CONTINUOUS FEEDBACK
Multi-channel feedback that never stops. 360s validate your assumptions. Direct feedback captures the moment. Both channels feed the same AI-enriched timeline — giving you the full picture, all the time.
Is this person actually struggling, or is it just you? Are you being biased? 360s collect multi-rater feedback mapped to skills and values so you see the full picture. Run them ad-hoc after a project or on a regular cadence.
Informal and spontaneous. A manager notices something great and writes it down. A peer spots a pattern and shares it. No cycle needed. Just open their profile and write.
Every piece of feedback gets a generated title, an extracted quote, identified themes, and sentiment. Raw paragraphs become structured, searchable data on the timeline.
Feedback loses value fast. Multi-channel feedback captures context while it matters, not six months later in an annual review.
Givers decide whether to attach their name or stay anonymous. HR retains access for investigations when needed.
HUMAN JUDGMENT + AI SYNTHESIS
Write honest feedback in your own words. The timeline gets something it can use.
WHAT YOU WRITE
"They explain their reasoning thoroughly, which is great for visibility, but occasionally the explanations go longer than needed. A slightly more concise approach in meetings would help keep things moving. Also they're dependable and will always deliver, but sometimes they take on more than they realistically have time for..."
WHAT THE TIMELINE SHOWS
Thorough but overcommits
"They explain their reasoning thoroughly, which is great for visibility, but occasionally the explanations go longer than needed."
Sentiment: constructive
Continuous feedback isn't a single tool — it's a philosophy with multiple channels. 360s and direct feedback serve different purposes, but both feed the same timeline.
360 Feedback
Structured, multi-rater validation. Is this person actually underperforming, or is it just your perspective? What do their peers think? 360s check your assumptions and surface blind spots. Run them ad-hoc or on a cadence.
Direct Feedback
Informal, spontaneous, in the moment. A manager notices something great — they write it down. A peer wants to flag a pattern — they share it. No cycle needed, no waiting. Just honest feedback when it matters.
Both channels are AI-synthesized and flow into the same employee timeline. The manager sees everything in one place.
Continuous feedback included in every plan. No add-ons. No per-seat upcharges.
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