Structured self + peer reflection
Human Skills Intelligence for the AI era

How you see yourself isn't always how others experience you.

PeerReflect compares your self-view with how colleagues actually experience your day-to-day behavior — then helps you practice one thing and re-measure whether it changed.

Join the waitlist for early access
AK
Illustrative example
4 peer perspectives · Coverage: Emerging
Communication & InfluenceBlind Spot
Team ImpactRated higher by colleagues
Reliability & Follow-ThroughAligned
Adaptability & ComposureNot enough observed data yet
What stands out
You rate your communication higher than peers currently experience it — a Blind Spot worth exploring, not a verdict.
📶 Response coverage: Emerging
How it works

From self-perception to real change.

Four steps. One continuous loop. You measure, understand, practice, and re-measure — verified by real colleagues each time.

01
Measure
Rate yourself honestly across six observable Human Skills. This becomes your baseline — visible only to you.
02
Understand
Colleagues rate the same observable behaviors anonymously. You see where their experience aligns with your self-view — or reveals a Blind Spot, Hidden Strength, Aligned pattern, or Still Forming signal.
03
Practice
Choose one observable behavior to work on and run a small, concrete experiment — not generic advice.
04
Re-measure
Colleagues reassess you later. You see whether the behavior actually changed, and each cycle adds to your own longitudinal Human Skills record.
🌀That's the whole loop. Step one takes 2 minutes — start today.
Start the loop
Who it's for

Built for every stage of
your professional life.

Whether you're growing your own Human Skills or exploring what this could mean for a team — PeerReflect starts with a structured, honest reflection.

You work hard. But it's hard to know how that actually lands with the people around you.

You have a sense of your own strengths and habits. Colleagues experience the actual behavior day to day — and rarely say so directly, because the question feels awkward to ask.

PeerReflect gives you a structured, low-stakes way to ask.

See where perceptions differ
See exactly where your self-view and how colleagues experience you align — or don't — across six observable Human Skills.
A concrete next experiment
Not generic advice — a specific, dated behavior experiment built around your own Current Focus.
Re-measured over time
Colleagues reassess you in a later cycle. You see whether the behavior actually changed — not self-reported.
Response coverage, not a score
See how much evidence backs your Reflection — Early, Emerging, Strong, or High confidence — as more colleagues respond.
You control who's invited
More peer perspectives make your Reflection more reliable. You decide how many colleagues to invite, and when.
Your own longitudinal record
Your reflection history is yours, not your employer's. As you change roles, your own record of practiced and re-measured behavior comes with you.
SM
Illustrative example
4 peer perspectives · Coverage: Emerging
Human Skills Profile
Ownership & InitiativeBlind Spot
You: 4.0
Peers: 3.0
Team ImpactRated higher by colleagues
Reliability & Follow-ThroughAligned
Collaboration & TrustNot enough observed data yet
Adaptability & ComposureAligned
🗺 Current Focus — Ownership & Initiative
Day 8 of 14
✓
Experiment: "Own one visible decision this week"
Pick a call nobody's making and make it, then tell your team why.
→
This week: Ask before deciding
In 3 decisions this week, gather input from 2 team members first. Note reactions.
📶 Response coverage
Strong
⏱ Next Cycle
In 31 days
Q3 2026
🏆 Progress markers this cycle
🏅
Top Communicator
Aligned · 6 peer perspectives
👑
Ownership Focus
Blind Spot · in progress
💚
Reliable
Aligned · 6 peer perspectives
🌱
Collaboration & Trust
Not enough observed data yet
🚀Ready to see your own Reflection? Takes 2 minutes to start.
Start your reflection
Research-informed design

Not another self-help app.
Grounded in established ideas about self-perception.

PeerReflect's core mechanism draws on well-established, broad principles from psychology and behavioral science — described here carefully, without overstating what's proven for PeerReflect specifically.

Johari Window
Luft & Ingham · 1955
Self-perception can differ from how others experience us. That gap — sometimes called a blind spot — is often the highest-leverage place to focus, because it's invisible from the inside.
"What others see about you that you don't see yourself is where the most growth lies."
Dunning-Kruger Effect
Cornell University · 1999
Multiple independent perspectives tend to reveal patterns that a single perspective — including your own — can miss.
"The skills to produce correct responses are the same skills needed to evaluate them."
Wisdom of Crowds
Surowiecki · 2004
We use the median across peer responses, not a simple average, so one unusual response doesn't dominate the picture.
"Under the right conditions, groups are remarkably intelligent — smarter than the smartest individual."
Habit Formation
UCL, Phillippa Lally · 2010
Behavior change tends to benefit from deliberate practice and repeated observation over time, not a single piece of feedback.
"Automaticity increases sharply in the first month and plateaus around 66 days on average."
🧠Most people have at least one place where their self-view and how others experience them diverge.
Start your reflection
What PeerReflect adds

A resume shows who you say you are.
PeerReflect adds how colleagues actually experience you.

Structured self-reflection
A concrete practice experiment
Anonymous peer perspectives
Self vs. peer comparison, by behavior
Re-measurement over time
Progress tracking over time
Your own longitudinal record
A record that's yours, not your employer's
No overall score — evidence by behavior instead
Free to start
No HR team required to begin
✦Convinced? Your first reflection is free — no card required.
Get started now
Pricing

Free to start.
Paid plans coming soon.

Your first reflection is always free. We're finalizing paid plans based on early feedback — join the waitlist for early access pricing before launch.

Individual
Free to start
Teams & HR
Custom plans
No credit card. No commitment.
FAQ

Questions we get asked
before people sign up.

Is peer feedback truly anonymous?+
Yes. You see aggregated patterns, not who said what. Under the current implementation, individual responses are not linked back to a reviewer's identity in what you see.
What if one colleague answers in bad faith?+
We use the median across responses, not a simple average, and require a minimum number of peer responses before showing a Reflection — so one unusual response doesn't dominate the result.
How is this different from a traditional 360° review?+
A traditional 360° often takes months and lands in HR's inbox before you see it. PeerReflect goes directly to you, in minutes, with a specific next behavior to practice.
Can my employer see my profile?+
Not unless you choose to share it. The individual product is built around your own reflection — you decide what, if anything, to share and with whom.
How do you know a peer actually works with me?+
You choose who to invite using your own peer code or link — the same way you'd share access to anything else. We don't independently verify employment relationships at this stage.
What is the Human Skills Passport?+
It's a long-term vision, not a current feature: a portable, longitudinal record of your own practiced and re-measured Human Skills, carried across employers over time.
Will a manager see who said what about someone?+
No individual response is shown to a manager or HR in the current design. Only aggregated patterns are visible, when a team-level view is shared at all.
Do people have to participate?+
No. Each person's reflection is their own to start. Team Intelligence, described above, is a preview of an aggregated direction, not a mandate.
Is Team Intelligence available today?+
It's an investor/product preview built on prepared, illustrative data — not a shipped enterprise product yet. Tell us if it's something your team would use.
How do I get started?+
Start your own individual reflection — self-assess, invite a few colleagues, and see your results as responses come in. It takes about two minutes to begin.
Is this anonymous for the people giving feedback too?+
Yes — the person being reflected on does not see who submitted which response.
What if only a couple of people respond?+
A Reflection needs a minimum number of current peer responses before it unlocks, specifically so a couple of responses aren't over-interpreted as a full picture.
Is Talent Intelligence available today?+
No — it's a preview of a future direction, built on prepared, illustrative data. It is not a live hiring product.
Is it legal to use this in a hiring decision?+
We can't give you a legal opinion, and Talent Intelligence is a preview, not a live product. If it ships, it's designed to add evidence to a broader process — never to be the sole basis for a hiring decision — and we'd recommend confirming with your own legal counsel before relying on it in any employment decision.
How often would re-measurement happen?+
You control your own cycle — start a new one whenever you're ready to re-measure a practiced behavior.
How is this different from a reference check?+
A reference is typically one person, chosen by the candidate, answering open-ended questions. This preview explores structured, multi-perspective evidence organized by observable behavior instead.
Would a candidate know their profile was being reviewed?+
In the direction we're previewing, only information a candidate has chosen to share would ever be shown — nothing accessed without their knowledge.
How current would the evidence be?+
Each reflection is tied to a specific measurement cycle, so it's clear when the underlying evidence was collected.
A pattern worth naming

Illustrative — the kind of gap this is built for.

These are illustrative scenarios, not real customer stories — the kind of situation PeerReflect is designed to surface earlier.

🗓

Illustrative: years of solid reviews, then a new manager says you're "not ready for the next level" — with a vague reason. A structured, ongoing Reflection could have surfaced the pattern earlier, directly to you.

The earlier you know, the more you can do about it.

🎉

Illustrative: someone asks their team for honest feedback and hears it's all going well — then later learns, informally, that colleagues found them hard to disagree with. A structured, anonymous Reflection is designed to surface that kind of pattern sooner.

Structured reflection surfaces patterns sooner than an exit conversation.

🔄

Illustrative: someone is known as the strongest technical contributor on the team — but what colleagues actually experience day to day, like collaboration friction, often goes unsaid until it repeats at the next job.

What would a structured Reflection surface for you right now?

Join the waitlist.
Tell us who you are.

We'll follow up with access based on what's relevant to you.

Built in Montreal · peerreflect.com