Trust & privacy
Accountable to the customer, the employee, and the law.
Goose listens to conversations in people's homes. That only works if the controls around it are real, visible, and yours to set.
THE 11-ITEM WALKAROUNDCONSENT VARIES BY JURISDICTIONNO AUTOMATED EMPLOYMENT DECISIONS
Recording earns trust or destroys it.
A system that listens inside a customer's home answers to the customer, the employee, and the law. So the consent walkaround comes first, by design. Every item, every time.
Consent workflow
Capture runs through a consent workflow with customer and employee notice, not a recorder somebody quietly switches on.
Jurisdiction aware
Consent rules differ by state, so the consent workflow is configured for where your team operates.
Role-based access
Who can open a transcript, a score or a summary is a permission, not an honor system.
Encryption
Conversations and transcripts are encrypted, because a recording of a customer's home is sensitive by default.
Retention & deletion
You set how long anything is kept, and you control deletion.
Redaction
Sensitive detail can be redacted out of a transcript before anybody uses it for coaching.
Model & vendor disclosure
You are told what processes your conversations, and about changes to it.
Opt-out
An opt-out path exists and is documented, for customers and for employees.
Export
Your conversations and your scores are your records, with export designed in.
Audit logs
Who looked at what, and when, so the system that watches conversations can itself be reviewed.
Human review, always
Goose never makes an employment decision on its own. Scores are coaching evidence for a human manager to review. No discipline, ranking or termination is ever automated.
Recording consent law varies by state and jurisdiction. Goose is built to support a consent workflow with customer and employee notice. You are responsible for the consent rules that apply where your team works. Nothing here is legal advice.
The line we will not cross
A score is evidence, never a verdict.
Goose never makes an employment decision on its own. Scores are coaching evidence for a human manager to review. No discipline, ranking or termination is ever automated.
Recording without review and scoring without coaching are failure modes, not features. A manager reads before anything consequential happens, an employee gets their own summary, and an appeal path exists, because a system that watches people has to be reviewable itself.
The commitment
The Built By The Trades success commitment
Goose coverage, coaching action, behavior change and quality-adjusted conversion feed the BBTT Contractor Success Scoreboard.
Watch items · patterns that trigger outreach
- Recording without review
- Scoring without coaching
- Low employee trust
- Missing manager cadence
Any of those patterns can trigger proactive outreach and an opt-in, no-charge success intervention, focused on consent, scoring design, manager habits, fair human review, and coaching execution.
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