Solutions/HR & People Ops
Performance management software built for lean teams
You are running People Ops solo, or close to it, at a company scaling faster than its processes. WorkSpark is out-of-the-box: review cycles, a competency framework, and survey questions are already built.
A review structure and competency framework, not a blank canvas
Review cycles come with the phases, rating scale, and core competencies already configured. You choose the review period and whether to include peer and upward feedback, then launch.
That is the difference between an afternoon of setup and the multi-week implementation projects enterprise tools require.
See exactly where the cycle stands, without asking around
One view shows every reviewer's status across self, peer, and manager reviews: who has finished, who is in progress, and who hasn't started. No spreadsheet to maintain on the side.
When a deadline is close, you know exactly who to nudge.
Data to back up every rating decision
Before you share results, see how each manager's ratings are distributed, broken out by overall, impact, and behavior. A manager who rates everyone a 4 stands out immediately.
That is a real calibration conversation, run with the data in front of you.
Engagement surveys ready to run on day one
A fixed set of 16 questions across 6 workplace dimensions comes pre-built, so there is no question library to write. Set a cadence, from monthly to annual, and launch.
Because the questions are the same every cycle, results build into a trend line you can bring to leadership.
I know what is expected of me at work
Development data that builds itself
Accomplishments log continuously throughout the cycle, and WorkSpark maps that record against each person's role, surfacing where their work lines up with what the role expects.
Managers walk into development conversations with something concrete to point to, as a byproduct of work people were already logging.
Three things that matter when you're doing this alone
You don't have budget for an implementation team or patience for a multi-week rollout. This is what actually matters when you're the only person running People Ops.
Flat, all-inclusive pricing
$4/user/mo
Reviews, OKRs, engagement surveys, and accomplishments, all included. No per-module pricing, no minimum annual contract to negotiate.
Launch in minutes
Under 10 min
Pick a period, choose which review types to include, set due dates, and launch. No consultant, no sales call, no implementation project.
Zero admin overhead
Nothing to build
Review structure, competency framework, and survey questions are pre-configured. There is no framework to design or template library to build first.
All backed by a 30-day free trial, no credit card required, so you can run a real cycle before you build the internal case.
Frequently asked questions
How long does setup actually take?
A review cycle takes under 10 minutes to configure: pick the period, choose whether to include peer and upward reviews, set due dates, add reviewees, launch. The competency framework and review structure are already built in, so there is no multi-week configuration project before your team can start.
We're currently using our HRIS's performance module. Why switch?
Performance modules bundled into an HRIS are usually an afterthought: basic forms, no AI feedback, no accomplishment tracking. WorkSpark is purpose-built for reviews, with a dedicated competency framework, AI-assisted writing suggestions, and continuous accomplishment logging that feeds directly into the review itself.
Do I need budget sign-off before I can even try it?
No. There's a 30-day free trial with no credit card required, and setup is self-serve, so you can evaluate the whole platform, run a real cycle, and build your case before looping in your CEO or COO.
How does the pricing compare to enterprise tools?
WorkSpark is $4 per user per month, flat, with everything included, no per-module pricing, and no minimum annual contract. Enterprise performance platforms typically charge per user with a minimum annual agreement, which adds up fast for a growing team.
Can I get engagement data to show leadership regularly?
Yes. Engagement surveys run on whatever cadence you choose, using the same 16 questions across 6 workplace dimensions every time. Because the questions never change, results build into a trend line you can bring to leadership every quarter instead of a one-off snapshot.