RedCAT Systems
Custom-Built Performance and Compensation for Accelerating Talent

The world’s most forward-thinking organizations spend billions of dollars a year continuously pushing to get more out of their most important asset: their people. They then turn to RedCAT Systems for tools that put innovation into practice. RedCAT’s suite of people-management products is the tool of choice for those who want to accelerate. Companies from Silicon Valley to Wall Street choose RedCAT to go farther, faster by unlocking the full potential of their greatest asset.

As boards look to executive teams to more tightly manage their operations, every executive is looking to move faster and come out of the uncertainty stronger than before. People departments are looking to find the solutions that help deliver. RedCAT’s tools are purposefully built for speed, flexibility, and most of all, execution.

“Our clients traditionally prioritize flexibility and execution, and they believe that every employee has unique potential. We help them use technology to press the gas pedal,” says company CEO Matthew Gold. “The tools that we build help HR departments drive the agenda, especially in uncertain times. Facilitating innovation, efficiency, and speed help separate those who survive from those who don’t. For our clients, HR becomes a part of the solution.”

RedCAT Systems offers highly flexible HR, compensation, performance management, and reporting software that is built to fit every client. Companies in emerging technologies, healthcare, financial services, and media choose RedCAT’s solutions to help them focus and align their employee base, assess their workforce performance more holistically, and reward teams with more flexibility than the out-of-the-box competition.

This is crucial to not only improving employee satisfaction, engagement, and retention, but also to unlocking their potential for agility, productivity, and innovation. RedCAT’s client base believes that better HR tools lead to better performance, and they trust the company to develop the tools that they need to compete amongst tight competition.

Opening Window to New Opportunities

RedCAT’s performance management tools go beyond the traditional manager-entered rating. Taking cues from the processes developed and proven by leading technology companies, they quickly capture the essence of an employee’s performance, compared to the biggest, most important company priorities. This leads to a clear picture of every employee’s strengths and development areas compared to job requirements and the company roadmap. On top of that, rigorous calibration and promotion management tools help improve fairness, remove favoritism and subjectivity, and ensure that the best talent really is recognized.

Some companies are experimenting with ad-hoc teams to address problems, an approach pioneered by leaders such as Amazon, Google, and Spotify, and RedCAT is there to support them. New “team-based” evaluations accompany individual feedback, helping promote accountability for outcomes of entire initiatives and not just individual work. Currently deployed in strong engineering cultures but applicable elsewhere, this two-part framework allows companies to remove siloes while retaining traditional reporting lines. The next generation of performance products will see natural-language processing generate better data on company culture from text evaluations, richer manager evaluations that cast light on every people manager’s leadership development areas, and deeper skill evaluations that will ensure that every employee is in the right role, suggesting potential moves to HRBPs when mismatches are identified. Excellent performance tools help ensure that every employee is in the right role, are getting the feedback that they need to keep growing, and know what’s expected of them.

Compensation systems from RedCAT Systems enable companies to build compensation packages that fit a company’s needs and culture. Its systems are hyper-flexible, allowing compensation teams to reflect the unique compensation philosophy and needs of their specific institutions. Comp planning can be pushed to managers while centralized teams can set rigorous guard-rails to ensure both speed and compliance. Options can be turned on and off quickly, accommodating the inevitable in-cycle changes Some companies are working to improve engagement by bringing employees into the planning process. RedCAT’s compensation systems can let individual employees play a role in crafting their own unique comp packages. Employees can choose their preferred mix of stability and risk (adjusting sliders which trade-off among levels of base compensation, performance incentives, and equity) based upon their goals and the company’s defined guard-rails. That way, each employee can get a package customized to their needs and priorities. Next generation compensation tools will see machine-learning-based compensation adjustment recommendations, at-risk employee flagging, and market-adjustment offerings, where the data is sufficiently rigorous.

RedCAT tools easily integrate with existing HR systems to make data ingestion and management seamless. All of these tools come with near-live analytics and quantitative DEI-focused capabilities available to help HR identify areas of concern and address them in real-time (instead of waiting for the end of the cycle) and to create more equitable workspaces for all employees.

Customization: The Ladder to Success

A typical client engagement at RedCAT Systems begins by closely listening to and considering the client’s needs, goals, desired tools, security protocols, and geographic flexibility. From onboarding to deployment, it handholds them through every step to ensure smooth proceedings. It pairs clients with a team of solution consultants and engineers who guide them throughout the journey. This intense collaboration means that the software’s final iteration is ready for deployment between a few weeks to months, not years.

“The team you meet in your first few meetings is the team that will be with you year in, year out,” says Gold. “This facilitates a longstanding relationship between RedCAT and our clients.”

Not only is the deployment fast, but that collaboration ensures that clients are assured that the deployment feels built for them. The interface is customized to their style-guide and the client’s preferred metrics are tracked through its custom analytics and reporting tools.

We are working on new experiences. These tools will provide real-time feedback that directs employee development outside of performance cycles, and analytics capabilities that can identify superstar managers to capture and replicate what it is that makes them great

This in-depth insight into clients’ requirements and working styles pairs with a hyper-flexible code platform to allow RedCAT to design tools that make reporting for board and C-Suite executives nearly effortless. The tools themselves can automatically generate reporting documents based on leadership’s expectations, freeing HR professionals from manual data management and allowing them to focus on telling the story.

That flexible code base is RedCAT’s calling card—it can address clients’ specific needs and goals in ways that others can’t. For example, many financial services clients are hyper-focused on identifying and rewarding employees that generate the highest returns. For them, RedCAT crafted systems that not only analyze employee performance both quantitatively and qualitatively, but permit flexible, multiple-asset-based compensation packages that increase the odds of top-talent retention. For technology companies in the near-IPO phase, it can build systems that accommodate multiple equity classes and even in-house equity exchanges that provide employees access to the liquidity that employees can demand. It all comes down to the client’s unique needs.

Over the years, RedCAT Systems has witnessed many clients experimenting with different approaches. It knows where they succeed, where they fail, and what happens when they revert back to the norm. It has seen trends come and go and its experienced practitioners have an in-depth understanding of how different clients can use varying approaches to achieve success.

Excellence at its Peak

RedCAT is loath to identify its clients publicly. But it admits to having worked with Industry-leading social networks, ride-hailing apps, hospitals, hedge-funds, and stock exchanges, all of whom use its technology and share a common view on the potential of its employees. Managing complex security and compliance regimes is a part of the process for it, and the company handles clients from a few hundred employees to tens of thousands.

"Our clients traditionally prioritize flexibility and execution, and they believe that every employee has unique potential. We help them use technology to press the gas pedal."

RedCAT Systems has helped numerous clients craft perfect solutions over the years. It continues to use its decades of industry experience to its advantage to looking towards the future.

Its leadership believes that financial uncertainty will provide increased urgency as companies consider how to do more with what they have. Getting more from existing workforces is increasingly becoming a requirement for people-focused companies as they try to navigate the storm, and RedCAT is building tools and experiences that can help.

“We are working on new experiences,” says Gold. “These tools will, for example, provide real-time feedback that directs employee development outside of performance cycles, and analytics capabilities that can identify superstar managers to capture and replicate what it is that makes them great. It’s incredibly exciting to watch, and it’s all in the service of helping our clients go farther, faster.”