Create the trust boundary
Set legal entities, jurisdictions, data residency, worker representation, retention, SSO, administrators, and the decisions BiasFrom is permitted to support.
01 / Platform
Every expectation has a source. Every review has a trace.
BiasFrom connects mission, goals, teams, role contracts, work evidence, reviews, rewards, and growth without creating a universal employee leaderboard.
Next: explore assessmentThe enterprise operating graph
One accountable path from strategy to outcome.
Comparable expectations and the path to each decision stay inspectable from entry level to CEO. Every contribution keeps its source and every person can inspect and correct their packet.
- 01
Mission
The outcome the company exists to create.
- 02
Company goals
The measurable bets leadership has approved.
- 03
Team goals
The contribution a team owns together.
- 04
Role contract
Level, scope, expectations, and decision rights.
- 05
Work evidence
Relevant outcomes and artifacts from connected tools.
- 06
Decision
A review, growth, promotion, or reward outcome with appeal rights.
A live person node
The complete work and growth context.
Connected tools provide evidence only when relevant to a published expectation. Presence, message volume, keystrokes, and proxy activity are not performance.
- Identity and position
- Person, team, manager, role family, level, seniority, location, and employment context.
- Expectation contract
- Versioned competencies, scope, behaviors, decision rights, and examples for the person’s current level.
- Goals and KPIs
- Company-to-person goal lineage, weights, key results, dependencies, confidence, and changes over time.
- Work evidence
- Relevant issues, documents, customer outcomes, projects, decisions, and peer contributions—with source and provenance.
- Opportunity context
- Workload, resources, assignments, sponsorship, access, leave, accommodations, and barriers the employee chooses to disclose.
- Feedback and growth
- Continuous feedback, demonstrated strengths, gaps, commitments, learning plans, and follow-through.
- Decision history
- Criterion-level reviews, calibration changes, promotions, rewards, appeals, remedies, and accountable owners.
- Well-being pulse
- Optional employee-authored mood check-ins held privately and surfaced to teams only as protected aggregates.
From signup to a live graph
Onboard the organization—not another review form.
Leadership defines what good looks like for every role, including its own. Each person verifies the graph that represents them before it shapes a decision.
Import the organization
Synchronize teams, reporting lines, locations, employment types, role families, levels, and review cycles from HiBob or another people system—then let people correct the graph.
Publish every role contract
Define scope, seniority, outcomes, behaviors, decision rights, evidence, and counterexamples for every level—from apprentices and individual contributors to managers, executives, and the CEO.
Connect goals to work
Link mission, company bets, team outcomes, and individual goals to selected Jira, Linear, GitHub, Salesforce, support, learning, and document evidence with source provenance.
Invite each person in
Every member verifies their role, goals, collaborators, evidence sources, permissions, accessibility needs, opportunity, resources, and any context they freely choose to disclose.
Configure context responses
Map domain-neutral constraints such as time, access, safety, discrimination, caregiving, health, connectivity, or commute burden to approved support and review responses—not secret score multipliers.
Prove it in shadow mode
Reconstruct past decisions, test evidence quality and reviewer variance, obtain employee and governance approval, then activate one human-owned workflow with correction and appeal from day one.
The result is a transparent pool of comparable role contracts and decision rules—not a public ranking of people. Standards, goal lineage, evidence definitions, and decision rights are company-visible; personal evidence, living circumstances, compensation, feedback, and appeals remain permissioned and purpose-bound.
Radical legibility, permissioned visibility
Open by design. Private by right.
Transparency should expose standards and power, not expose a person’s vulnerable data.
Everyone can see the rules of the game.
Role architecture, level expectations, goal definitions, KPI formulas, decision stages, calibration policy, team outcomes, and appeal rules are visible across the organization.
Personal evidence stays with the people who need it.
Raw feedback, compensation, individual evidence, disclosed context, review drafts, and appeals are restricted to the employee and explicitly authorized reviewers—with a complete access history.
Culture signals cannot become a surveillance score.
Mood and protected-group analysis appear only above privacy thresholds. Mood is voluntary, never inferred, and never used to lower an individual performance result.
Connect the work already happening
One evidence layer across the enterprise stack.
Synchronize structure, map evidence instead of creating another silo, and return approved outcomes to the tools an organization already trusts.
People systems
HiBob and other HRIS sources provide reporting lines, roles, levels, review cycles, leave, and permissions.
Delivery systems
Jira, Linear, GitHub, Asana, and project tools contribute selected work artifacts—not keystrokes or activity theater.
Customer systems
Salesforce, HubSpot, Zendesk, and support platforms connect role-relevant customer outcomes to their source.
Knowledge and collaboration
Google Workspace, Microsoft 365, Slack, Teams, and approved documents preserve decisions and contributions with context.
Learning and skills
LMS, certification, and skills systems connect development commitments to evidence of growth.
Reward and planning
Compensation, workforce planning, and finance systems receive approved decisions and retain separation of duties.
The product surface
A control plane around the decision lifecycle.
Policy, evidence, reviewer, model, decision, appeal, and real-world outcome remain one case graph.
Decision policy studio
Turn laws, policies, rubrics, and local procedures into versioned criteria with weights, required evidence, prohibited factors, escalation rules, and named decision owners.
Evidence and context ledger
Capture work, artifacts, observations, telemetry, opportunity, resources, accommodations, and consented barriers—each with provenance, relevance, permissions, and freshness.
Structured review workspace
Guide reviewers criterion by criterion, blind identity where appropriate, require evidence before conclusions, and prevent one vague impression from becoming the entire record.
Independent AI challenge
Use multiple bounded agents to find missing support, inconsistent standards, language bias, contradictory evidence, policy violations, and cases that require another human review.
Calibration and drift
Compare reviewers, locations, time periods, and decision stages. Detect unusually strict or lenient patterns without turning the product into an employee-ranking system.
Fairness observatory
Measure selection rates, score distributions, error rates, evidence quality, appeals, and outcomes across legally governed cohorts—without pretending one metric defines fairness.
Decision record and appeal
Give the affected person a plain-language reason, the evidence used, missing information, reviewer ownership, model disclosures, and a route to correct or challenge the outcome.
Integrity control plane
Connect HR, learning, assessment, case-management, and telemetry systems. Enforce access, retention, model versions, approvals, incident response, and audit exports across every case.
Private alpha
Make the next decision answerable.
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