Solutions/Founders & CEOs
The outcomes leadership needs, without running the process yourself
Your job is to make calls on performance, alignment, and culture, not to administer review cycles or survey schedules. Workspark gives you direct visibility into all three: who is performing across the company, whether every team is working on what actually matters, and how the organization genuinely feels, while whoever runs people ops handles the cycles and cadences underneath it.
Know who's performing without reading every review
A nine-box grid maps every person's impact against behaviour, giving you one view of performance across the whole company: who's ready for more scope, who's worth worrying about losing, where performance is genuinely a concern. That's not a call you should be making from a handful of anecdotes and gut feel.
The grid updates automatically as review cycles close, so it always reflects where things actually stand. When it's time to talk promotions, succession, or where to focus your attention next, you're looking at the same evidence everyone else is, and it exports cleanly for a board update when you need one.
One place to see if the company is rowing together
You set the strategic objectives for the cycle, the two or three things that actually matter right now, the direction you want the company moving in. Every team's OKRs align underneath them, so you can open any objective and see exactly who is working on it and how it is going.
There is no separate planning tool to reconcile against reality and no quarterly ritual to run it. Set the objectives, let teams align to them, and check progress whenever you want instead of waiting for someone to compile a status deck.
A read on the org that doesn't wait for someone to speak up
Engagement surveys run on the same 15 questions every cycle, so results build into a trend line instead of a one-off pulse check. You can segment by team or department to see where things are genuinely strong and where they are slipping.
It is something you can actually watch quarter over quarter, not a number you look at once and forget, and not something you only find out about when someone quits.
$4 a seat, not a line item you have to defend
Every dollar matters at this stage. Workspark is one flat price with every feature included, so there is no module to upsell you on later and no annual contract to negotiate.
Flat, all-inclusive
$4/seat/mo
Accomplishments, reviews, OKRs, and surveys, all included in the one price.
No contract minimum
Month to month
Cancel anytime. No annual commitment required to get started.
No module upsells
One price
The same price whether you use one feature or all of them.
Frequently asked questions
We don't have an HR person yet. Can we still run this?
Yes. Workspark is built to be run by whoever is closest to the team, founder, COO, or a single ops hire, without HR headcount. Cycle setup takes under 10 minutes because the review structure, competency framework, and phases are already configured. There is nothing to build before you can use it.
Is $4 a seat really all it costs?
Yes. $4 per seat per month covers accomplishments, performance reviews, OKRs, and engagement surveys, with no per-module pricing and no minimum annual contract. Most enterprise performance tools charge per user on top of a minimum annual agreement, which adds up fast at this stage.
We're currently doing this in a spreadsheet. What happens to that history?
You can bring it with you. Workspark supports CSV import of historical review data, including multiple past cycles, matched automatically to the right people. Imported reviews are read-only and sit alongside new reviews as context, so you don't lose the record you already have.
How fast can we actually get a review cycle running?
Most founders launch their first cycle in under 10 minutes: pick the review period, decide whether to include peer and upward feedback, set due dates, add your team, and go. There is a 60-day free trial with no credit card required, so you can try a full cycle before committing to anything.
What can we actually show the board?
Once a cycle closes, you get a results view with rating distributions and a nine-box grid mapping delivery against behaviour, exportable as CSV. It is a documented, repeatable process you can point to in a board update, not a claim you have to make from memory.
