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Your CRM can already tell you what happened. What it cannot do is put a live target in front of a consultant on a Tuesday, on the metric their desk actually earns on.
Reporting explains the month. Perform changes it.
features and benefits
Targets on any metric, not just a few.
Financial or activity, individual, team or brand, over any period you define. A contract desk earns on extensions and running margin, not placement counts, and a board on the wrong metric is worse than no board at all.
Rankings that show movement.
Multiple rankings, and change in position as well as absolute standing. A strong week counts for someone who will never be top biller, which is the difference between a board that motivates the whole floor and one that only motivates the top three.
Everyone gets their own scorecard.
Pace against target, activity mix and conversion for each consultant ready for a one-to-one. Both people start from the same numbers instead of from impressions.
On the wall without a second vendor.
TV mode cycles live boards and celebrates deals on a screen on the floor, included rather than licensed per screen. A wallboard you can buy is table stakes. A wallboard already inside your CRM is not.
Why, not just whether.
Conversion ratios across the funnel, from outreach to reply, CV to interview, interview to placement, by consultant and team. Volume and quality measured together, so a target becomes a diagnosis.
The read, without building the analysis.
AI writes a plain summary of how each consultant is tracking and suggests the next action, with the underlying numbers visible. A suggestion for the manager, not a verdict on the person.
From the record to the board
From the record to the board, with nothing in between.
Most gamification tools puts numbers on a screen. They do it from a copy of your data, which arrived overnight and measures whatever the sync gave it. Here is what the difference looks like at each step.
Set the target.
Any metric in Seven20, from calls and CV submissions to placements, margin and contractor extensions.
For a person, a team or a brand.
It updates as the work happens.
Progress moves when the record moves.
No overnight sync, no spreadsheet, no second definition of what a submission is.
Put it where people see it.
Leaderboards, scorecards and TV mode on the floor.
Visibility controls decide who can see whose numbers, and where a board can be displayed.
Act while it still matters.
Conversion analytics show where the funnel is leaking and an AI summary suggests the next best action.
Mid-month, rather than at month-end review.
The AI reads the numbers.
The manager makes the call.
Everyone sees the same data.
Because these are ordinary Salesforce records, sharing rules, permission sets and audit trails apply as standard. You choose the metrics, the ranking design and who can see whose numbers, and every AI-generated summary shows the figures it came from.
The full Seven20 solution.
Other product areas
Every part of your business in one place. No integrations to maintain, no data gaps between teams.
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Mid and back office
Billing, timesheets, payroll data and compliance on the same records as the placement.
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ready to get started?
Put your own numbers on a board and see what you would have caught.
Bring last month’s numbers. We’ll set the targets your desks actually earn on, show you the same month as a live board and a set of conversion ratios, and you can tell us which conversation you would have had earlier.
Frequently asked questions
Any metric in Seven20, financial or activity, for an individual, a team or a brand, over a period you define. That includes calls, CV submissions, sendouts, interviews, placements, margin, contractor extensions and redeployment rate. Most tools ship a fixed KPI set or meter the number of metrics by tier, which is a problem the first time an exec search desk and a high-volume temp desk have to share a board.
You decide, per metric, per group and per display. Visibility controls determine who can see whose figures and where a board can be shown, so a partner-level desk is not ranked on call volume on a screen in reception. Because these are Salesforce records, standard sharing rules and permission sets apply on top.
It is a fair question, and the answer depends on how you configure it, which is why the controls are the product. Displaying named individual performance is a form of worker monitoring, so it needs to be necessary, proportionate and transparent to the people being measured, and most firms will want a data protection assessment before a board goes on a wall.
Perform gives you the visibility controls to scope that, transparency for the individual through their own scorecard, and an audit trail on what was shown and what the AI generated. Your data protection lead can answer their questions from the product rather than from a policy document, and we are happy to walk through the configuration with them.No. It reads the same numbers a manager would and writes a summary of how someone is tracking, with a suggested next action and the underlying figures visible alongside it. It is a suggestion to a human, never an automated decision, and the manager remains accountable for the judgement. We are building this with human oversight, worker transparency and an audit trail as requirements rather than settings, because AI evaluation of people at work is heading towards formal regulation and we would rather be early.
Dashboards report. Perform manages. Native Salesforce has no targets against arbitrary recruitment metrics, no leaderboards, no gamification and no office display mode, and a personalised per-user view means a dynamic dashboard, which Salesforce caps at five per org on Enterprise Edition and ten on Unlimited. Five scorecards is not a scorecard programme for a business with forty consultants.
No. TV mode is part of Perform, included rather than licensed per screen. It is worth knowing that the category leader in recruitment CRM does not ship this natively and sells a partner gamification app through its own marketplace instead, so the alternative is a second contract, a second security review and a sync that will eventually be wrong on the morning everyone is looking at the board.
It will, if it only ranks absolute standing. That is why Perform ranks movement as well as position, supports multiple rankings rather than one league table, and lets you run team-level boards where individual ranking is not appropriate. The independent research on sales rankings is clear that design changes both performance and retention, so the honest answer is that configurability matters more than gamification.
Not usefully, if you measure conversion alongside volume. Perform reports ratios across the funnel, so a hundred low-quality calls that convert nothing shows up as exactly that. Quality and velocity sit next to quantity rather than replacing it.
Team leads and managers. See who is behind while you can still do something about it, and start one-to-ones from shared numbers.
Consultants. Always know where you are against target, not just where you finished.
Leadership. One set of numbers, from the system that holds them, with no reconciliation exercise first.
IT and finance. No gamification vendor, no per-screen licence, no second data pipeline, and employee performance data that never leaves the system of record.
System admins. You choose the metrics, the rankings and who sees whose numbers.
Yes, but configured differently. Exec search desks typically target pipeline coverage, client meetings, retained mandates won and milestone progress rather than placement volume, and use rankings sparingly, weighted to movement and team-level metrics. The point of "any metric" is that a partner-level desk and a temp desk in the same business do not have to share a definition of performance.