Talent
Early accessShips with Rutba People
After the hire: reviews, goals, 360 feedback and check-ins — with learning, skills and succession to come.
In early access. Performance shipped at M9: review templates and their stage sequences, cycles, 360 perspectives, goals that ladder and roll up, check-ins and continuous feedback. Learning, skills and succession are specified and not built, which is why this reads early access rather than available — the half that exists is the half most people buy it for.
What's inside
Every screen in Talent
12 screens, listed the way the app's own menu lists them — this is what you see after signing in, not a feature list written for this page.
Main menu
- Home
- Review Cycles
- Reviews
- Review Templates
- Calibration
- Goal Tree
- Company Objectives
- Feedback
- Check-ins
- Development
- Skills
- Succession
Ships with
Rutba People
Your team, paid and looked after
Employee records, the org structure, attendance and leave, a shared time clock, and payroll that runs on all of it — plus a self-service portal so staff answer their own questions instead of asking HR.
From $8 per employee / month — one plan covers every app in Rutba People. See plans →
Also in Rutba People
The employee master and the org structure around it — records, contracts, departments, teams, matrix reporting, lifecycle events, letters and the asset register.
One person’s own record: leave, attendance, schedule, payslips, expense claims, documents, assets, benefits, training and performance — plus somewhere to raise a grievance or report a safety incident, and a manager’s approval queue that appears only if the org chart says you manage anyone.
Pay runs created, previewed, processed and paid — with deduction rules, salary structures, statutory remittances, and the accrual split by cost centre so a department can be asked what its people cost.
The shared wall device: badge or PIN, an offline queue for when the network is not there, and no biometrics and no location tracking by design.
- Workforce →Early access
The operational week that line managers run rather than HR: attendance, exceptions and timesheets against the hours the clock actually recorded, with an approval state machine payroll locks when it pays them.
Requisitions, the candidate pipeline, interviews and offers — and the careers site candidates apply through, which is the group’s only public surface.
Want Talent when it lands?
Tell us what you need it to do. Early feedback shapes what ships.