Built and battle-tested on the ground in high-volume, multi-site operations.
From template to score of record, in three steps.
Build once, reuse forever. The platform handles the reminders, the calibration and the record — you keep the conversations.
Build the cycle
Reusable templates, a question bank and multi-role forms. Choose a full cycle or objectives-only.
Let it run
Automatic 5/3/1-day reminders and an HR cockpit showing completion in real time. No chasing anyone.
Calibrate & close
Compare, calibrate and fix a single score of record. Export the PDF and the department reports.
This isn't a grading tool. It's a growth platform.
Evaluate, grow and foster your people — not as bolt-ons. That combination is what earns real buy-in.
Fair, defensible, fast reviews
Structured cycles that give leadership a number they can trust — and people a process that respects their time.
- Calibration across reviewers before results are fixed.
- One score of record per person, with history.
- Two cycle types: full review or objectives-only.
- Per-question analytics and self vs manager radar.
Growth that happens all year
Objectives and OKRs that connect the front line to the strategy — so performance improves between cycles, not only during them.
- Objectives & OKRs with owners, key results and progress.
- Four objective types — Performance, Development, KPI & OKR.
- Live progress you can see between cycles — not a once-a-year grade.
- Alignment map from organisation to team to person.
Care for your people. Keep your talent.
Development, feedback and regular check-ins all year — the work that turns a fair score into a reason to stay.
- Development objectives for every person, tracked all year.
- 360° feedback — peer and upward, with anonymity.
- Regular check-ins that keep people heard between reviews.
- Coming next: recognition → perks, mentoring & growth paths.
Where piqo fits.
Teams usually weigh piqo against three things: a heavyweight performance suite (think Lattice, Culture Amp or 15Five), the performance module bundled into their HRIS, or a spreadsheet. Here's the honest picture.
| piqo | Enterprise suites | The HRIS add-on | |
|---|---|---|---|
| Time to first live cycle | Days | Weeks–months | Fast, but shallow |
| Evaluation depth | Deep | Deep | Basic |
| Objectives, 360° & check-ins | All included, every plan | Split across tiers or add-ons | Limited or none |
| Built for deskless, shift-based, multi-site teams | Yes — battle-tested | Office-worker bias | Generic |
| Mobile-first 2-minute self-assessment | Yes | Varies | Clunky |
| Native PT-PT & EN-GB | Yes | English-first | Varies |
| Pricing | Public · €4–9/user/mo | High · contact-sales | Bundled |
Lighter and faster than the enterprise suites. Deeper and better-fitting than the HRIS add-on. And it speaks European Portuguese natively.
"A supervision tool measures people. A growth platform makes them want to take part — and that buy-in is what makes the numbers reliable."
Four lenses. One source of truth.
HR, managers, employees and leadership see the same platform — each with exactly what they need.
Stop chasing. Start seeing.
Launch a cycle in minutes and track completion in real time — no parallel spreadsheets.
- Reusable templates and a question bank — build once.
- 5/3/1-day reminders automatic, zero manual work.
- Calibration + single score and per-department analytics.
The details that make people say "finally".
Each feature solves a concrete friction in the evaluation and development process.
Objectives and key results, all year long.
Not a hidden field in an annual form. Owners, key results, progress and statuses — alive between cycles.
- Four typesPerformance, Development, KPI and OKR — each with its own progress.
- Key results with averagesTracked revenue, percentages and monetary targets.
Evaluate with their own answers beside yours.
The manager never fills it in blind. The employee's self-assessment appears inline, on every question — context, not paperwork.
Illustrative preview of the interface.
One consolidated email. Not an avalanche.
Reminders at 5, 3 and 1 days grouped into a single message per person. Set it once and forget it.
Illustrative preview of the interface.
Walk in with a PDF, not ten tabs.
Self-assessment, manager review, objectives and score consolidated into one clean document — ready for the meeting.
Illustrative preview of the interface.
Monitor the whole cycle on one screen.
Who's done, who's in progress, who's late — and reports ready to export. Without chasing anyone.
Illustrative preview of the interface.
Already in the works.
What's next — including the gap every competitor leaves open.
Bonus & variable-pay calculations
Turn evaluation scores and objectives into bonus and variable-pay outcomes — automatically.
Compensation reviews
Run merit and raise cycles off the same performance data.
Perks & rewards
Recognition that turns points into perks — the gap that's missing in every competitor.
Secure and ready to scale.
Data isolated per organisation, with role-based access control.
HR, managers, employees and leadership each see exactly their scope.
Export any time and an auditable history.
Fits any organisation, in any sector.
Simple, with objectives included.
Lighter and cheaper than Lattice or Culture Amp — deeper and better-fit than the "good enough" HRIS module. Per seat, billed annually. Monthly +20%.
Used by teams like yours