G2

Levana L.

Director of Operations

Small-Business (50 or fewer emp.)

7/22/2026

"A People Platform That Actually Measures Growth—Backed by an Incredibly Responsive Team"

5/5

What do you like best about Hatchproof?

What I like most about Hatchproof is how it measures both personal and professional growth. The assessments, alignment scores, and value-tagged observations tied to your company values give you a real picture of where people are growing and where they need support.

I also really value the alignment and assessment features (nature types!). Our team genuinely engaged with it — people were comparing their match percentages with each other. It gave us a shared language for how we work together.

Lastly, the Hatchproof team is incredibly responsive. When we needed a feature, they built and shipped it within days. That kind of partnership is hard to find, especially from an early-stage company. Review collected by and hosted on G2.com.

What do you dislike about Hatchproof?

I'd also love to see more control over which recordings get ingested vs auto-ingesting. The automated manager/direct report filter is smart, but there were times we wanted to exclude specific calls and didn't have a way to do that on our own. Review collected by and hosted on G2.com.

What problems is Hatchproof solving and how is that benefiting you?

Hatchproof solves the problem of performance management being based on opinions and memory rather than real data. Before Hatchproof, 1-on-1s happened but the insights from those conversations lived in someone's head or scattered across Google Docs. There was no consistent way to track how someone was growing over time or whether coaching conversations were actually leading to development.

With Hatchproof, 1-on-1 are automatically captured and tied back to the employee's profile, so you get a living record of growth rather than a once-a-quarter scramble to remember what happened. The alignment features also gave us a shared language for how people work together, managers could tailor their communication and coaching style based on actual data about how their direct report operates, not just gut feel.

For a scaling team like ours, that's a real benefit. It takes the subjectivity out of performance conversations and gives both managers and employees something concrete to point to when talking about development, strengths, and areas to grow. Review collected by and hosted on G2.com.