For managers & team leaders
Meet Mivo
Know what your team can do before you commit them to it.
Mivo runs the team that has to deliver. What they have to go on is an impression of who is good at what — built up in meetings, updated rarely, and impossible to hand to anyone else. The gap usually announces itself once the work is already late.
Team performance
+31%
vs last quarter↑
Goal attainment
91%
Above target↑
Engagement score
88%
Above benchmark↑
Mivo at a glance
Role
Manager / Team Leader
Answers for what the team ships and who is ready for what.
Primary goal
Staff the work with people who can do it
Match what each job needs against what each person has shown.
Main challenge
Ratings that are really opinions
No written standard, so a good week and a good engineer look alike.
Leadership style
Coach, once there is something to coach on
Willing to have the hard conversation, given evidence to have it about.
What matters to Mivo
Who can actually take this
Not who is free — who has done the thing before.
Whether a rating will hold up
Enough behind it to repeat in a promotion discussion.
What each person works on next
One rung, chosen because the role needs it.
Something specific to say
A named level beats another round of “keep it up”.
Progress people can see
A level that moved is a win nobody has to be told about.
What keeps Mivo up at night
Finding the gap in week six
The skill the plan assumed was there, discovered by the work stalling.
One person carrying a skill
Everything of a certain kind quietly routes to the same desk.
A promotion case that is a feeling
Certain the person is ready, unable to show why on paper.
The good one leaving
Nothing written down about what they knew until it is gone.
Two managers, two scales
The same person rated differently depending on who is asked.
What Mivo needs from PDP Quest
One page for the whole team
Every person, every skill that matters to the role, at the level they hold.
A standard they did not write
Levels defined once for the organisation, so their ratings mean the same as anyone's.
Plans with one rung in them
The next level up, not a reading list. Small enough to finish before the next review.
A way to confirm what they see
Manager verification, recorded with a name against it, for the skills a test cannot reach.
Something to bring to calibration
Evidence that survives the room, rather than an argument to be won.
What Piko, the AI coach, does for Mivo
Reads the team as it is this morning
Who holds which level right now, rather than who held it when the sheet was last updated.
Warns you before the leave request
A skill exactly one person on the team holds is a risk with a name attached to it.
Tells you who to put on the work
The people who have already passed the level the job needs, before you go on instinct.
Arrives at the 1:1 with a subject
One gap, one target and an opening sentence, instead of asking how things are going.
Arms you for calibration
When two managers disagree about the same person, a dated level outlasts an adjective.
You already know your team. Piko writes down the half of it nobody can hold in their head — who is where, on what, and since when.
Manage from what people have shown.
Not from how the last month felt.
PDP Quest gives you a record of your team you did not have to assemble: levels measured against the same standard everyone else uses, the gaps that will stall the work, and a plan for each person that fits inside a quarter.
- The team as it is
- One rung at a time
- Ratings that hold up
