Goals & OKRs
Set objectives and key results, track progress through the cycle, and tie individual goals to the structure they roll up into.
Performance
From goals to ratings to compensation, connected.
Set goals and OKRs, run structured review cycles, calibrate ratings across managers, and feed outcomes straight into the next compensation review. The pipeline finally works end-to-end.
Reviews that end in a spreadsheet help no one.
Goals live in one doc, ratings in another, and compensation decisions in a third — disconnected, un-calibrated and impossible to defend. A review cycle should produce outcomes the business can actually act on.
A full cycle, not a form.
Structured review cycles
Run mid-cycle check-ins, 360° feedback and finalized ratings inside one governed cycle, not a scatter of documents.
Calibrated ratings
Cross-team calibration steps prevent rating inflation and keep distributions defensible across managers.
Competency frameworks
Assess against a defined competency model so ratings mean the same thing across teams and levels.
Compensation proposals
Final ratings feed directly into compensation proposal queues, so pay decisions follow performance without a spreadsheet in between.
Learn moreLinked to learning
Development gaps surfaced in review connect to learning and required training, closing the loop from feedback to growth.
Learn moreDistributions you can defend, decisions you can trace.
Calibration keeps ratings honest across managers, and every step of the cycle — from goal to final rating to compensation proposal — is recorded, so a pay decision can always be traced back to the performance behind it.
Connect performance to the decisions it should drive.
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Questions, answered
Yes. Set goals and OKRs, track progress across the cycle, and connect individual objectives to the structure they roll up into, all inside the performance module.