Run continuous feedback and fair reviews across project teams, map learning to each consultant's gaps, and spot at-risk people early through eNPS.
Skills live in people's heads and old CVs, so staffing a new project comes down to memory.
Consultants cannot see what the next grade requires, so the strongest ones stop waiting and leave.
Billable targets crowd out learning, and feedback waits until the annual review.
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Set goals for each consultant or have bilingual AI draft them, each tied to a KPI the firm already tracks, with check-ins between reviews.
3team goals generated
Build a pathway for each grade from catalog courses and your own methodology content, and measure the skills lift from pre-assessment to post-assessment.
See engagement by department with at-risk teams flagged against last quarter, and follow the eNPS trend across survey cycles to spot at-risk consultants early.
Yes. Run goal-based, competency-based or hybrid reviews through your own approval chain, with continuous check-ins between cycles.
Surveys can run with anonymous responses, so consultants answer candidly and results are reported by department and team.
Yes. Each module (Performance, Development, and Engagement) works on its own. Start where the need is most urgent and expand later.
We recommend a minimum of 50 users so the insights are meaningful. Pricing is based on the modules you choose and the number of employees you support annually.
Understand your people, align skills with performance, to make smarter workforce decisions.
