Competency framework
Start with 22 included performance and potential competencies. Adjust scales and targets by job category so each review uses criteria that fit the role.
Run review cycles with competencies, named reviewers, and results you can discuss
Set up a cycle, assign participants, and collect competency-based feedback. Individual and team results appear in matrices and charts, limited to the access your company defines.
6
Evaluator types
22
Competencies included
360°
Complete feedback
Guided demo available
Cancel anytime
Configurable participants
How much time do reviews spend in Word files that nobody opens again?
- Annual reviews written in Word and Excel that never get reused
- Promotion conversations with no shared ratings to discuss
- Weeks spent preparing forms, chasing reviewers, and collecting answers by hand
- No shared view of ratings across a team
Competencies, reviewers and results in one cycle
Set the competencies, participants and evaluator types for each cycle. TalentoHQ sends the requests, collects responses and shows results according to the access the company defines.
Multiple evaluators
Combine the reviewer types you need: self-assessment, direct manager, team manager, office manager, a named person, and peer review.
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
Reminders can go out automatically, and you can see who has finished their review and who has not.
Excel export
Download the results available to your role in Excel and review them before sharing or combining them with other reports.
Six reviewer types you can combine
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
Charts and a matrix to prepare the conversation
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
Launch the cycle to generate questions, create assignments, and send notifications.
5
Review the results
Explore spider charts, the nine-box grid, and export the data to Excel for deeper analysis.
Results you can take into a one-to-one
Results provide a shared reference for preparing development conversations and agreeing the actions that follow.
Talent retention
Use ratings and the talent matrix to discuss who needs more support, more responsibility, or a development plan. The conversation still belongs to the manager.
Aligned productivity
Role-specific competencies make expectations easier to explain. Individual goals can sit next to team and company goals when you use that module.
Shared ratings for hard conversations
Spider charts and the talent matrix give managers a shared reference before they talk about promotions, training, or a change of role. They do not replace judgment.
Better workplace culture
Combining self-assessment, manager review and peer input gives people more than one view of their work. Employees can see where they stand and what to work on next.
How teams use review cycles
We used to do annual reviews in a Word document that each manager filled in their own way. With TalentoHQ we have shared criteria and results we can compare.
HR Director · Tech consultancy, 65 employees
What I value most is the spider chart. You can see how self-assessment and manager ratings compare, then have a clearer conversation.
CEO · Marketing agency, 40 employees
We set up our first 360° review in an afternoon. Generated questions saved us from writing a new form. Employees like that the feedback is structured and does not depend on one manager's wording.
Head of People · Services company, 80 employees
Questions about performance reviews
Is it hard to set up? Do I need IT support?
You can complete the initial setup yourself. The 22 competencies are included — review them and adjust what you need. You do not need an IT project to start a cycle.
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.
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 competencies are set, launching a cycle is a short process: select participants, choose reviewer types, generate questions, and send 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 All-Inclusive: €2 per user/month annually, or €3 monthly. Try it free for 14 days, no credit card. Cancel anytime.
Related characteristics
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