Employee feedback for every phase of the employee journey.

Triggered automatically when someone joins, at the intervals you set. You see whether the promise made in hiring survived contact with the job — early enough to do something about it.

• Auto-triggered
• 30 · 60 · 90 days
• By site & role

Feedback that gives teams the tools to grow skills and celebrate achievements — the moments between the annual cycle, where development actually happens.

• Skill feedback
• Recognition

Define survey types, titles, timelines, notifications and evaluation criteria — tailored to your team. Create, edit and save peer review groups effortlessly, and run the whole cycle in one place.

• Annual review
• Criteria & scales
• Timelines
• Reminders

Exit interviews run as a structured instrument instead of a conversation nobody writes down — and because they sit on the same model, leaving reasons can be read against what the team said months earlier.

• Auto-triggered
• Leaving reasons
• By unit & tenure

Manager, peers, reports and self, in one structured instrument on validated scales — built for fair, actionable feedback rather than a popularity contest.

• Manager
• Peers
• Reports
• Self

Manager and self, or manager only — the lighter formats that get run more often because they cost less time. Same scales, so results stay comparable with the full 360°.

• Manager & self
• Downward
• Comparable scales

Peer-to-peer and self-assessment as instruments in their own right. Peer groups are created, edited and saved once, then reused for every cycle.

• Peer-to-peer
• Self-assessment
• Saved peer groups

Structured one-to-ones between manager and employee, documented in the same place as everything else — so a promise made in March is still visible in November.

• Manager & employee
• Documented
• Continuous