From company direction to an honest score.
One loop, six steps, and a screen for each part of it. No consultant, no implementation project — a small team can run its first cycle in an afternoon.
Six steps, then repeat every cycle
Goal setting only compounds when it comes around again. The whole point of the loop is that step six feeds step one.
Write down where you're going
Mission, vision and the one or two priorities that matter this year live in your workspace settings. Everything below has to serve them — that's what stops goals turning into a to-do list.
Open a cycle
A cycle is the period you're planning for — a quarter for most teams. Goals live inside it, which is what makes an honest close possible later. You can nest quarters inside a year.
Set goals in your framework
Pick OKR or SMART once, per workspace. Your choice reshapes the fields: objectives with key results underneath, or a single goal with a target and a deadline. Every goal gets one owner.
Cascade to areas and people
Split the company into areas, place people in them, and connect each goal to the one above it. Anyone can trace their own goal up to a company priority — and you control who sees what.
Check in weekly
Owners update a number and a status: on track, at risk, behind. The Monitor screen puts whatever is slipping at the top, so your weekly conversation starts where it matters.
Close the cycle honestly
At the end you score what happened — 0.0 to 1.0 per key result for OKRs, met, partial or missed for SMART goals. Results stay attached to the cycle, so the next one starts from reality.
What each part of the app is for
Six screens, each with one job. If you can name the job, you already know where to click.
Mission, vision, BHAG and strategy in one ladder, plus your cycles, areas and team. The setup you do once, then barely touch.
Where goals get written. The form follows your framework, suggests real examples, and won't let a goal exist without an owner.
A clean, full-screen view of the current cycle for a team meeting — goals, owners, progress, no editing chrome in the way.
The working view: every goal with its status, sorted so the at-risk and behind ones come first. This is the screen you live in mid-cycle.
The close. Score each goal, roll key results up into their objective, and put the cycle to bed with a result you can learn from.
What each person sees: their own goals, their updates, and the option to propose a goal for a lead to approve.
OKR or SMART — the tool changes shape around your choice
This isn't a label on a settings page. The framework you pick decides what the goal forms ask for and how the cycle gets scored.
In OKR mode
You write a qualitative objective, then add two to four measurable key results underneath it. At the close, each key result scores 0.0 to 1.0 and the objective takes their average — so around 0.7 reads as a strong result on a genuine stretch.
In SMART mode
Each goal is one owned outcome with a metric, a baseline, a target and its own deadline. At the close you record it as met, partial or missed — simpler to run, and easier for a team that’s new to structured goals.
Not sure which fits? Read OKR vs SMART goals, or start from goal setting for small teams →
The parts we left out on purpose
No implementation project
No consultant, no six-week rollout, no template library to study first. A first cycle takes an afternoon.
No forcing one framework
OKRs suit an ambitious team push; SMART suits a single owned metric. You pick per workspace rather than per vendor.
No per-seat maths
One flat price for the whole team in each band, so adding the quiet colleague who should see the goals costs nothing.
No paying to try it
Solo use is free with every feature and no time limit. Payment starts when you invite people, because that's when the value does.
See what a plan costs on pricing, or the thinking behind the product on why Celorly →
How it works in practice
The mechanics people ask about once they can picture the loop — including the constraints.
How long before we're actually running goals?+
An afternoon. There's no implementation project: name your workspace, write down the direction, open a cycle, and add two or three goals. The setup you do once — mission, areas, people — is the only part with any weight, and you can grow into it rather than finishing it up front.
Do we need to know OKRs already?+
No. If the framework is new to you, SMART is the gentler start — one goal, one metric, one deadline — and the goal form suggests real examples rather than handing you a blank field. OKRs are worth adopting once several people need to pull toward one ambitious objective.
Can we switch between OKR and SMART later?+
Yes, but only while no goals are active — every goal in your workspace has to sit in a closed cycle first. That's deliberate: switching mid-flight would leave half your goals scored 0.0–1.0 and the other half marked met or missed, and neither number would mean anything. Pick at the start of a cycle, switch at a boundary.
Does everyone need their own account?+
Only the people who update goals. You can also place someone in the structure without inviting them — useful for mapping the whole team, or assigning a goal to a person who joins next month. When they do accept an invitation later, their goals and position are already waiting.
Do goals have to belong to a cycle?+
Put them in one. A cycle is what makes the close possible — it's the boundary you score against and the thing that keeps last quarter's results attached to last quarter. A goal with no cycle floats: it shows up while you're working, but there's nothing to settle it against.
We already track goals in a spreadsheet. What changes?+
You stop maintaining the tracking itself. The cascade is drawn rather than remembered, the at-risk goals surface without you sorting anything, and the close is a few clicks instead of an archaeology exercise. If your spreadsheet is genuinely working and everyone reads it, keep it — the tool earns its place when goals start scattering across documents.
Set goals that actually stick.
Free while it's just you. Pay only when you invite your team.