Best EOS Software for Integrators: What You Actually Need in 2025

You’re running the weekly L10, tracking that major ERP migration in your project management tool, conducting quarterly reviews in a Google Doc, running engagement surveys in yet another platform, and managing your accountability chart in a spreadsheet. Five tools. Five logins. Zero consolidated view.

This is the integrator’s reality — and it’s exhausting.

As an integrator, you’re not just tracking Rocks and running meetings. You’re the COO, the #2, the person who makes everything happen. You’re managing departmental projects, conducting performance reviews, running 1:1s, tracking engagement, and ensuring accountability across the organization. Basic EOS software handles meetings and scorecards — but it leaves you juggling 4-5 additional tools for everything else you’re responsible for.

This guide breaks down what integrators actually need in EOS software and helps you evaluate platforms based on operational reality, not just EOS purity. We’ll show you why consolidating your tools matters, what features you should prioritize, and how to get your visionary on board with a platform that supports your full role.

We built Strety after running BrightGauge on EOS. We know what integrators need because we’ve lived the role — and built software to solve the problems we experienced firsthand.

What Is an Integrator in EOS?

In the EOS model, the integrator is the second-in-command leadership position who runs day-to-day operations alongside the visionary. While the visionary sets strategic direction and focuses externally, the integrator leads internal execution, manages accountability, and ensures the team hits their goals.

Key responsibilities include:

• Running L10 meetings and maintaining meeting discipline
• Managing the accountability chart and ensuring right people, right seats
• Driving quarterly Rock completion
• Leading major operational initiatives
• Conducting performance reviews and development
• Maintaining scorecard integrity and weekly metrics
• Solving issues and removing roadblocks
• Managing department leads and cross-functional projects

Common titles vary — COO, President, General Manager, VP of Operations, EOS Integrator, 2IC — but the role is consistent: you’re making the vision into reality through disciplined execution.

Why this matters for software: The integrator role requires different tools than other EOS seats. You’re not just participating in the system — you’re running it, which means you need deeper functionality and consolidated visibility.

The Integrator’s Software Challenge: More Than Just L10 Meetings

Most EOS software companies assume integrators need the same tools as everyone else: a place to run L10s, track Rocks, and update scorecards. They’re half right — you need those things. But they’re missing everything else you’re actually doing between those weekly meetings.

Managing EOS Implementation

The reality: You’re not just using EOS — you’re ensuring adoption, coaching team members, updating the accountability chart, managing the People Analyzer.

The software gap: Basic platforms give you the tools but don’t help you drive adoption or track engagement.

What you actually need: Visibility into who’s engaging, who’s falling behind, adoption metrics, and accountability that extends beyond quarterly sessions.

Running Day-to-Day Operations

The reality: That major ERP migration? That office expansion? Rebuilding the service delivery process? These aren’t quarterly Rocks — they’re ongoing initiatives with dozens of moving pieces.

The software gap: Most EOS platforms have zero project management capabilities.

What you actually need: Project management that connects to your Rocks when relevant but stands alone when it doesn’t.

Jill AlJundi, VP and Integrator at Pendello Solutions, experienced this firsthand: “Strety has been a big part of our big ongoing project, where we’re migrating from one PSA tool to another. We’re putting scorecard metrics and To Dos aligned with this migration project in Strety to make it easier for leadership to keep track of progress. We’re redoing 15 years of process in seven weeks. So it’s a tight timeline, a massive amount of pressure, and you have to touch every integration that goes with it. Strety being easy to use helps to ensure we’re progressing on the wide variety of issues and priorities associated with the transition.”

Read more about Jill’s experience streamlining tech solutions at Pendello.

Leading People Development

The reality: You’re conducting 1:1s with department leads, running quarterly conversations, orchestrating 360 reviews, analyzing engagement surveys, managing the HR calendar.

The software gap: Other EOS platforms offer only a fraction of this functionality — you’re using separate tools for performance management, culture surveys, and HR documentation.

What you actually need: Performance management tools that integrate with your accountability chart and People Analyzer.

Research from Gartner found that employees who report to managers who coach effectively are 40% more engaged, exhibit 38% more discretionary effort, and are 20% more likely to stay. But most integrators lack integrated tools to make this coaching practical.

Jill AlJundi shared how this played out at Pendello Solutions: “We’ve been using Strety for more consistent performance management and employee engagement. We’re using the reviews, the 1:1 agenda, and the formal reviews that we had been doing on Excel. It felt near-impossible to train another person on how to track performance management the old way, and how to get that documentation consistent. When we switched to Strety, we latched on to those performance management features. It was perfect and was another key aspect of the transition to our new department manager. And now that we’ve made the switch to Strety, we have consistency of documentation and an accurate historical record.”

The Tool Sprawl Problem

Here’s the current reality for most integrators:

• EOS software for basic meeting and Rock tracking
• Asana or Monday for project management
• Culture Amp or Officevibe for engagement surveys
• Lattice or BambooHR for performance reviews
• Excel or Google Sheets for things that don’t fit anywhere else
• 5-7 different logins, scattered data, constant context-switching

The hidden cost: It’s not just subscription fees. It’s the mental burden of switching contexts, the data silos preventing insight, and the time spent updating multiple systems with the same information.

According to research from Geekflare, only 16% of companies think their business processes are straightforward, while 64% lose time and efficiency because of complicated workflows. As an integrator, you feel this acutely.

What Integrators Actually Need in EOS Software

Before evaluating platforms, understand what separates decent EOS software from true integrator-friendly solutions. These six capabilities determine whether software supports your full role or forces you to maintain a scattered tool stack.

Core EOS Tools (Table Stakes)

What everyone needs:

• L10 meeting agendas following EOS structure
• Quarterly Rock tracking
• Weekly scorecard with manual and integrated metrics
• Issues list and IDS framework
• V/TO (Vision/Traction Organizer)
• Accountability Chart
• People Analyzer

Integrator perspective: These are baseline requirements. Every competent EOS platform covers these with slight variations. Don’t choose based on who does L10s marginally better — they’re all competent here. Choose based on what else you’re getting.

Project Management for Major Initiatives

Why integrators need this: Rocks are quarterly goals, but you’re also managing ongoing operational initiatives that don’t fit the Rock framework — system migrations, process overhauls, organizational restructuring, facility moves. Also, when a Rock is a quarterly Project, you want to be able to manage it in the same place where you’re checking everything in from an accountability perspective.

What to look for:

• Native project management (not just integration with external tools)
• Ability to connect projects to Rocks when aligned
• Task assignment and dependency tracking
• Progress visibility across multiple concurrent projects
• Team collaboration space for project-specific work

The alternative: Maintaining Asana or Monday alongside your EOS platform, manually keeping things in sync, constant tool-switching.

David Blackwell, an EOS Implementer who works extensively with integrators, shared a client story: 

“One team in particular had been interested in a project management software, and the integrator was like, ‘Oh, well, we don’t need to go and get another project management software. We can do that all through Strety.’ I was surprised. She said, ‘David, we don’t have to spend additional money for yet another software subscription. We can use Strety for both our EOS tools and running our Level 10s and tracking to-dos and making sure our issues lists are populated, and we can run some basic project management.'”

Read more from David’s perspective on what his integrator clients need.

Performance Management & HR Operations

Why integrators need this: In most organizations under 250 people, the integrator owns or heavily influences HR processes — performance reviews, development conversations, documentation, compliance.

What to look for:

• 1:1 meeting agendas auto-created from accountability chart reporting relationships
• Quarterly conversation templates and historical tracking
• 360 reviews tied to core values
• Performance documentation that persists and is searchable
• HR center for managing review cycles and completion tracking
• Integration between People Analyzer and performance data

Research context: Adobe saw a 30% reduction in voluntary turnover after embracing frequent one-on-ones. Research from Lighthouse shows that effective 1:1 meetings lead to 20% more productivity and profitability, along with lower turnover and reduced absenteeism.

The alternative: Excel for tracking, Google Docs for documentation, manual calendar management, no integration with your EOS data.

Engagement & Culture Tracking

Why integrators need this: You’re responsible for team health between quarterly reviews. Problems don’t wait for quarterly conversations — they compound weekly when left unchecked.

What to look for:

• Pulse surveys to catch issues early
• Anonymous feedback mechanisms
• Trend analysis showing engagement changes
• Ability to create Issues or To Dos directly from survey responses
• Culture alignment tracking based on core values

Research context: Gartner found that only one-third of employees believe their organization will act on their feedback. The best systems close this action gap by connecting survey insights directly to your issue tracking.

The alternative: Culture Amp, Officevibe, or similar platforms as separate subscriptions with no connection to your EOS data.

Consolidated Visibility

Why integrators need this: Your role requires seeing across the entire organization at once — which departments are hitting targets, who’s behind on Rocks, where issues are accumulating, which employees need attention.

What to look for:

• Personal dashboard with consolidated metrics
• Department-level scorecard rollups
• Rock status across all teams
• Performance management status (who needs quarterly conversations, 1:1 completion)
• Issue tracking showing patterns and trends
• Real-time updates, not end-of-week summaries

The integration advantage: When performance data, project status, EOS metrics, and engagement insights live in one platform, you see connections others miss.

Jill AlJundi explained how this works in practice: 

“I’m the integrator and COO, so I am looking across everything at all times. If I’m trying to work with a team to track an open issue, I can transfer that and know that it will be actioned and tracked, all while I still have visibility. For example, we just put a department manager in place for the first time ever. I had been owning this department, and transferring ownership to the new department manager required a lot of new delegation, which we facilitated via Strety — ensuring the new department manager and I stay aligned on everything from the meeting structure and issues, to the scorecard and milestones on the rocks.”

Harry O’Reilly, Professional Services Manager at ITeam, shared their experience after expanding from 6 leadership team members to 38 employees on the platform: “When we were on Ninety.io before we switched to Strety, we had very limited functionality for our team members. They could see some things but couldn’t really participate. Now everyone can put in to-dos, check things off, and be fully engaged with the process.”

Read more about how ITeam scaled their EOS implementation across 38 employees.

Evaluating EOS Software: What to Look For as an Integrator

Not all EOS software is created equal for integrators. Here’s how to evaluate whether a platform truly supports your role or just covers the basics while leaving you to juggle multiple other tools.

The Five-Question Framework

1. Does it consolidate your tool stack or add to it?

Count how many separate logins you currently use: EOS platform, project management, performance reviews, engagement surveys, HR documentation.

Ask yourself: “Will this platform replace tools or require me to maintain integrations with external systems?”

The all-in-one vs. integration-dependent decision works differently for different teams. Both approaches are valid — but one eliminates context-switching entirely while the other requires you to manage connections between platforms.

2. Can you manage projects alongside Rocks?

Rocks are quarterly goals, but you’re also managing that ERP migration, office expansion, process overhaul — initiatives that span multiple quarters or don’t fit the Rock framework at all.

Ask yourself: “Where do I track operational initiatives that don’t fit the quarterly Rock framework?”

Look for native project management or prepare to maintain a separate PM tool indefinitely.

3. Does it support your people management responsibilities?

Most integrators own or heavily influence performance management — you’re conducting 1:1s, running quarterly conversations, orchestrating 360 reviews, tracking development plans.

Ask yourself: “Can I conduct 1:1s, quarterly conversations, and 360 reviews in this platform, or am I maintaining separate HR systems?”

Consider whether you want performance data disconnected from your accountability chart or whether integration matters for your workflow.

4. How will you track team engagement?

Problems don’t wait for quarterly reviews — they compound weekly. By the time annual engagement survey results arrive, you’ve already lost good people or watched culture issues metastasize.

Ask yourself: “Can I run pulse surveys and catch culture issues early, or am I waiting for annual engagement data?”

Look for tools that let you act on feedback immediately — create Issues or To Dos from survey responses, not just generate reports.

5. Does it give you consolidated visibility?

As an integrator, you need to see across the entire organization without opening five different dashboards and manually connecting the dots.

Ask yourself: “Can I log in once and see department performance, Rock status, employee engagement, and project progress — or am I pulling data from multiple dashboards and creating my own synthesis?”

Decision Framework

If you answer “no” to questions 2-5, you’re maintaining a tool stack of 4-6 platforms minimum.

Calculate the total cost:

• Subscription fees: $30-60/user/month across multiple platforms
• Time spent context-switching: 30-60 minutes daily
• Mental burden of scattered data: Immeasurable but real
• Risk of dropped balls when information lives in silos: High

Decide whether consolidation or best-of-breed integration serves your workflow better. Neither approach is inherently superior — it depends on your priorities, existing tools, team preferences, and tolerance for platform management overhead.

The All-in-One Advantage: Why We Built Strety Differently

When we ran BrightGauge on EOS and started comparing EOS software problems, we saw the tool sprawl problem firsthand — EOS software for meetings and Rocks, Asana for projects, spreadsheets for performance reviews, separate surveys for engagement.

We built Strety to solve our own problem: one platform for the entire integrator role.

What We Mean by “All-in-One”

EOS Tools (The Foundation):

Complete L10 meeting agendas following EOS structure, quarterly Rock tracking connected to annual goals, weekly scorecards with manual entry and automated integrations, Issues list with IDS framework, V/TO for vision alignment, Accountability Chart as the organizational backbone, and People Analyzer for Right People, Right Seats.

Learn more about Strety’s complete EOS software tools.

Project Management (The Operations Layer):

Native project management for initiatives beyond quarterly Rocks — task assignment, dependencies, progress tracking. Connect projects to Rocks when they align or manage them independently when they don’t. Team collaboration spaces for project-specific work without switching to external platforms.

Performance Management (The People Layer):

1:1 meeting agendas auto-created from accountability chart reporting relationships. When you assign someone to a seat with a manager, their recurring 1:1 meetings generate automatically — no manual calendar management.

Quarterly conversation templates with historical tracking so you can see employee development over time, not just current state. Action items from quarterly conversations flow into 1:1 agendas, ensuring follow-through.

360 reviews tied to your specific core values, not generic leadership competencies. Performance documentation that persists, is searchable, and creates an accurate historical record.

HR center for managing review cycles and completion rates — see at a glance who needs quarterly conversations, which 1:1s are overdue, where documentation gaps exist.

Integration between People Analyzer and performance data. When someone’s status changes, it reflects across the system immediately.

Read our deep dive on why EOS software and performance management belong together.

Engagement & Culture (The Prevention Layer):

Pulse surveys (we call them Vibe Checks) to catch issues before they escalate. Anonymous feedback with the ability to create Issues directly from responses — when you see something concerning, you can act immediately.

Trend analysis showing engagement shifts over time. Culture tracking based on your specific core values, not generic employee satisfaction scores.

The system closes the action gap that Gartner research identified — only one-third of employees believe their organization will act on feedback. When survey results generate Issues and To Dos automatically, employees see their feedback driving action.

Playbooks (The Knowledge Layer):

Process documentation living alongside your operational tools. Training materials accessible where people need them. Institutional knowledge that doesn’t live exclusively in someone’s head or scattered across Google Docs.

The Integration Difference:

Everything connects to your accountability chart. When you assign someone to a seat, their 1:1s auto-create with their manager. When a Project powers a Rock, their Check-Ins are linked automatically.

You’re not managing connections between tools — the platform handles it. You’re working in one integrated system built specifically for how integrators actually work.

David Blackwell, an EOS Implementer, summarized what he hears from his integrator clients: 

“For Integrators, it organizes. It means they don’t have to manage a bunch of scattered information. It just cleaned things up — one resource, one website, one platform has made their lives easier. And Integrators always come back saying, ‘Hey, thank you for introducing us to Strety.'”

The Pricing Reality

Strety starts at $13/user/month with volume discounts as you add more users. No contracts, no commitments — just month-to-month. We offer a 30-day free trial with no credit card required. Nonprofits get 40% off.

Check current pricing at strety.com/pricing.

Compare that to maintaining separate platforms:

• EOS software: $10-25/user/month
• Project management: $10-20/user/month
• Performance management: $8-15/user/month
• Engagement surveys: $5-10/user/month

Total: $43-70/user/month across four separate platforms

The tool sprawl approach costs more in subscription fees and significantly more in hidden costs: context-switching time, data integration complexity, mental burden of managing multiple systems, increased risk of dropped balls when information lives in silos.

How to Get Your Visionary on Board with EOS Software

As the integrator, you’re probably evaluating software because you’re drowning in spreadsheets and disconnected tools. Your visionary might not feel that pain directly. Here’s how to frame the conversation so they see the value.

What Visionaries Care About (And How Software Delivers)

1. “I want to spend less time in status meetings”

Show them: Real-time visibility means no more “where are we on this?” conversations.

Software benefit: They can check Rock status, scorecard performance, and project progress whenever they want without pulling you into meetings.

Frame it: “This frees me up to solve problems instead of reporting on them.”

2. “I need to know if we’re on track without micromanaging”

Show them: Dashboard view shows green/red status at a glance.

Software benefit: They get the visibility they need without asking you for updates constantly.

Frame it: “You’ll know what’s happening without having to ask me.”

3. “Are we going to hit our Rocks this quarter?”

Show them: Rock tracking with Milestones, connected to Projects and To Dos.

Software benefit: Early warning system when things are off track, not surprises at quarter-end.

Frame it: “You’ll see issues three weeks out, not three days before the deadline.”

4. “I don’t want to buy another tool we won’t use”

Show them: 30-day free trial with no credit card, easy data migration, training included.

Software benefit: Low-risk test with full team before committing.

Frame it: “Let’s pilot it with leadership team this quarter, decide after we see results.”

5. “What’s this going to cost?”

Show them: Clear pricing at strety.com/pricing, volume discounts, compare to current tool stack costs.

Software benefit: Often cheaper than combined cost of current scattered tools.

Frame it: “We’re spending $X across five tools now. This consolidates everything for less.”

The Conversation Template

Step 1: Acknowledge their priorities

“I know you need visibility without getting pulled into status updates. I want to free you up to focus on [vision/strategy/growth] while I handle execution.”

Step 2: Show the current problem

“Right now, I’m using five different tools to manage EOS, projects, performance reviews, and engagement. When you ask where we are on something, I have to pull data from multiple places. That’s slowing us both down.”

Step 3: Present the solution

“I found a platform that consolidates everything — EOS tools, project tracking, performance management — in one place. It gives you the visibility dashboard you want while giving me the operational tools I need.”

Step 4: Make it low-risk

“Can we try it for 30 days with no cost or commitment? If it makes our L10s more productive and saves me five hours a week, it’s worth it. If not, we walk away.”

Step 5: Tie to company goals

“This helps us [specific company goal] by improving execution visibility, reducing dropped balls, and catching issues earlier. It’s an investment in traction.”

Making the Decision: What to Prioritize as an Integrator

Every integrator’s situation is different. Here’s how to decide what matters most for your specific role and organization.

Prioritize Consolidation If:

• You’re spending 30+ minutes daily switching between tools
• Your team complains about “too many logins”
• You’re constantly copying data between systems
• Performance data lives separately from EOS data
• You’re the only one who knows where everything is tracked
• You want to reduce vendor management overhead
• Mental burden of scattered information feels overwhelming

Questions to Ask During Evaluation

Trial Period:

• Can you test with real data, not just demos?
• How long is the trial? (Look for 30+ days)
• Is the full team involved or just you?
• Can you import existing EOS data to test with real workflows?

Migration Support:

• Will they import your existing EOS data?
• How long does migration take?
• Do you need to stop using current tools during transition?

Training & Support:

• What onboarding is included?
• How responsive is support? (Test them during trial)
• Are there training resources for team adoption?

Roadmap Alignment:

• Do they add features you need?
• Can you influence the roadmap?
• How fast do they iterate?
• Are they building for operators or consultants?

The Bottom-Line Test

Try this exercise: Map your typical week.

• How many hours do you spend in tools doing EOS work? (L10s, Rock updates, scorecard tracking)
• How many hours managing projects?
• How many hours on performance management? (1:1s, reviews, conversations)
• How many hours on engagement and culture work?
• How much time context-switching between these tools?

If 40%+ of your time is outside “pure EOS” work, you need more than basic EOS software. Your platform choice should support your full role, not just one dimension of it.

Calculate the percentage honestly. Most integrators underestimate how much time they spend on operations, projects, and people management because this work happens between the structured EOS meetings everyone sees.

Frequently Asked Questions

What is an integrator in EOS?

An integrator is the #2 leadership role who runs day-to-day operations, leads L10 meetings, manages accountability, and ensures execution on the Visionary’s strategic vision — essentially the “COO” seat in an EOS organization.

What software features do integrators need?

Integrators need L10 meeting tools, scorecard tracking, project management, performance management (1:1s, reviews, surveys), HR operations, and consolidated visibility across teams — ideally in one platform to eliminate tool-switching.

Do integrators need different software than basic EOS tools?

Yes. While basic EOS software handles meetings and Rocks, integrators also manage projects, conduct performance reviews, run engagement surveys, and oversee HR processes, requiring more comprehensive tools than basic EOS tracking.

How do I get my visionary on board with EOS software?

Show them how software reduces meetings, provides visibility without constant updates, eliminates status check conversations, and frees you to focus on execution instead of reporting. Frame it around their priorities: visibility without micromanaging, early warning on issues, and freed-up integrator time.

What’s the best all-in-one platform for EOS integrators?

Strety is the only platform built for the full integrator role, combining EOS tools, project management, performance management, HR center, and engagement surveys in one place instead of requiring 5+ separate tools. Learn more at strety.com/features.

Can EOS software help with performance management?

Yes. Strety includes 1:1 meeting agendas, quarterly conversations, 360 reviews, engagement surveys, and an HR center built into the platform. Many platforms require separate tools like Lattice or Culture Amp for these functions.

Should integrators choose different software than their implementer recommends?

Integrators should evaluate based on their operational needs. If your implementer recommends basic EOS software, assess whether it covers project management, HR, and performance tools your role requires. The right choice depends on your specific workflow.

How does software help integrators stay organized?

Quality software consolidates scattered information into one dashboard, auto-creates accountability from org charts, connects projects to Rocks, tracks team performance, and surfaces issues before they escalate — eliminating the need for multiple spreadsheets and disconnected tools.

Next Steps: Finding Your Integration Solution

As an integrator, you’re not just running L10 meetings — you’re running the entire operation. You’re managing projects, developing people, tracking engagement, and ensuring accountability across every department. Basic EOS software handles the meeting and Rock tracking brilliantly, but it leaves you juggling multiple additional tools for everything else your role demands.

The question isn’t whether you need EOS software. You need it. The question is whether you want a platform that supports your full role or whether you’re comfortable maintaining 4-6 separate tools for operations, projects, performance, and engagement.

Here’s what to do next:

1. Audit your current tool stack — Count the platforms, calculate total cost, estimate time spent context-switching. Be honest about the hidden costs beyond subscription fees.
   
2. Map your workflow needs — Assess requirements across five categories: EOS tools, project management, performance management, engagement tracking, and consolidated visibility. Determine which matter most for your specific role.
   
3. Test platforms with your full team — Don’t evaluate alone. Your leadership team needs to use the tools daily. Their adoption determines success more than your preference.
   
4. Make the business case to your visionary — Focus on their priorities: visibility without meetings, early warning on issues, freed-up integrator time. Use the conversation template from this guide.
   

Why We Built Strety for Integrators

We built Strety because we lived the integrator role. We know what it’s like to run operations, drive execution, manage people, and track it all across scattered tools. The tool sprawl was driving us crazy — switching between platforms, manually syncing data, losing visibility into what was actually happening.

If you’re looking for one platform that supports your entire role — not just your L10 meetings — we built it for you.

Start a free 30-day trial at strety.com with no credit card required. Import your existing EOS data, bring your leadership team, and see if consolidating your tool stack changes how you work.

Or schedule a demo to walk through the integrator-specific features with our team. We’ll show you how the project management, performance tools, and engagement surveys work alongside your EOS implementation.

We’re operators who’ve been where you are. We understand the integrator role because we’ve lived it. And we built software that actually solves the problems we experienced firsthand.

Learn more about why we built Strety as operators, for operators.

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Ready to consolidate your tool stack? Start your free 30-day trial or explore Strety’s complete feature set.