Cycles and timelines
Start, remind, close. The calendar of the review, not a forgotten date.
Performance
Reviews that are fair, documented, and on the record.
Goals, cycles, and feedback stored on the employee, so appraisals are consistent when you decide on pay or promotion.
The problem
If the review lives in a slide, it will not be there when you need it.
Run cycles with goals, documented feedback, and reminders at the right time. Appraisals stay consistent and available.
Capability
Cycles that leave a record.
Goals and OKRs
Objectives aligned to teams, sitting on the profile.
Reviews and feedback
A thread, not a pile of forms.
360 where you need it
Input from the people who actually work with them.
Insights
Patterns across teams, not anecdotes from the loudest manager.
Development
What happens after the rating: a plan on the same record.
Outcomes
What changes operationally.
Pay decisions have a paper trail
History is on the employee, not in someone’s inbox.
Cycles actually complete
Reminders and structure, without theatre.
Managers have a script
Goals and last review in one place.
HR can defend the process
Consistent, documented, repeatable.
Workflow
How teams use it.
Open the cycle
Goals in. Timeline set. Managers briefed in the product.
Write and review
Feedback collected. Calibration if you need it.
Close into the record
The outcome lives where payroll and HR already look.
FAQ
Straight answers.
Is performance included in every plan?
Performance management is a premium module. Core HR and payroll are in every base plan. Contact us for performance pricing.
Can we run OKRs and review cycles?
Yes. Goals, OKRs, reviews, and history sit on the employee record.
Does this connect to payroll decisions?
Review history is on the same profile finance and HR use when pay or promotion decisions are made.