No. A 360 collects how others rate a person. Atlas measures how each leader naturally behaves with its own assessment, and adds a short Clarity Survey on whether people understand the plan, then reads both against the plan.

Can I use a 360 and Atlas together?

Yes. A 360 shows how a leader is experienced by others; Atlas shows whether the team can deliver the plan. Together they give a fuller picture.

Why does Atlas use a Clarity Survey instead of a 360?

The Clarity Survey asks people whether they understand the plan and what would move it, rather than rating one person. That keeps the focus on the work, not on judging an individual.

How large a team does Atlas read at once?

Atlas reads teams of up to about ten people as one team. Larger groups are read as several teams and then put together, so each read stays specific enough to act on.

Why not just use the assessment we already have?

Keep it if it works for you. Many assessments are built to describe one person at one point in time. Atlas reads people against the role, the team and the plan, and updates the read when any of them changes.

Can Atlas look at the whole organisation, not only the top team?

Yes. Atlas can bring every assessment, survey answer, role and the plan together for one team or for every team in the organisation, on the same model and at the same depth, with experts reviewing the read. You can start with the leadership team and widen from there.

Can't we just ask ChatGPT?

A general AI model has no measured data on your people or your plan. Atlas works from your own assessed data and the plan you upload, and a person makes every decision. You can still connect Atlas to the AI tools you already use.

Will Atlas replace our HR team?

No. It gives HR and leaders the same evidence to work from, so people decisions rest on data rather than gut feeling, and the decision stays with a person.

What does an Execution Forecast tell you?

It is an evidence-based assessment of execution risk: which parts of the plan the current team is best and least placed to deliver, based on the assessment, the Clarity Survey, roles and the plan itself. It shows where risk is highest and what to address first. It is not a prediction of results, and it is updated when the plan, the team or the evidence changes.

What is execution intelligence?

Working out whether a company can do what its plan says, finding where it is most likely to get stuck, and testing what to change, with the evidence behind every conclusion. Atlas People is the execution intelligence company. The full definition is in the Atlas glossary.

Is Atlas a personality test?

No. Atlas uses its own assessment as one input, and the product is the read of your team against your plan. The assessment never ranks people; it describes how the work and the people fit.

What does the Atlas assessment measure?

34 behavioural and cognitive constructs, focused on natural behaviour under pressure: role and collaboration fit, trust and decision style, and what gives and drains energy. It uses a forced-choice format with faking detection built in.

How long does Atlas take?

It depends on scope: how many people take part and how much of the plan is shared. Each person spends about 20 to 25 minutes on the assessment and has a one-to-one feedback session, then the team read follows. After that, Atlas updates the read when the plan, the team or the evidence changes.

Do I need to be certified to use Atlas?

Leaders read the results in the portal and can ask questions in plain language, with expert support to turn the read into decisions.

Atlas is bought through one annual agreement, scoped to the people covered, the leaders using it and the organisational work you need. Pricing is scoped to your organisation; see how Atlas is bought.

Where is my data stored?

Customer data is hosted and processed in the EU, and enterprise teams can sign in with SSO / SAML.

Compare · Atlas vs

In-depth: Atlas vs 360 feedback

Kevin Bjerring · Philip Myrup · Published 30 October 2026 · Checked 30 October 2026

In short

Consider Atlas People if you need to know whether your leadership team can deliver a specific plan, and want that view updated when the plan, the team or the evidence changes.
Want to know how a leader is seen by their manager, peers and direct reports, as part of a development programme? A 360 feedback process is probably the right choice.
360 feedback shows how a leader is seen by the people around them. Atlas measures how leaders naturally behave and reads the team against the plan it has to deliver. The two answer different questions and work well side by side.
Atlas People is not the right fit if you only need a standalone profile of one person, or an assessment in a language other than Danish or English.

Atlas and 360 feedback both measure how people behave at work, and both are used when you hire a leader or develop one. Where they differ is what happens after the results come back.

360 feedback is a process in which a person is rated on their work by the people around them, usually their manager, peers and direct reports, as well as by themselves. It is widely used as a development tool for managers and executives, and is offered by many providers.

Atlas is an execution intelligence platform for leadership teams. It runs its own assessment, then puts the results in context with your plan, your roles and your teams, so you can see whether your organisation can deliver the plan, what could get in the way, and what to address first. It can read one leadership team or every team in the organisation on the same model, at the same depth. When the plan changes, the read changes with it. It is built for CEOs, boards, investors and HR leaders who own a plan.

How is Atlas different?

1. We read people against your plan

Most tools describe people, teams or the organisation. The harder question is whether that person, in that role, on that team, can carry the strategy you approved last quarter.

Atlas starts from the plan. The plan is modelled; the organisation is assumed. Atlas replaces the assumption with evidence, reading each leader against the role, the team around them and what the plan demands of both.

2. We read the whole organisation, not a sample

One person can interview a handful of leaders and read a few reports. Past that, the work has to be sampled.

Atlas brings every assessment, survey answer, role and the plan together, across every team, and analyses them at the same depth, with experts reviewing the read. One method from a single team to the whole organisation, so results can be compared across teams, units and countries.

3. Your read doesn't end up on a shelf

Assessment reports are often read once, discussed in a debrief and filed. Six months later the plan has moved, people have changed roles, and the report describes an organisation that no longer exists.

Atlas keeps the intelligence running. It starts with an Execution Forecast, keeps the baseline, records what changed and reforecasts when the plan, the team or the evidence moves.

4. We're AI-native, with expert support

Atlas was built around AI from the start. It puts all the inputs in context, your assessment results, the plan, roles and teams, and leaders can ask the portal questions in plain language.

Expert support helps you turn the read into decisions, so leaders can act on it directly.

5. Built for European leadership teams

Customer data is hosted and processed in the EU, the assessment and reports run in Danish and English, and enterprise teams can sign in with SSO.

Atlas is designed to align with the EU AI Act: the human makes the decision, the evidence behind every conclusion is traceable, and people are never ranked.

See what Atlas says about your execution risk

Talk to us

Comparing Atlas and 360 feedback

360 feedback shows how a leader is seen by the people around them. Atlas measures how leaders naturally behave and reads the team against the plan it has to deliver. The two answer different questions and work well side by side.

Assessment

A 360 captures how a leader is experienced by the people around them, which no self-report assessment can show on its own. Atlas's assessment is built around the behaviour a plan demands, with faking detection built in so the read holds up when the stakes are high.

Assessment: Atlas compared with 360 feedback
Capability	Atlas	360 feedback
Own assessment: The provider designs and owns its instrument	Yes	Varies by tool
Behaviour under pressure: How people act when strain or stakes rise	Yes	Varies by tool
Motivation and energy: What drives people and what drains them	Yes	Varies by tool
Forced-choice format: People rank statements instead of rating themselves	Yes	Varies by tool
Faking detection: Built-in controls for faking and careless answers	Yes	Varies by tool
Languages: Languages the assessment and reports run in	Danish, English	Varies by tool

Teams and the plan

Atlas reads the team against the plan it has to deliver, and turns that into named recommendations with the trade-offs, ready for a board.

Teams and the plan: Atlas compared with 360 feedback
Capability	Atlas	360 feedback
Team analysis: Strengths, gaps and friction across a team	Yes	Varies by tool
Read against the plan: Whether the team can deliver a specific strategy or value creation plan	Yes	Varies by tool
Execution Forecast: Where the plan is likely to get stuck, and what to address first	Yes	Varies by tool
Collaboration Playbooks: Practical guidance on how specific people work best together	Yes	Varies by tool
Board-ready recommendations: Named actions with trade-offs, not a descriptive report	Yes	Varies by tool

Hiring

Atlas's Match Report reads a candidate against the role and the team they would join, so you see how a new leader changes the team's ability to deliver the plan, and Atlas supports high-volume hiring too, with a person making every decision.

Hiring: Atlas compared with 360 feedback
Capability	Atlas	360 feedback
Senior hiring: Assess candidates for leadership roles	Yes	Varies by tool
Candidate against the team: How the hire fits the team they would join	Yes	Varies by tool
High-volume screening: Hiring at volume, with a person making every decision	Yes	Varies by tool
Independent of search: No placement fees or candidate incentives	Yes	Varies by tool

Platform and AI

Atlas is AI-native: the portal puts the assessment, the plan, roles and teams in one place, and leaders can ask questions in plain language. The same analysis runs for one team or for every team in the organisation.

Platform and AI: Atlas compared with 360 feedback
Capability	Atlas	360 feedback
AI assistant for leaders: Ask questions in plain language, answered from your own data	Yes	Varies by tool
Context beyond the assessment: Plan, roles, teams and organisational evidence in one place	Yes	Varies by tool
Ongoing reforecasting: The read updates when the plan, the team or the evidence changes	Yes	Varies by tool
Baseline and history: Keep the starting point and record what changed	Yes	Varies by tool
Who reads the results: The person who acts on them	Leaders, with expert support	Varies by tool

Delivery

Atlas pairs the platform with expert support to turn the read into decisions.

Delivery: Atlas compared with 360 feedback
Capability	Atlas	360 feedback
Expert support: Help turning the read into decisions	Yes	Varies by tool
How it's bought: Commercial model	One annual agreement	Varies by tool

Security and compliance

Atlas hosts and processes customer data in the EU and is designed to align with the EU AI Act.

Security and compliance: Atlas compared with 360 feedback
Capability	Atlas	360 feedback
EU data hosting: Customer data stored and processed in the EU	Yes	Varies by tool
SSO / SAML: Single sign-on for enterprise teams	Yes	Varies by tool
EU AI Act: Human decision, traceable evidence, no ranking of people	Designed to align	Varies by tool
People never ranked: Results describe the work, not a person's worth	Yes	Varies by tool

Details checked against public sources on 30 October 2026.

How Atlas works in practice

What you provide

The plan you want to test: strategy, goals or OKRs
Roles and team structure for the people involved
Who takes part, and when

What participants do

Each person takes the Atlas assessment, about 20 to 25 minutes
A one-to-one feedback session on their own results
A short Clarity Survey, about 10 to 15 minutes, on how well the plan is understood

What you receive

Personal Collaboration Playbook (In the platform)
AI assistant answering questions from your own data (In the platform)
Team Report and Execution Forecast (Reviewed by Atlas experts)
Match Report for a hiring decision (Reviewed by Atlas experts)
Recommendations and follow-up (With Atlas expert support)

The Clarity Survey repeats on an agreed cadence, typically quarterly, and Atlas updates the read when the plan, the team or the evidence changes. A person makes every decision.

Scenario simulation and organisation-wide forecasting are in development and are not part of Atlas today.

See an illustrative sample forecast, how the assessment method works, how data is handled and how Atlas is bought.

When to choose Atlas vs 360 feedback

Want to know whether your leadership team can deliver the plan, where execution risk is highest and what to change, with a platform that keeps the read current as the plan moves, EU-hosted and designed to align with the EU AI Act? Go with Atlas.

Want to know how a leader is seen by their manager, peers and direct reports, as part of a development programme? A 360 feedback process is probably the right choice.

Recommendations by buyer

AtlasCEOs and boardsSee whether the organisation can deliver the strategy before you commit to it, and get named actions you can take to the board.
AtlasCHROs with a transformation on their deskTurn assessment results into intelligence about whether leaders can carry the change, intelligence that stays in use as the plan changes.
AtlasHiring into a leadership teamA Match Report shows how a candidate fits the role and the team they would join.
360 feedbackLeadership development programmesA 360 gives a leader a structured view of how others experience them, which is a strong starting point for coaching.
BothTeams already using 360 feedbackUse 360 feedback when you want to know how a leader is seen by their manager, peers and direct reports, as part of a development programme. Add Atlas to read the leadership team against the plan. The two are used side by side; there is no technical integration between them.

Put your plan to the test