Why an outsider
People tell an outsider what they won't say in a meeting run by the people who made the call. That is the point of the debrief. Each person who worked on a pursuit saw part of it. Put together, in confidence, those accounts show what the pursuit was actually like, and that is what improves the next go/no-go decision. The debrief is not an evaluation of you or of anyone else. It is about the pursuit.
The six rules
Findings, never quotes
Nothing you say is reported in your words. Your employer sees findings written by us, such as "the incumbent's contract status was known by week 4 and did not change the score."
No single-source findings
A finding is reported only if at least two people raised it, or it recurs across pursuits, or you approve it yourself.
No attribution by default
Findings carry no name and no role. A role is mentioned only if you agree to it.
You review your points before anything is shared
You will see every point taken from your interview, in de-identified form, and mark each one: use, use only combined with others, or do not use.
Raw material stays with Boost Win Rate
Recordings and transcripts are never given to your employer. They are stored securely and deleted after a fixed period once the findings are final.
Your employer has agreed in writing
Not to ask for recordings or transcripts, and not to try to identify who said what. If you decline the interview, your employer is told how many people took part, not who.
Your choices
You can decline the invitation. No reason is needed, and no one is told who declined.
Every question is optional. Skipping one is never noted.
Mark any point "do not use" during review, and it is removed before anything is shared.
Who interviews you
Either a person from Boost Win Rate, or our voice interviewer, which you call at a time that suits you. The same six rules apply to both. Neither is employed by your company, and neither reports to anyone in it.
What your employer sees
A written debrief: what the team saw at the go/no-go, what the pursuit cost in staff time, the milestones that decided it, and proposed changes to the go/no-go criteria for the next similar pursuit. Every finding in it has passed rules 1 to 4. Once a quarter, your employer also sees patterns across debriefs and the participation rate. Never names.
The exceptions, stated in advance
Confidentiality has limits that the law sets, not us. If you disclose conduct that is illegal, or harassment, or a risk to someone's safety, we may be required to act on it, and we will tell you so at the time. We will not use this exception for anything else. Interview material could in principle be subject to a legal process; we keep as little as possible for as short a time as possible to limit that.
Questions
Ask the person who invited you for the contact at Boost Win Rate, or use the contact form on the main page. If you're unsure about anything on this page before your interview, ask first and talk second.