The HR you own
Why we built this.
HR for people, not companies. OffbookHR is the HR you own — feedback only you can read, straight answers, and a record of your growth that stays with you. The most useful things about your career shouldn't be locked inside whatever company you happen to work for.
A note about who built this
We kept watching the same thing happen everywhere: the real feedback never got said out loud, the reviews and development plans stayed behind, and every job change meant starting the story over. The growth was real. None of it was portable. OffbookHR is the HR we wished we'd owned at every one of those jobs — feedback the company never sees, and a record that leaves with you.
— The team behind OffbookHR
What we built
What we built.
- Get honest feedback
- One private link that brings back feedback only you can read — anonymous if the writer chooses, never visible to your employer.
- Know your options
- Pick what's happening at work — a layoff rumor, a raise you want to ask for, time you need away — and get a straight answer: what you're owed, who can help, and what to do next.
- Own your record
- Everything you build here — feedback, reflections, goals, wins — deposits into one record you can export any time. It follows you when you change jobs.
The problem
Your career data is locked inside your employer's systems
Your performance reviews, 360 feedback, and coaching notes live in whatever HR platform your employer picked this year. When you change jobs — and the average tenure is under four years, so you will — none of it comes with you:
- The feedback you received. Gone.
- The growth you demonstrated. Gone.
- The patterns in how you show up at work. Gone.
Every job change is a hard reset on your professional development. This is not just inefficient. It is backwards.
How it works
Why this actually works.
Three pieces that have to be in place at the same time. Most products give you one. We built the loop.
The person
Owns the record. Captures feedback, reflections, goals, and growth as they actually happen — not what last year's performance review said about them. The data follows the person, not the org chart.
The team
Gives feedback, unfiltered. Anonymously, on a short set of questions. Because the company can't see any of it, people actually tell the truth — often for the first time in their careers.
The loop
Closes outside HR. People see what their team says. The team sees behavior change. None of it touches the company's systems, gets calibrated against a competency model, or ends up in a performance review packet.
Each piece on its own is incomplete. Together they're what real development actually looks like — and what enterprise HR has never been able to deliver, because the company is in the room.
What we believe
What we believe.
Career development belongs to the person, not the company. The data — what you've reflected on, the feedback you've received, the goals you've set — should follow you across every job, the same way your skills do. A system that resets every four years isn't broken in some subtle way; it's backwards by design. The company is paying for the tool, so the company owns the data, so the tool is built to serve the company. We think the tool should be built to serve the person it's actually about.
Feedback worth having only exists in places where the employer can't see it. Every system that funnels feedback through HR turns into theater — calibrated, sanitized, packaged for a performance review. Real feedback is sharper than that, and it only comes out when the people giving it know it isn't going to be used against anyone. The whole platform is built around protecting that.
The thinking behind it