HIREBREW GROW | PRODUCT PILOT BRIEF

Make progress part of everyday work.
Give goals a conversation, feedback a next step and every employee a clearer path to what comes next.

CAPABILITIES TO EXPLORE
Goals and alignment
Explore company, department and individual goals with measurable key results. Make the relationship between a person's work and the wider plan visible.

Reviews and check-ins
Bring review cycles, employee reflections and manager conversations into a shared rhythm. Define your approach before configuring a pilot.

Feedback and one-to-ones
Create space for specific feedback throughout the year, especially when teams work across offices or operational sites.

Learning and opportunity
Connect learning with internal opportunities. Explore progression without assuming every valuable next step must be an external hire.

PRACTICAL USE CASES
Make probation a supported beginning
Situation: A new team member reaches week four without a clear picture of what a good first quarter looks like.
Workflow: Carry the onboarding plan into an agreed goal, schedule a check-in and identify one learning action before the review.
Intended improvement: Both employee and manager have something concrete to discuss before the probation decision.

Help a first-time manager coach
Situation: A strong individual contributor now leads a small team across Lagos and another office.
Workflow: Use shared goals and one-to-one prompts to discuss priorities, capture feedback and agree individual support.
Intended improvement: Coaching becomes a repeatable conversation instead of relying on the manager to invent a process.

Build capability before opening a role
Situation: A department needs a new capability and wants to consider its existing team alongside external recruitment.
Workflow: Review development interests and learning plans, then discuss a suitable internal opportunity with the employee.
Intended improvement: The team can consider an internal growth path with evidence and a named development commitment.

WORKFLOW
From a first goal to a stronger next quarter.
Agree | Employee + manager
Define useful progress
Choose a goal tied to the team's work. Agree the evidence of progress, the support required and when to discuss it again.

Discuss | Manager
Make room for the check-in
Bring the current goal and recent feedback into a focused conversation. Separate a capability gap from a missing resource or unclear instruction.

Develop | Employee
Choose the next learning action
Connect the conversation to a course, practice task or stretch assignment. Name the person who can help and a realistic next review point.

Reflect | Employee + manager
Review with context
Look at agreed goals, feedback and development activity together. Record the next commitment rather than treating a rating as the end of the process.

PILOT
Start with one team and one development cycle.
Choose a manager group with a real need, agree a lightweight review rhythm and assess whether employees understand the next action after each conversation.

EVALUATION CHECKLIST
[ ] Agree goal ownership, review dates and the evidence that counts as progress.
[ ] Validate who can see feedback, review notes and development records.
[ ] Test a complete employee and manager journey with representative sample data.

SCOPE BOUNDARIES
Grow is represented in the current prototype. Persistence, access controls, notifications and any live AI support must be validated before using sensitive employee review data.

AI AND HUMAN REVIEW
Brew's direction includes clearer drafts and next-step suggestions. For development, use an illustrative rewrite to test whether a goal is specific, understandable and fair. The manager and employee still agree the objective; no automated performance judgement is implied.
Example prompt: Illustrative prompt: Turn this fictional first-month objective into a clearer goal, and list the questions the manager and employee should agree together.

NEXT STEP
Assign an owner, walk through the workflow with sample data and record the evidence required before a live rollout. This document is not a submitted enquiry, booking or confirmation of production readiness.