Incompass modernizes 360 performance reviews with built-in calibration, guided feedback writing, and side-by-side behavioral scoring — so HR leaders get consistency, managers save time, and employees trust the process.
.png)
Most platforms make reviews feel heavy - too many forms, too much cleanup, too little signal. Incompass takes the core of what works and removes everything that slows it down.
Managers review multiple employees side by side against shared behaviors, creating consistent, comparable feedback in a fraction of the time. The built-in feedback assistant prompts reviewers to be specific and fair, helping teams deliver thoughtful feedback without adding friction. What you get isn’t “another round of reviews.” It’s a faster, bias-aware process that actually drives performance conversations forward.
Incompass reflects how organizations actually work today. Employees collaborate across teams, projects, and managers - so their reviews should too.
Input from peers, skip-levels, and matrixed managers feeds into a single, calibrated view. HR doesn’t have to chase or reconcile data. Leaders finally see a complete picture of performance and contribution, not just the loudest voices or cleanest spreadsheets
Every 360 in Incompass is automatically normalized through data-science calibration, ensuring fairness and comparability across teams.
Leaders gain a defensible view of performance, employees see a fair process that reflects their full impact, and HR can finally spend less time managing review logistics — and more time improving talent strategy.
With Incompass, our CEO feels confident handing off more management responsibilities, and our leaders are stepping up.
Incompass gave me the tools to give better and more impactful feedback to my manager, peers, and team.
This is an incredibly innovative and bold way to identify and keep top talent.
.jpg){kind=avatar}
I love how Incompass incorporates the sliding scale with AI! It makes the review process so much more fair, insightful... It’s clearly built for modern teams.
When work moves continuously but insight into impact lags behind, organizations make high-stakes decisions without shared clarity. Leaders are forced to rely on partial views, employees lose trust when contribution feels misunderstood, and momentum suffers when the signals aren’t clear.
