Reviews that actually move people.
Configurable cycles, OKRs, 360 feedback and calibrated reviews — running on the same employee record payroll already trusts.
Manager rating
4.3 / 5
Self vs manager
Aligned · Δ 0.0
92%
Reviews on time
9-box
Calibration
Five stages. One cadence.
Setup, self, manager, calibration, close — every cycle moves through a typed timeline with reminders, locks and audit-trailed handoffs.
- Done
Cycle setup
HR · cycles & forms
Mar 01
- Done
Self-review
Employees
Mar 04 → Mar 14
- Active
Manager review
Line managers
Mar 15 → Mar 25
- Queued
Calibration
Skip-level + HRBP
Mar 26 → Mar 31
- Queued
Closed & shared
System
Apr 02
One tree. Top to bottom.
Company OKRs cascade into team OKRs and individual goals — every owner, due date and progress signal visible on the same record.
Reach $30M ARR by Q4
Company62% · Exec · Due Dec 26Activate 200 net-new operators
Team48% · Growth · Diego Cruz · Due Sep 26Cut churn-by-cohort by 30%
Team71% · CS · Reema Patel · Due Sep 26Ship benefits catalog v2
Individual84% · Sarah Kim · Due Jun 26Reduce time-to-first-payslip to 24h
Individual35% · Ravi Mehra · Due Jul 26
Honest signal. Anonymised by default.
Peers, managers and direct-reports — every reviewer sees just their slice, the employee sees the synthesis, calibration sees the full picture.
Strong engineering instincts. Could push back harder on scope creep early in the cycle.
Great at unblocking others — pairs the right people on the right things, fast.
Pending request — sent Mar 21.
Ships ambitious work and brings the team along on the rationale.
The 9-box. Live, with people in it.
Calibrate ratings against potential — drag people across the grid in sessions, lock the distribution, and ship rationale on the same record.
Inconsistent star
Future leader
Top talent
Up-or-out
Core
High professional
Risk
Effective
Specialist
Top talent
12.5%
Core / Growth
62.5%
At risk
12.5%
A plan. Not a paper trail.
Performance improvement runs as a structured 90-day plan with weekly cadences, written check-ins and explicit exit / extend / close criteria.
- Day 30
Day 30 · Foundation
MetGoals re-aligned, weekly 1:1 cadence, ship two scoped projects with defined acceptance criteria.
- Day 60
Day 60 · Acceleration
In progressLead one cross-team review, demonstrate ownership of an ambiguous problem end-to-end.
- Day 90
Day 90 · Decision
UpcomingCalibrated against role rubric. Outcome: exit, extend or close.
Reviews shouldn't price by review. They should price by reviewer.
Most performance tools charge per employee — reviewing or not. People charges per operator running the cycle, and keeps every employee, every reviewer and every reviewee free.
Run reviews that move people. Not just paperwork.
Cycles, OKRs, 360 feedback and 9-box calibration on the same record HR already trusts. One operator price, every cycle.
- Configurable cadences
- Calibrated end-to-end
- Free for every employee