Questions you'd never write yourself.
Templates pulled from research on motivation, leadership, communication, growth — not internet leftovers. Twenty of them, each one earning its place.
Curated questions backed by research. Real answers from people who matter. Change you can track over time.
$99 a year. 30-day full refund — no questions asked.
What kind of feedback
Your decisions, your communication, your patterns, your blind spots. The leadership behaviours that shape how others experience working with you. Not your output. Not your team. You.
Mirorly isn't for surveying customers, evaluating your team, or running performance reviews. It's a tool for one specific job: getting honest, structured feedback on how you show up as a leader — manager, founder, expert — and turning what you hear into change you can track.
See it in 20 seconds
That's the whole idea. You can fill in your own view in seconds — but the half that actually matters is the one only the people around you can answer.
You just rated yourself. The only person who answered is you.
The gap between this and how the people around you would answer is the entire thing you can't see from the inside — and there's exactly one way to find out.
Run your first roundNo more “rate your manager 1 to 5” without context. No more Friday-afternoon retros nobody reads. No more AI-summarized synthesis that says everything and nothing.
Just the questions worth asking, the people worth asking, and the change worth tracking.
The questions come from research, not someone's content backlog. The interface stays out of the way — pick a template, send the link, that's the depth of it. The actual work, when it shows up, lives in you — responding honestly to what you hear back. We tried to make the rest as quiet as it can be.
Templates pulled from research on motivation, leadership, communication, growth — not internet leftovers. Twenty of them, each one earning its place.
Send the link to specific people — colleagues, partners, friends. They answer once. You see what they actually meant.
Run the same template again in three months. Six. Twelve. The deltas are where the actual work shows up — or doesn't. Either way, you'll know.
95%
of people think they're self-aware. Only 10–15% actually are.
Tasha Eurich · Insight
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Resources
Free, research-backed guides — on feedback that doesn't feel weird, self-assessment that surfaces blind spots, and the behaviours worth working on. The latest from each part of the library.
Leadership Competencies
Communication is the highest-stakes leadership competency and the vaguest — until you break it into behaviors. What it looks like, and whether yours works.
ReadManager Development
Some manager skills you can read your way to. The ones that matter most you can't — because you can't see yourself. Why feedback is the only path in.
ReadBeyond Performance Reviews
Anonymity is a tool with a cost — and at small scale it's hard to guarantee. When anonymous feedback earns its place, when it backfires, and the real fix.
ReadHow to Give Feedback
The praise-criticism-praise formula feels kind and quietly backfires — people brace at the praise and miss the point. Why the sandwich fails, and what to do.
ReadHow to Ask for Feedback
Your reports are the best-placed to tell you how you manage — and the least able to say it to your face. How to collect upward feedback that's actually honest.
ReadSelf-Assessment for Managers
Self-assessment is the least reliable assessment you'll ever make — your brain is built to flatter you. Ten tells that your self-review is fiction, not data.
Read360 Feedback
Most 360 reviews fail in predictable ways — vague questions, averaged-away signal, no self-baseline. The six mistakes that waste the round, and the fixes.
ReadSelf-360 first. Send to others when you're ready. That's the sequence that makes feedback actually useful.
Your first 5 minutes
$99 a year. 30-day full refund — no questions asked.