Traditional calibration rewards volume over value - and drags on for weeks. Incompass uses data science to normalize scores and generate dynamic 9-box views, giving you a clear picture of who’s truly driving performance, culture, and impact.
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Calibration is supposed to create fairness. Instead, it often creates fatigue.
Managers spend hours lobbying for their people, HR teams coordinate marathon meetings, and every cycle ends with inflated scores and blurred definitions of “top talent.” In the end, high performers get overlooked, compensation decisions lose credibility, and employees stop trusting the process that’s meant to serve them.
Incompass replaces subjective debate with bias-adjusted data. Our calibration engine models how each reviewer scores - accounting for leniency, severity, and rater expertise — then normalizes results across teams. With one click, you get a clear, defensible map of your talent — not an opinion-driven ranking exercise.
No politics. No week-long sessions. Just transparent, science-backed clarity.
Every review is normalized automatically based on reviewer patterns and reliability — reducing inflation, inconsistency, and bias across teams.
Clusters of “everyone’s above average” become a meaningful spread that surfaces real differentiation and makes top talent visible.
Monitor system performance and uptime with comprehensive monitoring tools.
With Incompass, our CEO feels confident handing off more management responsibilities, and our leaders are stepping up.
Incompass gave me the tools to give better and more impactful feedback to my manager, peers, and team.
This is an incredibly innovative and bold way to identify and keep top talent.
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I love how Incompass incorporates the sliding scale with AI! It makes the review process so much more fair, insightful... It’s clearly built for modern teams.
Too many companies rely on outdated performance management platforms. As a result, HR burns weeks on manual calibration, leaders make high-stakes calls without an accurate picture, and employees disengage from a process that doesn’t feel fair. The fallout? Misaligned promotions, drops in morale and wasted time and money.
