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.