Competency framework
Start evaluating from day one with 22 predefined performance and potential competencies. Customize scales and targets by job category so every evaluation stays relevant.
Performance Evaluation
Performance evaluations driven by real data, not gut feelings
Set up review cycles, assign participants, and collect competency-based feedback. Review individual and team results through matrices and charts, subject to the permissions your company defines.
6
Evaluator types
22
Competencies included
360°
Complete feedback
Guided demo available
Cancel anytime
Configurable participants
How many hours do you waste on evaluations that lead nowhere?
- Annual reviews done in Word and Excel that nobody revisits afterward
- Promotion decisions based on opinions, not objective data
- Weeks spent preparing forms, chasing evaluators, and collecting responses by hand
- No real visibility into your team's potential and performance
There's a better way.
Everything you need to evaluate with real criteria
Configure the competencies, participants and evaluator types for each cycle. TalentoHQ sends the requests, collects responses and presents results according to the permissions defined by the company.
Multiple evaluators
Get a complete picture of every employee. Self-assessment, direct manager, team manager, office manager, a specific person, and peer review. Configure the combination that works for you.
Automatic questions
Questions are generated from the competencies and job category you configure. Before launching the cycle, review that they are appropriate for each participating group.
Visual analytics
Compare ratings with spider charts and review performance and potential in the talent matrix. Both tools help prepare the conversation that follows.
Notifications and tracking
Stop chasing evaluators. The system sends automatic reminders, and you can see in real time who has completed their evaluation and who hasn't.
Excel export
Download the results available to your role in Excel and review them before sharing or combining them with other reports.
6 perspectives for truly complete feedback
Combine the evaluator types appropriate for the cycle and define which participants contribute to each review.
Self-assessment
The employee evaluates their own performance and competencies.
Direct manager
The direct supervisor evaluates the employee's day-to-day performance.
Team manager
The team lead evaluates all members of their team.
Office manager
The office manager evaluates all employees at that location.
Specific person
Designate a specific individual to evaluate all participants.
Peer review
Team members evaluate each other: random selection or everyone evaluates all.
Visual analytics
Visualize your team's talent with real data
Spider chart
Compare self-assessment with ratings from managers and other participants. Charts and the matrix help prepare development conversations, but do not replace job context or evaluator judgment.
Nine-box grid
The matrix brings performance and potential ratings together for team review. Use it to discuss support, responsibilities and development opportunities, not as a definitive classification of people.
From setup to results in 5 steps
After competencies, participants and evaluators are configured, the system creates the requests, notifies the people involved and collects their responses.
1
Configure competencies
Review the 22 included competencies or add your own. Define rating scales and targets by job category.
2
Select participants
Choose the employees to be evaluated. Filter by team, office, or manager, or select them individually.
3
Choose evaluators
Enable the evaluator types you need: self-assessment, manager, peers, or any 360° combination.
4
Launch the evaluation
With one click, the system automatically generates questions, creates assignments, and sends notifications.
5
Review the results
Explore spider charts, the nine-box grid, and export the data to Excel for deeper analysis.
Evaluations that deliver real results
Results provide a shared reference for preparing development conversations and agreeing the actions that follow.
Talent retention
Identify your stars and high-potential employees. Design personalized development plans before they start looking for opportunities elsewhere.
Aligned productivity
Connect individual goals with those of the team and organization. Role-specific competencies ensure clear expectations for everyone.
Data-driven decisions
Leave subjective opinions behind. Use spider charts and the talent matrix to back up promotions, training decisions, and organizational changes.
Better workplace culture
360° feedback fosters open communication and trust. Employees appreciate knowing where they stand and where they can grow.
Companies already making decisions with data
We used to do annual reviews with a Word document that each manager filled in their own way. With TalentoHQ, we now have shared criteria and comparable results. The difference is huge.
HR Director · Tech consultancy, 65 employees
What I value most is the spider chart. At a glance you can see exactly where each person stands, and you can have an honest conversation backed by data — not opinions.
CEO · Marketing agency, 40 employees
We set up our first 360° evaluation in an afternoon. The automatic questions saved us days of work. Employees appreciate that the feedback is structured and doesn't depend on the manager's mood that day.
Head of People · Services company, 80 employees
Your questions, answered
Is it hard to set up? Do I need IT support?
Not at all. You can complete the initial setup yourself in under 30 minutes. The 22 competencies come predefined — just review them and adjust anything you need. No technical support required.
Can I customize the competencies and rating scales?
Yes. You can edit existing competencies, add new ones, and define different rating scales by job category. Every company has different needs, and the system adapts to yours.
What about confidentiality of evaluations?
Each person sees only the results enabled for their role. The company must define access, lawful basis, retention periods and employee information for its data processing.
How long does it take to launch a full evaluation?
Once your competencies are configured, launching an evaluation takes just minutes. Select participants, choose evaluator types, and the system automatically generates questions and sends notifications.
Can I run evaluations more frequently than annually?
Yes. You can run evaluations as often as you like: quarterly, semi-annually, or annually. You can also create one-off evaluations for specific teams or projects.
How much does it cost? Is there a long-term commitment?
Performance reviews are included in TalentoHQ plans. Request a demo to walk through an example cycle and confirm current pricing. There is no long-term commitment.
Related characteristics
Discover how other TalentoHQ features work together to offer you complete people management.