Every industry has its rivals.
Coke vs Pepsi.
iPhone vs Android.
And now, in enterprise AI:
Alignexa Systems vs WhisperLoop Technologies.
Both companies insist they are “improving organisational efficiency”.
Both deny they are in direct competition.
Both are solving the same problem: how to get rid of employees without anyone senior feeling weird about it.
They just disagree on volume.
Alignexa Systems
“Automating Executive Decisions”
Alignexa Systems is what happens when management consultants discover machine learning.
The company presents itself as a serious, grown-up enterprise AI provider. Its website features words like alignment, clarity, and operational maturity. Nowhere does it say “we fire people”, despite the fact that several of its products do exactly that.
Alignexa’s pitch is simple:
leaders shouldn’t have to make hard decisions themselves.
That’s what systems are for.
The Alignexa Product Suite
(also known internally as “the Executive Continuity Stack”)
Alignexa doesn’t sell one tool. It sells coverage.
LayoffBot™
LayoffBot™ is Alignexa’s flagship product and the most honest one.
It:
- Picks roles to remove
- Schedules meetings
- Delivers approved language
- Revokes access
- Sends PDFs
All without a manager having to look anyone in the eye.
It’s fast.
It’s clean.
It’s emotionally efficient.
Executives love it because it turns “people problems” into calendar events.
ValueBot™
ValueBot™ exists to answer the question every laid-off employee asks:
“Why me?”
And then not actually answer it.
Instead, ValueBot™ reframes everything as:
- Market conditions
- Structural alignment
- Strategic recalibration
No one made a choice.
The system simply surfaced an outcome.
Leadership approves the decision.
ValueBot™ provides the meaning.
ClarifiCorp™ and ClarifiCorp Live™
ClarifiCorp™ rewrites documents so they sound more corporate than necessary.
ClarifiCorp Live™ does it while you’re speaking.
Say:
“This is broken.”
ClarifiCorp Live™ outputs:
“We’ve identified an opportunity within the current operating model.”
Later versions introduced Corporateness Threshold Enforcement, which prevents meetings from ending until they sound sufficiently executive.
In one beta test, a meeting ran for five weeks.
Alignexa called this “successful alignment”.
WhisperLoop Technologies
“Encouraging Natural Attrition”
WhisperLoop Technologies could not be more different — at least on the surface.
No loud branding.
No conferences.
No slides about transformation.
WhisperLoop doesn’t fire people.
It just… helps them realise things.
The WhisperLoop Product
AttritionSoft™
AttritionSoft™ is WhisperLoop’s only product, which is impressive considering how much damage it does.
Instead of scheduling layoffs, AttritionSoft™ integrates quietly into:
- Meetings
- Calls
- Headsets
Then it whispers.
Not loudly.
Not constantly.
Just enough.
Examples reported by employees include:
- “You’re not adding much here.”
- “Others seem more committed.”
- “This role might not really fit you anymore.”
Nothing actionable.
Nothing provable.
Nothing HR can screenshot.
Managers are excluded.
Executives are immune.
AttritionSoft™ only targets people who still do actual work.
Two Philosophies, One Result
Alignexa believes in decisive action.
WhisperLoop believes in slow erosion.
Alignexa fires you and hands you a document explaining why it was necessary.
WhisperLoop convinces you it was your idea.
Both reduce headcount.
Both protect leadership.
Both insist they are ethical.
Publicly: Respect
Privately: Absolute Hatred
In public, the companies are charming.
Alignexa calls WhisperLoop “an interesting adjacent approach”.
WhisperLoop calls Alignexa “process-heavy”.
Behind the scenes, it’s brutal.
Alignexa engineers call AttritionSoft™ “psychological outsourcing”.
WhisperLoop staff call LayoffBot™ “loud and legally inconvenient”.
Sales teams pitch against each other constantly.
Executives choose based on taste:
- Do we want this clean and official? → Alignexa
- Do we want this quiet and deniable? → WhisperLoop
Some companies buy both.
Neither vendor objects.
The One Thing They Agree On
Despite everything, both companies share a core belief they never put in writing:
Managers shouldn’t feel uncomfortable.
Executives shouldn’t have to explain themselves.
Systems should absorb responsibility.
Whether it’s a meeting, a dashboard, or a whisper in your ear — the goal is the same.
Fewer people.
Less noise.
More golf.
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