Staff Survey Services of 2026
Top 10 staff survey services ranked for HR teams, with criteria, tradeoffs, and provider notes including Kincentric, Gallup, and PwC.
How we ranked these tools
Core product claims cross-referenced against official documentation, changelogs, and independent technical reviews.
Analyzed video reviews and hundreds of written evaluations to capture real-world user experiences with each tool.
AI persona simulations modeled how different user types would experience each tool across common use cases and workflows.
Final rankings reviewed and approved by our editorial team with authority to override AI-generated scores based on domain expertise.
Score: Features 40% · Ease 30% · Value 30%
Gitnux may earn a commission through links on this page — this does not influence rankings. Editorial policy
Kincentric is the best pick for multinational HR teams that want managed measurement tied to leadership and culture decisions, whereas People Insight is a strong alternative when you need repeatable engagement and pulse surveys with clear reporting to segment and drive action planning.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Kincentric
Proprietary cross-market benchmark database paired with consultant-led interpretation for enterprise workforce decisions.
Built for fits when multinational HR teams need managed measurement linked to leadership and culture decisions..
Gallup
Editor pickGallup Q12 combines a proprietary engagement framework with global comparison data and manager-focused follow-up tools.
Built for fits when global employers need standardized measurement, comparison data, and manager follow-through..
PwC
Editor pickPwC Saratoga benchmark data paired with advisory teams for survey interpretation and workforce action plans.
Built for fits when multinational HR teams need survey design, interpretation, and change support across business units..
Comparison Table
Kincentric
enterprise_vendorKincentric provides employee engagement surveys, leadership assessment, organizational culture consulting, and workforce analytics.
Proprietary cross-market benchmark database paired with consultant-led interpretation for enterprise workforce decisions.
Kincentric supports enterprise listening programs that require tailored survey instruments, controlled demographic reporting, and consultant-led analysis. Its benchmark database gives HR teams external comparison points across industries, regions, and workforce groups. The engagement model also connects survey results with leadership assessments and broader culture work.
The consulting depth is useful for multinational organizations that need governance across business units and help converting findings into action plans. Kincentric provides less self-service flexibility than software-first survey vendors, so small teams seeking rapid questionnaire changes may experience more delivery dependence.
- +Proprietary cross-market benchmarks support meaningful workforce comparisons
- +Consultants connect survey findings with leadership and culture diagnostics
- +Enterprise governance supports multinational listening programs
- +Configurable questionnaires accommodate organization-specific priorities
- –Consulting-led delivery can limit rapid self-service survey changes
- –Smaller organizations may not need the full advisory model
- –Advanced interpretation depends on experienced internal stakeholders
- –API and automation details are less prominent than software-first competitors
Multinational HR teams
Compare engagement across regions
Comparable regional priorities
Organizational development leaders
Link listening to culture work
Integrated culture diagnosis
Show 1 more scenario
Enterprise HR executives
Coordinate workforce listening governance
Consistent executive reporting
Kincentric supports standardized questionnaires, reporting controls, and interpretation across complex operating structures.
Best for: Fits when multinational HR teams need managed measurement linked to leadership and culture decisions.
Gallup
enterprise_vendorGallup provides employee engagement surveys, benchmarking, analysis, and workplace advisory services.
Gallup Q12 combines a proprietary engagement framework with global comparison data and manager-focused follow-up tools.
HR teams seeking a consistent global measurement program can use Gallup's Q12 framework across business units and regions. Gallup Access supports questionnaire deployment, reporting permissions, team comparisons, and follow-up action planning. Consulting and coaching services add interpretation support for organizations that need help translating findings into manager practices.
The standardized Q12 design limits flexibility for teams requiring highly customized questionnaires or complex research models. Gallup fits large employers running recurring engagement programs where comparable results and manager accountability matter more than extensive API automation.
- +Q12 provides a consistent core instrument for enterprise-wide measurement
- +Global comparison data gives leaders a defined performance reference
- +Manager reporting connects team findings with follow-up action planning
- +Consulting and coaching support extends beyond survey administration
- –Q12 standardization can restrict highly customized questionnaire designs
- –Deep API automation is less prominent than survey administration and reporting
- –Interpretation often requires disciplined manager participation after results arrive
Global HR departments
Common measurement across regions
Consistent global comparisons
Enterprise people leaders
Recurring organization-wide listening
Coordinated annual measurement
Show 2 more scenarios
Line managers
Team follow-up after results
Clearer manager accountability
Managers receive team-level findings and structured guidance for converting scores into documented priorities.
People analytics teams
Benchmark-based executive reporting
Stronger executive context
Gallup's comparison database gives analysts external reference points for presenting engagement results to executives.
Best for: Fits when global employers need standardized measurement, comparison data, and manager follow-through.
PwC
enterprise_vendorPwC provides employee experience research, workforce listening advisory, organizational analysis, and change consulting.
PwC Saratoga benchmark data paired with advisory teams for survey interpretation and workforce action plans.
PwC aligns survey questions with operating-model changes, leadership priorities, and workforce risk reviews. Consultants support invitation design, response analysis, executive readouts, manager workshops, and follow-up governance. Global delivery capabilities suit organizations with multiple business units, languages, and local HR requirements.
The consulting model can add coordination overhead for HR teams seeking a lightweight recurring questionnaire. PwC fits large transformation programs, post-merger listening initiatives, and enterprise workforce reviews that need advisory interpretation alongside data collection.
- +Consultants connect survey findings with workforce strategy and organizational change programs.
- +PwC Saratoga adds established workforce benchmark data to executive reporting.
- +Global delivery supports multilingual programs across complex business structures.
- +Manager workshops convert findings into documented follow-up actions.
- –Consulting-led delivery can feel heavy for small teams running frequent short surveys.
- –Self-service administration is less central than advisory support.
- –Program quality depends on stakeholder alignment and local implementation capacity.
Multinational HR departments
Annual listening across regions
Comparable cross-region findings
Transformation program leaders
Post-merger workforce listening
Integration risks surfaced
Show 1 more scenario
People analytics teams
Benchmark-informed executive reporting
Better benchmark context
Saratoga reference data gives executives external context for workforce indicators and survey findings.
Best for: Fits when multinational HR teams need survey design, interpretation, and change support across business units.
People Insight
specialistPeople Insight delivers employee engagement surveys, pulse surveys, reporting, and action planning for employers.
Programme-level management for recurring survey waves, including instrument review and governance to keep results comparable over time.
People Insight delivers staff and employee engagement survey programmes with structured survey lifecycle support and reporting built around organisational decision-making. Survey design guidance and question structure support cover both standard engagement items and custom themes needed for role and department comparisons.
Results are presented in dashboards intended for action planning, with filtering for participation cuts and segmentation analysis. The operational footprint centres on managed rollout, moderation of survey instruments, and governance for consistent use across survey waves.
- +Managed survey rollout reduces administration load for HR teams.
- +Segmentation and reporting views support department and role-level follow-up.
- +Survey design support helps keep question framing consistent across waves.
- +Governance practices support repeating the same programme year over year.
- –Automation depth for fully self-serve workflows is limited for advanced teams.
- –Design iterations depend on service engagement rather than only in-product editing.
- –Deeper API-driven integration is not a primary delivery mechanism.
- –Governance controls require HR process discipline to avoid inconsistent rollouts.
Best for: Fits when HR teams need repeatable engagement surveys with strong reporting for segmentation and action planning.
CustomInsight
specialistCustomInsight provides employee engagement surveys, organizational assessments, consulting, and benchmark reporting.
Managed questionnaire design plus operational survey execution converts results into HR-ready reporting for each wave.
CustomInsight runs managed employee engagement and pulse surveys, then turns responses into reporting built for HR action planning. Survey templates support structured questionnaires with Likert scale items and open-ended comments.
The service workflow includes question design, survey operations like invitation and reminder cadence, and segmentation for reporting cuts. CustomInsight’s distinctiveness is the combination of survey engineering plus interpretive reporting delivered as a staff survey service rather than only a self-serve survey builder.
- +Managed survey operations covers invitation and reminder cadence with reporting-ready outputs
- +Questionnaire design support improves measurement consistency across survey waves
- +Segmentation reporting supports demographic cuts for targeted follow-up
- +Action-ready summaries reduce the effort to translate results into plans
- –A service-led workflow can limit hands-on experimentation with survey builds
- –Governance options like RBAC and audit logs are not the primary focus compared to survey systems
- –Automation and API surface are not central to the delivery model
- –Custom instruments and segmentation can extend turnaround time for each cycle
Best for: Fits when HR teams want managed survey execution and interpretive reporting for recurring engagement cycles.
Deloitte
enterprise_vendorDeloitte advises organizations on employee listening, workforce research, culture, and employee experience programs.
Consulting teams run survey instrumentation and interpretation as a managed workflow, including 360-degree feedback calibration and theme translation.
Deloitte is a staff survey service provider that delivers survey design, rollout, and analysis through consulting teams rather than a do-it-yourself self-serve tool. It is distinct for governance-heavy delivery tied to client data handling and reporting workflows, with survey instrumentation and results translation done as a managed service.
Core capabilities include questionnaire design support, survey administration planning, and analytics that translate responses into action-ready insights and decision support for HR and leadership. Deloitte also supports 360-degree feedback survey programs where multisource narratives and calibration matter for interpretation.
- +Consulting-led survey design for complex constructs and aligned question wording
- +Structured reporting outputs that translate results into leadership-ready themes
- +Managed program delivery reduces internal project management overhead
- +Support for 360-degree feedback survey programs with multisource interpretation
- –Service-led workflow can slow iteration compared with self-serve survey tooling
- –Tooling depth for automation and integration is dependent on the delivery engagement
- –Execution quality depends on client responsiveness and stakeholder alignment
- –Scalability relies on consultant capacity for high-frequency pulse cycles
Best for: Fits when large organizations need staffed survey governance, interpretive analytics, and multi-stakeholder execution support.
Mercer
enterprise_vendorMercer provides employee listening, engagement measurement, workforce benchmarking, and organizational advisory services.
Benchmark-norm reporting tied to driver analysis outputs for action planning and change strategy across repeated survey cycles.
Mercer differentiates from lighter staff survey vendors through deep HR research lineage and structured survey programs tied to benchmark norms and multi-cycle listening. Its capabilities center on survey instrument development, lifecycle and annual engagement programs, and analytics built for driver analysis and favorability scoring.
Mercer also supports segmentation and reporting so HR teams can slice results by role, location, or demographic cuts while keeping action planning connected to findings. Integration depth tends to show up in how Mercer operationalizes survey workflows rather than in a public self-serve API-first model.
- +Benchmarked reporting with driver analysis designed for engagement survey narratives
- +Structured questionnaire design support across lifecycle and annual engagement cycles
- +Segmentation-ready results for demographic cuts and targeted listening strategy
- +Survey program governance through review cycles and consistent instrument handling
- –Less developer-focused automation and API surface compared with self-serve survey tools
- –Questionnaire configuration can require vendor-led setup for governance consistency
Best for: Fits when HR teams need benchmarked insights, instrument rigor, and managed survey programs across multiple cycles.
Aon
enterprise_vendorAon provides employee engagement research, workforce analytics, benchmarking, and people advisory services.
Survey program governance and design support integrated with Aon talent analytics workflows for cycle-to-cycle consistency.
Aon brings staff survey delivery under a broader talent analytics and HR consulting workflow, which shapes how surveys are designed and acted on. Its core capabilities center on survey instrument design, data-backed reporting for engagement and feedback programs, and organizational segmentation for interpreting results by group.
Aon also provides governance support for how survey cycles run across locations and business units, with input workflows that typically include HR and leadership stakeholders. The service model tends to fit teams that want control over survey content and a structured path from responses to action planning.
- +Consulting-led survey design that supports consistent instrumentation across cycles
- +Reporting built around segment views for leadership-ready interpretation
- +Governance-friendly workflow for multi-location or business-unit rollouts
- +Survey program management that reduces ad hoc processes during launches
- –Deeper customization usually relies on Aon-led implementation effort
- –Automation breadth depends on agreed workflows rather than self-serve configuration
Best for: Fits when HR needs managed survey operations and consulting-guided instrument and reporting decisions.
Korn Ferry
enterprise_vendorKorn Ferry provides employee engagement measurement, leadership assessment, organizational consulting, and workforce benchmarking.
Consulting-led survey instrument design paired with follow-up action-cycle reporting rather than stand-alone dashboards.
Korn Ferry provides staff survey execution through consulting-led people analytics and structured survey programs for organizations seeking engagement and listening outcomes. Its coverage emphasizes questionnaire design support, survey administration workflows, and analytics that connect results to action planning cycles.
Korn Ferry also supports benchmark-oriented reporting to interpret favorability and sentiment against norms rather than raw response summaries. Delivery typically fits teams that want vendor-managed survey operations tied to established HR programs.
- +Consulting-assisted survey instrument design for clearer intent and comparability
- +Managed survey operations that standardize invitations, reminders, and result reporting
- +Benchmark-focused analytics for interpreting sentiment beyond internal trends
- +Structured lifecycle and follow-up workflow aligned to HR action cycles
- –Less suited to self-serve teams that want full in-house survey autonomy
- –Survey customization and reporting depth may depend on consulting scope
- –Integration and API details are not positioned for direct developer-led workflows
- –Configuration flexibility for complex segmentation can require vendor involvement
Best for: Fits when HR teams want managed staff surveys tied to benchmark interpretation and HR action cycles.
Great Place To Work
specialistGreat Place To Work delivers employee surveys linked to workplace certification, benchmarking, and culture consulting.
Trust and culture dimension reporting that maps employee answers into Great Place To Work’s model for leadership-ready interpretation.
Great Place To Work combines staff survey delivery with a proprietary trust and culture model built around employee responses. Its core survey workflow supports organization-wide engagement survey cycles and structured reporting for leadership and managers.
The service is distinctive for teams that want survey results translated into model-linked trust dimensions and benchmarkable insights. Great Place To Work also provides configuration for communications, participation tracking, and structured action planning outputs tied to survey findings.
- +Model-linked reporting translates results into trust and culture dimensions
- +Survey administration supports consistent cadence with participation visibility
- +Structured action planning outputs connect results to next steps
- +Benchmark-style interpretation helps leadership standardize how feedback is read
- –Less flexible survey design for teams that need custom instruments per question
- –Deeper governance is needed to keep segmentation cuts consistent across cycles
- –Integration and API capabilities are less explicit than survey-first tooling options
- –Reporting is strongest for its model, which can limit purely custom KPI mapping
Best for: Fits when a standardized engagement survey program and model-linked reporting matter more than bespoke survey design.
Conclusion
After evaluating 10 hr in industry, Kincentric stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right staff survey
This buyer's guide covers staff survey services that range from consultant-led interpretation to standardized engagement measurement programs, including Kincentric, Gallup, PwC, People Insight, and CustomInsight. The lineup also includes Deloitte, Mercer, Aon, Korn Ferry, and Great Place To Work, with coverage focused on how teams run survey waves and turn responses into leadership-ready decisions.
The evaluation emphasis stays on integration depth, automation and API surface when those capabilities appear in delivery workflows, and admin and governance controls that determine how results remain comparable across cycles. The guide treats benchmark frameworks and managed questionnaire execution as concrete buying decisions rather than generic engagement claims.
Staff survey services for employee engagement and pulse measurement across survey waves
A staff survey is a structured employee questionnaire delivered as an employee engagement survey or pulse survey, followed by reporting that supports segmentation analysis, leadership interpretation, and action planning. Services in this category typically handle survey administration workflows such as survey invitation and reminder cadence, and then package results into reporting dashboards or leadership-ready outputs.
Kincentric pairs a proprietary cross-market benchmark database with consultant-led interpretation for enterprise workforce decisions, which makes benchmark use a central part of the service model. Gallup centers on a standardized Q12 engagement framework with global comparison data and manager-focused follow-up tools, which prioritizes consistency across the enterprise over highly customized questionnaire design.
Staff survey capabilities that affect results, governance, and operational throughput
The category lives or dies by how the survey waves stay comparable, how results are segmented for action planning, and how leadership-ready outputs are produced without breaking the measurement intent.
Providers differ most in whether survey execution and interpretation are self-serve, consulting-led, or managed as a recurring program with controls that keep questionnaire wording and segmentation cuts consistent.
Benchmark model and interpretation layer
Kincentric pairs a proprietary cross-market benchmark database with consultant-led interpretation, which supports enterprise workforce decisions tied to comparisons. Mercer provides benchmark-norm reporting with driver analysis outputs built for engagement survey narratives.
Standard instrument vs customizable questionnaire builds
Gallup centers on the Q12 engagement framework with global comparison data, which prioritizes standardized measurement across the enterprise. Deloitte runs consulting teams for survey instrumentation and interpretation, including 360-degree feedback calibration and theme translation for complex constructs.
Managed survey wave operations and cadence control
People Insight delivers programme-level management for recurring survey waves, including instrument review and governance to keep results comparable over time. CustomInsight handles managed questionnaire design plus operational survey execution that turns each wave into HR-ready reporting outputs.
Segmentation reporting built for department and role follow-up
People Insight emphasizes segmentation and reporting views that support department and role-level follow-up after each wave. Great Place To Work provides trust and culture dimension reporting mapped to its model, and it also tracks participation visibility to support cadence management.
Consulting-led execution for change and leadership outputs
PwC pairs PwC Saratoga benchmark data with advisory teams for survey interpretation and workforce action plans. Korn Ferry ties consulting-assisted instrument design to managed survey operations that standardize invitations, reminders, and result reporting tied to action cycles.
Survey governance model across cycles
People Insight focuses on programme-level governance for repeating waves, which keeps results comparable over time through instrument review. Aon integrates survey program governance and design support into Aon talent analytics workflows so cycle-to-cycle consistency is part of the delivery design.
How to choose a staff survey service based on delivery philosophy and control depth
The decision should start with the operational model, because some providers run survey design and interpretation as a managed consulting workflow while others push standardized instruments and administration for enterprise rollouts.
The next decision should target integration and governance depth in the way results are kept comparable across cycles, since repeated waves require stable questionnaire intent and controlled segmentation cuts.
Pick the delivery model: managed program vs standardized instrument vs consulting workflow
Choose Kincentric if enterprise workforce decisions require cross-market benchmarks paired with consultant-led interpretation. Choose Gallup if a standardized engagement instrument and global comparison data must stay consistent across the enterprise. Choose Deloitte if complex constructs need consulting teams to run calibration and theme translation as part of a staffed delivery workflow.
Set governance expectations for repeatable questionnaire intent
Choose People Insight if repeatable engagement surveys require programme-level management that includes instrument review and governance for comparability across waves. Choose Mercer or Aon if benchmark-norm reporting and driver analysis or talent analytics workflows must stay aligned across multiple cycles even when organizations adjust their action planning.
Decide how much self-serve change control teams need during wave building
Choose Gallup if teams can operate within Q12 standardization and prefer manager follow-through tools over highly customized questionnaire design. Choose PwC or PwC-led approaches if questionnaire design and interpretation need advisory teams to maintain executive-ready workforce action plans across business units.
Confirm the automation surface around administration and reporting handoffs
Choose CustomInsight if operational survey execution and reporting-ready outputs must be handled for each wave, including invitation and reminder cadence. Choose People Insight if managed survey rollout is meant to reduce HR administration load while still delivering segmentation and action planning views.
Match reporting outputs to the action-cycle workflow used by HR and leaders
Choose Korn Ferry if the goal is managed survey operations tied to action-cycle reporting rather than stand-alone dashboards. Choose Great Place To Work if leadership interpretation depends on mapping employee answers into trust and culture dimension reporting tied to its model.
Who benefits from these staff survey services
Staff survey buyers should match provider delivery to how decisions get made in HR and leadership meetings, not just to whether a dashboard exists.
Providers in this list either deliver interpretation as part of a consulting program or maintain comparability through a standardized instrument and benchmark framework that supports enterprise reporting.
Multinational HR teams running annual engagement survey or pulse survey cycles across countries
Kincentric supports cross-market benchmarks with consultant-led interpretation for enterprise workforce decisions across jurisdictions. Gallup provides global comparison data through Q12 for standardized measurement with manager follow-up.
Large organizations needing staffed governance for complex constructs and stakeholder alignment
Deloitte runs consulting-led survey instrumentation and interpretation, including 360-degree feedback calibration and theme translation. PwC pairs Saratoga benchmark data with advisory teams for change support and workforce action planning.
HR teams that want program-level repeatability with segmentation views for department and role follow-up
People Insight manages recurring survey waves with instrument review and governance that keeps results comparable over time. People Insight also provides segmentation and reporting views designed for department and role-level follow-up.
Organizations that want benchmark norms and driver analysis packaged into action planning narratives
Mercer offers benchmark-norm reporting tied to driver analysis outputs that support engagement survey narratives for action planning and change strategy. Mercer also supports structured questionnaire design across lifecycle and annual engagement cycles.
Enterprises that prioritize model-linked leadership reporting over bespoke instruments
Great Place To Work maps employee answers into trust and culture dimension reporting to produce leadership-ready interpretation. Great Place To Work also provides participation visibility that supports consistent cadence management.
Common pitfalls in staff survey procurement and deployment
Staff survey failures usually come from measurement drift across waves or from selecting a vendor model that does not match how HR changes instruments, invitations, and interpretation workflows.
Several providers in this list make different tradeoffs between standardized comparability and hands-on flexibility, which can create avoidable governance problems if expectations are not aligned early.
Buying a standardized framework when the organization requires frequent questionnaire experimentation
Gallup’s Q12 standardization prioritizes consistency and global comparison data, which can restrict highly customized questionnaire design. Teams that need rapid survey build iteration should evaluate consulting-led or managed questionnaire workflows like those offered by Deloitte or PwC.
Assuming a dashboard alone will preserve comparability across repeated survey waves
People Insight makes programme-level comparability part of delivery through instrument review and governance tied to recurring waves. Teams that skip that governance layer should expect segmentation cuts and question wording changes to reduce trend interpretability.
Underestimating how much of the workflow is advisory-led instead of self-serve
Kincentric and PwC both rely on consultant-led interpretation as a core part of turning survey results into leadership decisions. Selecting either without staffing for change enablement can slow iteration if HR expects the vendor to support rapid in-house questionnaire edits.
Treating integration and automation depth as secondary to survey operations when the enterprise needs system-to-system workflows
Gallup explicitly de-emphasizes deep API automation in favor of survey administration and reporting. Mercer also provides less developer-focused automation and API surface than self-serve survey tools, so system integration requirements should be validated against the delivery model.
How We Selected and Ranked These Providers
We evaluated Kincentric, Gallup, PwC, People Insight, CustomInsight, Deloitte, Mercer, Aon, Korn Ferry, and Great Place To Work on survey wave delivery capabilities and decision-support outputs. Features accounted for 40 percent of the score, ease accounted for 30 percent, and value accounted for 30 percent.
Kincentric ranked highest because it combines a proprietary cross-market benchmark database with consultant-led interpretation that ties workforce comparisons to enterprise leadership and culture decisions. The scoring also reflected that several other providers place their differentiation in standardized instruments like Gallup Q12 or consulting-led governance workflows like Deloitte and PwC, which shaped tradeoffs in iteration speed and self-serve control.
Frequently Asked Questions About staff survey
Which providers support standardized engagement measurement with global benchmarks?
How do survey providers handle questionnaire design for custom themes versus fixed instruments?
When should teams choose managed rollout instead of self-serve administration?
What breaks if survey governance is weak across repeated survey waves?
How do providers support action planning after results are reported?
Which services include segmentation for demographic cuts and role or location comparisons?
How are communications and survey invitation mechanics handled during delivery?
What security and access controls should be evaluated for survey administration workflows?
How do data migration and lifecycle operations affect onboarding to a new survey service?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
- Customer Experience In IndustryTop 10 Best Customer Service Survey Services of 2026
- HR & LeadershipTop 10 Best Staff Management Services of 2026
- Market ResearchTop 10 Best Employee Satisfaction Survey Services of 2026
- HR In IndustryTop 10 Best Staff Survey Software of 2026
- Customer Experience In IndustryTop 10 Best Hotel Guest Satisfaction Survey Software of 2026
Keep exploring
Comparing two specific tools?
Software Alternatives
See head-to-head software comparisons with feature breakdowns, pricing, and our recommendation for each use case.
Explore software alternatives→In this category
HR In Industry alternatives
See side-by-side comparisons of hr in industry tools and pick the right one for your stack.
Compare hr in industry tools→