360 TalentView
Anonymous multi-source feedback and performance management, with AI recommendations for each person's development needs.
- Industry
- Human resources
- Region
- Remote
- Services
- Custom AI agents, Web development
Most appraisal tools rank people on a single scale, which tells you very little. One manager's view once a year is not an assessment, it is an opinion with a form attached.
Multi-source input
A person is assessed from every direction they actually work in, anonymously, rather than from a single line manager.
Two-axis scoring
Every competency is plotted on how strongly the person scores and how important that competency is to their role.
Interpretation
A high score on something the role does not need is an unused strength, not an achievement. A low score on something the role depends on is a critical need.
Development plan
The result is turned into a development plan and a visible route to advancement, rather than a number.
The crossing of score against importance is the whole point. The same raw score means completely different things depending on where it lands, and that is what tells you which conversation to have first.
Any organisation large enough that performance review has become a form filling exercise, and any firm that needs to show people a real route to advancement rather than an annual score.
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