Turn business goals
Imona closes the gap between the goals a company sets and what its people actually do every day — by turning those goals into a game with missions, progress, rankings, rewards and head-to-head challenges.
216,650+ users8 enterprise deployments6 sectors
Eight enterprise deployments across six sectors, including regulated banks and insurers. Every figure below is the user count inside that organisation.
216,650+users across 8 enterprise deployments in 6 sectors
0108
Consumer & youth educational engagement (B2B2C)
İş Bankası runs Bilim Fabrikası, its science and technology education programme for young people, on the Imona platform with 200,000 users across all 81 provinces of Turkey.
Read the İş Bankası deployment0208
Authorised-dealer product training, seminars & webinars
Beko gamifies product training, seminar and webinar attendance and overall training completion across its authorised-dealer network on the Imona platform, with 7,500 active users, to increase motivation and participation.
Read the Beko deployment0308
Agency targets — home, commercial property & health
Allianz Sigorta runs its agencies' home, commercial property and health product targets on the Imona platform with 5,000 users.
Read the Allianz Sigorta deployment0408
Store sales consultants — target & level tracking
İstikbal runs target and level tracking for its store sales consultants on the Imona platform with 2,000 sales representatives.
Read the İstikbal deployment0508
Customer contact centre call targets & role-play training
Yapı Kredi Bankası runs its customer contact centre employees' call targets and role-play training on the Imona platform with 1,500 users.
Read the Yapı Kredi Bankası deployment0608
Field sales, telesales & customer experience teams
Sahibinden runs new-sales, package-upgrade, visit and cross-sell targets for its field sales, telesales and customer experience teams on the Imona platform as a region-based team competition, with 500 users in total.
Read the Sahibinden deployment0708
Financial advisors — branch visits & daily activity planning
MetLife runs branch-visit and daily activity planning for its financial advisors on the Imona platform with 150 people.
Read the MetLife deployment0808
Imona embedded in insurance & actuarial software
Adendum, a technology company, uses the Imona platform by integrating it into the insurance and actuarial software it develops.
Read the Adendum deploymentEvery deployment above is live. Scale figures are user counts inside that customer, not aggregate platform totals.
Every business needs its people to do things.
Targets, visits, training, a KPI to move. The work is assigned, and on the day it is assigned everyone agrees with it.
Tick them off
Four days of energy, then a flat line.
The problem is not the goal. It's getting people to act on it, every day.
Learning management
Does: Delivers content
Completion is not adoption. Engagement collapses the week after onboarding ends.
BI and KPI dashboards
Does: Measures performance
They give visibility, not motivation. A wallboard has never moved a number.
Bolt-on gamification
Does: Adds badges and points
No behavioural model underneath. Novelty fades in weeks and the scheme quietly dies.
A clear pathImona turns those goals into missions, progress and a clear path forward.
Work is broken into missions, progress stays visible, and there is always a defined next step instead of an abstract annual number.
Three levels completed, one in progress, the rest mapped out ahead.
Worlds & Levels
Work reframed as a journey
A role becomes a route with stages rather than a job description with a target attached. Progress persists, so an employee can always see where they are and what comes next.
Missions & Tasks
KPIs become clear daily actions
An enterprise KPI is not something an individual can act on. A mission is. Imona takes the measure you already report and expresses it as the specific action a person takes this shift.
Leaderboards
Team competition and status
Standing, scoped so the comparison is fair — by team, queue, store, agency or bracket. Individual public ranking can be turned off entirely where works councils require it.
Next-Step Guidance
Always a clear what-to-do
The single most common failure of a performance programme is that a person knows they are behind and does not know what to do about it. There is always a next step, and it is specific.
Rewards
Points convert to real rewards
Effort earns points, and points buy things people actually want from a reward market. That conversion is what keeps the loop running after the novelty of a badge wears off.
Challenges
Head-to-head, at any level
Employees challenge each other directly — team against team, branch against branch, person against person — and every duel resolves with a recorded outcome. Motivation stops being only top-down.
The same engine runs revenue performance and product knowledge.
A sales floor competing on results and a store team learning a range are different jobs. They run on one platform, with one set of mechanics.
Sales teams
Compete on results
Target hit61% 84%
Store staff
Master every product
Training completed41% 89%
Illustrative example — not customer data
People see what they achieved — and earn real rewards for it.
Effort converts to points and points convert to things people actually want. That is what keeps the loop running after the novelty of a badge wears off.
Motivation does not have to come top-down.
Employees start the competition themselves, at whatever level of the organisation makes sense, and every duel resolves with a recorded outcome.
Incoming duels on sales sprints, cold calls and objections, accepted in one tap
Every duel resolves with a recorded score, with response time breaking ties
Business data stops being something people only report — and starts driving what they do next.
Imona sits downstream of your dashboards and converts a metric into an assigned, rewarded, trackable behaviour.
Weekly report
- Attachment rate
- 9.4%
- Visits logged
- 312
- Training completed
- 41%
Reported. Read once.
Your next move
Visit 3 accounts
Weekly visits per rep3.1 4.6
Illustrative example — not customer data
A personalised AI mentor for every employee
Every HR-tech vendor now says this sentence. It is worth nothing on its own, so here is what the mentor actually does, in named behaviours, inside deployments that exist.
Quality audit shows points lost on objection handling, three specific criteria
The mentor tells the agent which three objections to practise before their next shift, with a scenario task attached to each. Not "improve quality" — three named objections.
Every competitor in HR-tech makes this claim. The only thing that separates them is whether the mentor names a specific behaviour inside a real deployment. Each row on the right does.
The mentor tells the agent which three objections to practise before their next shift, with a scenario task attached to each. Not "improve quality" — three named objections.
See this workforceThe mentor sends the agent a personalised notification with the product-mastery journey for health, then the objection scenario that ends those conversations, then a three-policy live target. A regional manager can do this for twenty agencies; the mentor does it for the whole network.
See this workforceThe mentor names the target that closes the gap fastest for that consultant — the add-on they attach least often — and attaches a short range refresher before the weekend trade. The store manager sees the same prompt.
See this workforceThe mentor rebalances the advisor's daily activity plan so the two missed branches land this week, instead of surfacing the gap in a Friday one-to-one about a week that has already gone.
See this workforceThe frontline you are trying to move
The problem is not the same in a contact centre as it is in a dealer network. Start where your people actually are.
Already inside regulated banks and insurers
Infrastructure
Cloud-native on AWS, multi-tenant, fully rebuilt in 2026
Integration
300+ open APIs into existing CRM, ERP and LMS systems
Ownership
IP owned 100% in-house, with a Netherlands BV as the European entity
Deployed inside regulated banking and insurance environments — Yapı Kredi Bankası, Allianz Sigorta, İş Bankası — which means security and compliance review is a completed process rather than an open question.
Your turn. Spend the XP you just earned.
This is the loop your people would run every day: effort becomes points, points become something worth having. Spin, win, and bring it to your walkthrough.
Your XP0
Quests still open on this page:
- The headline is not just a headline.+25
- Ninety seconds, well spent.+50
- Assigned is not the same as done.+100
Turn business goals into action.
Book a 30-minute walkthrough
Thirty minutes, your workforce, your metrics. No slides.
- We use your metric names and your org structure, not a generic demo tenant
- You see the level map, the mission board and the mentor guidance for your workforce
- You get the security and integration answers in the same call, not in a follow-up
- 30 minutes. If it is not relevant in the first five, say so and we will stop.
Every booking records the campaign, channel and page it came from, so we know what you saw before the call.