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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.

Perform · Performance Reviews

Start with the Year in View

not just the last three weeks.

Klaar's AI pre-drafts each review,
using the employee’s work, goals,
feedback, and history to create a fair, complete starting point.

  • Every rating backed by evidence
  • Goals, 1:1s, and recognition already attached
  • Feedback from everyone who saw the work
SF
Sally Fletcher
H1 2026 Performance Cycle
Submit Review

Ship Design System v2 to all product teams

Weightage 30%
82%
Exceeds Expectations
AI-powered suggestion 2 sources

Sally led the v2 rollout end-to-end, hitting 82% adoption across teams ahead of plan.

Use
AI Insights
You Manager Sally Self Andrew Peer
Things they agree on

Widest gap sits at Overall Performance — Marcus at Outstanding vs Sally at Exceeds Expectations.

Strengths

Overall Performance draws the strongest ratings — safe to anchor the draft on it.

Overall Performance 1 rating apart
AI-forward HR leaders choose Klaar

01Your standards

Run reviews your way.

your standards. your review process.

Built AI-native, Klaar adapts to your needs.

Your configuration

Sections and weights are yours to set. Competency libraries, rating scales, and sign-off steps follow the process your organization already runs.

02Scout remembers

Write fair, defensible reviews faster.

Klaar builds objective, data-backed feedback

01Scout drafts 02Manager reviews 03Manager decides
Performance summary

Emma closed enterprise expansion at 112% of target and held the launch plan together across three teams through an August reorganization.

What informed this

GoalEnterprise expansion · closed at 112%
FeedbackProduct lead: held the launch plan together across teams
1:1Leadership scope discussed in June

built from the whole year

J F M A M J J A S O N D
FEB

Beat Q1 target

Salesforce
APR

Sales kudos

Org context
JUN

Owned rollout

PLJira
AUG

Peer feedback

Slack
SEP

New manager

HRIS
NOV

Beat FY goal

Available to the review

12 months

Every goal, conversation and recognition, ready when the cycle opens.

03More than one view

Bring in the people who saw the work.

The people most affected by someone’s work are not always in their reporting line. Scout gathers feedback from managers, peers, project leads, and direct reports, in the tools people already use.

RWCurrent manager

Owns the expansion motion end to end.

DOPrevious manager

Grew fastest on the strategic accounts.

MCMatrix manager

Held the launch plan together across teams.

MPProject lead

Unblocked security review twice.

ALDirect reports

Cleared the path so we could ship.

JTPeers

The person you ask when it’s ambiguous.

FY performance review

Enterprise Account Executive

EH

Complete view of performance

PL SF

04When the manager changes

Keep the year with the employee.

Managers change. Teams reorganize. Roles shift. Promotions happen mid-cycle.

With Klaar, employees do not have to start over every time something changes. Their goals, feedback, progress, and past conversations stay with them. New managers get the history they need to understand the employee quickly, pick up where the last manager left off, and make fair decisions from day one.

An employee’s context survives organizational change.

The next review, coaching conversation, or decision starts with the whole year, not just the weeks the new manager was there.

Impact

What's possible when reviews are frictionless & fair?

  • Managers start from evidence instead of a blank box and a deadline.
  • Employees see the work they actually did reflected back to them.
  • Feedback comes from the people who saw the work, not only the reporting line.
  • A change of manager mid-cycle stops costing an employee their history.
  • Review season stops being an administrative scramble and becomes a decision-making moment.

Results from Klaar customers

  • 80%less manager time spent writing reviews.Klaar customers
  • 40%improvement in the quality of feedback employees receive.Klaar customers
  • 2×more likely to say reviews were fair when evidence is attached.Placeholder source
Book a demo

FAQ

Does Klaar write the review for us?

Scout writes a first draft from the year’s evidence.
Managers edit, replace, or reject any of it, and the rating and the decision are always theirs.

Can we keep our own competencies and rating scale?

Yes.
Sections, weights, competency libraries, rating scales, and approval flows are all configured to the process your organization already runs.

Where does the evidence come from?

Goals and their history, feedback and praise, 1:1 notes and commitments, recognition, prior review decisions, and work from the tools your teams already use.

What happens when someone changes manager mid-cycle?

The record stays with the employee.
The new manager picks up the full year, including the half they were not there for, rather than starting from scratch.

Who can see the feedback that gets collected?

Access follows the permissions you already have in place.
Reviewer responses are visible to the people your process says should see them, and nobody else.

Get started

Run a performance process thatbuilds trust & drives change.

Give managers a draft built from real work, give employees a review that reflects their whole year, and give leaders evidence they can act on.

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