Performance Review
Periodic structured assessment of employee performance.
Annual performance reviews are widely shown to be ineffective. The modern alternative: continuous lightweight feedback, monthly written check-ins, quarterly calibration, and an annual compensation cycle that's separate from feedback.
The separation matters. When feedback and pay are bundled into one annual conversation, employees optimise the pitch and managers soften the truth. Splitting them — feedback continuously, pay annually — restores the honesty of both.
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 Software Engineer to ship customer-facing features end to end. 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.
Engineering hiring is structured-interview-heavy and signal-poor. Screeq's rubric-first interview workflow and AI scoring fit how tech actually hires.
Lever blends ATS and sourcing CRM well. Same gap as Greenhouse — once the candidate becomes an employee, you need another product.
The platform
behind the definitions.
Screeq is the only ATS with a full HRMS built in. 14-day free trial.