For the conversation you keep postponing
Know exactly what to say. In about three minutes.
Mirorly is a feedback and self-assessment tool built around the conversation itself. Find your situation in a catalogue of 45, take the wording in the tone that fits, and walk in with an answer ready for the moment they push back.
- The third missed deadline in a row
- They have gone quiet and seem checked out
- They asked for a raise and the answer is no
I want to talk about the pattern, because we are past the conversation we had on date. What was the number deadline to slip in period. Before I give you my read I want yours — what is making delivery hard right now?
What Mirorly is
A feedback tool for one person,
not a review system for a company.
It handles the feedback that moves between you and the people around you — the piece you owe a colleague, the request you keep wording badly, and the honest read on yourself you can do without involving anyone. Three directions, one account.
Give · feedback
Say the difficult thing
45 situations, each worded three ways, plus what to say when they push back.
Myself · self-assessment
Rate how you actually work
Question sets answered alone. No invitation, no waiting, nobody else involved.
Get · 360 feedback
Find out how you come across
Word the ask, or run a full round and read your answers against theirs.
What it isn't: a performance review system, an HR platform, a survey tool, or anything with a language model writing on your behalf. Built for one leader running their own development — a manager, a founder, an expert — not for an enterprise review cycle. See the four people it was built for, or what's live and what's still being built.
Why this is hard
You've had this conversation
four times. In your head.
Not because you're avoiding it. Because every version you rehearse either sounds too harsh or dissolves into nothing — and you can't tell which until you're already saying it out loud.
Advice doesn't give you words
“Be specific, focus on behaviour” is true and useless at 9am on a Tuesday. You need the sentence, not the principle.
Softening kills the point
The version that feels safe to say is the version they can agree with and then change nothing about.
It's their reply you're scared of
You've planned your opening. You have not planned for them denying it, explaining past it, or going completely silent.
What you get
Three tools that end with
words, not advice.
Each one is finished in a single sitting and hands you something you can actually send. See how the whole thing works, or go straight to the tools.
Give
Walk in knowing your first sentence
45 situations worded three ways, a mode for a full write-up about someone, and a blank page the rules check as you type.
Myself
Find out where you stand without asking anyone
Question sets about how you actually work. The lowest-cost honest thing here — nobody else takes part.
Get
Ask so you get more than “you're doing great”
An open invitation is the easiest thing in the world to answer with a compliment. This words one that isn't.
No more bullshit feedback.
No more “rate your manager 1 to 5” without context. No more Friday-afternoon retros nobody reads. No more AI-summarised synthesis that says everything and nothing — there is no language model here at all, and that is a choice rather than a gap.
Just the words for the thing you have to say, the questions worth asking, and somewhere for both to live afterwards.
360 feedback
When you want to hear
how you come across.
A full 360 is in every plan. You answer first, the people around you answer the same questions, and the distance between the two columns is the whole point. Two responses minimum per group, so nobody is identifiable. The questions come from the template library, each built for a particular moment.
When I hand work over, I genuinely let go of it.
I make it clear what matters most right now.
I stay steady when things go wrong.
YouThemSample round — illustrative data.
Why it matters
The problem isn't rare.
It's just quiet.
70%
of the variance in a team's engagement traces back to one person — the manager.
Gallup
95%
of people think they're self-aware. Only 10–15% actually are.
Tasha Eurich · Insight
Top 10%
Leaders who ask for feedback most often rank in the 86th percentile for effectiveness. Those who ask least: the 15th.
Zenger Folkman · HBR
What a subscription adds
The conversation doesn't
end with the conversation.
The writing tools stay free — you can use all three today without an account. A subscription does two things: it keeps what you wrote, like the register on the right, and it lets you send a 360 round to real people and read what comes back.
- The third missed deadline in a rowDid anything change?14d
- Priorities changing mid-weekAgreed: no new scope after Wed6d
- A peer taking shared creditPrepared — not had yet1d
You're buying time, not features.
Every plan has all of it. They differ only in how long you keep what you wrote — full comparison.
A month
$19
A difficult stretch — several conversations, or one that keeps going.
Subscribe monthlyA year
$190
This is how you work now. The register is worth most after a few months of it.
Subscribe yearly- ✓All 45 situations
- ✓Conversation register
- ✓Self-assessment
- ✓Full 360 rounds
- ✓Cancel anytime
- ✓14-day refund
Simple but deep.
The sentences and the questions both came out of work rather than a content backlog — 45 situations written and run through our own rules, and question sets pulled from research on motivation, leadership and growth. The interface stays out of the way: find yours, take the words, close the tab.
The actual work, when it shows up, lives in you — saying the thing, and answering honestly for what comes back. We tried to make the rest as quiet as it can be — the longer version of why.
Resources
66 guides. Free,
and no sign-up to read them.
The rules inside the tool came out of writing these. The newest from each part of the library.
Best Feedback Tools
How much 360 feedback costs for one manager in 2026
360 feedback software is priced for companies. Here's what one manager actually pays for a single round — verified prices, the per-seat trap, and what free really means.
ReadHow to Give Feedback
Feedback model cheat sheet: SBI, COIN, STAR, DESC, AID
Five models, one question that sorts them: what does the conversation need to end on? The steps, the scripts, and which direction each one actually survives.
ReadSelf-Assessment for Managers
Manager self-evaluation: humility or impostor syndrome?
Humility and impostor syndrome feel identical from the inside but do opposite things to your growth. How to tell them apart in your self-evaluation.
Read360 Feedback
360 feedback templates by context: which to run when
One generic 360 for every moment surfaces vague answers. Why context-matched templates work better — and which to run after a project, a promotion, or a 1:1.
ReadBeyond Performance Reviews
How to build a feedback culture without an HR team
No HR department? Feedback culture isn't an HR deliverable — it's a leadership habit. How small companies and founders build one without a review bureaucracy.
ReadManager Development
Career growth for managers: a feedback-driven plan
Most manager development plans are wishlists that change nothing. How to build one driven by real feedback — the kind that actually moves your career.
ReadLeadership Competencies
Decision-making as a leadership competency, in behaviors
Every competency model lists 'decision-making' and none of them tell you what it looks like. Here's what to actually watch, and how to find out if yours works.
ReadHow to Ask for Feedback
How to ask for feedback when you're new to the team
Joining a team hands you a short license to ask anything — and a feedback supply made of politeness. How to get real answers before both expire.
Read
Before you decide
The questions people ask.
Will anyone know I used this?
No. Preparing a conversation involves nobody but you — nothing is sent, nobody is notified, and the person you're writing about never hears from us. Without an account nothing is even saved: close the tab and it's gone. The only part where other people are involved is a 360 round, and that only happens because you decide to send them a link.
What exactly is free?
All three writing tools, in full, forever, with no account: preparing a conversation, wording a request, and filling in a self-assessment. A subscription keeps your work, and is also what lets you send a 360 round and read the results.
Does it write the feedback for me?
No, and it won't. There is no language model anywhere in this product. The sentences were written by people and checked against a fixed set of rules, so the same text always gets the same answer — which means you can disagree with it and move on. What it never supplies is the part only you know: the name, the date, the number, and what it cost.
My situation isn't one of the 45.
Then use the blank page: you describe what happened, it picks the frame that fits the direction, and flags what makes feedback backfire. A catalogue will never cover everything and this one doesn't pretend to.
Does my company have to be involved?
No. This is bought and used by one person — you. There's no admin console, no HR rollout and nothing for anyone to approve. It's built for an individual leader running their own development, not for an enterprise review cycle.
One conversation, this week
Who is it you need to talk to?
Find the situation, take the words, and have it before Friday. Three minutes, and you walk in knowing your first sentence.
Free to tryKeeping it from $914-day refund