Matricsy

Team development data is everywhere 🫣
Annual reviews in one tool, 1on1 notes somewhere else, and competency evaluations often in spreadsheets.

I want to change that.

I have just updated the Team Member view, focusing on better UI/UX and a clearer way to see competency based evaluations:

- The left panel provides a structured overview of key employee information such as profile details, team affiliation, certifications, and ongoing evaluations.
- On the right side managers have a dedicated space to keep important context such as notes from 1on1 meetings, yearly reviews, feedback, and other development related insights.

The goal is simple: connect competency insights with development conversations so leaders can manage team growth more effectively

Turns out that HR needs more member information, like localization, assigned manager, and similar. So I’ve already created an extended profile layer that goes beyond simple role and skills tracking. What’s interesting is that this started as a competency matrix tool, but it’s gradually gaining features of a lightweight workforce intelligence system

Until now, you could only generate a public link to your competency matrix and share it directly with others. Now you can feature your competency matrix directly on our landing page.

This makes it easier to show
• company culture and expectations
• role requirements in a more transparent way
• or a personal matrix as a living view of your skills

Here are some first featured competency frameworks :)

Hey everyone,
After spending many years working as a manager in software teams, I’ve noticed a recurring pattern across different organizations. Developers are expected to grow, improve, and move to the next level, but the expectations behind that growth are often unclear or undocumented.

Requirements exist, yet they live in people’s heads rather than in a shared, visible place. This makes it hard to answer simple questions like what skills actually matter, what “ready for the next level” means, or which goals should be prioritized to move forward.

As a result, evaluations can feel subjective, feedback varies between managers, and career progression becomes difficult to navigate. This is rarely intentional, but it becomes more common as teams scale.

To explore this problem, I started building Matricsy, a competency matrix tool focused on simple evaluations, clear skill definitions, and data instead of assumptions. The goal is to make expectations visible and growth conversations more concrete.