Most review tools stop at the report.

This one keeps going after the review is submitted.

Score against a Work Profile
You define the Categories and Items each role is reviewed on. Anyone can be asked to review anyone, and reviewers answer item by item.
Compile the Review
The manager can start once half the feedback is in, nudge whoever is late, and submit when all of it has arrived.
Get the plan
With the engine on, each person gets automatically generated, actionable and trackable improvement points extracted from the feedback and their category trend. The manager sees them while writing the review.
Check it next cycle
Every open point is checked for progress against the next cycle's feedback.
MatchedPartial progressNo changeRegressed

Still unmet? Continuity drafts the follow-up cycle.

You decide how much the engine does.

Pick the automation level per cycle. Start manual, and raise it once you trust what it writes.

The engine drafts feedback summaries and improvement points; compiling stays manual.

Compiling reviews

Summarizes every feedback submission before it reaches the compile screen
Estimates each item's rating from feedback text, for the manager to review
Compiles the review automatically - a manager still confirms it with one click before it submits

Improvement points

Suggests actionable and trackable new improvement points each cycle
Tracks improvement points that aren't tied to a category

Continuity add-on

Drafts a follow-up cycle to re-check unresolved improvement points
Runs those follow-up cycles on autopilot after a 3-day grace period

Improvement points tied to a category always track automatically from the rating trend, at every level.

A reviewer's own rating always wins over an estimate, and the manager can change anything before submitting.
Classic doesn't use the review.center engine at all, for teams that want plain 360° reviews.
Full Auto compiles each review once every assigned reviewer's feedback is in, then a manager confirms it with one click before it submits.

Priced per person, per month, with no platform fee. Build a plan

What a manager sees before the next one-on-one.

The team dashboard, scoped to direct reports or to everyone below you in the org chart.

Category ratings by cycle

Which parts of the work profile moved, and which one is starting to slide.

Category	Q4 2025	Q1 2026	Q2 2026	Q3 2026	Change
Delivery	6.4	6.9	7.3	7.8	+0.5
Communication	5.6	5.9	6.6	7.1	+0.5
Ownership	7.9	8.2	8.4	8.3	-0.1
Collaboration	7.2	7.4	6.8	6.1	-0.7
Technical depth	8.1	8	8.3	8.6	+0.3

Recurring feedback themes

What reviewers keep raising, grouped from their own words and compared with the cycle before. Strengths and things to improve are kept apart, and each shows how far its improvement points have got.

To improve

Early notice on delivery risks3 people+4
7
Tracking coverage67%
Handoffs to QA2 people+3
5
Tracking coverage33%
Design decisions made alone2 people-3
3
Tracking coverage100%

Strengths

Mentoring new hires1 personnew
3
Clear written updates1 person+1
2

Needs a look

Your reviews

2 reviews ready to compile

Ready to compile

Your approvals

3 feedback items waiting on your approval

Needs approval

Tudor Marin

1 improvement point overdue for re-evaluation

Overdue

Elena Dobre

2 points still not matched

Not matched

Who rates harder

Each reviewer against the others who rated the same people, so you can tell a harsh reviewer from a real problem.

Mihai Ionescu-0.9
Ioana Radu-0.3
Tudor Marin+0.2
Elena Dobre+0.7

Manager-vs-reviewer gaps and rating inflation get charts of their own.

Example data

Continuity add-on

Nobody has to remember the follow-up.

When an improvement point is still unmet, Continuity drafts the cycle that checks it again. The reviewers' answers decide whether it's met.

It drafts the whole cycle: When a cycle closes, and again every week, unmet points become a suggested cycle: who to review, on which points, by the reviewers who saw the gap, and when.
You keep the last word: Edit it, accept it, merge it into a cycle you already planned, or dismiss it. On Full Auto it accepts itself after a 3-day grace period, unless you switch that off.
One question per point: Each point becomes a question on the reviewers' feedback form. They see the question, never the person's improvement point.
A fixed rule decides: Yes counts 1, Partly 0.5, No 0 and Worse -1, and the average sets the status. Same answers, same result, even on a cycle without the review.center engine.

Follow-up focus

Since Q1 2026, has Ana shared design decisions with the team before building?

When the manager compiles

Yes, clearly 3 Partly 1 Can't say 1

Matched"Can't say" is left out of the tally.

Example data

As an add-on

€1.29 per person per month on Light, €0.99 on Enhanced, and included in Full Auto.

Or one follow-up at a time

A manager picks a closed cycle and sees the per-person price first: three months of the add-on rate. An admin approves it, and you pay only for the people actually drafted.

Everyone sees their part of it.

Employees: Their own rating trend per category, their improvement points, and every progress check on them.
Managers: Reviews to compile, follow-ups to decide on, and the team dashboard for their direct reports or their whole reporting line.
HR and admins: Work profiles, review cycles, the org chart and the plan, plus company-wide trends on how many improvement points are open and how many get met.

Career-portable profiles

A profile that moves with the person.

When someone joins from another review.center company, their rating trend and the outcome of every improvement point come with them. A new hire starts with a track record, not a blank page.

Nothing moves without a yes: The person agrees, the new company agrees, and the review.center team approves every move. The new company's admin starts it with a one-time invite code; nobody can browse who works where.
Numbers travel, words don't: Ratings per category, cycle by cycle, and each improvement point's final outcome. The feedback colleagues wrote stays with the company it was written for.
A clean break for the old employer: Access ends the moment the move completes. Open work doesn't dangle: unwritten feedback is withdrawn, and the reviews and cycles the person held pass to their manager. The old employer keeps its records, and hears about a move only once it's done.
History that adds up: Each past employer becomes an entry in the person's Career history, with a trend line per category. A second move adds a second entry.

Look around before you talk to anyone.

The demo company already has people, cycles and reviews in it.

To test it, click one of the people to sign in as them. No password needed. Each person sees the app differently, so try more than one.

Pick a person to sign in as

Want it set up for you?

Tell us about your company. We'll build your work profiles and first cycle with you, so your people start on day one. Over 1,000 people, or need custom terms? Same address.