All plans

For Enterprises

One way of working across every entity in the group.

Muster Enterprise is for organisations above 5,000 people, or groups running several entities that need a shared performance language without forcing every business into the same shape.

Who it's for

Built for this situation.

  • Organisations above 5,000 people
  • Groups with multiple entities, brands or subsidiaries
  • Organisations with existing HRIS, payroll and identity systems to integrate
  • Boards and executives needing consolidated group reporting

What it costs

Agreed up front. Always.

Muster Enterprise

More than 5,000 people

Most chosen

POA

Priced per head as your workforce scales · onboarding quoted

  • Everything in Premium
  • Multi-entity and group licensing
  • Tailored integration and rollout plan
  • Named partner and priority support
  • Group and entity-level reporting
  • Custom permission and delegation model
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Enterprise licensing is priced per head and reviewed annually as your workforce moves. Onboarding is quoted against the agreed rollout plan.

What's included

Every feature, module by module.

Performance plans and reviews

Expectations set once, then kept live all year — so a review is a conversation about evidence, not a scramble for documents.

  • Plan templates by role, level and division
  • Objectives with measures, weightings and due dates
  • Evidence attached against each objective as work happens
  • Mid-cycle check-ins and end-of-cycle reviews in one record
  • Automated review reminders for leader and team member
  • Full history retained year on year

Coaching records

Every one-on-one captured in the same place as the plan, so coaching compounds instead of disappearing.

  • One-on-one notes with agreed actions and owners
  • Actions carried forward until closed
  • Private leader notes separated from shared notes
  • Coaching cadence visibility for the leader's leader
  • Searchable conversation history per person

Corporate strategy and delivery

The organisational plan connected to the people delivering it, so progress is visible without a status meeting.

  • Strategy, objective and action hierarchy
  • Owners, milestones and status against each action
  • Traffic-light progress rolled up by division
  • Line of sight from a corporate objective to an individual plan
  • Quarterly delivery reporting pack

Succession and talent

Who is ready, who is nearly ready, and where the key-person risk sits.

  • Readiness scale for each leader (now, 12 months, 24 months)
  • Team talent grid across capability and contribution
  • Key-person risk flags
  • Succession watch list with short narrative against each name
  • Development actions linked back to the person's plan

Staff profiling

Unlimited access to the profiling tools your leaders already trust, held against the person's record.

  • Myers-Briggs (MBTI) style type indicator
  • Hogan-style personality and derailer view
  • DiSC behavioural profile
  • StrengthsFinder-style strengths ranking
  • Enneagram profile
  • Emotional intelligence (EQ-i) profile
  • Unlimited re-profiling as people move roles

Pulse surveys and culture

Short, frequent surveys that show culture and morale moving — not an annual autopsy.

  • 15-question culture and morale pulse
  • Anonymous responses with divisional breakdown
  • Spider-web comparison across divisions
  • Trend view survey over survey
  • Free-text themes summarised for leaders

Dashboards and reporting

One view for the leader, one for the executive, one for the board.

  • Team dashboard with performance, expectation and the work
  • Divisional performance history graphs
  • Leadership heat map
  • Flags raised where a division is trending down
  • Exportable Word and PDF reporting packs

Group configuration and integration

Built around the way your group actually operates, not the other way around.

  • Separate entity configuration under one group licence
  • Entity-level plan templates and review cycles
  • HRIS and payroll people-feed integration
  • Single sign-on and identity integration
  • Delegated administration per entity
  • Group roll-up reporting with entity drill-down

Partnering and assurance

A named partner who knows your organisation, plus the paperwork your risk team will ask for.

  • Named partner and quarterly business review
  • Rollout plan by entity and division
  • Train-the-trainer program for internal leads
  • IT and HR assurance packs
  • Data residency and retention agreed in writing
  • Priority support with agreed response times

Side by side

What changes between plans.

FeaturePremiumEnterprise
Full platform (plans, coaching, strategy, succession, profiling, surveys)
Multi-division configuration
Multi-entity / group licensing
HRIS and payroll integration
Single sign-on
Delegated entity administration
Group roll-up reporting
Named partner
SupportPriorityPriority with agreed response times

Onboarding

A staged rollout, entity by entity

  1. Stage 1

    Discovery across entities — structure, cycles, systems and reporting obligations.

  2. Stage 2

    Group configuration, integration build and assurance review with IT and HR.

  3. Stage 3

    Pilot entity live, leader training delivered, feedback folded back into configuration.

  4. Stage 4

    Progressive rollout to remaining entities with group reporting switched on.

Questions

For Enterprises — the detail.

Get in touch

Tell us about your organisation and we'll map it to a plan.

We'll confirm the right licence, the onboarding fee and what going live looks like for you — in writing, before anything starts.