OKR (Objectives & Key Results)
Goal-setting framework with qualitative objectives and measurable key results.
OKRs were popularised by Intel and Google. The format is one objective with 3–5 measurable key results, set quarterly. They work when scored honestly and reviewed regularly.
Common failure modes: too many OKRs (kills focus), KRs that are activities not outcomes, and treating OKRs as the performance review (they should be one input, not the verdict). Healthy teams set 2–3 OKRs per quarter, score 0.6–0.7 on average, and don't tie them directly to bonuses.
Keep going. Cross-pollinate.
Annual reviews don't work — the meta-analyses are unanimous. The alternative isn't 'no reviews', it's continuous, lightweight, structured feedback. Here's the cadence and the tooling.
Quantitative metric used to measure performance.
We're hiring a Growth Marketer to drive measurable growth across paid + lifecycle. You'll work in a small, senior team that ships, owns its outcomes, and treats teammates and candidates with respect.
Twenty structured interview questions for Software Engineer roles, mixing behavioural, technical, situational, and values. Score 1–5 per question, calibrate independently before debate.
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Workday is the default for Fortune 500 HR. It's powerful, expensive, and a 9-month implementation away from value.
The platform
behind the definitions.
Screeq is the only ATS with a full HRMS built in. 14-day free trial.