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Melbourne VIC, Australia Strategy, M&A
Senior
17 years experience
  • Performance Appraisal
  • Financial Modeling
  • Business Strategy
  • M&A
  • +8
Hire Tim
Berlin, Germany M&A, Venture Capital
Senior
10 years experience
  • Performance Appraisal
  • Financial Modeling
  • M&A
  • Financial Analysis
  • +5
Hire Peter
Erlenbach, Switzerland Strategy, M&A
Manager
8 years experience
  • Performance Appraisal
  • Financial Modeling
  • M&A
  • Corporate Finance
  • +6
Hire Svetlana
M&A, Private Equity
Manager
8 years experience
  • Performance Appraisal
  • Financial Modeling
  • Business Strategy
  • M&A
  • +20
Hire Christian
Budapest, Hungary Venture Capital
Senior
7 years experience
  • Performance Appraisal
  • Financial Modeling
  • Business Strategy
  • Business Development
  • +14
Hire Gergely
Hamburg, Germany M&A
Associate
2 years experience
  • Performance Appraisal
  • Financial Modeling
  • M&A
  • Corporate Finance
  • +5
Hire Jonas
Zürich, Switzerland Strategy, FinTech
Manager
4 years experience
  • Performance Appraisal
  • Business Strategy
  • Business Development
  • Project Management
  • +6
Hire Simon
Los Angeles, CA, USA Strategy, M&A
Senior
6 years experience
  • Performance Appraisal
  • Financial Modeling
  • Business Strategy
  • M&A
  • +6
Hire Matthew
Our performance appraisal consultants help our clients review and assess the performance of any employee in order to determine progress towards reaching performance goals, both for individual and organization.

Fintalent is the fastest way to get hyper-specialized M&A talent

Talent with experience at

Frequently asked questions

What clients usually engage your Performance Appraisal Consultants?

We work with clients from all over the world. Our clients range from enterprise and corporate clients to companies that are backed by Private Equity or Venture Capital funds. Furthermore, we work directly with Family Offices, Private Equity firms, and Asset Managers. Most of our enterprise clients have dedicated Corporate Development, M&A, and Strategy divisions which are utilizing our pool of Performance Appraisal talent to add on-demand and flexible resources, expertise, or staff to their in-house team.

How is Fintalent different?

Fintalent is not a staffing agency. We are a community of best-in-class Performance Appraisal professionals, highly specialized within their domains. We have streamlined the process of engaging the best Performance Appraisal talent and are able to provide clients with Performance Appraisal professionals within 48 hours of first engaging them. We believe that our platform provides more value for Corporates, Ventures, Private Equity and Venture Capital firms, and Family Offices.

Our Hiring Process – What do ‘Community-Approach’ and ‘Invite-to-Apply’ mean?

‘Invite-to-Apply’ is the process by which we shortlist candidates for the majority of projects on our platform. Often, due to the confidential nature of our clients’ projects, we do not release projects to our whole platform but using the matching technology and expertise of our internal team we select candidates who are the best fit for our clients’ needs. This approach also ensures engagement with our community of professionals on the Fintalent platform, and is a benefit both to our clients and independent professionals, as our freelancers have direct access to the roles best suited to their skills and are more likely to take an interest in a project if they have been sought out directly. In addition, if a member of our community is unavailable for a project but knows someone whose skill set perfectly fits the brief, they are able to invite them to apply for the role, utilizing the personal networks of each talent on our platform.

Which skills and expertise do your Fintalents have?

The Fintalents are hand-picked and vetted Performance Appraisal professionals, speak over 55 languages, and have professional experience in all geographical markets. Our Performance Appraisal consultants’ experience ranges from 3+ years as analysts at top investment banks and Strategy consultancies, to later career C-level executives. The average working experience is 6.9 years and 80% of all Fintalents range from 3-12 years into their careers.

Our Performance Appraisal consultants have experience in leading firms as well as interfacing with clients and wider corporate structures and management. What makes our Performance Appraisal talent pool stand out is the fact that they have technical backgrounds in over 2,900 industries.

How does the screening and onboarding of your Performance Appraisal talent work?

Fintalent.io is an invite-only platform and we believe in the power of referrals and a closed-loop community. Members of our community are able to invite a small number of professionals onto the platform. In addition, our team actively scouts for the best talent who have experience in investment banking or have worked at a global top management consultancy. All of our community-referred talent and scouted talent are subject to a rigorous screening process. As such, over the last 18 months totaling more than 750 hours of onboarding calls, of which only 40% have received an invite-link after the call.

What happens if I am not satisfied with my Performance Appraisal consultant’s work?

During your initial engagement with a member of our Fintalent talent pool with no risk. If you are not satisfied with the quality of your hire for any reason then we are able to find a replacement at short notice. There is no minimum commitment per project, but generally projects last at least 5 days and can last 12+ months.

We are a community-based M&A staffing platform.

With our platform, you can fill full-time M&A roles, or staff your team with a Performance Appraisal expert when you need an extra hand.

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Hire the best talent for your Corporate M&A team. Our platform approach gets you in front of the right candidates, incredibly fast.

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Everything you need to know about Performance Appraisal

Performance appraisal is the process of reviewing and assessing the performance of any employee. This includes all employees from your lead employees to your front-line staff, to even including yourself in this process. Your corporate culture plays a significant role in what type of performance evaluation system you utilize for your company.

The performance appraisal system that you use should reflect how it targets specific goals and objectives for each individual employee within your company, which is why we have provided a list of ideas that get you started on developing a custom plan for each employee’s needs.

When done effectively, performance appraisals can help eliminate the need for costly and time consuming termination processes which result in unnecessary emotional stress on these employees as well as hurt morale among other employees.

Performance appraisal is the process used to determine progress towards reaching performance goals, both individual and organizational. It is a formal and structured process of review for purposes of evaluating performance against set objectives. Performance appraisals are not just for the purpose of grading an employee’s work, but also to assist managers in improving an employee’s job performance.

The main benefit of a performance appraisal system is that it allows the organization and the manager to evaluate what strengths an employee possesses, what weaknesses they exhibit, how they can improve themselves and how they can improve the organization as a whole. Performance appraisals are based on specific key performance indicators that are every person’s responsibility within every organization.

There are many different areas that can be measured through performance appraisals and these key performance indicators help establish standards in every organization. Examples of key performance indicators include:

Peer feedback – This includes evaluating the opinions of other individuals (peer evaluators) and how they view a person’s work performance. Peer evaluation helps you determine if there are any skills or abilities present within an individual that may be beneficial to the people around them, or if they may have opportunities to develop or improve their skills. You can also find out if they have any issues with their ability to complete projects as well as breakdowns in communication between team members regarding tasks due to misunderstandings of assignments.

Employee self-evaluation – This involves an employee, who is being evaluated, to perform a self-assessment of their own performance within the organization. The employee will be analyzed and rated based on the results they provide.

Peer evaluation – Two employees (or more if you’d like), who are being evaluated as well as other employees within the organization, are asked to evaluate each other on their performance and compare the results with the ratings given by the manager. This will help determine how closely they match up with each other and what areas should be improved.

Performance benchmarks – This is where the manager and employee set certain goals and objectives that need to be met before a specific time frame. These goals are then compared to the employee’s performance to see if they are meeting expectations and/or exceeding it’s expectations.

Key employees – This entails using a list of key employees within the organization who can be used as reference points when you need to give feedback on performance assessments. Using this list of employees will help you establish a more effective process for giving feedback to your workers without having direct relationships with them.

Dealing with poor performers – If there is an employee that performs very poorly in your organization, you will need to document their performance and list exactly what constitutes as poor performance. Once you have this documented and a clear picture of the situation, then you will need to come up with a plan for dealing with these employees.

A performance appraisal plan should be created and followed throughout the duration of employment for every single employee within your company. If a company is not firm on it’s guidelines, employees can easily become unsatisfied with their jobs as well as management’s ability to perform it’s duties. Performance appraisals are only successful when they are supported by specific guidelines and carried out consistently throughout the duration of employment.

Because performance appraisals are very important, it should be carried out at least once every year. Each company is different and will have different methods in evaluating each employee, but the most important thing is that they carry out these appraisals fairly and accurately.

Looking for a different skillset?

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Case studies

Want to become a Fintalent?

»Fintalent is a unique M&A platform that matches corporates, VCs, family offices, and advisors with top M&A talents. They are right at the heart of M&A innovation and solve daily challenges in the M&A project business.«

Dr. Steffen Blase
Dr. Steffen Blase
Head of Mergers & Acquisitions of Volkswagen AG

»Our Fintalent was incredible. He always went a layer deeper. We now consider Fintalent a partner on all our new projects.«

Tiara Letourneau
Tiara Letourneau
CFOO, Rewrite Capital

»Fintalent gives me access to high potential strategy and M&A professionals, efficiently and fast. Their quality is unmatched in the industry. Fintalent is here to fundamentally change the way companies run high-impact M&A projects.«

Melik Salmi
Seyfi Melik Salmi
Senior Director Corporate Development & Strategy at SAP