Controls to reduce risk and protect access
- Visibility permissions by user and role
- Own password or SSO access
- Secure connections over HTTPS
- Activity traceability
Evaluate performance in an intuitive way
Objectives, competencies and values in a single process, one-on-one sessions, calibration curves and 9-Box. Turn every result into development and compensation.
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- +600K
- active users
- +1000
- companies operating
- +16
- countries
Evaluate performance and much more (if you need it)
Performance is just the beginning. Our entire talent platform, in one place.
Performance & Development
- Competencies and values
- Objectives · OKRs and KPIs
- 360 · 180 evaluation
- 9-Box Matrix
- AI development plans
Recruiting
- ATS · Pipeline
- Requisitions and openings
- Psychometrics
- Onboarding
Satisfaction
- Surveys and pulses
- Work environment
- Internal communication
Compliance
- NOM-035
- NOM-037
- Seating Law
Training
- LMS and learning paths
- Your own content
- Certificates
People Administration
- Employee files
- Time off and incidents
Step 01 · You design the model
Design your evaluation model your way
Objectives, competencies, values and knowledge, each with the weight it has in your organization.
- Objective modelsDefine which objectives feed the evaluation. Tracking lives in Objectives & goals.
- Competencies and valuesMeasure behaviors and alignment to your organizational values.
- Knowledge and skillsEvaluate the technical mastery each role requires.
- Scales and weightingSplit the weight across competencies, objectives and results.
Step 02 · You evaluate performance
Easy to evaluate for employee and manager
Both rate the results from the same place, with no training required.
- Self-evaluation and manager evaluationBoth answer for the same period and the system shows the gaps.
- Objectives and competenciesHow each objective and each competency in your model was met.
- One-on-ones and career plansThe conversation and the development plan live inside the same evaluation.
- Guided step by stepFrom computer or phone, with progress saved at every phase.
Step 03 · You calibrate results
Calibrate results with a shared standard
Comparable results across areas, without the bias of one tough manager and one lenient one.
- Performance curvesSee the distribution of ratings and adjust it.
- 9-Box talent mapPerformance and potential, filterable by unit and area.
- Calibration sessionsCommittee and managers align criteria with the same view.
- Comparable resultsA single standard for the entire organization.
Step 04 · Development and compensation
Turn the result into development and compensation
The result doesn't end in a score: it becomes growth and recognition.
- Link with 360 and IDPConnect the evaluation with 360 and individual development plans.
- Career pathGuide each employee toward their next step.
- Compensation calculationBonuses and raises derived from the result, fully configurable.
- Rules to your policyDefine how performance translates into pay.
Same ecosystem
Looking for cascading objective tracking and live dashboards?
If what you need is to define OKRs and KPIs, align them from the company down to every person, and track progress in real time, that's the objectives module, and it connects with this same performance evaluation.
We protect your operation on three fronts.
Beyond making performance management easier, the platform safeguards continuity, access and interoperability so your operation never depends on improvisation.
Continuity so you never lose critical information
- Scheduled database backups
- Incident recovery
- Exports for additional safekeeping
- History availability
Connectivity to operate with your current stack
Microsoft 365
Google Workspace- Integratec API
- SMTP / SSO / SAML
- Webhooks
Frequently asked questions about performance evaluation
How fast could we get started?
In most cases, one or two weeks. The platform structures the process and the team supports you from day one.
Does it adapt to our competency and values model?
Yes. You define competencies, behaviors, knowledge, scales and the weighting of each performance component.
How does results calibration work?
With distribution curves, a 9-Box matrix and calibration sessions so results are comparable across areas and free of evaluator bias.
Does it connect with 360 evaluations and development plans?
Yes. The result links with 360 evaluations and with individual development (IDP) and career plans, with real follow-up.
Can it calculate compensation from performance?
Yes. You configure rules to translate the result into bonuses and raises, according to your compensation policy.
Where do I track objectives and KPIs?
Cascading objective tracking and live dashboards live in Objectives & goals, which connects with this evaluation.
Next step