Aspiration software is a south african based talent management software company. We specialize in software to manage performance…
5.0
2 reviews
Sub-Category
Performance Management Systems
Software for running performance reviews, goal-setting, 360 feedback and continuous check-ins, used by HR and people teams to replace annual review spreadsheets with something managers actually use.
Treating people as a company’s most important asset is not just the right thing to do; it’s also key to business success…
5.0
2 reviews
5.0
1 reviews
Digno is a cloud-based employee performance evaluation and management AI. Digno tracks employee productivity via enterprise…
5.0
15 reviews
We help small HR-teams to run performance review, employee engagement, feedback and okr processes. The easyreview platform is a…
5.0
1 reviews
Effy AI is next-gen performance management software that empowers leaders to build engaged and high-performing teams by…
5.0
22 reviews
Emperform offers an all-inclusive and user-friendly employee performance management solution that delivers what no other vendor…
5.0
1 reviews
Esm software, llc, formerly known as palladium group inc. Was founded by dr. Robert s. Kaplan and dr. David p. Norton, creators…
5.0
1 reviews
The big question is, how do we set and achieve our goals, keep the overview with clarity, structure and focus? Most methods used…
5.0
2 reviews
Macorva's AI-powered platform is revolutionizing the way businesses handle performance management, feedback, and customer…
5.0
3 reviews
Mereo is a global company that creates organizational high performance through proper strategy execution. We provide an unmatched…
5.0
1 reviews
Nestor is a skills-based talent management platform that helps HR and business leaders identify, activate, and strategically…
5.0
1 reviews
Intelligent omnichannel and optichannel call center software. Inbound, outbound, AI, ivr, sms, email, chat, social media. Ranked…
5.0
5 reviews
No-Code Data Science Assistant for Leadership and HR | Virtual Office for Immersive Culture Experience
Berlin, Berlin, Germany
Unlock the full potential of your workforce with advanced people analytics and state-of-the-art AI technology. Imagine Google…
5.0
1 reviews
One of the best okr tool-software according to whatmatters.com of john doerr thanks to a very Facebook-esque appraoch
5.0
1 reviews
Cogendo is a leading supplier and innovator in employee performance management software. Its cloud based products ingeniously…
5.0
1 reviews
Performance.net provides cloud-hosted performance appraisals, goal management, development plans, salary worksheets and 360's to…
5.0
1 reviews
We’re pilat, and since the mid-1970s we have been employing and evolving technology to build robust HR solutions for our…
5.0
1 reviews
Protia provides strategic and workforce performance management software enabling work environments where every employee…
5.0
1 reviews
Talentpeak™ is an innovative, cutting-edge, scalable, system with seamless integration of cascaded goal management, learning…
5.0
1 reviews
Wns, part of capgemini, is a global agentic AI-powered intelligent operations and transformation company. Wns combines deep…
5.0
1 reviews
Twiser is a people & performance management operating system that enables organizations to run people and performance in one…
4.9
37 reviews
Award-winning software that helps people leaders enhance their feedback culture -- so that employees become more engaged and more…
4.8
41 reviews
Intellihr - Australia's #1 online HR system for people management, performance, analytics & automation. Learn how intellihr can…
4.8
78 reviews
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These vendors build the systems that HR and people teams use to run performance reviews, set and track goals (often OKRs), collect 360-degree feedback, and structure the ongoing conversations between managers and their reports. When a company brings one in, the change is mostly operational: review cycles that used to be run through email threads and shared spreadsheets get turned into a repeatable process with templates, deadlines, and a record of what was said and agreed. Managers get prompts to check in with people regularly instead of once a year, employees get visibility into their own goals and feedback history, and HR gets data on who's been reviewed, who's overdue, and where ratings are clustering.
People start looking for this when the current process is either nonexistent or actively resented. Reviews happen once a year, feel disconnected from day-to-day work, and are dreaded by managers and employees alike. Goals get set in January and never looked at again. Feedback is verbal, undocumented, and inconsistent between teams, which becomes a real problem when someone is managed out or promoted and there's no paper trail to justify the decision. HR is often trying to solve this alongside a related pressure: leadership wants better visibility into performance and succession risk, but the only source of truth is scattered notes and a spreadsheet someone built three years ago.
The products in this space split along a few real lines. Some are built around continuous, lightweight feedback and check-ins aimed at engagement and manager-employee relationships; others are heavier on structured review cycles, calibration, and succession planning aimed at HR governance and compliance. Some are standalone tools focused tightly on performance and feedback; others are modules inside broader talent or HR platforms, which matters if you already run payroll, recruiting, or an HRIS elsewhere and don't want a fourth login for managers. Integration with your existing HR system is usually the first practical filter, since performance data is only useful if it sits next to who reports to whom and what their role is.
Beyond that, compare them on how much structure they impose versus how much they leave to you: some are opinionated about methodology (forced rankings, specific review cadences, competency frameworks) while others are closer to a flexible toolkit you configure yourself. Look closely at the manager and employee experience, not just the admin dashboard, since adoption lives or dies on whether people actually fill things in. And check how reporting and analytics work in practice, whether that's spotting bias in ratings, flagging flight risk, or feeding succession planning, because the gap between vendors that store the data and vendors that let you actually use it is usually the deciding factor.