Devint

Performance evaluation

Best developer performance review tools in 2026

Eduardo Missaka
CEO and Founder of Devint
Published · Updated · 6 min read
In this article

Evaluating a dev without understanding code is one of the biggest challenges for tech HR. Performance management platforms organize the cycle, but they cannot see the technical work. Here you will see what four of them do, what Devint does differently and how to choose.

In short

  • Qulture.Rocks, Feedz, Sólides and Gupy organize the evaluation cycle: forms, feedback, development plans (PDI) and reports.
  • In the pages we reviewed, none of them mention reading code, deliveries or AI usage, which are exactly the signals of a developer’s work.
  • Devint is built to evaluate tech teams: it calculates the DevScore across six dimensions, with caps against gaming and structured human evaluation.
  • Devint does not replace the HR platform you already use. It brings technical evidence into its cycle.
  • To choose, start with the problem: organizing the cycle for the whole company, or having an objective basis to evaluate the people who build software.

What changes when you evaluate people who build software

In other areas, such as sales or support, HR already has ready-made indicators to support the evaluation conversation. In tech, the work happens in repositories, code reviews and AI tools, and HR has no way to read that. Without those signals, the evaluation becomes the manager’s opinion, and each squad ends up with its own criteria.

That is why this comparison separates two things: organizing the cycle (forms, deadlines, feedback, development plans and reports) and giving evidence to what is being evaluated.

The tools compared

Each tool follows the same fields: what it is, who it is for, highlights, what it does not cover and pricing. The information comes from vendor pages and software comparison sites, so it is worth confirming the details in a demo.

1. Qulture.Rocks

Qulture.Rocks is a performance and talent management software.

  • Who it is for: medium to large companies that want to run evaluation, goals and people development in one place.
  • Highlights: customizable performance evaluation, OKRs and goals, feedback with a recognition wall, 1:1s, development plans, succession, pulse surveys and people analytics. The vendor mentions integration with Google Calendar, Slack, Outlook and HR systems.
  • What it does not cover: in the pages we reviewed, there is no mention of reading Git data, PRs or AI usage. The evaluation depends on what managers and peers record.
  • Pricing: not disclosed on the page we reviewed. Contracting goes through a contact form.

2. Feedz

Feedz is a people management platform focused on feedback culture and engagement, now part of TOTVS.

  • Who it is for: companies of varied sizes that want to combine performance evaluation and climate surveys. A case study published by Feedz itself shows it in use at a 60-person company.
  • Highlights: evaluation with competencies by role, 9Box, calibration committee, scheduling of feedback meetings and development plans, plus feedback, OKRs, 1:1s, eNPS and climate surveys.
  • What it does not cover: in the pages we reviewed, there is no mention of reading Git data, PRs or AI usage.
  • Pricing: B2B Stack lists a starting price of R$ 380 per month. Confirm with the vendor.

3. Sólides

Sólides presents itself as the largest HRTech for small and medium businesses and brings evaluation, 9Box, development plans and training together in one environment.

  • Who it is for: small and medium businesses that want quick implementation and close support, according to Sólides itself. A case study it published shows a tech company with more than 110 people.
  • Highlights: 90°, 180° and 360° evaluations, criteria and weights defined by HR, probation period evaluation, 9Box matrix, development plans generated from the results, a training platform (LMS), an AI Copilot for feedback and climate and turnover reports.
  • What it does not cover: in the pages we reviewed, there is no mention of reading Git data, PRs or AI usage. The results figures Sólides publishes are vendor claims, without independent verification.
  • Pricing: not disclosed in the pages we reviewed.

4. Gupy

Gupy is known for recruiting and offers the Gupy Performance module for the evaluation cycle, connected to the platform’s other areas.

  • Who it is for: HR teams that already use, or want to use, Gupy for recruiting, onboarding and training and prefer to keep everything on the same platform.
  • Highlights: 90°, 180° and 360° evaluations with self-assessment, a calibration committee to standardize criteria across leaders, a results matrix crossing performance and potential, OKRs and AI feedback summaries, development plans linked to training and dashboards for promotion and compensation decisions. The page mentions access control and audit trails aligned with LGPD (the Brazilian data protection law).
  • What it does not cover: in the pages we reviewed, there is no mention of reading Git data, PRs or AI usage.
  • Pricing: not disclosed. The page directs visitors to a demo.

5. Devint

Devint is a performance evaluation platform built for tech teams. It calculates each person’s score from technical work signals and structured human evaluation, in language that people outside the field can follow.

  • Who it is for: tech HR, product and business leadership and technical managers who need an objective basis to evaluate, promote and develop the people who write software, without reading code.
  • Highlights: the DevScore, the scoring system, brings together six dimensions with default weights (which can be customized): delivery pace, code contribution, technical competence, time tracking, behavior and AI and agent adoption. The score composition is open, there are reference ranges by level and the closing cycle is biweekly. This score logic comes from more than 8 years of Espresso Labs managing thousands of developers.
  • What it does not cover: Devint was not designed to organize the evaluation cycle of the entire company (forms, 1:1s, climate, OKRs for all areas). For that, the performance management platform keeps doing its job. Devint brings technical evidence into that cycle.
  • Pricing: talk to the Devint team through the contact form.

Comparison table

Tool Main focus Best suited for Reads technical data (Git, PRs, AI)?
Qulture.Rocks Evaluation, OKRs, feedback and development plans Medium and large companies Not mentioned in the pages reviewed
Feedz Evaluation, feedback and climate Companies of varied sizes Not mentioned in the pages reviewed
Sólides Evaluation, 9Box, development plans and training Small and medium businesses Not mentioned in the pages reviewed
Gupy Evaluation integrated with recruiting and training Companies that already use Gupy Not mentioned in the pages reviewed
Devint Performance evaluation for tech teams (DevScore) Tech HR, product and business, technical managers Yes, across six dimensions with caps

Which one to choose, depending on your situation

  • You do not have any platform yet and want to organize the cycle for the whole company: a performance management platform solves it. The choice usually depends on company size, integrations and whether you already use other products from the same vendor, as in the case of those who have Gupy for recruiting.
  • You already have a platform, but developer evaluation depends only on the manager’s opinion: keep the platform and add Devint, which brings technical work data into evaluation and promotion conversations.
  • Your pain is seeing productivity and AI usage in the tech team: the focus is on Devint, which measures these dimensions per person, with caps to prevent gaming.

Before signing any contract, take these questions to the demo:

  1. What data goes into a developer’s evaluation and who feeds it?
  2. What does each developer see of their own result and of their colleagues’ results?
  3. How does the tool prevent a developer’s numbers from being inflated?
  4. How does the result connect with the HR platform the company already uses?

Frequently asked questions

What is the difference between a performance management platform and Devint?

A performance management platform organizes the company cycle: evaluation forms, feedback, 1:1s and development plans. Devint calculates each developer’s DevScore from technical work signals and structured human evaluation. One takes care of the process, the other gives technical evidence for what is being evaluated.

Do I need to replace the HR platform I already use to adopt Devint?

No. Devint was not designed to replace the platform that organizes the company’s evaluation cycle. It complements that process with data on developers’ work, which the HR platform usually does not read. Evaluation and promotion conversations stay in the flow HR already knows.

How does HR evaluate devs without understanding code?

HR does not need to read code if the evaluation brings indicators translated into management language, with the same criteria across squads and managers. In Devint, the score is split into dimensions, each with reference ranges by level. The number opens the conversation, and the decision remains human.

Can a dev inflate their own score?

Devint was designed to prevent that. Each dimension has a cap, so going beyond the healthy range of commits or PRs adds no points. Structured human evaluation is also part of the calculation, balancing what the numbers alone do not show about each person’s work.

Next step

If your HR platform organizes the cycle, but developer evaluation still depends on each manager’s perception, that is the gap Devint fills. It turns technical work into a DevScore, with dimensions such as code contribution, technical competence and behavior, and delivers a reading HR can use without interpreting code.

  • Open composition: HR and the developer can see how each dimension contributes to the score.
  • Caps per dimension: more volume does not raise the score, so the number does not become a target to inflate.
  • Reference ranges by level: the promotion conversation starts from the same criteria across squads and managers.
  • Biweekly closings: HR follows progress throughout the cycle, without waiting for the annual review.

The score logic comes from more than 8 years of Espresso Labs managing thousands of developers. The number opens the evaluation conversation, but it never decides a promotion on its own.

See how Devint brings technical evidence into your evaluation cycle

Sources

See the DevScore applied to your team.

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