Is this OKRs specifically, or any goal framework?

The model is objectives with measurable key results underneath, which is what OKRs are. If you call them something else but work the same way, it will fit.

What if a key result is not a number?

Then it is probably an objective or a task. The check-in asks for a number because a goal you cannot measure cannot drift, and drift is what this is for.

Does everyone need a seat?

Anyone who owns a key result or checks one in does. Reading the tree is part of the workspace.

Can we change a target mid-quarter?

Yes, and the change is recorded. A moved goalpost that everyone can see is healthier than one that quietly moved.

OKR Hub

Objectives and key results that stay honest.

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Set objectives, roll key results up through the org, and check in on a rhythm instead of at the end of the quarter.

Why it exists

Objectives are usually written with real care in the first week of the quarter and then not opened again until somebody has to report on them. By then the number is whatever it is, the story is written backwards to fit it, and the goal that was supposed to steer the quarter turns out to have described it instead.

OKR Hub is built around the check-in rather than the document. Key results get a number and a confidence level on a weekly rhythm, and when confidence falls the drift shows up while there is still quarter left to do something about it. The tree rolls up, so a leader can see which parts of the org are carrying the goal and which are quietly behind.

Inspired by the way this was run at Google: the parts that earned their keep, without the parts that only work at that scale.

What you get

Objective trees with org rollup
Weekly key result check-ins
Confidence scoring and drift alerts

How it works

1Set objectives and hang key results off themAn objective is the sentence people repeat. The key results underneath it are the numbers that say whether it happened, and each one has an owner.
2Check in weekly, not quarterlyOwners post the current number and how confident they are of hitting the target. It takes a minute and it is the entire mechanism.
3Watch the rollup and the driftKey results roll up through the org tree. Falling confidence raises an alert early, which is when a goal can still be rescued or honestly dropped.

What teams use it for

Running a quarterly business review
The history is already there: what was committed, what the number did each week, and where confidence turned. Nobody has to reconstruct the quarter from memory.
Finding the goal nobody owns
An objective with no key results, or key results with no check-ins, is visible rather than merely suspected.
Cascading a company goal
Teams hang their own key results under the company objective, so the connection between what a team is doing and why is a link rather than an assertion.

Common questions

Is this OKRs specifically, or any goal framework?: The model is objectives with measurable key results underneath, which is what OKRs are. If you call them something else but work the same way, it will fit.
What if a key result is not a number?: Then it is probably an objective or a task. The check-in asks for a number because a goal you cannot measure cannot drift, and drift is what this is for.
Does everyone need a seat?: Anyone who owns a key result or checks one in does. Reading the tree is part of the workspace.
Can we change a target mid-quarter?: Yes, and the change is recorded. A moved goalpost that everyone can see is healthier than one that quietly moved.

The rest of the platform

One workspace, one bill, one set of members. Add an app whenever you need it.