The field listening platform connecting HQ to Sites. Prevent risks (Safety, Ardousness), modernize your employer image, and reduce turnover in a sector under high tension.
Octomine Solution for Construction: Octomine is the social steering solution designed for construction and public works companies. We allow capturing the feelings of workers and site managers ("Deskless") directement sur le terrain. Our HR AI analyzes feedback in real-time to correlate social climate with your safety indicators (Frequency rate), allowing you to act before an accident or departure.
Recruiting is hard, retaining is vital. In construction, performance relies on team cohesion and shared vigilance.
Facing recruitment difficulties, the sector suffers from an aging and arduous image. Attracting young people and feminizing staff requires more than a salary: it demands a strong Employer Brand, based on respectful working conditions and real listening to the aspirations of new generations.
Outdoor work, carrying loads, and risks of falling make Construction a high-risk sector. It is proven that a degraded social climate or excessive mental load decreases vigilance. Employee listening is your first safety barrier: a listened-to worker is a more attentive worker.
New materials, environmental standards (RE2020), digitalization of sites... Your teams must upskill quickly. The gap can widen between design offices and works teams. Field listening allows identifying training needs and obstacles to adopting new tools.
The field listening platform connecting HQ to Sites. Prevent risks (Safety, Ardousness), modernize your employer image, and reduce turnover in a sector under high tension.
| 🎯 Problematic | 🛠️ Octomine Solution | ✅ Benefit |
|---|---|---|
| “Non-Connected” Workers. On site, no work email or computer. Paper is too heavy to manage. | “Base Camp” QR Code. Display a QR Code in base camps (Algeco), changing rooms, or clock-in zones. Personal smartphone access in 2 min. | 100% Field. Give a voice to all your employees, not just site supervisors or engineers. |
| Multi-Site Management. A Major Project in Paris doesn't have the same problems as a local site in Lyon. | Project/Agency Segmentation. Analyze results by Site, Works Agency, or Trade (Structural works vs Finishing works). | Precise Steering. Identify if the malaise comes from a specific team, a site manager, or a localized equipment problem. |
| HSE Prevention (Safety). “Safety quarters” are top-down. Field information feedback (near-misses) is lacking. | Correlation AI & Alerts. Our AI crosses “Stress/Fatigue” feeling with your accident data to predict risk zones. | Zero Accident Prevention. Act on human factors (fatigue, atmosphere) before they cause an accident. |
| Temps & Subcontractors. A large part of your workforce is external, but impacts your safety. | Flexible Inclusion. Allow temporary workers to answer (via dedicated segmentation) to understand their integration. | Cohesion. Secure safety welcome and integration of your reinforcements to guarantee overall quality. |
Context: A major personal equipment chain (150+ points of sale) faced increasing difficulty recruiting and retaining its Store Managers (SM).
Contrairement aux idées reçues du siège qui pensait à un problème de rémunération, l'enquête a révélé un sentiment d'isolement des DM et une surcharge administrative qui les éloignait du terrain.
Mise en place de “Feedback Loops” trimestrielles et simplification des process de reporting remontés comme “irritants” via la plateforme.
• 12% turnover on store management positions.
• +8 points in global eNPS (Engagement Level).
• Identification de 4 pratiques toxiques localisées, corrigées par la formation des managers régionaux.
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