Simundia

Simundia is a coaching platform that companies use to give coaching to large groups of employees at once. HR and training managers define who should be coached, Simundia supplies the certified coaches and the platform, and each employee goes through a short, structured coaching program by video while HR follows progress and impact from a dashboard. The home page sums up the aim as individual support at scale for a successful collective transformation, and describes "Le coaching digital accessible à tous" (digital coaching accessible to everyone). The site runs in French, English and Italian.

It is built for the employer, not for an independent coach. Coaches join Simundia's network rather than selling their own services through it, and the company also points private individuals who want coaching to a separate page.

How a coaching program runs

The platform page lays out the program in three stages, and the home page adds an AI layer on top.

1. Diagnosis. Simundia first helps the company define the target population, which the site says can be as large as the company wants. Each employee then has an orientation meeting with a Simundia expert, who frames the coaching need and selects the most suitable coach for that person's challenge. For employees who are unsure what they need, the platform offers alternative routes: collecting feedback from a manager or a full 360-degree review, or taking personality assessments that a coach then debriefs.

2. The coaching itself. The program is 3 or 6 one-hour sessions, held by videoconference so they fit around employees' calendars. Employees start their coaching themselves, book sessions when they want from wherever they are, see at any time where they are in the program, and move session dates if something comes up. Between sessions they can message their coach through a built-in chat, use the tools the coach recommends, and draw on a content library personalized to the topic they chose. The platform page says artificial intelligence sends each person content such as webinars, tools and articles matched to their program, situation and challenges, and the home page adds an AI coach that is available at all times.

3. Review and evaluation. At the end of the program, the employee and the coach build a roadmap the employee can return to so the changes last. Progress is evaluated twice, "à chaud" at the end of the coaching and "à froid" several months later, and both the employee and their manager take part. Employees can look back at everything recorded along the way: 360 feedback, notes taken during sessions, documents shared by the coach, and both evaluations.

The methodology and the coaches

Simundia calls its approach "Le Coaching Situationnel®" (Situational Coaching), a method it says was co-created with a scientific committee. It rests on three ideas from the home page: concrete, because coach and employee define a real work situation with a clearly identified step to action; personalized, because content, tools and exercises between sessions are adapted and enriched by AI; and measurable, because progress is tracked in real time through indicators of well-being, performance and engagement.

The coach network is described as "Une communauté de + 300 coachs certifiés en France et à l'international" (a community of more than 300 certified coaches in France and internationally). The site lists four requirements: coaches are certified and accredited by ICF, EMCC or SFC, have 15 years of experience in business and 1,000 hours of coaching experience, and are supervised by a coach supervisor. Profiles on the home page show coaches working on emotional management, leadership, female leadership, communication and change management. The company's areas of expertise are management performance, talent, women leaders and transformation.

What HR gets

The HR side of the platform is where Simundia puts most of its weight. A dedicated Simundia team frames the rollout to fit the company's context. Once it is live, HR follows coaching sessions in progress or completed, adds employees, sends reminders to those who have not started their coaching, and sees which topics people chose. Quarterly review meetings with Simundia's team add HR analysis of how the rollout is going.

To measure impact, Simundia sends questionnaires regularly across the whole program, which it puts at one year, and HR receives each employee's feedback, satisfaction rate and comments when the coaching ends. The dashboard shows ratings for overall satisfaction and for impact on engagement, performance and well-being, plus qualitative indicators such as whether employees carried out their planned actions after the coaching. The site says the HR platform can also calculate coaching ROI in real time from the employees' performance indicators.

The company publishes its own impact figures on both pages: 250,000 euros of benefits for 50,000 euros invested in Simundia coaching, 21% higher retention, 47% higher performance after coaching and 27% more well-being for employees. It says it has supported more than 200 transformation projects and that more than 200 companies trust it, across CAC companies, mid-sized firms (ETI) and startups. Customer stories on the home page cover Krys Group's new managers, VitalAire's teams during a transformation, remote coaching for managers at the CEA, and the management culture at CIC Ouest.

HR clients quoted on the platform page stress simplicity. A training manager, Stéphanie Debourbe, says supervisor access for HR "est un vrai plus" (is a real plus) for checking that each coaching runs smoothly. Sandrine Boudas, in charge of HR steering, says "La mise en place de la plateforme a été extrêmement simple" (setting up the platform was extremely simple) and praises the team's responsiveness.

Pricing

Simundia publishes no prices. Its FAQ says the price depends on the number of employees coached, the number of sessions per program and the options chosen, and asks buyers to request a demo for an estimate.

Who it suits

Simundia suits HR and training teams that want to offer coaching widely rather than only to a few executives. The FAQ says any employee, manager or not, can use the platform as long as they belong to the population agreed with HR, and that it is for companies convinced that coaching has to be offered broadly to work. The fixed program of 3 or 6 sessions, the orientation call and the two-stage evaluation make it a good fit for structured initiatives such as onboarding new managers, supporting teams through a transformation or developing women leaders, where HR needs to report on participation and results.

Companies that want an open-ended coaching relationship with no set length, or that would rather choose coaches themselves from a catalog, will find the model more guided than that: Simundia's experts make the match, and the program has a defined shape. For a company that values that structure and the reporting that comes with it, the platform covers the whole cycle from diagnosis to measured impact.