Klaar
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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.

Develop · IDPs & Competencies

Give every employee a clear path to grow.

Show people what success looks like in their role, what they need to build next, and how to make progress through the work they already do.

Klaar uses your roles, competencies, expectations, feedback, goals, and day-to-day work to help employees grow with purpose and give managers a clear place to coach.

  • Know what to buildSee strengths and gaps.
  • Know how to growTurn gaps into action.
  • Know what comes nextSee where growth can lead.
Competency & development plan, image
AI-forward HR leaders choose Klaar
Armstrong Zenwork Northwind Lumen Cadence
What’s different about development in Klaar

Start with what the role actually requires.

Use your roles, levels, competencies, and expectations to show employees what success looks like now and what the next level asks of them.

Klaar connects those expectations to the goals, feedback, 1:1s, reviews, and work already happening around each person.

Scout works across Perform, Develop, Engage, and Reward to understand what someone is working toward and where development may be needed.

Scout turns strengths, gaps, goals, feedback, and work into specific actions employees can take and managers can coach against.

What Scout reads

Perform
Develop IDPs & Competencies
Engage Reward

Remembers

Skills, strengths, gaps, goals, feedback, and development history.

Acts

Builds development plans and recommends specific actions.

Predicts

Spots stalled growth and gaps that may matter for what comes next.

01Competencies

Make the next level clear.

Give employees a clear view of the skills, behaviors, and proficiency expected in their role and at the next level.

Use goals, feedback, 1:1s, reviews, and real work to help each person understand where they are today and what they need to build next.

  • Current roleWhat success looks like now.
  • Next levelWhat changes at the next level.
  • Development focusWhat to work on next.

No guessing. Everyone knows what the role asks for.

02Individual Development Plans

Turn gaps into a plan.

Give employees specific ways to build the skills they need through real work, coaching, and learning.

Scout can turn competency gaps, reviews, feedback, and development goals into a plan with actions people can actually take.

  • Learn through the workTake on projects and responsibilities that build the skill.
  • Learn from peopleUse coaching, mentoring, and feedback to make progress.
  • Learn through trainingAdd formal learning where it can help.
  • EmployeesKnow what to work on and what to do next.
  • ManagersKnow where to coach and what opportunities to create.
  • HRKnow which skills need attention across teams.

03Between cycles

Keep development moving all year.

Use goals, feedback, 1:1s, and day-to-day work to keep development active between formal cycles.

Bring development actions into the conversations where work is already being discussed, and update the plan as progress happens.

  1. 1 Goals show progress See what the employee is taking on and delivering.
  2. 2 Feedback adds direction See where progress is showing up and where support is still needed.
  3. 3 1:1s keep it moving Bring development into regular manager conversations.
  4. 4 Scout keeps the plan current Update priorities and actions as things change.

The plan keeps moving without HR having to keep it alive.

04Career growth

Show people where growth can take them.

Give employees visibility into what different roles and levels require so they can make informed choices about where they want to go next.

Help managers talk about careers using the same expectations, skills, and development priorities the employee can see.

  • EmployeesSee what they need to build for the path they want.
  • ManagersKnow how to help people prepare for what comes next.
  • HRSee the skills and talent taking shape across the organization.

Get started

Grow your people.Build your bench.

Book a demo to see how Klaar turns roles, feedback, goals, and real work into development people can act on all year.

See Klaar in action
  • Live in weeks, not quarters
  • Works with the tools you already run on
  • Your data stays yours