CerQlar—increased HR processes transparency
CerQlar—increased HR processes transparency
CerQlar—increased HR processes transparency
CerQlar—increased HR processes transparency
CerQlar is a fast-growing product company. While focused on innovation and delivery, the company’s rapid growth had its difficulties in terms of scaling its performance management capabilities.
CerQlar is a fast-growing product company. While focused on innovation and delivery, the company’s rapid growth had its difficulties in terms of scaling its performance management capabilities.
CerQlar is a fast-growing product company. While focused on innovation and delivery, the company’s rapid growth had its difficulties in terms of scaling its performance management capabilities.
Renewable Energy
HR
SaaS
Client
Client
CerQlar
CerQlar
CerQlar
Date
Date
2024
2024
2024
Role
Role
Development partner
Development partner
Development partner
Website
Website
www.cerqlar.com
www.cerqlar.com
www.cerqlar.com
CerQlar—increased HR processes transparency
CerQlar—increased HR processes transparency
CerQlar—increased HR processes transparency
Client overview
Client overview
Client overview
In 2021, we partnered up with CerQlar, a Dutch company setting new energy attribute certificate trading standards in Europe, to help ramp up their team.
CerQlar is a fast-growing product company with a lean team of under 50 employees. While focused on innovation and delivery, the company’s rapid growth had its difficulties in terms of scaling its performance management capabilities.
It became clear that CerQlar needed additional HR support in order to create a more structured, transparent, and fair approach to performance management and improve the team’s satisfaction rate.
In 2021, we partnered up with CerQlar, a Dutch company setting new energy attribute certificate trading standards in Europe, to help ramp up their team.
CerQlar is a fast-growing product company with a lean team of under 50 employees. While focused on innovation and delivery, the company’s rapid growth had its difficulties in terms of scaling its performance management capabilities.
It became clear that CerQlar needed additional HR support in order to create a more structured, transparent, and fair approach to performance management and improve the team’s satisfaction rate.
In 2021, we partnered up with CerQlar, a Dutch company setting new energy attribute certificate trading standards in Europe, to help ramp up their team.
CerQlar is a fast-growing product company with a lean team of under 50 employees. While focused on innovation and delivery, the company’s rapid growth had its difficulties in terms of scaling its performance management capabilities.
It became clear that CerQlar needed additional HR support in order to create a more structured, transparent, and fair approach to performance management and improve the team’s satisfaction rate.
The challenge
The challenge
The challenge
Brightgrove has been collaborating with CerQlar for several years, originally expanding and managing development teams. However, as the engineering team grew in both size and seniority, several systemic challenges emerged:
• Limited visibility for financial and workforce planning. Without structured performance processes, CerQlar couldn’t forecast budgeting changes or workforce development needs;
• Talent retention risk. The team was frustrated and uncertain because people’s growth paths were inconsistent and unclear;
• Unstructured performance reviews. The performance review process was not optimal and competence-based matrices weren’t developed with each direction’s specific needs in mind.
It was a pivotal moment: either continue with an ad-hoc approach — or build a performance management/review system that could scale with the team.
Brightgrove has been collaborating with CerQlar for several years, originally expanding and managing development teams. However, as the engineering team grew in both size and seniority, several systemic challenges emerged:
• Limited visibility for financial and workforce planning. Without structured performance processes, CerQlar couldn’t forecast budgeting changes or workforce development needs;
• Talent retention risk. The team was frustrated and uncertain because people’s growth paths were inconsistent and unclear;
• Unstructured performance reviews. The performance review process was not optimal and competence-based matrices weren’t developed with each direction’s specific needs in mind.
It was a pivotal moment: either continue with an ad-hoc approach — or build a performance management/review system that could scale with the team.
Brightgrove has been collaborating with CerQlar for several years, originally expanding and managing development teams. However, as the engineering team grew in both size and seniority, several systemic challenges emerged:
• Limited visibility for financial and workforce planning. Without structured performance processes, CerQlar couldn’t forecast budgeting changes or workforce development needs;
• Talent retention risk. The team was frustrated and uncertain because people’s growth paths were inconsistent and unclear;
• Unstructured performance reviews. The performance review process was not optimal and competence-based matrices weren’t developed with each direction’s specific needs in mind.
It was a pivotal moment: either continue with an ad-hoc approach — or build a performance management/review system that could scale with the team.
Our solution
Our solution
Our solution
We initiated a structured, collaborative approach to bring transparency, consistency, and long-term value to CerQlar’s engineering talent management.
We initiated a structured, collaborative approach to bring transparency, consistency, and long-term value to CerQlar’s engineering talent management.
We initiated a structured, collaborative approach to bring transparency, consistency, and long-term value to CerQlar’s engineering talent management.
Brightgrove proposed implementing a performance management framework tailored to CerQlar’s as part of our commitment to long-term partnership value.
Brightgrove proposed implementing a performance management framework tailored to CerQlar’s as part of our commitment to long-term partnership value.
Brightgrove proposed implementing a performance management framework tailored to CerQlar’s as part of our commitment to long-term partnership value.
Leveraging our internal frameworks, we adapted Brightgrove’s universal competency matrices to reflect CerQlar’s specific tech stack, role expectations, and business goals.
Leveraging our internal frameworks, we adapted Brightgrove’s universal competency matrices to reflect CerQlar’s specific tech stack, role expectations, and business goals.
Leveraging our internal frameworks, we adapted Brightgrove’s universal competency matrices to reflect CerQlar’s specific tech stack, role expectations, and business goals.
We implemented a hybrid performance evaluation process that combined 360° feedback, self-assessments, and tech lead assessments. The process culminated in joint performance reviews involving the engineer, their tech lead, Brightgrove’s HR partner, and CerQlar’s Head of Engineering.
We implemented a hybrid performance evaluation process that combined 360° feedback, self-assessments, and tech lead assessments. The process culminated in joint performance reviews involving the engineer, their tech lead, Brightgrove’s HR partner, and CerQlar’s Head of Engineering.
We implemented a hybrid performance evaluation process that combined 360° feedback, self-assessments, and tech lead assessments. The process culminated in joint performance reviews involving the engineer, their tech lead, Brightgrove’s HR partner, and CerQlar’s Head of Engineering.
Each specialist received a detailed, tailored PDP. Together with the client, we created transparent growth paths tied to specific timelines and clear skill upgrade requirements.
Each specialist received a detailed, tailored PDP. Together with the client, we created transparent growth paths tied to specific timelines and clear skill upgrade requirements.
Each specialist received a detailed, tailored PDP. Together with the client, we created transparent growth paths tied to specific timelines and clear skill upgrade requirements.
We introduced a forecasting mechanism to help CerQlar align performance-based growth with budget planning.
We introduced a forecasting mechanism to help CerQlar align performance-based growth with budget planning.
We introduced a forecasting mechanism to help CerQlar align performance-based growth with budget planning.
Outcomes
Outcomes
Outcomes
Engineering team covered
14 engineers in scope
14 engineers in scope
Forecasting horizon enabled
Up to 12 months in advance
Up to 12 months in advance
Time to rollout
1–1.5 months from proposal to full matrix alignment
1–1.5 months from proposal to full matrix alignment
Motivation boosted
By forming structured growth paths and clear expectations
By forming structured growth paths and clear expectations
Reduced management overhead
43.5% less time spent on ad-hoc performance discussions
43.5% less time spent on ad-hoc performance discussions
Precision in talent acquisition
Improved hiring strategy — CerQlar can now plan seniority balance and target specific skill gaps
Improved hiring strategy — CerQlar can now plan seniority balance and target specific skill gaps
Proactive cost avoidance
Cost optimization — proactive employee development initiatives prevented reactive counteroffers and emergency hires
Cost optimization — proactive employee development initiatives prevented reactive counteroffers and emergency hires
Elevated client trust
Enhanced client confidence in team stability and development roadmap
Enhanced client confidence in team stability and development roadmap
What's next
What's next
What's next
We’re currently extending the process to the rest of the engineering team and planning the next evolution — what comes after Senior level and potentially for non-engineering positions.
Additionally, we’re packaging this framework as a standalone Performance Enablement Service for other clients lacking dedicated HR functions — particularly fast-growing tech companies in the 20-100 employee range.
We’re currently extending the process to the rest of the engineering team and planning the next evolution — what comes after Senior level and potentially for non-engineering positions.
Additionally, we’re packaging this framework as a standalone Performance Enablement Service for other clients lacking dedicated HR functions — particularly fast-growing tech companies in the 20-100 employee range.
We’re currently extending the process to the rest of the engineering team and planning the next evolution — what comes after Senior level and potentially for non-engineering positions.
Additionally, we’re packaging this framework as a standalone Performance Enablement Service for other clients lacking dedicated HR functions — particularly fast-growing tech companies in the 20-100 employee range.
Why it worked
Why it worked
This wasn’t a top-down enforcement — it was a need that emerged from within the team. Engineers were asking: “What’s next for me?” Brightgrove identified this early and built a solution that worked for developers, client team leads, and business stakeholders alike.
Key success factors:
Existing trust — open communication with CerQlar’s Head of Engineering enabled rapid buy-in
Practical approach — framework addressed immediate pain points while building for the future
Collaborative design — solution worked for developers, leads, and business stakeholders
Proven methodology — leveraged Brightgrove’s tested competency frameworks
Download extended case study in .pdf
Download extended case study in .pdf