allwhere
How allwhere replaced a once-a-year Excel cycle with continuous, Slack-native reviews on Windmill.
About allwhere
allwhere is a device lifecycle management platform that helps companies procure, deploy, manage, retrieve, store, refresh, and resell employee equipment globally through a single system. They support hundreds of companies across 72 countries, combining software, APIs, logistics infrastructure, and operational services into one unified platform for IT teams. By replacing fragmented workflows spread across vendors, spreadsheets, tickets, and email, allwhere automates the full lifecycle of enterprise devices for distributed organizations at global scale.
That’s the same lens founder and CEO Oscar Mattsson eventually turned on his own performance review process.
The Challenge: A Manual Cycle Built on Memory
For years, allwhere ran annual reviews in Excel. Managers, many of whom oversee 7-9 direct reports, spent an estimated 20 hours each piecing together a year’s worth of performance data they didn’t actually have.
The deeper problem was that managers had no real-time signal on their people. By the time review season arrived, they were writing about the last few weeks from memory, unable to recall the entire year.
Employees felt the same gap from the other side:
Previously it was all recall-based, digging through emails and notes to piece together a full year’s worth of work, which meant recency bias dominated and anything undocumented just didn’t exist.
For a distributed company where work happens across time zones, tools, and async threads, a recall-based, once-a-year process wasn’t just inefficient. It became a box-checking exercise nobody really trusted.
A Slack-Native Cycle Built on Continuous Signal
With Windmill, allwhere’s review cycle moved into Slack, where the team already lives. The entire process ran through Windy, Windmill’s Slack-native AI assistant, rather than a separate system with its own login.
Noah, allwhere’s COO, owned the rollout, and by the time the cycle was ready to launch, even managers who had been initially skeptical had come around.
Throughout the year, Windy accurately tracked each employee’s accomplishments and surfaced that evidence at review time, with conversational follow-ups guiding employees past surface-level answers.
It was very helpful to be able to jot down my thoughts and main points without having to worry about formatting since the AI would summarize everything for me. The speed and efficiency of completing the process without sacrificing thoroughness was really great.
Reviews Built on Evidence, Not Memory
Instead of starting from a blank page, employees and managers walked in with the year already assembled — key projects, contributions, blockers, and wins, ready to reflect on. The shift was especially visible from the manager’s seat:
It reminds you of your direct reports’ key accomplishments from earlier in the year, so you can easily reflect their growth back to them.
The combination of evidence collected continuously, surfaced inside Slack, structured by AI but written by employees, turned a process most companies run defensively into one allwhere’s team actively wanted to keep.
Results
- 83% of employees preferred Windmill to allwhere’s previous performance review process
- ~20 hours per manager of manual review work was eliminated
- Reviews moved entirely into Slack, with the cycle running end-to-end through Windy
Why It Worked
1. Windmill met the team where they already worked
allwhere lives in Slack, and running reviews there, instead of in yet another tool, removed the single biggest source of review friction.
2. Continuous tracking replaced reconstruction from memory
Employees and managers weren’t starting from scratch trying to remember what happened nine months ago. The work was already documented and ready to surface.
3. The framing matched what employees actually wanted
allwhere’s team didn’t want fewer reviews, they wanted to know where they stood.
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