Employee Performance Platform
See who is carrying the work. And who needs help.
For businesses where people are the product: consultancies, agencies, clinics, field service. Utilisation, output, quality and coaching signals from the systems you already run, without surveillance software on anyone's laptop. People get fair, visible measures.
Ask Which teams are carrying more than they should?
Utilisation, this week
Quality signal
Where the week needs a manager
- B. Consultant coach
- C. Consultant assign
- E. Consultant review
Team utilisation, twelve weeks
Rework, twelve weeks
Read from the systems the team already uses. No software on anyone's laptop.
Right now, performance is a form and a memory
Once a year, from what a manager can recall, about a year nobody wrote down at the time.
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The review is annual, the memory is six weeks
Everything before that is gone by the time anyone sits down to write it, so the year gets judged on its last month and a half.
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Utilisation is reconstructed on a Friday
Timesheets filled in at the end of the week for a week somebody half remembers, then reported as though they were measurements.
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The quiet leaver gives no warning
The signals sat in the delivery systems for months. Nobody was reading them, because reading them was nobody's job.
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Nobody can separate effort from output
So the person who is most visible in the review is the one who gets promoted, and the person carrying the work is not in the room.
What your HR system will not do
Not a criticism of your HRIS. It holds the record of employment - contracts, payroll, absence - and it holds it properly. What people actually produce was never in it.
- It holds employment, not work Start dates, salary bands and holiday. Nothing about what came out of the week.
- It cannot see the delivery systems The ticketing, the practice system, the job scheduler. That is where the work happened.
- It reports backwards, on request A headcount report is a record. It is not a leading indicator of anything.
- It has no view of a team An individual record and a company total, with nothing useful in between them.
We integrate the HR system you already run. This reads the systems the work happens in and puts the two together, which is a job neither of them was built to do alone.
Ask it about a team
The question a delivery director actually has on a Monday, answered without anybody building a report first.
Ask Which teams are carrying more than they should this quarter?
Two. Both absorbed a leaver and neither has been backfilled.
Reminder set: backfill review with both team leads, Monday
What changes
Measures people can see, from systems they already use, without anything installed on anybody's laptop.
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Output, not opinion
What the team produced, from the systems it produced it in, so a review starts from evidence rather than from recall.
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Attrition visible before the resignation
The pattern that precedes someone leaving is usually months long. Seeing it while it is still a conversation is the whole value.
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Fair, and visible to the person
People see the same measures their manager sees. A number nobody can look at is a number nobody trusts.
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No surveillance
Nothing on anybody's machine, no keystrokes, no screenshots. It reads the systems the work already runs through.
Why this is worth doing before the next review cycle
The data is already there. Every month you wait is a month of it that nobody read, and it does not get read retrospectively.
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A resignation costs a quarter
Notice, recruitment, and the ramp on the other side. The cheapest one is the one that does not happen.
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The annual review is too late by definition
It reports on a year you can no longer change, to a person who decided months ago.
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Your strongest people leave first
They have the most options and the least patience for carrying a team nobody has noticed is short.
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It reads history you already own
The first run tells you about the last twelve months, not just the next one.
How it goes live
The platform goes live on foundations that hold, or it does not go live.
- Assess Two week readiness assessment of your stack.
- Fix We remediate what it finds.
- Connect The platform goes live on foundations that hold.
The rest of our Neurotic products
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AI Platform
One place to ask your business anything. Dashboards built for your industry.
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Dynamic Pricing Platform
Demand elasticity and price optimisation for SKU businesses.
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Staff Vetting
Identity, right to work, background, credentials and references. Checked once, then watched.
Where to start
A two week audit. One document. No obligation.
Fixed scope, fixed price. It reads your systems and tells you what is wrong, what each fix costs, and what to do first. You keep the report either way.
What it turns up
- Licences paid for and not used
- Firewall rules nobody has reviewed since install
- Administrator accounts with no owner
- Reports built on a source that stopped updating
- An integration failing quietly, nobody alerted
What it reads live
- Licences, systems and what they cost waiting
- Network, remote access and segmentation waiting
- Cloud tenant, identity and admin rights waiting
- Core systems and how they connect waiting
- Reporting, data quality and access waiting
One document: what is wrong, what it costs to fix, and what to fix first.