Post-placement Performance Reviews
30 / 60 / 90 day milestone reviews: quality-of-hire data that feeds time-to-fill and retention.
Time-to-fill is a vanity metric without a quality-of-hire signal behind it. The performance module captures structured 30/60/90 reviews on placed staff (strengths, growth areas, would-rehire, retention risk) and feeds those numbers back into your fill-rate dashboards.
What you get
Built to solve the actual problems hiring teams hit every day.
Milestone-aware reviews
Built-in milestones (30/60/90 day, 6-month, annual, ad-hoc) match how placement reviews actually run.
Auto-flagged when due
A daily scan computes each active placement's 30/60/90-day review dates off their start date and flags the milestone the day it comes due, firing the review.due webhook and a manager digest only when no review has been logged yet, so a new hire's check-in never silently slips. A workflow reminder only, with no certification or compliance guarantee.
Quality-of-hire signal
Every review captures would_rehire and retention_risk, the two metrics that turn time-to-fill into a real success metric.
Outcome rubric
Exceeds / Meets / Developing / Below: calibrated outcomes per review, plus a 1–5 rating.
Audited by design
Every review write hits the audit log; reviews are RLS-scoped to clients and the employee themselves.
Feeds dashboards
The performance data set powers retention and quality-of-hire summaries on the reports page.
How it works
Four steps from setup to value.
Open Performance
Navigate to /performance. The top cards show total reviews, % exceeds, average rating, and would-rehire count.
Record a review
Click "New review". Pick the active assignment (or any candidate), the milestone, the outcome, and write strengths / growth / goals.
Capture would-rehire & risk
Two of the most-load-bearing fields. They're what turn into retention dashboards.
Track over time
Reviews are sorted by date so you can see how the same placement is trending, a 30-day "developing" that's a 90-day "exceeds" is a story.
FAQ
Quick answers to common questions.
How does this differ from check-ins?
Check-ins are quick sentiment pulses. Performance reviews are structured milestone evaluations with calibrated outcomes, designed for review cycles, not weekly touchpoints.
Can employees see their own reviews?
Yes, RLS allows the reviewed employee to read their own performance reviews; only clients/admins can create or edit.
Does this feed time-to-fill?
Time-to-fill measures speed. Performance reviews measure outcome. Together they form quality-of-hire, visible in /reports.