Reviews should be objective, not a matter of opinion.
Pointed Performance turns every role into a weighted skill matrix, so a score means the same thing for everyone and every gap points at something to do.
Where does bias hide in a review?
Most unfair reviews are not unkind. They are unstructured. Pick a pattern and see how a shared yardstick changes it.
Eight ideas behind every score
Fair
Scores reflect contribution, not politics. The method is visible before the review starts.
Transparent
Every result traces back to the skills behind it. No black box.
Empirical
Grounded in weighted data, not gut feel or recency.
Consistent
The same yardstick for every person, team and cycle.
Actionable
A review ends with a next step, not a verdict.
Adaptable
Skills, weights and scales are yours to define and change.
Private
Review data stays scoped to the people who need it.
Simple
Powerful enough for enterprise, simple enough for an afternoon.
Define it. Score it. Talk about it.
Three people, one fair process
Build a review process that finishes on time
One send-out, reminders that run themselves, and a single release moment.
Learn moreLead fair, objective conversations
Score with guidance, agree the gaps first, and turn each one into a goal.
Learn moreKnow where you stand and own what is next
Your review in plain words, with a goal to work on and a history to show.
Learn moreWhatever your size, the same fair process
Objective by design
Skills carry weights, levels carry descriptions, and everyone is scored against the same ones. Opinion has far less room to hide.
- One yardstick for every person
- Every score traces back to a skill
- Gaps become goals, not verdicts
Good questions, straight answers
Is Pointed Performance only for large companies?
No. Teams of any size can run a cycle in an afternoon. Larger companies add templates, teams and the org chart on Business and above.
Does objective mean no human judgment?
No. People still do the scoring. Pointed Performance gives them a shared yardstick and a conversation before results go out.
How is this different from our current process?
Scores are tied to weighted skills with guidance, gaps are talked through first, and every gap can become a goal.
Will people trust a score they did not choose?
The method is visible before the review starts, every score traces to a skill, and reviewees see and respond to gaps before release.
How long does it take to get started?
Most teams define a first role and run a cycle in an afternoon. You can add templates, goals and the org chart as you go.
Where does this fit with the rest of our HR tools?
Pointed Performance focuses on performance: reviews, skills and goals. The public API is available on Enterprise for connecting other systems.