Growth is a weekly thing.
Not an annual reward.
The 1:1 is where growth either gets named or gets missed. Career paths, skill profiles, and talent reviews give managers something real to bring to that conversation. For HR, it's the first time the talent picture is actually clear.
Trusted by HR teams across the Netherlands
Every year the cycle resets.
None of these do.
People leave because they can't see a future.
Most employees don't leave over money. They leave because nobody ever showed them where they could go next. By the time the resignation lands on your desk, the conversation is months too late.
Half your team's skills are invisible.
You have the skills you need somewhere in the organisation. You just can't find them. Roles get filled externally because internal capability is invisible, and people who would have been great in another team never get asked.
Talent review is a spreadsheet exercise.
Once a year, HR pulls together a 9-box in Excel. The numbers go into a deck, the deck goes into a meeting, and nothing actually changes for the person whose name is in the box.
One system that makes development
more than a conversation.
Growth paths & career tracks
Concrete career paths per role and per team. Employees see what the next step looks like, what it requires, and how to get there. No more vague promises in a yearly review.
Skill matrix & gap analysis
Define what good looks like per role. Score skills during evaluations. See exactly where the team is strong, where the gaps are, and what to invest in next.
Talent review (9-box grid)
Replace the once-a-year Excel exercise with a structured talent review managers actually run together. Calibrate placements, capture motivation, and turn the grid into a decision-making tool.
Learning & certificates
Publish trainings, let employees enroll, and track participation. Branded certificates land in their portfolio automatically. Learning becomes part of the rhythm, not a side project.
Why teams keep using it.
Consistently.
A clear path. A development rhythm that holds. And a real view of the talent across your organisation.
"We'll talk about it next year" doesn't keep anyone. Treams turns career paths into something specific: this is your role to grow to, and these are the skills you need.
Most development plans get written in a review and never opened again. In Treams, growth goals sit next to performance goals and feedback, so the plan is part of every week's conversation.
Track how placements shift across cycles. Watch high potentials grow. Spot a team where nobody is moving and ask why. Talent is finally something you can see develop, not just measure once.
Stop having the same scoring debate every time. Skill profiles per role mean managers, employees, and HR all use the same definition of strong, solid, or still developing.
A talent review that lives only in a deck doesn't change careers. Treams ties placements to development plans, conversations, and goals. The review becomes the start of the work, not the end of it.
Every skill scored is a data point you keep. Search the organisation by capability. Staff a project from inside and show leadership that the talent they need is already in the building.
Deep integrations with the tools your team already runs on.
What our
clients say.
Ready to see it
for yourself?
Development doesn't happen on its own.
The weekly rhythm where growth actually gets noticed. Goals, 1-on-1s, and reviews that close the books, not write the story.
Is Treams ISO 27001 certified?
Yes. Treams is ISO 27001 certified. This demonstrates that information security is structurally embedded and part of our day-to-day way of working. Our Information Security Management System is actively managed by our Security Officer. We continuously monitor risks, areas for improvement, incidents, and changes relevant to the security of customer and employee data. Upon request, we can share the ISO 27001 certificate and additional security documentation.
Where is our data stored and processed?
Treams uses carefully selected subprocessors for, among other things, hosting, storage, support, product features, and payment processing. The subprocessors page describes, for each subprocessor, the purpose for which it is used, what data is processed, where the data is stored, and the applicable retention period.
The primary hosting and processing of data in OnTreams takes place within Europe, including via Amazon Web Services and Microsoft Azure. The current list of subprocessors is available at: https://treams.com/hr-software/security-privacy/subverwerkers/
How is access to Treams secured?
Treams supports Single Sign-On and two-factor authentication to prevent unwanted access to the system. In addition, Treams works with various roles and authorization levels. This allows a customer to determine which users have access to which parts and data within the platform.
Can employees collect external feedback?
Yes. The 360° feedback module supports external feedback collection. This is useful for employees who work closely with clients, partners, or contractors. You can choose to enable or disable this on a company level of course.
How much work is it to get both organisations on board?
Less than you think. Through automatic integrations, we bring the systems of both organizations together into one new source of truth, without you having to figure it out manually. And we have a wealth of best practices from organizations where two cultures had to become one new culture. So you don't have to reinvent the wheel.