review.center runs your 360° cycles, turns the feedback into a short list of improvement points, and asks the same reviewers next cycle whether each one was met.
No signup. You're signed in as Ioana Popescu, an HR admin.
This one keeps going after the review is submitted.
You define the Categories and Items each role is reviewed on. Anyone can be asked to review anyone, and reviewers answer item by item.
The manager can start once half the feedback is in, nudge whoever is late, and submit when all of it has arrived.
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.
Every open point is checked for progress against the next cycle's feedback.
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.
Improvement points tied to a category always track automatically from the rating trend, at every level.
Priced per person, per month, with no platform fee. Build a plan
The team dashboard, scoped to direct reports or to everyone below you in the org chart.
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 |
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.
Each reviewer against the others who rated the same people, so you can tell a harsh reviewer from a real problem.
Manager-vs-reviewer gaps and rating inflation get charts of their own.
Example data
When an improvement point is still unmet, Continuity drafts the cycle that checks it again. The reviewers' answers decide whether it's met.
Since Q1 2026, has Ana shared design decisions with the team before building?
€0.99 per person per month on Light, and included from Enhanced up.
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.
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
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.
Our team works alongside yours from your first work profile to your first closed cycle, so the rollout doesn't land on HR alone.
Only if you choose it, per cycle. Classic uses no AI at all, Light summarises feedback while managers rate, Enhanced proposes ratings a manager can override, and Full Auto compiles the review, with an optional one-click manager confirmation before it submits. A reviewer's own rating always wins over an estimate.
Everything runs on AWS in eu-west-1 (Ireland). There are three sub-processors: AWS, Anthropic (summaries, ratings and improvement points) and Voyage AI (grouping similar improvement points, never sent feedback text). We sign a DPA before you send any real employee data. The Trust page has the details.
No. Keep your HRIS for people records. review.center handles the review cycle and the part HRIS performance modules skip: checking next cycle whether the feedback led to change.
Reviewers answer one form per person they review. Managers compile the review from that feedback, can start once half of it is in, and nudge whoever is late from the same screen. We set up your work profiles and first cycle with you.
Billing starts once your company is fully set up, with no annual minimum. If you leave, email office@review.center and we export or delete your company's data for you.
Tell us roughly how many people you have and how you run reviews today. We'll build your work profiles and first cycle with you, so your people start on day one.
We reply to every message within one business day.