SBI, radical candor, upward/peer feedback, receiving feedback, action plans.
Before starting, we run a 1-minute tech check — microphone, ambient noise, connection. If your setup isn't good enough, the test is fully refunded.
Go beyond "great job" — take the Plume oral exam and earn a badge that proves you can deliver SBI-structured, Radical Candor-calibrated feedback in real professional situations.
The Constructive Feedback badge certifies your ability to give, receive, and structure feedback in real workplace scenarios. Over 15 minutes, an AI examiner (OpenAI Realtime) drops you into concrete situations: a tough feedback conversation with a peer you have a strained relationship with, an upward feedback moment with a more senior colleague, a time your feedback didn't land the way you intended. It probes your command of the SBI model (Situation-Behavior-Impact), your ability to stay anchored in observable facts without slipping into judgment or interpretation, and your working knowledge of Kim Scott's Radical Candor matrix — navigating between "ruinous empathy" and "obnoxious aggression". It also digs into how you weave feedback into team rituals like 1:1s, retros, and performance reviews, and what you actually think of tools like Lattice, Officevibe, or 15Five.
What sets this badge apart from a LinkedIn endorsement or a self-declared skill is that it's based on a live oral exam you can't script your way through. The AI doesn't settle for your definition of SBI — it asks you to walk through a real feedback case, describe the context, the observable behaviors, the measured impact, and what happened next. Claude Opus then reads the full transcript and produces a score from 0 to 100 with a level (Novice, Proficient, Advanced, Expert), a detailed scorecard, and personalized development areas. You can't bluff 15 minutes of situational dialogue.
This badge is built for you if you manage a team and want to substantiate your communication skills beyond your own perception, if you work in HR or L&D and design feedback programs, if you coach or facilitate teams, or if you're applying to a role where feedback culture is an explicit hiring criterion. It also works for experienced individual contributors who want a credible external benchmark — something more meaningful than self-assessment.
Here are the concrete dimensions the AI examines during the 15-minute oral.
Structuring feedback across three clear steps (Situation, Behavior, Impact) while staying grounded in observable facts — not interpretations, not character judgments, not assumptions about intent.
Working command of Kim Scott's matrix: balancing "challenge directly" with "care personally" in live management situations, avoiding both ruinous empathy and obnoxious aggression with precision.
Delivering feedback to someone more senior, higher-performing, or in a strained relationship — finding the right moment, channel, and framing so the message lands without damaging trust.
Distinguishing emotional reaction from behavioral response when receiving hard or poorly delivered feedback, and translating what you hear into a concrete action plan rather than a defensive posture.
Embedding feedback into existing team rhythms — 1:1s, agile retrospectives, performance reviews — and making honest use of platforms like Lattice, Officevibe, or 15Five without turning feedback into an administrative burden.
Knowing when feedback is NOT the right tool and choosing a more effective lever instead: coaching, mentoring, active listening, or a formal HR conversation — based on context, not habit.
Informed perspective on modern approaches — continuous feedback cycles, anonymized 360 reviews, AI-powered tone analysis — including where they add value and where they risk gamification or surveillance.
Building a SMART follow-through plan after a feedback conversation: defining observable target behaviors, setting check-in milestones, and getting the other person genuinely bought into their own growth.
Final scoring is performed by Claude (Anthropic), which reads back the full transcript and applies this weighted criteria grid.
Every answer is anchored in a real, specific situation with clear context, stakes, and stakeholders. The AI penalizes abstract or generic responses heavily — being able to name the situation matters.
Correct and nuanced application of core models. Candidates are expected to use SBI without reciting it mechanically and to know the critiques of Radical Candor beyond its marketing tagline.
Performance in complex cases: feedback that didn't land, a relationship that suffered, upward feedback with real career stakes. Critical self-reflection and concrete adjustments are the markers here.
Beyond individual acts of feedback, candidates show how they build a team environment where feedback flows regularly — through rituals, tools, psychological safety, and consistent follow-through.
Candidates demonstrate an informed, critical view of emerging feedback trends (AI-powered feedback tools, anonymized 360s) and honest self-awareness about their own blind spots and growth areas.
A Plume session takes about 20 minutes, from tech check to badge delivery.
The AI tests your microphone and connection, and walks you through the format. You confirm you're in a quiet space and ready to speak freely for 15 minutes.
Briefly introduce yourself: your current role, the type of team or context where you practice feedback (tech team, sales, HR, freelance, etc.). The AI calibrates the rest of the session to your world.
The AI works through 4 to 6 situational questions drawn from calibrated themes: a tough feedback case, walking through SBI on a real example, handling feedback that didn't land, Radical Candor vs. alternatives, team rituals, and your honest take on tools like Lattice or 15Five. It follows up and digs into your answers.
The AI asks what you'd do differently in your feedback practice today, and gives you space to add an example or a nuance you didn't get to develop earlier.
Claude Opus analyzes the full transcript and produces your score (0-100), your level (Novice to Expert), a detailed report broken down by criterion, and a shareable badge URL. Your private audio recording is also available.
Your score out of 100 translates into a level a recruiter can grasp at a glance.
You understand the concept of constructive feedback but your examples stay vague or generic. Structuring feedback with SBI without drifting into feelings or judgment is still a challenge, and complex situations like upward feedback or feedback that didn't land are largely unfamiliar territory.
You apply SBI in standard situations and know the Radical Candor matrix. You've handled difficult feedback conversations with acceptable results, but your practice is mostly individual, not yet systematized at the team level, and edge cases still catch you off guard.
You use SBI and Radical Candor with nuance and adapt your approach to the person and context. You've built feedback into team rituals like 1:1s and retrospectives, you know when another lever beats feedback, and you have a critical take on digital feedback tools.
You actively shape feedback culture in your organization: you coach others, model the behavior, and evolve your team's rituals over time. You know the limits of SBI, Radical Candor, and 360 reviews and can debate them with specifics. Your answers are grounded in multiple concrete cases with measurable outcomes.
No degree or years of experience required to take the badge. Here are the profiles it makes the most sense for.
You give feedback regularly in 1:1s and performance reviews, and you want to prove your practice goes beyond the "feedback sandwich" or a vague "keep up the good work" — to yourself and to future employers.
You design feedback programs or coach managers on feedback culture. This badge validates that you actually master the models you teach — SBI, Radical Candor, 360 — with the depth to answer hard follow-up questions.
Feedback sits at the core of your client work. This badge gives you a credible, third-party-validated signal of your proficiency level that you can share with prospects or potential employers without relying on testimonials alone.
Lead, head of, and director job posts routinely list "feedback culture" as a criterion. This badge gives you a verifiable proof point — much stronger than a bullet on your resume or a rehearsed behavioral interview answer.
You don't have a management title yet but you're already giving peer feedback and driving retros. This badge demonstrates your relational maturity before you apply for your first people manager role.
Where and how your Constructive Feedback badge will help you day to day.
A hiring manager asks how you handle underperformance. You share your Constructive Feedback badge URL: the score and report show your SBI rigor and how you navigate feedback that doesn't land — far more convincing than a prepared behavioral answer.
You're applying for an HRBP role where coaching managers on feedback is a core expectation. The badge shows an Advanced or Expert rating across Radical Candor, 360 feedback design, and team rituals — verified by AI, not self-declared.
A potential client asks what makes your feedback coaching approach different. You send them your Plume report: they can see your strengths in situational judgment and post-feedback action planning, and the specific areas you're actively developing.
You want an honest read on where your feedback practice actually stands, beyond your own perception. The Plume report gives you criterion-level scores — SBI, Radical Candor, handling difficult cases — with specific, personalized recommendations.
A training manager uses the Plume badge as a before-and-after measure for a leadership feedback program. Aggregated scores show the team's real progression criterion by criterion, without the bias of self-assessment surveys.
You're moving from a senior engineering role to tech lead and need to convince a hiring committee you're ready for hard feedback conversations. An Advanced-level Constructive Feedback badge is a concrete, shareable proof of that readiness.
A few minutes to check you have everything you need.
At the end of your session you don't just get a score — here's everything that awaits you.
You get a precise score (0-100) and a level (Novice to Expert) that reflects your actual command of constructive feedback, rated across 5 weighted criteria by Claude Opus after a full transcript analysis.
A full report breaks down your strengths and blind spots: SBI rigor, handling tough situations, team feedback culture, critical openness. You know exactly what to work on next — no guessing.
Your 15-minute session is recorded, stored securely, and accessible only to you. Replay it to spot hesitations, filler words, or moments where your SBI structure drifted — useful for deliberate practice.
A unique, timestamped URL lets you drop your badge on LinkedIn, in a CV, or in a client proposal. Anyone can verify the result in one click — no trust needed, just a link.
Discover related skills you can validate with Plume.
A 15-min oral exam with an AI, a shareable badge for your recruiters.
Choose this badge · €19.99
