/ platform — 04 performance · KE
Run performance your way — OKRs, KPIs, 360° feedback, competency frameworks, or your own scoring model with appeals. Underneath any of them: feedback dropped in fifteen seconds, 1:1 notes that survive the calendar invite, check-ins with evidence — so the formal review is a summary of cited moments, not a memory test.
Feedback prompts, 1:1 nudges, OKR check-ins — small, often, in-context.
Ratings hidden across managers until the calibration call closes. No anchoring.
Median cited moments in a formal review across our customer base last cycle.
OKRs · KPIs · 360° · competency frameworks · custom scoring with appeals.
/ the recency problem
One person, twelve months, four lanes. Every feedback moment, 1:1 note and OKR check-in was captured when it happened — so the H1 review cited the year, not just the last six weeks of it.
When the H1 review opened, every dot above was already there — datestamped, attributed, citable. The manager's job became summarizing the year, not reconstructing it.
/ what's inside — 06 capabilities
Drop a note from mobile or the employee record the moment something happens. Datestamped, citable, and surfaced automatically when the review opens.
Agenda built by both sides, notes saved against the cadence, action items rolled forward to the next session — continuity nobody has to maintain manually.
Pick the model per review cycle: quarterly OKRs, KPI scorecards, competency frameworks, 360°-only cycles, or a custom scoring model with appeals. Check-ins and roll-ups work under all of them.
Proposed ratings stay sealed across managers until the calibration call closes. Then one view shows the distribution with each manager's rationale inline — no separate deck.
A growth plan template per level, customizable per role, owned by employee and manager together. PIPs exist when needed — they're not the only path forward.
Solicited from reviewers the employee names, plus a manager top-up. Anonymous to the employee, attributed to the manager — and only revealed once at least three responses are in.
/ usually asked by heads of people
No. OKRs, KPIs, competency frameworks, 360°-only cycles, or your own scoring model with appeals — the review cycle is configurable, and the evidence stream works underneath any of them.
The stream model. The formal review is a summary of citable moments collected all year — not a quarterly form sent into the void. And we charge per active employee, not per module: there's no “upgrade to unlock calibration” tier.
Yes — and they are by default. Until the calibration call closes, no manager can see another manager's proposed rating. We've heard too many anchoring stories; the default protects you.
Feedback is solicited from people the employee names (with a manager top-up if needed). It's anonymous to the employee, attributed to the manager, and only revealed when at least three responses are in — so no single voice is identifiable.
Yes — ratings, OKR averages and calibration outcomes export to a single CSV that drops into your comp review, or connect via the API to your existing pay-band logic.
/ the offer
Set the cadence this week — feedback, 1:1s, check-ins — and your next formal review writes itself from the record.
10 MIN TO FIRST CADENCE · KE, UG, NG, CI, GH, ZA