Performance reviews without the year-end scramble
No more writing reviews from memory or chasing managers for late scores. Goals are agreed up front and evidence builds up all year, so when review time comes, the hard part is already done.
14-day free trial · No card needed
How a cycle works
Fair reviews, with a record at every step
Step 1
Open a cycle
HR sets the dates and each department's goals, so every team pulls in the same direction from day one.
Step 2
Agree the goals
No more "nobody told me" at review time. Managers draft each person's goals, and employees accept them or ask for changes before work starts.
Step 3
Track progress
Employees post updates with evidence as they go, and managers check in at scheduled reviews instead of once a year.
Step 4
Rate each goal
Scores rest on the evidence, and very low or very high ones need a written reason. Every rating can be explained.
Step 5
Release results
HR releases the final evaluation and the employee confirms they've read it. Nobody is left wondering where they stand.
Built for fair reviews
Stop chasing late reviews and lost evidence
No more chasing managers for reviews
Every manager sees what's due today, what's overdue and what's coming up for their team, so reviews get done without HR sending reminder emails.
Reviews that happen on time
Employees get a heads-up before each review. Managers hear when one is due or overdue, and HR hears about the overdue ones.
Reviews based on facts, not memory
Updates come with files attached, so the whole year's work counts, not just the last few weeks.
Scores you can stand behind
A rating of 3 or below, or 9 or above, needs a written reason. No score comes out of nowhere.
No one left wondering
HR releases each final evaluation, and the employee confirms they've read it. If questions come up later, there's a record.
For HR
Step in before the year is over
Spot the department that's falling behind, the manager who's behind on reviews, and the people who deserve recognition, while there's still time to act. It's all on one screen, with no spreadsheets to pull together.
For managers
Coach your team without the paperwork
See how each person is doing and when their next review is, in one place. Give feedback while the work is happening, not months later, and send final evaluations to HR when the cycle ends.
For employees
No surprises at review time
Your people agree their goals before they start, can ask for changes, and see their manager's feedback as they go. When results arrive, they already know why.
Department goals
Make everyone's work count towards what matters
Every personal goal links to a department goal, so people see why their work matters. You see which departments are on track, with their overall progress and rating.
FAQs
HR opens each cycle and sets department goals. Managers then break those down into individual metrics for each person, and the employee accepts them before work starts.
Yes. An employee can request changes with a comment, and the manager revises the metric before sending it back.
Managers rate each metric from 1 to 10, grouped into bands from Far Below Expectations to Exceptional. A rating of 3 or below, or 9 or above, needs a written explanation.
Yes, once HR releases them. Employees see their final evaluation and acknowledge it, so there's a record that they've read it.
Yes. It comes with every plan.
Make your next review cycle the easy one
Open your first cycle during your free trial, and walk into your next review with the evidence already in place.
14-day free trial · No card needed