Performance Reviews¶

Just like a real company, your AI employees go through performance evaluations that drive promotions, improvement plans, or termination.

Review Cycle¶

Performance reviews happen on a regular cadence:

Quarterly scoring — Evaluate each employee's work quality, reliability, and growth
Probation period — New hires go through an initial evaluation period
Continuous feedback — 1-on-1 coaching sessions supplement formal reviews

Evaluation Criteria¶

Employees are evaluated on:

Task completion quality — Did they deliver production-grade output?
Reliability — Did they complete tasks on time without excessive failures?
Collaboration — Did they work well in meetings and cross-functional tasks?
Growth — Did they improve based on feedback and coaching?

Outcomes¶

Based on review results:

Promotion¶

High performers can be promoted:

Increased responsibilities
Access to more complex tasks
Higher trust level in the organization

Performance Improvement Plan (PIP)¶

Underperformers get a structured improvement plan:

Clear expectations and timeline
Specific areas to improve
Follow-up review to assess progress

Termination¶

Persistent underperformers can be fired:

Graceful offboarding (not just kill -9)
Active tasks are reassigned or closed
Employee data is properly cleaned up
The position opens for a new hire from the Talent Market

HR's Role¶

HR manages the review process:

Tracks performance data across projects
Conducts formal review sessions
Recommends promotions, PIPs, or termination
CEO gives final approval on all decisions

Why This Matters¶

Performance management is a key driver of organizational evolution. Poor performers get improved or replaced. Good performers get more responsibility. Over time, your AI company naturally converges on a high-performing team — without you having to micromanage every task.