US-based support for teams nationwide (remote/hybrid).

Performance Management for Startups & Scaleups

Make performance clear and consistent—so managers know what “good” looks like, employees get better feedback, and reviews stop feeling like a painful event twice a year.

Book Free HR Audit

Book Free HR Audit

See How It Works

See How It Works

Lightweight systems built for speed (not corporate bloat)

Manager-friendly tools that actually get used

Fairness + consistency without over-processing

Performance Management for Startups & Scaleups

Make performance clear and consistent—so managers know what “good” looks like, employees get better feedback, and reviews stop feeling like a painful event twice a year.

Book Free HR Audit

Book Free HR Audit

See How It Works

See How It Works

Lightweight systems built for speed (not corporate bloat)

Manager-friendly tools that actually get used

Fairness + consistency without over-processing

Performance Management for Startups & Scaleups

Make performance clear and consistent—so managers know what “good” looks like, employees get better feedback, and reviews stop feeling like a painful event twice a year.

Book Free HR Audit

Book Free HR Audit

See How It Works

See How It Works

Lightweight systems built for speed (not corporate bloat)

Manager-friendly tools that actually get used

Fairness + consistency without over-processing

When you need a real performance system

This is a fit if any of these are happening:

Reviews are inconsistent or “vibes-based”

Managers avoid feedback until it’s too late

Expectations aren’t clear across roles/levels

Promotions and raises feel subjective (or spark conflict)

You’re seeing repeated underperformance with no structured path

You want fairness, clarity, and retention—but can’t add heavy process

You’re scaling managers and need consistent leadership habits

Book Free HR Audit

Book Free HR Audit

Book Free HR Audit

Book Free HR Audit

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View all services →

View all services →

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What changes when performance is managed well

You get a clear, repeatable system that makes hard conversations easier—and helps good people do their best work.

Clear expectations per role (so performance isn’t a mystery)

A consistent feedback rhythm (less avoidance, fewer surprises)

Review cycles that are predictable and less painful

Calibration basics to improve fairness and reduce bias

Better documentation and alignment for tough performance situations

Stronger manager confidence and employee engagement

What we build:

1

Performance framework (lightweight, stage-appropriate)

What performance means at your company (simple principles)

How goals, feedback, and reviews fit together

2

Expectations + role clarity (so managers can manage)

Role expectations template (what success looks like)

Growth expectations by level (where applicable)

3

Feedback system (rhythm + tools)

1:1 structure that drives performance (not status updates)

Feedback prompts + guidance for managers

Simple documentation approach (what to record, how to use it)

4

Review cycle design (annual/biannual/quarterly—based on stage)

Review form templates (lean, not essay-heavy)

Self-review + manager review flow

Manager guidelines + training notes

5

Calibration basics (fairness and consistency)

How to run a calibration conversation

Simple rating/labels guidance (or “no ratings” model—if preferred)

Equity/fairness checks and red flags

6

Tough performance situations support

Performance improvement plan (PIP) structure + manager guidance

Documentation support + communication templates

Escalation paths for complex situations (not legal advice)

How performance management works (step-by-step)

We build a system your managers can run—then we help you roll it out so it sticks.

1

Step 1 — Performance audit (current state)

We review what exists today (docs, workflows, HRIS setup, manager practices) and map gaps.

Output: a prioritized plan (quick wins + foundational changes).

2

Step 2 — Design the system

We define the framework: expectations, feedback rhythm, review cycle, and calibration basics.

Output: usable templates + guidance, matched to your stage.

3

Step 3 — Manager enablement

We train managers on feedback, reviews, and tough conversations so the system doesn’t collapse.

Output: better conversations, less avoidance.

4

Step 4 — Run the cycle + refine

We support your first cycle, then improve based on what happened.

Output: a system that becomes a habit.

Book Free HR Audit

Book Free HR Audit

Book Free HR Audit

Book Free HR Audit

See How It Works →

See How It Works →

See How It Works →

See How It Works →

Who this is best for

Teams with new managers or inconsistent leadership habits

Startups growing quickly and needing fairness + clarity

Companies seeing underperformance without a consistent path to address it

Distributed teams where feedback consistency is harder

Leaders who want performance without corporate bloat

Who this is best for

Teams with new managers or inconsistent leadership habits

Startups growing quickly and needing fairness + clarity

Companies seeing underperformance without a consistent path to address it

Distributed teams where feedback consistency is harder

Leaders who want performance without corporate bloat

Who this is best for

Teams with new managers or inconsistent leadership habits

Startups growing quickly and needing fairness + clarity

Companies seeing underperformance without a consistent path to address it

Distributed teams where feedback consistency is harder

Leaders who want performance without corporate bloat

To move quickly, we’ll ask for:

1

Org chart + role list (and any levels if they exist)

2

Current review docs (even if messy)

3

Examples of top performer behaviors + recurring performance issues

4

Any manager 1:1 templates (if used)

5

Timing constraints (upcoming review/promotion cycles)

What past clients say

  • Diana Marcela Arias

    Director, Financial Intelligence Unit

    “Pooja showed us that the HR title should be a company's soul for every action. Furthermore, she taught us that love and respect should always prevail no matter how difficult the path is. Still, the most important thing I could learn from her is that the true identity of the human being is found in love and respect for both business cultures as human beings culture.”

  • Samantha Young

    Program Assistant, ICDL Dirfloortime

    “Pooja coached me through a career pivot from education to HR. She helped clarify my goals, refine my resume, prep for interviews. And I got the job! Her insights were sharp, her support was flexible, and her feedback was always actionable. Highly recommend.”

  • John Fleming

    Derivative Path, President and COO

    “Pooja brought consistency and fairness to our team management, helping build a culture where everyone feels valued, heard, and supported. Her approach strengthened trust, boosted morale, and ensured every team member had equal attention and opportunity, no matter their role.”

  • KURT Boehringer

    CFO derivative Path

    “Pooja built Derivative Path’s HR from the ground up streamlining key processes and creating a foundation for global, inclusive engagement. She blends empathy with execution, navigating tough conversations while driving results with deep expertise and relentless dedication.”

  • Stef Schultz

    ENTJ-A: Commander | Apple Alum

    "Grounding discussions and cutting-edge advice, with fingers on the pulse ofthe market - Pooja is a no-nonsense human, she cuts to the chase, and she is a straight shooter who is beyond fair in all of her dealings. Can't recommend her enough, and looking forward to many future coachings!"

  • Dilshan Dowlah

    Head of US @ Mercuryo

    "Pooja single-handedly led HR at a fast-growing crypto startup, scaling the team from 20 to 100+ in under a year. She managed everything from hiring to employee support, all while shaping a strong, positive culture with passion, empathy, and relentless dedication."

  • Abigail Fleischman

    Experienced Payment Operations Manager

    "Pooja is a responsive, approachable HR pro who excels at recruiting and getting things done. She built her team from scratch, made fast progress, and always takes time to listen. Her dedication is unmatched to the point we had to remind her to unplug!"

What past clients say

  • Diana Marcela Arias

    Director, Financial Intelligence Unit

    “Pooja showed us that the HR title should be a company's soul for every action. Furthermore, she taught us that love and respect should always prevail no matter how difficult the path is. Still, the most important thing I could learn from her is that the true identity of the human being is found in love and respect for both business cultures as human beings culture.”

  • Samantha Young

    Program Assistant, ICDL Dirfloortime

    “Pooja coached me through a career pivot from education to HR. She helped clarify my goals, refine my resume, prep for interviews. And I got the job! Her insights were sharp, her support was flexible, and her feedback was always actionable. Highly recommend.”

  • John Fleming

    Derivative Path, President and COO

    “Pooja brought consistency and fairness to our team management, helping build a culture where everyone feels valued, heard, and supported. Her approach strengthened trust, boosted morale, and ensured every team member had equal attention and opportunity, no matter their role.”

  • KURT Boehringer

    CFO derivative Path

    “Pooja built Derivative Path’s HR from the ground up streamlining key processes and creating a foundation for global, inclusive engagement. She blends empathy with execution, navigating tough conversations while driving results with deep expertise and relentless dedication.”

  • Stef Schultz

    ENTJ-A: Commander | Apple Alum

    "Grounding discussions and cutting-edge advice, with fingers on the pulse ofthe market - Pooja is a no-nonsense human, she cuts to the chase, and she is a straight shooter who is beyond fair in all of her dealings. Can't recommend her enough, and looking forward to many future coachings!"

  • Dilshan Dowlah

    Head of US @ Mercuryo

    "Pooja single-handedly led HR at a fast-growing crypto startup, scaling the team from 20 to 100+ in under a year. She managed everything from hiring to employee support, all while shaping a strong, positive culture with passion, empathy, and relentless dedication."

  • Abigail Fleischman

    Experienced Payment Operations Manager

    "Pooja is a responsive, approachable HR pro who excels at recruiting and getting things done. She built her team from scratch, made fast progress, and always takes time to listen. Her dedication is unmatched to the point we had to remind her to unplug!"

What past clients say

  • Diana Marcela Arias

    Director, Financial Intelligence Unit

    “Pooja showed us that the HR title should be a company's soul for every action. Furthermore, she taught us that love and respect should always prevail no matter how difficult the path is. Still, the most important thing I could learn from her is that the true identity of the human being is found in love and respect for both business cultures as human beings culture.”

  • Samantha Young

    Program Assistant, ICDL Dirfloortime

    “Pooja coached me through a career pivot from education to HR. She helped clarify my goals, refine my resume, prep for interviews. And I got the job! Her insights were sharp, her support was flexible, and her feedback was always actionable. Highly recommend.”

  • John Fleming

    Derivative Path, President and COO

    “Pooja brought consistency and fairness to our team management, helping build a culture where everyone feels valued, heard, and supported. Her approach strengthened trust, boosted morale, and ensured every team member had equal attention and opportunity, no matter their role.”

  • KURT Boehringer

    CFO derivative Path

    “Pooja built Derivative Path’s HR from the ground up streamlining key processes and creating a foundation for global, inclusive engagement. She blends empathy with execution, navigating tough conversations while driving results with deep expertise and relentless dedication.”

  • Stef Schultz

    ENTJ-A: Commander | Apple Alum

    "Grounding discussions and cutting-edge advice, with fingers on the pulse ofthe market - Pooja is a no-nonsense human, she cuts to the chase, and she is a straight shooter who is beyond fair in all of her dealings. Can't recommend her enough, and looking forward to many future coachings!"

  • Dilshan Dowlah

    Head of US @ Mercuryo

    "Pooja single-handedly led HR at a fast-growing crypto startup, scaling the team from 20 to 100+ in under a year. She managed everything from hiring to employee support, all while shaping a strong, positive culture with passion, empathy, and relentless dedication."

  • Abigail Fleischman

    Experienced Payment Operations Manager

    "Pooja is a responsive, approachable HR pro who excels at recruiting and getting things done. She built her team from scratch, made fast progress, and always takes time to listen. Her dedication is unmatched to the point we had to remind her to unplug!"

Common next steps after foundations

Compensation & Leveling

Manager Development

Employee Relations & Risk

Frequently asked questions

We already have reviews—can you fix what’s broken?

Will this work for a remote or distributed team?

How often should we run performance reviews?

Can you help with tough performance situations or PIPs?

What does “calibration basics” mean?

How do you prevent reviews from becoming a huge time sink?

Do we need ratings?

Build a performance system your managers can actually run

Book a free 30-minute HR Audit and we’ll map your biggest performance bottlenecks—and the fastest path to fix them.

Book Free 30-Min HR Audit

Book Free 30-Min HR Audit

Explore all services →

Explore all services →

Build a performance system your managers can actually run

Book a free 30-minute HR Audit and we’ll map your biggest performance bottlenecks—and the fastest path to fix them.

Book Free 30-Min HR Audit

Book Free 30-Min HR Audit

Explore all services →

Explore all services →

Build a performance system your managers can actually run

Book a free 30-minute HR Audit and we’ll map your biggest performance bottlenecks—and the fastest path to fix them.

Book Free 30-Min HR Audit

Book Free 30-Min HR Audit

Explore all services →

Explore all services →