Understand where each developer excels and where they can grow. The Skill Matrix maps every team member’s proficiency across four specialist domains — Security, Performance, Correctness, and Patterns — using a color-coded heatmap and a polar radar chart that make strengths and gaps immediately visible.
Scores are computed from real code review findings over a rolling 90-day window, so the matrix always reflects recent work rather than historical baggage.
What you get
- Color-coded heatmap showing all developers’ scores at a glance
- Per-developer radar chart showing proficiency shape across four domains
- Team-level overlay comparing top performers against the team average
- Auto-derived strengths and development areas for every developer
- Weekly findings trend and resolution tracking
- Recurring pattern identification through an AI-generated force graph
The four domains
Each domain corresponds to a specialist agent that reviews your code:
| Domain | Specialist | What it measures |
|---|
| Security | Security specialist | Vulnerabilities, secret exposure, injection risks, auth issues |
| Performance | Performance specialist | Inefficient queries, memory leaks, N+1 problems, unnecessary allocations |
| Correctness | Correctness specialist | Logic errors, edge cases, type mismatches, missing validations |
| Patterns | Patterns specialist | Anti-patterns, code smells, style violations, maintainability concerns |
How scores are calculated
Scores reflect how clean your code is relative to your team. Fewer findings means a higher score.
- Gather findings — All code review findings from the past 90 days are grouped by developer and domain.
- Normalize — For each developer in each domain,
findings per MR is calculated to account for volume differences.
- Invert — The score is inverted so that fewer findings = higher percentage:
Score = 1.0 - (your findings_per_mr / worst findings_per_mr).
- Average — The four domain scores are averaged into a single Overall Score.
Developers need at least 3 reviewed MRs to appear on the Skill Matrix. This prevents skewed scores from a single data point.
Understanding your score
| Overall Score | Label | Interpretation |
|---|
| 80% or above | Excellent | Consistently clean code across all domains |
| 65 – 79% | Good | Above average with minor areas to improve |
| 50 – 64% | Developing | Room for growth in several domains |
| Below 50% | Needs Improvement | Significant findings across multiple domains |
Focus on your lowest-scoring domain first. Moving from 40% to 60% in one area has a bigger impact on your overall score than going from 85% to 95% in another.
Where Skill Matrix appears
Team Skill Matrix (heatmap)
The Skill Matrix tab on the Analytics page shows a heatmap table of all qualified developers. Each cell is color-coded from green (excellent) to red (poor), with an overall score and MR count per developer. A Team Average row at the bottom provides the baseline. Click any developer row to open their profile.
Skill Radar (polar chart)
Below the heatmap, a polar radar chart overlays the top 3 developers with a dashed Team Average line. This gives a quick visual snapshot of who is leading in each domain and where the team shape differs.
Developer Profile dialog
Click any developer to open their full profile, which includes:
| Section | Description |
|---|
| Profile header | Avatar, MR count, total findings, average quality score, overall skill percentage |
| Skill Radar | Polar chart of all four domains for this developer |
| Resolution Rate | Percentage of findings resolved before merge, shown as a progress bar |
| Focus Areas | Auto-derived strengths (top 2 domains) and development areas (bottom 2 domains) |
| Weekly Findings Trend | Stacked column chart of findings by severity over the past 90 days |
| Pattern Force Graph | AI-identified recurring patterns visualized as a force-directed network |
Use cases
1. Targeted skill development
Use the auto-derived Focus Areas to guide 1:1 conversations. If a developer scores 90% in Correctness but 45% in Security, pair them with a security-focused mentor or assign security-related tasks to build that skill.
2. Balanced code review assignment
Route critical PRs to reviewers who score highest in the relevant domain. A developer with 95% Security is the right person to review authentication changes.
3. Tracking improvement over time
The Weekly Findings Trend shows whether a developer’s finding count is decreasing. A downward trend in a previously weak domain validates that coaching or training is working.
4. Team composition planning
The team overlay radar reveals collective blind spots. If the entire team dips in Performance, consider investing in performance-focused training or tooling.
Skill Matrix scores are relative to your team. A “Good” score in a small team may reflect a different absolute skill level than the same score in a larger, more experienced team. Use scores for internal growth tracking, not cross-team comparison.
