Turn performance management enquiries into discovery-call-ready leads
Ask prospective clients about their current review process, employee headcount, and approval authority up front, and collect existing review templates or job descriptions before the discovery call.
The exact intake your performance management leads complete
This is the real 7-question guided intake for Performance Management — the same flow your customers finish before you ever pick up the phone.
What a qualified performance management lead should tell you
Structuring or refining how an organization sets goals, delivers feedback, and manages underperformance, ranging from a first formal review cycle to a system that ties performance to compensation.
- Main Goal Performance Management
- Many Employees Would Be
- Have Formal Performance Review
- Authorized Approve Changes Hr
- Soon Want This Initiative
- Areas Most Relevant Performance
- Have Documented Job Roles
The questions your team needs answered
Every performance management intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| What is your main goal for performance management support? | Addressing underperformance carries the highest weight of the goal options, signaling a more urgent, higher-stakes engagement than an exploratory 'not sure yet' response. |
| How many employees would be included in this performance management effort? | The employee headcount tier tells you whether you're scoping a single-team review or an organization-wide rollout before you draft a proposal. |
| Do you currently have a formal performance review process in place? | Whether a formal review process already exists determines if the engagement is a from-scratch build or a refinement, which changes both scope and pricing. |
| Are you authorized to approve changes to HR processes for your organization? | Confirmed approval authority separates contacts who can actually sign a scope of work from stakeholders who still need to bring in a decision-maker. |
| How soon do you want this initiative underway? | Timeline weight distinguishes leads ready to move immediately from those just exploring, helping you prioritize discovery calls. |
| Which areas are most relevant to your performance management needs? | Selected focus areas tell you which specific frameworks, like PIPs or compensation-linking, to prepare before the call. |
| Do you have documented job roles and expectations for the employees involved? | Missing documented job roles signals that foundational HR groundwork may need to happen before performance criteria can be set. |
How Cliont scores performance management leads
Every answer is weighted automatically — no manual review required.
Value signals
- Build a new review process
- Improve an existing process
- Address underperformance issues
- Align goals across teams
- Authorized Approve Changes Hr: yes
- Within a month
Urgency signals
- Immediately
Disqualifiers
- Not sure yet
See the lead your team receives
Performance Management Lead
From first click to qualified lead
Follow prospects and clients through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the project
Smart questions adapt to their project and capture the full scope.
They share the details
The scope and any documents come attached, so you can scope before the first call.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for performance management workflows
| Cliont capability | Performance Management application |
|---|---|
| Multi-select tagging | Tags each lead by the focus areas they select (goal setting, feedback systems, PIPs, manager training, comp-linking) so you know which frameworks to prepare before the discovery call. |
| Weighted lead scoring | Weights the 'Address underperformance issues' goal and confirmed approval authority higher than exploratory or unauthorized responses, surfacing engagement-ready leads first. |
| Conditional branching | Uses the yes/no answer on whether a formal review process already exists to route the lead toward a 'build new' versus 'refine existing' framing. |
| Headcount-based sizing | Uses the employee-count tiers (1-10 through 201+) to give you a sense of engagement scope before you draft a proposal. |
| CRM routing | Sends qualified performance management leads, along with their authority status and timeline, directly into your CRM so nothing sits unscoped in an inbox. |
Common performance management lead scenarios
Building a first review process
No formal review process exists yet and job roles aren't documented, so the intake flags this as a from-scratch build rather than a refinement engagement.
Underperformance issue needs quick action
An authorized decision-maker wants to address underperformance immediately, combining the highest-weighted goal option with confirmed authority and an urgent timeline.
Enterprise-wide goal alignment project
A large organization (201+ employees) is selecting goal setting and manager training as focus areas, signaling a multi-department rollout rather than a single-team fix.
Exploring options, no authority yet
The contact selects 'Not sure yet' as the goal and 'Just exploring options' for timeline while lacking approval authority, so the lead needs a decision-maker looped in before scoping.
Compensation-linked performance overhaul
The client selects linking performance to compensation as a focus area, which often means the engagement should be coordinated with compensation planning work rather than treated as a standalone project.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book projects
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More human resources consulting intake templates
Performance Management lead-intake FAQs
What happens when a lead doesn't have authority to approve HR process changes?
The intake asks directly whether the contact can approve changes to HR processes, and answers of 'no' score lower so you know to involve the real decision-maker before investing time in a proposal.
Can the intake tell whether a company already has a review process in place?
Yes, it asks whether a formal performance review process currently exists, which tells you upfront whether the engagement is a new build or a refinement of something already running.
Does headcount affect how a lead is qualified?
The intake captures the number of employees involved, from 1-10 up to 201 or more, so you can gauge whether you're scoping a small-team project or an organization-wide rollout before the call.
How does the intake separate compensation-linked work from standard performance management?
One of the focus-area options is linking performance to compensation, so if a client selects it you'll know to potentially loop in Compensation Planning work rather than treating it as a standalone review project.
What documents does the intake collect before the discovery call?
It asks whether documented job roles and expectations exist for the employees involved, which tells you whether foundational HR documentation needs to be built before performance criteria can even be set.
How does urgency get reflected in the lead score?
The timeline question ranges from 'Immediately' to 'Just exploring options,' and answers closer to immediate carry more weight so time-sensitive underperformance issues surface above exploratory inquiries.
Turn performance management visitors into qualified clients
Give every performance management visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you take the first call.