This article addresses the performance management challenges faced by PEX, a fintech expense management company, as it scaled its workforce. Authored and published by 15Five, the article argues that consolidating engagement, performance, and goal-setting onto a single platform resolved PEX's core operational deficiencies. Key evidence is drawn exclusively from Amy Gaspari, Head of Human Resources at PEX, who describes improvements in manager accountability through 1-on-1 documentation visibility, sustained engagement scores of 82–83%, and the integration of manager coaching without additional vendor onboarding friction. The article also notes that performance reviews became more structured once continuous feedback was documented year-round. The conclusions drawn position 15Five as a unifying solution for siloed organizations experiencing rapid headcount growth. No independent data, control groups, or comparative benchmarks are presented. The piece functions primarily as a promotional case study, with outcomes framed entirely through the lens of the vendor's product capabilities and the testimonial of a single HR leader. Key insights: Visibility into 1-on-1 documentation allowed HR to identify communication breakdowns in real time and intervene proactively rather than punitively. Manager engagement with structured check-ins increased meaningfully once team size reached three or more direct reports, suggesting a threshold effect in perceived utility. Introducing coaching through an already-approved vendor reduced change fatigue and skepticism among managers new to people leadership. Practical takeaways: Organizations scaling headcount rapidly may observe that managers adopt structured feedback tools more readily when team size crosses a threshold that makes informal tracking unmanageable. Phased platform rollouts — beginning with performance and 1-on-1s before introducing engagement surveys — are described as a method for managing adoption complexity in high-growth environments.