Talent
Early accessShips with Rutba People
After the hire: reviews, goals, 360 feedback and check-ins, plus the course catalog, skills, development plans and succession.
In early access. Everything specified is built: review templates and their stage sequences, cycles and calibration, 360 perspectives, goals that ladder and roll up, check-ins and continuous feedback, and the course catalog, skills, development plans and succession. It is the newest of the seven apps, which is why it still reads early access.
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
Rutba AssistantComing soon
Ask Talent about your own records.
The Ask button sits in Talent's top bar. It answers from your records as you (seeing only what your role in Talent already shows you) and lists what it read, so the answer can be checked.
How Rutba Assistant works →The Talent agent
Keeps a question inside Talent.
The People & Payroll agent
Asks across Employee Self-Service, Human Resources, Payroll, Recruit, Talent, Time Clock and Workforce.
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 $3 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. There is also 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: the rota, absence, 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 public careers pages candidates apply through (each job with its form, a status page for the candidate and a link to book the interview).
Want Talent when it lands?
Tell us what you need it to do. Early feedback shapes what ships.