Typical forMid-sized businessesChains and franchisesConsultanciesBoards
AI on leadership feedback. Names stay in the EU.
Sum up hundreds of comments from 360-degree reviews in minutes. GoalCube hides both the manager's and the employees' names, so the AI sees the patterns – not who said what.
- Honest feedback stays anonymousEmployees' names are hidden, so no comment can be traced back inside the AI.
- Patterns in minutesThe AI finds the themes that keep coming up across teams.
- People decide promotionsThe AI can recommend. A director decides and gives the reason.
| Manager | Team | Score (1–5) | |
|---|---|---|---|
| Sophie Murray | sophie.murray@example.com | Sales | 4,1 |
| Alexander Quinn | alexander.quinn@example.com | Development | 3,4 |
| Nadia Azzopardi | nadia.azzopardi@example.com | Customer service | 4,6 |
| Thomas Kennedy | thomas.kennedy@example.com | Finance | 2,9 |
Comment from an employee Sophie Murray sets clear goals, but she rarely has time for a chat. I miss having someone to bounce ideas off. Thanks, Simon from sales.
| Manager | Team | Score (1–5) | |
|---|---|---|---|
| [PERSON_1] | [EMAIL_1] | Sales | 4,1 |
| [PERSON_2] | [EMAIL_2] | Development | 3,4 |
| [PERSON_3] | [EMAIL_3] | Customer service | 4,6 |
| [PERSON_4] | [EMAIL_4] | Finance | 2,9 |
Comment from an employee [PERSON_1] sets clear goals, but the person rarely has time for a chat. I miss having someone to bounce ideas off. Thanks, [PERSON_5] from sales.
Sophie Murray: staff praise clear goals but want more support; suggest regular one-to-ones. Alexander Quinn: strong expertise, but decisions come late; suggest a fixed decision day. Nadia Azzopardi: high trust in the team and strong wellbeing.
[PERSON_1]: staff praise clear goals but want more support; suggest regular one-to-ones. [PERSON_2]: strong expertise, but decisions come late; suggest a fixed decision day. [PERSON_3]: high trust in the team and strong wellbeing.
Fictitious data. Point at a name or a pseudonym to see what belongs together.
What can you use AI for?
Choose a task. GoalCube works out the risk under the EU AI Act with fixed rules and tells you what to do.
Low risk when the AI only summarises and decides nothing. Both manager and employee names are hidden.
Promotion is listed in Annex III of the EU AI Act. A human decides and gives reasons; the AI may only recommend.
Low risk. The manager fine-tunes the plan with their own boss.
Emotion recognition in the workplace is banned (Article 5 AI Act).
The example is simplified. In GoalCube you answer a few questions, and the classification follows fixed rules.
What the law says
Managers are employees too
Reviews, promotion and dismissal of managers are decisions in an employment relationship – so they're high-risk when AI helps.
Annex III, point 4(b), AI Act
Anonymous feedback must stay anonymous
If you promised anonymous answers, the AI must not be able to trace a comment back to an employee. Remove names and small groups.
Article 5(1)(a) GDPR
A human decides
No manager may be promoted or dismissed based on an automated assessment alone.
Article 22 GDPR
Short and simplified. GoalCube helps you follow the rules; it is not legal advice.
Who becomes head of department? The leadership team decides.
The AI has compared results and feedback without names. The leadership team decides on each candidate and gives the reasons – and the decision can be shown afterwards.
Case facts
Nadia Azzopardi
- Current role
- Team lead, Customer service
- 360 score
- 4.6
- Results
- Customer satisfaction up from 72 to 88 in two years.
The AI’s recommendation
Move to interview
Reasoning: Highest 360 score and measurable results.
The AI is unsure about:
Audit log
- Decisions are saved here with the time and a timestamp.
Your staff keep working. GoalCube keeps track of the rest.
Low risk is approved automatically under fixed rules. Anything that needs a human lands on This week’s list – typically around 5 minutes a week.
Group the 212 comments from the 360 review into themes for each manager.
Here are three themes per manager. No comment can be traced back to an employee; the names are only in GoalCube.
4 awaiting a human · approx. 5 minutes
Waiting for you
- Decide on 3 candidates for head of departmentEmployment · AI has made a recommendation
- Confirm new use: 360-degree feedbackLow risk · no decisions
Approved automatically
- Summary of customer enquiriesLow risk · approved automatically on Monday
- Overview of supplier contractsLow risk · approved automatically on Tuesday
What you need
Start free with the overview. Add protection when you want to use AI on real data.
AI Map
Map
0 € per month
- AI inventory and AI policy
- Training with proof
- Deadlines, templates and report
Data Vault
Map and protect
from 9 € per month
- Everything in AI Map
- AI on your data, data stays in the EU
- Secret terms and documents
Data Vault + Human Decision
GoalCube for HR
from 15 € per month
- Everything in Data Vault
- A person decides on cases about people
- Passkey, log and timestamps
See all prices All prices are per month and exclude VAT. Pay yearly and get 2 months free. Prices apply from launch, which we expect in November 2026.
Questions and answers
Can we use AI on 360-degree feedback?
Yes, to find themes. Make sure employees' names are removed, especially in small teams, so your promise of anonymity holds. GoalCube hides names before the AI sees the comments.
Can the AI choose who gets promoted?
No. The AI can recommend, but a human has to decide. Promotion with AI support is high-risk under the EU AI Act, and Article 22 GDPR gives people the right to a human decision.
What if a comment is about someone's health?
Then it's sensitive. GoalCube hides the name; consider removing the health details completely before the AI sees them.
Read more
- AI in practice
AI in HR: What can you use AI for in employee matters?
2 min readMeeting notes, absence, bonuses, rotas and monitoring: see what is minimal risk, high-risk and prohibited when AI is used on employees.
- The EU AI Act explained
Human oversight of AI: what does the law require, and how do you do it?
3 min readHigh-risk AI needs human oversight: a person who understands it, can step in and can say no. What that looks like in practice – and how to document it.
- The EU AI Act explained
When is AI high-risk? Annex III explained for ordinary businesses
3 min readRecruitment, HR decisions, credit, insurance and education are high-risk under the AI Act. See the list, the exceptions and what to do from December 2027.
- GDPR and AI
How do we show that a human made the decision? GDPR Article 22 and AI
6 min readUsing AI on applicants or staff? A human must really decide. What GDPR Article 22 on automated decision-making and the EU AI Act require – and how to prove it.
Other solutions for employees
Ready to use AI on manager data?
We expect to launch in November 2026. Join the waitlist and we’ll let you know when you can get started.