01 · Focus Report
Find the signal
A summary score points to the employee and date range worth examining.
StarLight investigation
Deep Field
The reports tell you what happened. Deep Field tells you exactly how.
Focus Lens gives you a percentage. Value Score gives you a ring. Both are summaries, and every summary is an argument waiting to be challenged — usually in a room with an employment lawyer in it.
Deep Field is the evidence underneath. One employee. One date range. Every window title, every application, every call, every meeting, every screenshot, in sequence, with timestamps.
“I was working.”
Three words that have ended more performance conversations than any policy ever written. Without the record, you're arbitrating between a dashboard and a person's memory, and the dashboard always loses that argument — because you can't show your work.
A 66% Value Score is a finding. It is not proof. Deep Field is proof.
How to drill down
Move from a finding to the frame that proves it.
Each card is the next level of detail from the one before it: identify the signal, isolate the intensity, inspect the window, and open the exact screenshot.
SummarySourcesWindowFrame
02 · Focus Intensity
Isolate the sources
See which applications and domains produced the focus score.
03 · Window Report
Inspect the timeline
Zoom into the exact window where the activity changed.
04 · Screenshot Report
Open the evidence
09:4294%
11:1691%
13:0888%
14:3296%
Open the timestamped frame that makes the record reviewable.
What you see
The full exposure
Window titles
Every window opened, in order, with dwell time. Not just “Chrome for four hours” — the actual document, the actual ticket, the actual tab.
Software and sites
Every application and domain, ranked by time, with the flagged rows that fall outside the role's expected tool set called out automatically.
Activity across all three surfaces
Workstation input, telephony, and calendar in one timeline. Keyboard-only monitoring misses the half of the job that happens on a call.
Screenshots
A typical eight-hour day produces over 500 frames. Scrub the timeline, or jump straight to the minute in question.
Deep Field also shows you the absence of a record. Unaccounted time — scheduled hours with no keyboard, no call, and no calendar entry behind them — is often the finding.
What it's for
Three rooms you don't want to walk into empty-handed
The performance dispute.
A manager escalates. The employee disagrees. HR needs something better than two competing recollections. Pull the date range, walk the timeline, close the question in ten minutes instead of ten weeks.
The investigation.
Departing employees and customer lists. Moonlighting on your clock. Policy violations that surface in a complaint months after the fact. Deep Field reconstructs the day as it actually ran, not as anyone later remembers it.
The restructuring decision.
Before you cut a team, offshore a function, or approve twelve more headcount, look at what the existing seats actually contain. Capacity arguments are cheap. The record is not.
Guardrails
Looking is a logged event
Deep Field is deliberately harder to open than a report, because it should be.
Scoped access.
Investigation rights are granted by role, not inherited by every manager with a login.
Bounded queries.
One subject, one date range. There is no “browse everyone” view.
Audit trail.
Every drill-down records who looked, at whom, over what window, and why. Your investigators are on the record too.
Retention windows.
Screenshot and window-title data ages out on a schedule you set.
Redaction.
Sensitive categories — banking, health, personal mail — can be configured for exclusion or blurring at capture, where enabled for your account.
Compliance
Built for jurisdictions that require notice
Electronic monitoring is lawful nearly everywhere and disclosed almost nowhere, which is where the liability lives. New York, Connecticut and Delaware require written notice to employees. The EU adds a lawful-basis and proportionality test, and in several member states a works council conversation.
Deep Field ships with the artifacts you need to satisfy those requirements:
- An employee notice template
- A consent and acknowledgement record
- An exportable access log for your DPIA
Small print: Inspira provides tooling, not legal advice. Confirm requirements with counsel in each jurisdiction where you employ people.
Stop arbitrating. Start reviewing the record.
Deep Field is included with StarLight. See it against a real dataset.