Multi-rater feedback, scored properly.
Self, manager, and peer perspectives on one instrument — aggregated with a scoring model built for rater networks, not spreadsheets.
Who runs 360s on Ascent
People & culture teams
Run leadership 360s across a whole management layer without hand-building a rater matrix in a spreadsheet.
Coaches & consultants
Deliver white-labeled multi-rater instruments to clients under your own brand and methodology, not ours.
L&D and talent functions
Track competency growth between rating cycles and benchmark cohorts of managers against each other.
One form. Every rater relationship.
360° and 180° feedback are the same mechanism at different scale — 180° drops the peer/direct-report layer and keeps self + manager. Ascent handles both with the same building blocks.
Define raters, not just questions
Build one question set, then assign rater relationships — self, manager, direct report, peer — as cohorts. Conditional logic and piping keep the same form relevant to every rater group without duplicating it.
Score with the networked model
Ascent's networked scoring model is built for exactly this: it aggregates scores across a web of raters and relationship types, rolling individual responses up into per-competency and overall ratings automatically.
Compare views, not just averages
Self-vs-others gaps, manager-vs-peer deltas, and blind-spot flags all come from the same underlying rollups. Benchmark a leader's result against a percentile, an average, or a seeded target — up to three on one chart.
Turn ratings into feedback
AI Interpret scores open-text comments against your rubric, and the tile report builder assembles a narrative feedback report per leader — with drilldowns into every competency and rater group.
An example flow, end to end
Build the instrument once
Author competencies and behavioral questions in the editor. Use sliders, matrix grids, and rankings alongside free text for qualitative comments.
Assign rater cohorts
Invite the subject, their manager, and a peer/direct-report cohort. Each rater relationship is tracked as its own cohort so results can be sliced by relationship type later.
Collect responses
Raters complete the same underlying form; conditional logic tailors wording per relationship (e.g. 'my manager' vs 'this person') via piping.
Score with the networked model
Ascent rolls every rater's answers into competency scores, then into an overall rating — weighted however your framework requires.
Deliver the report
A tile-based report shows self vs. others, benchmarks against the cohort average or a percentile, and AI-drafted narrative feedback the subject can discuss live with AI Discuss.
Confidentiality by design
Tenant-isolated data and TOTP MFA protect sensitive rater responses, and rater identities can be aggregated so subjects see grouped peer feedback, not attributed comments.
Iteration tracking
Re-run the same 360° next cycle and Ascent tracks difference scores automatically — so a leader's report shows movement per competency, not just a snapshot.
- Self / manager / peer cohorts
- Networked scoring
- Piping & conditional logic
- AI Interpret + AI Discuss
Related: see how the same networked scoring model powers team assessments and how cohorts feed maturity diagnostics.
Build your first 360° on Ascent.
Free to start — your framework, your branding, live in minutes.