Performance Management for Tech Teams
Manage engineering teams at scale with visibility into actual contribution, collaboration patterns, and engagement. Keep your builders engaged and identify high-potentials before they leave.
You're scaling fast. But you don't have visibility into your team.
Your engineers are working across multiple projects, collaborating with different teams, contributing in ways that don't show up in commit counts. Meanwhile, someone who looks productive on their own work might actually be blocking others. And your best engineers? They're getting quietly recruited by competitors.
The problem gets worse as you scale. With 50 engineers, you knew everyone. At 500, you're blind. Who are your force multipliers? Who's isolated? Who's close to leaving? You can't manage what you can't see. So you default to metrics (commits, tickets, velocity) that measure activity, not impact. Your high-impact builders get frustrated. Your blockers don't get feedback. Your retention tanks while you're burning cash on recruiting.
But here's what changes everything: visibility at scale is possible. You just need to measure what actually matters—contribution, collaboration, and engagement.
"[Confirm finds] which workers are vital to the flow of information."
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"[Confirm] creates a fairer playing field by expanding leaders' visibility."
See actual engineering impact and contribution
Code commits and ticket velocity miss the real story. Engineering impact happens through collaboration—who unblocks teams, whose work enables others, who solves cross-team problems. See which engineers are force multipliers and which are creating bottlenecks.
Reveal the force multipliers
Identify engineers who unblock teams, build bridges across silos, solve systemic problems. These high-impact individuals drive velocity across the entire organization.
Spot bottlenecks and silos
See which engineers are gating throughput. Discover which teams are isolated. Break down silos that slow down shipping.
Measure influence, not just output
Traditional metrics miss engineers who enable others. Confirm reveals whose work multiplies team productivity.
Develop engineers equally on IC and manager tracks
The IC vs manager track dilemma: How do you develop and reward brilliant engineers who don't want to manage? How do you keep them engaged as you scale? Give them visibility into their impact and development paths that matter.
Fair advancement for both tracks
Engineers on the IC track should see equal visibility, impact recognition, and growth opportunity as those moving into management.
Show technical leadership value
Brilliant engineers shape architecture, mentorship, and technical culture. Make this contribution visible and valued in advancement decisions.
Retain your best technical minds
Engineers leave when they feel stuck or undervalued on the IC track. Give them clear advancement, recognition, and impact visibility.
Challenges Unique to High-Growth Tech
Going from 50 to 500 engineers means visibility disappears overnight. You need systems to manage at scale that don't exist in traditional org structures.
Remote and hybrid work breaks traditional visibility. You can't manage by proximity. You need data about collaboration and engagement across distributed teams.
Tech companies pivot fast. Teams reorganize frequently. You need agile performance systems that adapt to changing org structures, not rigid annual processes.
The best engineers are constantly recruited. You need early warning about disengagement and the ability to show them growth paths before they leave.
In fast-growing tech, knowledge gets trapped in individual heads. This creates bottlenecks, blocks scaling, and increases risk when people leave.
Brilliant engineers choosing the IC track shouldn't be invisible. But traditional performance systems make individual contributors hard to evaluate and advance.
Manage remote and hybrid teams with real visibility
When engineers are distributed across time zones and working asynchronously, traditional management breaks. See collaboration patterns, project engagement, and team connection—even when your team is never in the same room.
See collaboration across distances
Understand who's collaborating, how work flows across teams, where silos exist. Manage distributed teams with data, not proximity.
Identify isolated engineers early
Remote work can hide disengagement. See who's losing connection to the team and intervene before they check out.
Spot flight risks before they apply elsewhere
Your best engineers are always getting recruited. But you can see the warning signs—collaboration dropping, engagement declining, pulling back from key projects. Early detection lets you intervene with growth opportunities, not counter-offers.
Early warning system for departures
See behavioral and network changes that predict engineers will leave. Intervene months before they resign.
Re-engage with growth opportunities
Use data to understand why they're disengaging. Show them technical paths forward, high-impact projects, or mentorship roles.
Reduce recruiting costs
For a $100K engineer, replacement costs $50-200K. Early detection and intervention pays for itself immediately.
Customer Story
How tech companies scale performance management and keep their best engineers
Explore the whole platform
Performance Reviews
Modern performance management powered by ONA and AI.
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Track OKRs and career goals in one place.
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Make better talent decisions, without the bias.
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Empower continuous feedback and development.
Learn more ›See Confirm in action
See why forward-thinking enterprises use Confirm to make fairer, faster talent decisions and build high-performing teams.
