Every person on your staff, seen.
HR sees where every person stands on one checklist. Managers see their own people. And each person gets a page with the next steps, written by AI and backed by numbers CarbonHRM computes.
Your whole staff. One checklist.
Reviews, pay, time, benefits, career and documents — one score for what’s in order, and where to spend your time first.
Every person, one dot.
Placed by how much of their HR checklist is in order. Red needs attention; amber, monitor.
Pick an item. See who it touches.
Pin past-due reviews and everyone with one lights up — 12 of the 14 who need attention.
Where to start, ranked.
Do now, Plan, Check in. CarbonHRM computes every count and the order; the AI writes the summary and suggests the next step.
Everyone, one click away.
Checklist score, open items, last review, tenure and manager — open anyone’s Employee 360 page from here.
Click a card. Get the list.
Any range, dot, chip or card filters the grid to exactly those people.
A checklist, not a prediction.
The score shows what’s in order — not who’s likely to leave. Set your own cut-offs, or use the recommended pair.
Your whole staff, one page.
HR’s view of where everyone stands — and where to spend your time first.
Every manager’s people, on one page.
Every person gets a card: checklist score, last review, open items, to-dos and the latest note. One click narrows it to who needs attention or whose review is past due. The manager’s own Leadership Report sits underneath, and HR can open any leader’s team.
- Direct reports, or everyone under you The wider view groups people by who they report to. Past 20 people, the cards become a sortable list.
- A note without leaving the page The pencil on any card adds a note to that person’s page. Managers above them and HR can read it.
- HR opens any leader’s team Search a leader by name. HR also sees each Leadership Report before it’s published and can edit the coaching.
One page per person, with the next steps on it.
The AI writes a one-sentence headline and a short summary. Below it: the checklist score and last review (plus a Leadership card for people who manage others), at most three to-dos with the reason for each, and every note their managers and HR have kept.
Maya has carried two roles since August, and her review is overdue. Maya has covered two roles since August while the worship team was short, leading both Sunday services with no slip in her other work. Her 2026 review is past due, so the extra load isn’t on the record yet. Her last raise was 19 months ago, after a Meets Expectations review in 2025, which makes the review the natural time to talk about pay.
Dana should put the 2026 review on the calendar within two weeks and block a full hour. Use it to recognize the extra Sunday load since August and ask what Maya wants next.
Dana can ask HR for Maya’s pay history before the review and bring a recommendation to it, so pay is part of the same conversation.
Covering two roles since August while the team was short.
Asked Rachel for an open date in late October; waiting to hear back.
Thanked her in front of the team at staff meeting.
Done: An update on Aug 28 says Dana and Maya talked through the extra Sunday load.
Talked after staff meeting. She’s tired but glad to help; we’ll revisit in September.
Maya asked about the fall pastoral care course; HR sent her the dates.
Don’t like what the AI wrote? Change it. HR opens Actions → Edit AI text to rewrite the headline, summary, strengths, review summary and to-dos right on the page, or reorder and add steps. Every save is a new version.
Shown as Maya’s manager sees it. Salary stays masked, and Maya never sees these notes.
HR sees the whole staff. Managers see their people.
The Overview is HR’s alone. Managers work from My Team and the pages of the people below them, with pay detail held back. And the person never sees the notes kept about them.
The AI writes. CarbonHRM counts.
CarbonHRM computes every number, and the order of every list, from your records. The AI writes the words: headlines, summaries, to-dos and next steps. The checklist score shows what’s in order; it isn’t a prediction of who will leave.
- A checklist, not a prediction Reviews, pay, time, benefits, career and documents. Retention signals from turnover research are shown but don’t change the score, and giving is never scored.
- Your cut-offs Set where Needs attention and Monitor begin, or use the recommended pair: the lowest 5% and the next 12%.
- Every change on the record A rerun closes to-dos that were done but never marked, and says why. HR can edit a person’s AI text in place; each save is a new version.