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Taqeem · Performance

Goals from the job. Reviews with the evidence.

Goals come from the job profile, the cycle runs on milestones with reminders, calibration puts the evidence next to every rating, and what the review finds becomes a development plan that carries into the next cycle.

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E
Alturki Holding/PerformanceSearchNA
OverviewGoalsReviews360 feedbackCalibrationOpen cycle

Cycle progress

68%

H2 2025 · closes 14 Dec

Reviews submitted

18/32

↑ 6 this week

Average score

63

Meets expectations

Review progress by manager12 managers
DADana Al-AnaziFinance
8/8
OHOmar HaddadOperations
5/7
LBLina BarakatCommercial
4/9
YNYousef NaderTechnology
1/6
GoalsDana Al-Anazi
Close the monthly pack by day 5Behind
Cut warehouse picking errorsAt risk
Digitize the onboarding checklistOn track
Lift first-response timeOn track
Talent grid32 placed
114275363
↑ PotentialPerformance →

  • Goals that trace to the job

    Every KPI starts from the job profile, so what a person is measured on and what their role says are the same list.

  • Reviews that finish on time

    Milestones, reminders and a task list per role. You can see which manager is behind while the cycle is still open.

  • Decisions with the evidence on screen

    Ratings, goal results and feedback sit next to the talent grid, so a name only moves for a reason someone can name.

Cycles & reviews

A cycle with milestones, reminders and a task list per role.

A cycle carries a template and a set of milestones — goal setting, self-assessment, manager review, calibration, release. Each milestone has a date, the people it belongs to and a reminder that goes out when it slips. A review is the goals plus the self-assessment plus the manager's rating, weighted between goals and competencies, and released to the person with the evidence that produced it.

  • Progress per manager while the cycle is still open
  • Weighted scoring between goals and competencies
  • Released to the person with the evidence attached
H1 2026 Review84 people
  • Goal settingClosed 12 Jan
  • Self-assessmentClosed 2 Mar
  • Manager reviewDue 20 Mar
  • Calibration27 Mar
  • Release3 Apr
Manager review46 of 84
  • KNKarim NourOperations14/14
  • HSHana SelimFinance6/11
  • RHRami HabibCommercial2/9

Reminder sent to 2 managers · 2 days ago

Goals

KPIs and OKRs drafted from the job profile, standing or per cycle.

The job profile already lists what a role is measured on. Taqeem drafts KPIs and OKRs from it and a person picks the ones that fit the year. Each KPI carries its measurement, its frequency and the threshold that raises a RAG alarm. Standing goals live outside any cycle and carry forward, and the goal tree shows how a target on the ground rolls up to the one at the top.

  • Drafted from the job profile's KPIs, picked by a person
  • Measurement, frequency and RAG alarm on every KPI
  • Standing goals live outside a cycle and carry forward
OHOmar HaddadTalent Acquisition Lead4 goals
Fill 40 roles without lowering the bar62%
  • Time to hire under 45 days74%
  • Offer acceptance above 85%51%
StandingKeep the careers page current
Time to hireAI draft
Measurement
Days, requisition to signed offer
Frequency
Monthly
RAG alarm
Over 45 days

From job profile · Talent Acquisition Lead

360 feedback

Developmental campaigns with a rater panel and an anonymity floor.

A 360 campaign stands on its own and never feeds a score. Each subject gets a rater panel — self, manager, peers, direct reports and external raters — and a lane only appears in the report once three people in it have answered. Reports are released per subject rather than in a batch, the debrief conversation is recorded, and what comes out of it opens a development plan.

  • A lane stays hidden below three raters
  • Released per subject, never as a batch
  • Debrief recorded, development plan opened from the report
LMLayla MansourHead of Operations
Rater panel12 of 15 answered
  • Self
    1 of 1
  • Manager
    1 of 1
  • Peers
    5 of 6
  • Direct reports
    3 of 4
  • External
    2 of 3

A lane needs three raters before it shows.

Peers · 5 ratersShown
  • Runs a clean handover between shifts.
  • Slower to escalate when a supplier slips.

Summarised per lane

Calibration & 9-box

A talent grid with the rating evidence beside the cell.

Calibration is a room, not a spreadsheet. Place people on performance and potential, see which managers rate consistently harsher or softer than the rest, and move a name with that person's ratings, goals and comments open beside the grid. When the cycle closes the same data becomes trends, a competency heatmap and a distribution you can hold against last time.

  • Leniency and severity shown per manager
  • Every move made with the evidence open
  • Closed-cycle trends, heatmap and distribution
Talent grid84 placed
4911721123107
↑ PotentialPerformance →
Rating spreadvs all managers
  • HSHana SelimSofter
  • KNKarim NourIn line
  • RHRami HabibHarsher
Moved with the evidence open

Development plans

One open plan per person, built from the gaps the review found.

A gap is the distance between a competency's rating and the level the job profile expects, not a note someone typed. Actions group under the gap they close, AI suggests the first draft of each one, and a single plan stays open per person so the next cycle picks up where the last stopped instead of starting a new document.

  • Gaps derived from the profile's expected level
  • Actions grouped under the gap they close
  • One open plan per person, carried across cycles
YFYusuf FaroukWarehouse SupervisorOpen plan
Stakeholder managementRated 2 · expects 4
  • Shadow the Friday supplier callApr
  • Write the escalation note for two incidentsAI draftMay
Data literacy · rated 3, expects 42 actions
Carried forwardH2 2025

1 of 3 actions from the last cycle is still open.

Engage Intelligence

AI drafts. Your team decides.

  • 01Drafts goals from the job profile. A person picks which ones count.
  • 02Summarises 360 comments lane by lane, never below the anonymity floor.
  • 03Flags a review that has stalled and writes the reminder to send.

AI only ever creates drafts. A person with the role publishes them.

How it works

Built with you, then handed over.

A consultant sets it up and runs the first cycle beside your HR team. After that they own it.

  1. 01First call

    Baseline

    A consultant maps your roles, your grades and how reviews run today. You leave the call knowing what is missing.

  2. 02Two to four weeks

    Build

    Job profiles, KPIs and the cycle template are set up in your workspace, with your people and your reporting lines already in it.

  3. 03First cycle

    Run and transfer

    We run the first cycle beside your HR team. When it closes they own it, and we stay on call.

Works with your stack

People and reporting lines come from your HRIS. Results go back as notifications.

  • ZenHR
  • Bayzat
  • Jisr
  • Odoo
  • SAP SuccessFactors
  • Oracle HCM
  • Workday
  • Darwinbox
  • Microsoft Teams
  • Slack

The rest of the platform

Taqeem is one of four modules.

FAQ

Questions teams ask before they start.

Didn’t find it here? Book a demo and ask us directly.

No. A 360 campaign is developmental and runs on its own. The score comes from goals and competencies; the 360 report goes to the person and their manager for a debrief.

Get your HR right, once.

Bring the org chart you have today. In one call we’ll show you where it breaks, and what it looks like when it’s alive.

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