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Perform

Performance you can drive

1:1sTurn every conversation into continuous performance context automatically. Performance ReviewsDraft better reviews from the full performance history. Goals & OKRsKeep goals live, aligned, and tied to performance. Continuous Feedback & PraiseCapture great work while it is still happening. CalibrationsCompare performance with evidence, not manager memory alone. Talent ReviewsSee who is ready, at risk, or next. See Perform

Develop

Growth all year long

IDPs and PIPsBuild development plans from real strengths and gaps. CompetenciesMeasure growth against the skills each role needs. Talent ProfileSkills, strengths, aspirations, auto-built Career Tracks Coming soonThe path to the next level, mapped Succession Planning Coming soonSee who is ready, at risk, or next. See Develop

Engage

Signals caught before exit

Engagement SurveysSpot shifts early and understand what drives them. Lifecycle SurveysCapture feedback continuously and connect it to performance. PulseSee what is working, who is at risk.

All surveys are conversational in Slack, with benchmarks.

See Engage

Reward

Compensation, linked to performance

Compensation CyclesMake pay decisions with complete performance context attached. Total RewardsRecognize contribution using the full performance story. Pay RangesYour pay bands, one truth BenchmarkingLive salary data, matched roles See Reward
Klaar connects to where work happens 100+ integrations
Perform Develop Engage Reward
Scout

Meet Scout

Klaar's Predictive AI Agent

Right now, Scout is

Coaching a manager live in a 1:1.

Reward · Compensation

Run compensation cycles
with clarity and control.

not just this year’s budget.

Klaar brings performance, pay, and market data into one view, so every compensation decision starts from evidence rather than a spreadsheet and a deadline.

  • Flexible compensation cycles
  • Pay ranges and total rewards
  • Year-round compensation visibility
SF
Sally Fletcher
FY 2026 Compensation Cycle
Submit Proposal

Senior Product Designer · Level 5

Level 5 band $82k–$104k
88%
Increase: +8.4%
AI-powered suggestion 2 sources

Sally sits at 88% of midpoint with top-quartile delivery. +8.4% brings her level with internal comparators.

Use
AI Insights
Manager Proposal HR Guideline Finance Budget
Where the range sits

Current salary sits below the band midpoint while performance is top quartile for the team.

Comparators

Three peers at the same level sit between 94% and 101% of midpoint.

Internal equity 6 pts below peers
AI-forward HR leaders choose Klaar
Scout diagram Placeholder — the Scout diagram goes here

01Your structure

Run compensation your way.

your bands. your cycle. your rules.

Built AI-native, Klaar lets you build compensation cycles around the way your organization works. Set budgets, approval paths, permissions, calculations, employee fields, and views for salary, bonus, equity, and promotion decisions
Keep every cycle aligned to your policies while giving HR control over how decisions are made.

Your configuration

Placeholder: a worked example of one organization’s setup — the specific choices behind this plan.

02Scout remembers

Make compensation easy to understand.

Klaar brings salary, bonus, equity, benefits, and pay ranges into one clear view.
Employees have all the information they need to understand their compensation throughout the year.

Placeholder

Placeholder copy for the total-rewards callout — the point that belongs beside this view.

Your compensation · FY 2026Employee view

Salary

$90,000

Paid monthly

Bonus

$13,500

15% target

Equity

1,200 units

Vesting to 2029

Benefits

$6,400

Health, pension, leave

Your pay range · Level 5

You · $90k $82k$104k

One view, available all year — not a number that appears once a cycle.

03More than one input

Keep pay equity in view.

Scout tracks pay decisions across the organization and flags patterns or outliers that need attention.
HR gets a clear record of how each decision was made, with the context to review pay equity across the organization.

Pay equity review · FY cycle2 flags
Design · Level 5 96% of midpoint In range
Design · Level 5 · 3 people 86% of midpoint Review
Engineering · Level 4 101% of midpoint In range

Scout flagged 2 groups sitting below midpoint against comparable peers · every decision keeps its rationale

04Before it is final

Plan before you commit.

Model compensation scenarios, adjust budgets, and make changes while a cycle is still in progress.
HR can see the impact of each decision before anything is finalized.

FY cycle · scenario planningDraft · not submitted

Scenario A

3.5% across the board

Spend $1.42m · 100% of budget

14 people remain below midpoint.

Scenario B

Weighted to below-midpoint

Spend $1.33m · 94% of budget

3 people remain below midpoint.

Nothing is committed

Nothing is committed until the cycle is finalized — run as many scenarios as you need.

05Market context

Bring market data into the decision.

Compare pay against current market benchmarks without leaving the compensation process. Give HR the context to review ranges, plan adjustments, and make pay decisions with market data in view.

Senior Product Designer · Level 5Market view
Your range Sally · $90k $82k–$104k
Market P50 $94k $94k

Market median moved 4.2% for this role this year · source: your licensed benchmark

Placeholder

Placeholder copy for the market-data callout — the point that belongs beside this view.

06When the budget moves

Keep the rationale with the decision.

Budgets get cut. Guidelines change. Roles get re-levelled mid-cycle.

Placeholder: with Klaar, a change in budget does not mean starting the cycle again. Every proposed increase keeps the reasoning attached to it, so the model can be re-run against new constraints and the decisions you already defended still hold.

A pay decision keeps its rationale through every change.

Placeholder: the next cycle starts from the decisions you already made and the reasons behind them.

Placeholder quote — the line a compensation leader would actually say about running a cycle in Klaar, in their own words.

Name Surname Title · Company

FAQ

Does Klaar decide pay for us?

Placeholder: Scout proposes a range from performance, level, and market data.
Managers and HR adjust or reject any of it, and the decision is always yours.

Can we keep our own bands and ranges?

Yes.
Placeholder: bands, ranges, budgets, currencies, and approval flows are all configured to the process your organization already runs.

Where does the evidence come from?

Placeholder: performance history, levels, prior increases, budget, and the market data you license.

What happens when the budget changes mid-cycle?

Placeholder: the rationale stays attached to each decision, so a budget change is re-modelled rather than restarted.

Who can see compensation data?

Access follows the permissions you already have in place.
Placeholder: pay data is visible to the people your permissions say should see it, and nobody else.

Get started

Run a compensation process thatpeople actually trust.

Placeholder: give managers ranges they can defend, give employees a clear rationale, and give leaders a live view of spend against budget.

Book a demo
  • Live in weeks, not quarters
  • Works with the tools you already run on
  • Your data stays yours