Each month 20 hours is spent on hands-on management operations
Tech company with 100 employees spends $1,581,328 on people management every year
Vectorly can save $477,893 on people management automation for those companies
Team manager spends 1 full working week (40 hours) to create skill matrix, for 10 managers it takes 10 working weeks (400 hours)
HRs spend 20 hours to help all team members with soft skills and company values in their skill matrices, for 3 HRs it takes 60 hours.
Tech stack constantly updates and companies set new business goals that require new skills to be adapted by engineers. It usually requires updating skill matrices 2 times a year.
HR spends 2 working weeks (80 hours) to prepare reviews forms, create list of reviewers, etc. For 3 HRs it's 240 hours.
Team manager spends 1 working week (40 hours) to review skills of employees, for 10 managers it takes 10 working weeks (400 hours)
It usually requires to update skills matrix, conduct skill review with multiple participants and understand skill gap.
Team manager spends 20 hours to occasionally recommend learning materials to employees on hard skills, for 10 managers it takes 200 hours
HR spends 10 hours to occasionally recommend learning materials to employees on soft skills and leadership, for 3 HRs it takes 30 hours
Team manager spends 40 hours to create growth plans for employees with skills and goals to achieve, for 10 managers it takes 400 hours.
Employee spends 10 hours to update progress and add some personal goals to achieve, for 90 employees it takes 900 hours
Team manager spends 60 hours to prepare questions for meeting agenda, organising and searching notes on employees, for 10 managers it takes 600 hours.
Employee spends 40 hours to prepare questions for meeting agenda and read post meeting notes, for 90 employees it takes 900 hours
Team manager spends 260 hours on 1:1 and Team meetings discussing OKR, hiring, promotions, growth and motivation, for 10 managers it takes 2600 hours.
Employee spends 60 hours on 1:1 and Team meetings discussing OKR, growth and motivation, for 90 employees it takes 5400 hours
Skill analytics is essential to make hiring decision, assemble project team, or plan learning and development. Team manager spends 40 hours to analyse team and employee skills, for 10 managers it takes 400 hours.
HR spends 40 hours to analyse team and employee skills, for 3 HRs it takes 400 hours.
To stay aligned on OKRs you need to communicate on multiple company levels. Team manager spends 120 hours to communicate and update OKR statuses in company, for 10 team managers it takes 1200 hours.
Employee spends 120 hours to update progress, sync with other employees on their goals, for 90 employees it takes 10800 hours.
Team manager spends 40 hours to make promotional interviews, qualify promotions, set salary raise with team members, for 10 team managers it takes 400 hours.
Employee spends 5 hours to discuss promotions, salary raise, requirements to get a raise, for 90 employees it takes 450 hours.
HR spends 80 hours to make promotional interviews, qualify promotions, sync with team managers, for 2 HRs it takes 240 hours.
You have knowledge to mentor developers. You just don't have process to share this knowledge regularly.
Integrate with Jira, Asana, Trello, Figma, Gitlab to see completed tasks since your last meeting.
Use 50+ templates to handle any meeting with ease: job interviews, promotions, regular 1:1, career development and more.
Save time to communicate skills instead of organising and fixing your spreadsheets
Save time to plan career development for ICs and Managers instead of fixing your spreadsheets
Save time to develop skills of your team instead of building skill matrices from scratch
Save time to discuss review results and feedback, rather than manually creating, copying and sending forms each review.
Save time to discuss feedback from cross-functional team members, rather than collecting feedback manually.
Save time to reach business goals, rather that aligning your team on goals
Save time to make better hiring and management decisions, rather than visualising data on team skill gaps.
Save time to analyse and discuss individual growth, rather than on manually collecting data in spreadsheets
Save time to staff team members on projects that fit their skills best, rather than trying to manage it manually