360° ASSESSMENT PLATFORM

Run 360° assessments that show gaps, not just opinions.

Multi-rater assessments built on your competencies, your vocabulary, your scales. Branded reports with AI-generated development plans that managers actually act on.

Book a demo See how it works

Assess on your framework, not a vendor's · 10-30 min per rater

360 Report

Marcus Liu · Strategic Thinking

AI-generated · Branded PDF

Six sections per report. Branded with your logo and colors.

360°

Multi-rater feedback

Role-gap

Measured against target

IDP built-in

From gap to development plan

Branded

PDF reports

THE CHALLENGE

Why most 360° programs stall

Three things break a 360 program before it delivers value.

The reality01

Off-the-shelf competencies don't match your org

Vendor taxonomies measure what your roles don't need, and miss what they do.

With Huneety

Your framework, your vocabulary

No more translating. Assess on the exact competencies your org already uses. Import yours, or customize from our library.

The reality02

Perception data only, no gap to role

Most 360°s tell you how people are perceived, not whether they meet what the role requires

With Huneety

Scored against your role requirements

Every score compares to the target proficiency for the current role and the next role on the career path. Measurable gaps, not opinions.

The reality03

Data sits, nothing happens next

The report arrives. The manager skims it. Nobody builds a development plan. The cycle dies.

With Huneety

Actionable IDPs to bridge gaps

Every report comes with an action plan, signed off by the manager, tracked through execution. The development doesn't stop at the report.

WORKFLOW

From kickoff to IDPs in days

Same workflow whether you assess 5 people or 500.

Pick your framework

Use your competencies or Huneety pre-built skills. Choose Dreyfus, Culture Fit, Performance, or define your own scale.

Build the campaign

Add assessees, raters, scales, and deadline. Shared template or per-talent role profiles, your call.

Raters click, rate, submit

10-30 minutes per rater across self, manager, peers, direct reports, and external participants.

AI-generated reports + IDPs

Branded PDF per assessee with radar, gap-vs-role, perception matrix, SWOT, executive summary, and development plan.

Gaps vs role and career-path baselines

Benchmarked against your role requirements

Each competency score is compared to the target proficiency on the employee's current role profile. The report flags what's below, at, or above target, by competency and by sub-skill.

Against career paths

Link a career-path target and the same gap analysis runs against that role's requirements. Two futures in one report: current role readiness and next role readiness.

Data that's actually actionable

Every gap becomes an IDP action: a stretch assignment, a mentor, or a training proposal, tied to skills that need development.

Gap analysis

Marcus Liu

Regional Sales Director

Current role requirements

Strategic Thinking

−0.8

Stakeholder Mgmt

✓

Forecasting

−0.6

Communication

✓

Team Leadership

✓

3/5

Gaps found

0.3

Avg gap

IDP ready

Auto-generated

Black bar = target level. Two views: current role readiness and next role readiness.

Your framework, your vocabulary, your scales

Assess on your competencies

Use your framework or start from ours. Assessments always run in your vocabulary.

Your rating scale, not ours

Dreyfus 1-5 by default. Switch to Culture Fit (Resistor to Role Model), Performance (Needs Improvement to Outstanding), or write your own. Your scales, your data.

One framework, many lenses.

Full 360, 180, self-only, manager-only, culture fit, performance. Same competencies measured through different lenses. Pick the format that fits your objective.

Rating scale

Pick a built-in or define your own

1Novice

2Adv. Beginner

3Competent

4Proficient

5Expert

Customize labels, add a scale, or use one of these. Stored per workspace.

AI-generated reports with IDP recommendations

Branded PDF reports

Your logo, your colors. One report per participant. Anonymized aggregation with rater comments. All delivered at once.

Six sections in one deliverable

Radar (self vs overall vs target). Gap vs role. Perception matrix by rater group. SWOT including blind spots and hidden strengths. Executive summary. Individual development plan.

AI-written summaries

AI-generated synthesis of strengths, gaps, and top 3 development priorities with action plans. Drafted from the data, not a template.

AI-generated IDP

From 360 assessment

Development plan for Marcus Liu

70% On the job20% Through others10% Formal learning

1Strategic NegotiationL2 → L4

70%Lead Q3 vendor contract renewal

20%Shadow VP during board negotiation

10%Negotiation mastery workshop

2Cross-functional InfluenceL3 → L4

70%Own cross-team product launch

20%Monthly mentoring with COO

3Forecasting AccuracyL2 → L3

70%Build quarterly revenue model

10%Advanced forecasting certification

Drafted from gap data. Manager reviews and adjusts before activation.

Built for honest feedback

Mandatory, fact-based feedback

Raters get a secure link. They click, rate, submit. Every answer requires specific, fact-based feedback. 10 to 30 minutes each.

Anonymity by design

Ratings aggregate by rater group. 3 raters minimum before a group average is shown. Below that, the group merges with peers. Comments are paraphrased before reaching the report.

Five rater perspectives

Self, Manager, Peer, Direct Report, External evaluator. Run a full 360 or pick any subset that fits the role.

Rater coverage

Anonymized

5 perspectives · 12 raters · 0 logins

1
Self
Single rater (always shown)
2
Manager
2 raters · individual feedback
4
Peers
4 raters · aggregated
3
Direct reports
3 raters · aggregated
2
External
Below 3 · merged with Peers
Aggregated

Minimum 3 raters per group to display group averages. Comments paraphrased.

Group campaigns, one launch

One campaign, multiple participants

Launch an assessment for 5 people or 500 in a single campaign. Each employee gets their own raters, report, and IDP. The admin overhead stays the same.

Shared template or per-talent role profiles

Assess everyone against the same role profile (great for cohorts), or against each person's actual role (great for organization-wide programs).

Monitor completion in real time

See who's submitted, pending, or overdue. Send reminders in one click. No spreadsheets, no chasing.

Campaign

12 assessees

Sales Leadership Q2 2026

Per-talent role profiles · 5 rater groups · Closes Apr 30

AL
Aria L. · Senior PM
Complete
Self + 1 mgr + 4 peers
RK
Raj K. · Engineering Lead
In progress
Self + 2 mgrs + 3 peers + 4 directs
ML
Marcus L. · VP Strategy
In progress
Self + 1 mgr + 5 peers

One campaign, tailored per talent. Shared template or per-role profiles.

DELIVERY

Run a one-time project or deploy permanently

Whether you need 360 for a single program or want it as part of your annual talent rhythm, Huneety adapts to how you work.

One-time engagement

Project basis

Run 360 for a single team, department, or assessment cycle. Get the full platform for the duration of the project, with our team supporting setup and reporting.

Fixed-scope engagement, clear deliverables
Hands-on setup and delivery from our team
Reports + workspace handover at the end

For consultants →

Long-term commitment

Permanent platform

Embed Huneety into your annual talent process. Run 360 every cycle, integrate with your HRIS, and grow the framework as your organization evolves.

Annual subscription, all features included
HRIS export + ongoing data sync
White-label for HR consultancies

For HR teams →

Running 360 for leadership specifically?

Dedicated variant with leadership competencies, C-suite report framing, and succession-ready outputs.

See 360 for leadership →

WORKS WITH

Where 360 fits in the platform

360 measures against the framework, generates the development plan, and rolls up to the analytics view.

Competency Mapping

The framework 360 measures against. Bring your own or pick from 1,784 pre-built skills.

Learn more →

Individual Development Plans

Turn 360 gaps into 70/20/10 development plans with manager validation.

Learn more →

Skills Analytics

Roll up 360 data across teams. Heat maps, readiness scores, gap distribution.

Learn more →

FAQ

Common questions about 360 assessments

Yes. Assess on your own competency framework or use Huneety's pre-built taxonomy. Pick Dreyfus 1-5, Culture Fit (Resistor → Role Model), Performance (Needs Improvement → Outstanding), or define your own labels per workspace. Run full 360, 180, self-only, manager-only, culture fit, or performance, pick the format that fits the objective of your assessment project.

No, and we do not believe in such benchmarks. External benchmarks compare roles that aren't actually the same across companies. Different scope, different vocabulary, different expectations. Huneety benchmarks against your own competency framework requirements. That's the standard that matters for development decisions, and it's the one HR and managers can act on.

A multi-rater evaluation where self-rating is combined with feedback from manager, peers, direct reports, and sometimes external participants. All rating address the same competencies. The main purpose of a 360 evaluation is development (identify gaps and growth areas), not performance review.

Dreyfus 1-5 (Novice → Expert), Culture Fit (Resistor → Role Model), Performance (Needs Improvement → Outstanding), and custom labels you define per workspace. Each campaign picks its scale depending on your company's objectives, so you can run different formats in parallel.

10–30 minutes per rater. The full cycle usually run 3 weeks from kickoff to manager-validated reports which includes framework setup or import, campaign launch, rater submissions, AI report generation, and review.

Ratings aggregate by rater group. Minimum 3 raters per group to display group averages below that, the group is merged with peers. Comments are paraphrased before display. Token-based access means no rater identity is stored beyond the invitation record.

Yes. One campaign invites multiple assessees with shared or per-talent role profiles. HR sees one progress dashboard for the whole group, and each assessee gets their own report and IDP.

RESOURCES

Continue learning about 360 assessment

Topics

360 Self-Evaluation Guide

Why self-rating matters, how to write good self-assessments, and what self-vs-others gaps reveal.

Peer Feedback in 360 Assessments

How peer feedback shapes the picture and how to select the right peer group for each role.

360 Assessment Report Guide

Section-by-section walkthrough of the Huneety 360 report — radar, gaps, SWOT, IDP.

From the blog

What is a 360-degree assessment?

Plain-language walkthrough of the multi-rater methodology and what makes it different from a performance review.

How to read a 360 report

Section-by-section walkthrough with examples — how perception gaps surface and what each color in the matrix means.

Running 360 in Southeast Asia

How indirect-feedback cultures (Thailand, Indonesia, Malaysia, Vietnam) change rater selection, comments, and debrief style.

Explore the full 360 Assessment hub

Turn 360° feedback into development roadmaps

Book a demo. We'll show you how Huneety runs 360 on your competency framework.

Book a demo Contact us