Take the pain out of performance.

Zero admin, better data, full transparency.
A performance-centric HRIS built from the ground up for AI agents.

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The problem

Performance management is broken.

of CHROs think their performance system works

Gallup, 2024

of employees don't trust performance processes

Deloitte, 2025

of APAC employees say learning opportunities affect whether they stay or leave

PwC Asia Pacific, 2024

performance uplift when expectations are embedded into daily work

Gartner, 2025

How It Works

Structured, consistent, and built from real work.

One system on top of your people data. Pay, promotion, development, and growth decisions backed by evidence. Dependency risks, cultural alignment, and leadership potential visible before they become problems.

Connected objectives

Founders set strategic goals. Managers cascade team objectives and KPIs. The hierarchy is visible and traceable. Everyone knows what they are working towards and how their work contributes to business outcomes.

The Team

Built by people who've managed people.

Our team has spent years managing people, building HR strategy, and shipping enterprise software. People Protocol is the performance system we wished we had.

Dan Ring

CEO

12+ years in HR leadership across financial services and tech, covering talent strategy, org design, and leadership development. Started Elevate after seeing how technology was changing work and how few tools actually helped leaders make better people decisions.

Dylan Meacham

CTO

10+ years building software products, most recently as Tech Lead Manager and Information Security Officer at Flatiron Health in Japan. Responsible for product architecture, data security model, and technical execution.

Zara Yaqoob

COO

Has built and scaled multiple high growth companies across HR tech, SaaS, and AI, including two unicorns, from early stage through pre-IPO. Leads operations, market strategy, and product development.

Details

What's included

Included in every plan

Full performance scorecards
Behaviour validation
Integration syncing
Quarterly structured reviews
Talent Bar visibility
Advanced reporting and skill distribution analysis
Leadership performance visibility
Succession and capability mapping

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