Your whole team posting on LinkedIn. On autopilot.

No installs for employees. You add people by manual entry, CSV import, or by sharing a self-serve join link. The moment someone is added, Flooencer resolves their LinkedIn profile and registers it for ongoing tracking through the same signals pipeline that powers the rest of the platform. Follower count, impressions, engagements, comments, shares and posting frequency all populate automatically. Employees keep posting their own content in their own voice; the agents never post on anyone's behalf.

No. The Comms Agent is capped at a maximum of one nudge per employee per week, and every nudge carries a concrete idea from the Inspiration Agent. 'You should post more' is banned. Opt-out is one click, instant, with no follow-up. If someone ignores three nudges in a row, the agent stops and flags the pattern for a different approach or a respectful pause. Most sends are drafted for human approval by default; only pre-approved template classes auto-send.

You choose when you create the incentive. Auto-scored metrics (most posts, engagements, reactions, comments or shares) and persona-engagement incentives are scored automatically from LinkedIn activity, show a live top three, and announce the winner when the window closes. Custom criteria like 'Funniest post' are hand-judged: Flooencer nudges you to pick the winner from the roster, with each person's post and engagement counts shown for context, when the period ends.

That is exactly what the Incentive Strategist is built to avoid. Employees respond to recognition, career capital and belonging at least as much as to rewards, and cash-for-posts can crowd out genuine participation and make content feel mercenary. The agent recommends segment-appropriate mixes, such as exec shout-outs, personal-brand coaching, opt-in leaderboards and tangible rewards, and flags any structure that would produce low-quality or copy-paste posts. It never buys posts, and every change to points, rewards or budgets passes a human approval gate.

Yes. Give the KPI Agent a target like '40% of sales posting monthly' or '500K employee-driven impressions per quarter' and it decomposes the goal into participation, frequency and incentive levers, then hands the plan to the Orchestration Agent to execute. Orchestration briefs department leads first, times pushes to your launch calendar, and delegates to the specialists, while the KPI Agent monitors pace weekly and flags weak levers early. Attribution to pipeline is reported honestly as soft, never overstated.

The Orchestration Agent is the project manager: it turns a goal into a plan and delegates. The KPI Agent sets an achievable path and monitors pace. The Inspiration Agent kills the blank page with role-matched post ideas. The Incentive Strategist designs prize competitions and recognition without buying posts. The Comms Agent sends warm, capped nudges, each paired with a concrete idea. You see it all in a department-based roster with per-employee analytics, live incentive leaderboards and a shared inspiration board.