Define the cycle — quarterly, semi-annual, anniversary, or ad-hoc — and the platform builds the review, routes it, collects self-assessments alongside manager and peer inputs, and rolls every score into a calibration-ready view. Because the reviewer and the reviewed are the same employee records as payroll and PTO, a rating isn't an isolated data point — it's context.
No add-on tiers, no feature gates — this is what the module ships with, included in every plan.
Set quarterly, semi-annual, annual, or role-anniversary cadences. Each cycle carries its own template, participants, and weighting scheme.
Self-review, manager review, and selected peer reviews collected in parallel. Weighted scores combine on one summary screen per employee.
Reviews pull live KPI actuals and OKR progress from the same database so managers score against real numbers, not recalled impressions.
Manager-of-managers sees every direct report's scores in a sortable grid to normalise distributions before ratings are finalised and shared.
Engineering, sales, and support roles can each carry different competency frameworks — no copy-paste between tools required.
Submitted reviews attach permanently to the employee record. A promotion or warning decision made six months later has the underlying review as written evidence.
Dedicated review software charges per-seat, demands a separate login, and exports a CSV your HR system can't read. One toggle handles it here.
Start free with VCard & Link-in-Bio. Turn on Performance reviews and the rest of the catalog from one flat plan — no per-seat fee, ever.