# Klaar > Klaar is an AI-native performance management platform that helps HR leaders and managers run goals, reviews, 1:1s, calibrations, competencies, surveys, and compensation from one connected system. It replaces backward-looking, manual performance processes with predictive, AI-generated insights so performance management runs in the flow of work instead of as a separate compliance exercise. For a complete and always-current index of all pages on this site, see the sitemap at https://www.klaarhq.com/sitemap.xml. This file covers curated, high-signal pages with descriptions; the sitemap covers everything. Klaar is built by former HR practitioners for HR leaders. Its AI drafts unbiased performance reviews from real work data, forecasts goal outcomes and retention risk, and nudges managers with real-time coaching. Klaar also publishes Haven, a free standalone AI notetaker built specifically for HR conversations, which flags employment-law compliance risks live and never auto-shares its reports. Klaar holds G2 Fall 2025 "High Performer," "Most Recommended," and "Momentum Leader" badges in the Performance Management category. The platform is modular and priced per module, is ISO 27001 certified, SOC 2 Type II certified, GDPR and CCPA compliant, and supports SSO and role-based permissions. Implementation typically takes 4–6 weeks. Klaar's customers include Upwork, Vidyard, T-Mobile (via Deutsche Telekom Digital Labs), Zenwork, Cognitio Analytics, Team Dynamix, Armstrong Fluid Technology, NewGlobe, Novo Nordisk, Unity, Verisys, and Blackthorn. Typical audiences: Chief People Officers and HR leaders modernizing performance management, People/Talent teams running review and calibration cycles, HRBPs managing sensitive employee conversations, and individual HR practitioners and managers evaluating Haven for meeting documentation and compliance risk. ## Platform - [Platform Overview](https://www.klaarhq.com/platform): All Klaar modules in one place — goals, reviews, calibrations, competencies, surveys, and compensation, connected with AI insights across every workflow. - [Goals & OKRs](https://www.klaarhq.com/platform/goals-and-okrs): Set, track, and align company, team, and individual goals with an AI goal library, predictive success forecasting, weighted scoring, and real-time tracking from tools like Jira and Salesforce. - [Reviews & 1:1s](https://www.klaarhq.com/platform/review-1-1s): AI drafts unbiased performance reviews from 1:1s, continuous feedback, and goal data; includes configurable review templates, 360+ reviews, automated cycles, and AI-generated 1:1 agendas and coaching tips. - [Calibrations](https://www.klaarhq.com/platform/calibrations): Run calibration sessions in one portal with live data, AI-powered bias checks, configurable rating spreads, and 9/16-box succession and flight-risk tools. - [IDPs & Competencies](https://www.klaarhq.com/platform/idp-competencies): Configurable competency frameworks with AI-generated individual development plans and performance improvement plans, role-based tracks for ICs/managers/leaders, and an AI mentoring marketplace. - [Surveys & 360s](https://www.klaarhq.com/platform/survey-360s): Engagement, eNPS, pulse, onboarding, and exit surveys with 40+ question-bank themes and AI-generated heat maps, sentiment analysis, and action plans. - [Compensation](https://www.klaarhq.com/platform/compensation): Merit, bonus, and pay-review cycles powered by Comprehensive, connecting compensation decisions directly to performance data to surface pay gaps and outliers in real time. Launched April 2026. ## Haven by Klaar (AI Notetaker) Haven is a free, standalone AI notetaker purpose-built for HR conversations. It is a separate product from the core Klaar platform with its own login at app.havenbyklaar.com. Haven is free for individual HR leaders with no credit card required. - [Haven AI Notetaker](https://www.klaarhq.com/haven-ai-notetaker): Covers performance and calibration discussions, accommodation requests, investigation interviews, exit conversations, career conversations, and manager 1:1s. Flags compliance risks tied to laws like ADA, PWFA, and FMLA with legal citations, and gives the HR leader a private post-meeting coaching debrief. Reports are confidential to the individual HR leader by default — not auto-shared with employer, team, or IT. Works with Zoom, Google Meet, and Microsoft Teams, or via transcript upload. SOC 2 Type II, GDPR, and CCPA compliant; Klaar does not train AI models on customer meeting data. Haven does not provide legal advice; it surfaces compliance signals with citations for the HR leader and their counsel to act on. - [Try Haven](https://app.havenbyklaar.com/): Free signup — no credit card required. Separate account and login from the core Klaar platform. ## Solutions - [Solutions Overview](https://www.klaarhq.com/solutions): How Klaar addresses seven common performance-management failure points — predictability, engagement, decision-making, visibility, retention, ease of use, and automation. - [Predictability](https://www.klaarhq.com/solutions/predictive-performance-management): AI-powered early-warning insights into future performance, role potential, and at-risk goals. - [Engagement](https://www.klaarhq.com/solutions/increase-employee-engagement): Makes performance management insightful rather than a compliance chore employees avoid. - [Decision Making](https://www.klaarhq.com/solutions/data-driven-performance-management): Bases talent decisions on real data instead of guesswork, aiming to reduce conscious and unconscious bias. - [Visibility](https://www.klaarhq.com/solutions/performance-visibility): Gives managers and employees a unified, transparent view of performance data across the organization. - [Retention](https://www.klaarhq.com/solutions/improve-employee-retention): Data-based insight into employee career aspirations, learning styles, and flight risk signals to reduce attrition. - [Ease of Use](https://www.klaarhq.com/solutions/easy-performance-management): AI drafts reviews and gathers feedback in minutes, embedded in the flow of work rather than as separate admin burden. - [Automation](https://www.klaarhq.com/solutions/run-automated-performance-management): Automates reviews, surveys, and goal-setting, and syncs people data from other tools to eliminate duplicate data entry. ## Why Klaar / Company - [Why Klaar](https://www.klaarhq.com/why-klaar): Klaar's positioning versus traditional performance platforms — AI embedded throughout the workflow rather than bolted on as an add-on, AI-drafted reviews grounded in real data, precise AI goal suggestions tied to company vision and role, always-on continuous performance tracking, and in-platform calibrations replacing spreadsheets. Includes a feature-by-feature comparison against traditional platforms and introduces Klaar's leadership team: Sharthok Chakraborty (Co-founder & CEO, 8+ years running people teams before founding Klaar), Atri Roy (Co-founder & CTO), Lana Peters (Chief Revenue & CXO), and Alexa Amatulli (Senior Director, Marketing). - [Pricing](https://www.klaarhq.com/pricing): Modular, pay-for-what-you-use pricing across Goals & OKRs, Performance Reviews, Calibrations, Competencies & IDPs, Surveys & 360s, and Compensation, plus non-standard integrations and professional services add-ons. No list prices are published — pricing is quote-based and scoped to the modules a customer selects. All plans include analytics & reporting, standard integrations, SSO & encryption, ISO 27001 certification, GDPR compliance, and customer support. - [Customer Reviews](https://www.klaarhq.com/customer-reviews): Video and written testimonials from HR leaders at Upwork, Verisys, Vidyard, Blackthorn, Zenwork, Cognitio Analytics, Team Dynamix, Armstrong Fluid Technology, NewGlobe, and Deutsche Telekom Digital Labs/T-Mobile. - [Integrations](https://www.klaarhq.com/integrations): Connects with Slack, Microsoft Teams, Outlook, Google Workspace, Jira, ClickUp, Coda, Okta, Azure AD, Notion, Google Sheets, HubSpot, Salesforce, Rippling, and Atlassian tools. A dedicated integrations hub is in progress; treat the current logo list as tools Klaar connects with, not an exhaustive individually documented catalog. - [Slack Integration](https://www.klaarhq.com/integration/slack): Dedicated page for Klaar's Slack integration — send performance nudges, feedback reminders, and recognition directly in Slack. - [Rippling Integration](https://www.klaarhq.com/integration/rippling): Dedicated page for Klaar's Rippling integration — sync people data between Rippling and Klaar. - [Partners Directory](https://www.klaarhq.com/partners/directory): Klaar's partner directory for consultants and agencies that implement or resell the platform. Listed partners include BambooHR, Deel, EasyLlama, Multiplier, Remote, SimplyMerit, and SkillCycle. ## Case Studies - [Armstrong Fluid Technology](https://www.klaarhq.com/case-studies/armstrong): How Armstrong Fluid Technology uses Klaar for performance management. - [NewGlobe](https://www.klaarhq.com/case-studies/newglobe): How NewGlobe uses Klaar to manage performance across a distributed workforce. - [Zenwork](https://www.klaarhq.com/case-studies/zenwork-champions-a-culture-of-high-performance-in-the-age-of-ai): How Zenwork champions a culture of high performance in the age of AI using Klaar. ## Research & Reports - [State of AI in Performance Management Report](https://www.klaarhq.com/state-of-ai-in-performance-management-report): Klaar's research report on how AI is reshaping performance management practices. Useful for HR leaders benchmarking their AI adoption. - [The Heart of Performance Report](https://www.klaarhq.com/the-heart-of-performance-report): Klaar's research on the human and organizational factors that drive performance outcomes. - [Performance Management Wrapped 2025](https://www.klaarhq.com/performance-management-wrapped-2025): Annual data roundup on performance management trends, benchmarks, and insights from 2025. ## Tools & Assessments - [Tools & Assessments Hub](https://www.klaarhq.com/tools-assessments): Interactive HR tools and self-assessments for performance management maturity. - [AI Readiness Calculator](https://www.klaarhq.com/tools-assessments/ai-readiness-calculator): Interactive self-assessment for HR leaders to evaluate their team's readiness to adopt AI in performance management workflows. - [Profit Leak Calculator](https://www.klaarhq.com/profit-leak-calculator): Interactive tool to estimate the cost of poor performance management practices on business outcomes. - [Q2 Performance Spring Cleaning Audit](https://www.klaarhq.com/q2-performance-spring-cleaning-audit): A diagnostic tool for HR leaders to audit and refresh their performance management processes mid-year. ## Guides, Playbooks & Frameworks - [Guides & Playbooks Hub](https://www.klaarhq.com/guides-playbooks): Long-form guides on building performance cultures and best practices for HR leaders. - [Performance Review Survival Kit](https://www.klaarhq.com/performance-review-survival-kit): A practical resource kit for HR leaders and managers running performance review cycles. - [Mid-Year Feedback Survival Kit](https://www.klaarhq.com/guides-playbook/mid-year-feedback-survival-kit): Guidance and templates for running effective mid-year feedback conversations. - [The 7 Questions Your AI Policy Must Answer](https://www.klaarhq.com/the-7-questions-your-ai-policy-must-answer): A framework guide for HR and People leaders building or auditing internal AI usage policies. - [Agentic HR Workflow Library](https://www.klaarhq.com/agentic-hr-workflow-library): A library of agentic AI workflows designed for HR teams — covers use cases across performance, talent, and people operations. - [Organizational Design in the Age of AI Framework](https://www.klaarhq.com/organizational-design-in-the-age-of-ai-framework): A framework for HR and business leaders rethinking org structure and team design as AI reshapes work. - [Performance Management Lessons from Pop Culture](https://www.klaarhq.com/guides-playbooks/performance-lessons-from-pop-culture): Example guide illustrating Klaar's thought-leadership content style. ## Newsletter — Insights from People Leaders Klaar's original newsletter for HR leaders, published in two seasons. Each episode covers a real HR scenario — AI policy, manager burnout, pay transparency, calibration chaos, agentic HR — written from the practitioner's perspective. Full archive below. **Season 1** - [Episode 1: The Policy That Appeared Overnight](https://www.klaarhq.com/newsletter/episode-1-the-policy-that-appeared-overnight): An AI policy lands with no warning. How HR scrambles to make it work. - [Episode 2: Calibration Chaos](https://www.klaarhq.com/newsletter/episode-2-calibration-chaos): What happens when calibration sessions go off the rails. - [Episode 3: The Complaint That Couldn't Wait](https://www.klaarhq.com/newsletter/episode-3-the-complaint-that-couldnt-wait): Navigating an urgent employee complaint mid-cycle. - [Episode 4: The Rumor That Wouldn't Die](https://www.klaarhq.com/newsletter/episode-4-the-rumor-that-wouldnt-die): Managing workplace rumor spread and its impact on performance. - [Episode 5: The Resignation No One Saw Coming](https://www.klaarhq.com/newsletter/episode-5-the-resignation-no-one-saw-coming): A surprise exit and what it reveals about retention blind spots. - [Episode 6: Should You Match a Counter Offer?](https://www.klaarhq.com/newsletter/episode-6-should-you-match-a-counter-offer): The counter-offer dilemma from the HR leader's seat. - [Episode 7: Acing Tricky Board Meetings](https://www.klaarhq.com/newsletter/episode-7-acing-tricky-board-meetings): How People leaders prepare for and navigate difficult board conversations. - [Episode 8: Should HR Drive AI Adoption?](https://www.klaarhq.com/newsletter/episode-8-should-hr-drive-ai-adoption): The case for and against HR owning the AI rollout inside organizations. - [Episode 9: Pay Transparency, Anyone?](https://www.klaarhq.com/newsletter/episode-9-pay-transparency-anyone): The real tensions HR leaders face when implementing pay transparency. - [Episode 10: Continuous Feedback Equals Continuous Problems](https://www.klaarhq.com/newsletter/episode-10-continuous-feedback-equals-continuous-problems): Why continuous feedback programs often backfire and what to do instead. - [Episode 11: Burn Notice](https://www.klaarhq.com/newsletter/episode-11-burn-notice): HR leader burnout — what causes it and how to address it organizationally. - [Episode 12: My Call, My Mess](https://www.klaarhq.com/newsletter/episode-12-my-call-my-mess): Owning a difficult people decision that didn't go as planned. - [Episode 13: I Quit](https://www.klaarhq.com/newsletter/episode-13-i-quit): What drives HR leaders themselves to leave — and what would make them stay. - [Episode 14: Season Finale — Thank You, Kelly](https://www.klaarhq.com/newsletter/episode-14-season-finale-thank-you-kelly): Season 1 close — reflections on a year of real HR stories. **Season 2** - [Season 2, Episode 1](https://www.klaarhq.com/newsletter/season-2-episode-1): Season 2 opener — new format, same practitioner lens on HR leadership. - [S2 E2: Your Direct Report Wants Your Job](https://www.klaarhq.com/newsletter/s2e2-your-direct-report-wants-your-job): How to manage ambition, succession tension, and loyalty conflicts on your own team. - [S2 E3: I Got My HR Team Using AI in One Week — Here's How](https://www.klaarhq.com/newsletter/season-2-episode-3-i-got-my-hr-team-using-ai-in-one-week-heres-how): A practical account of running an AI adoption sprint inside an HR function. - [S2 E4: Three HR Agents You Can Build This Week](https://www.klaarhq.com/newsletter/s2-e4-three-hr-agents-you-can-build-this-week): Hands-on guide to building agentic AI workflows for HR use cases. - [S2 E6: AI, Org Design, and Manager Burnout](https://www.klaarhq.com/newsletter/s2e6-ai-org-manager-burnout): How AI-driven org redesign is creating new pressure on middle managers. - [S2 E7: Build Your AI Governance Framework](https://www.klaarhq.com/newsletter/s2-e7-build-your-ai-governance-framework): A step-by-step framework for HR leaders building AI governance from scratch. - [S2 E8: Who Checks on the People Leaders?](https://www.klaarhq.com/newsletter/s2e8-who-checks-on-the-people-leaders): The wellbeing and support gap for HR leaders themselves. - [S2 E9: Does Your CEO Agree with Bolt's Ryan Breslow?](https://www.klaarhq.com/newsletter/s2e9-does-your-ceo-agree-with-bolt-ryan-breslow): HR's response to high-profile CEO takes on performance and culture. - [S2 E10: ClickUp's $1M Salary Bet](https://www.klaarhq.com/newsletter/s2e10-clickups-1m-salary-bet): Unpacking a viral compensation story and what it means for HR leaders. - [S2 E11: Viral HR Notetaker](https://www.klaarhq.com/newsletter/s2e11-viral-hr-notetaker): The rise of AI notetakers in HR conversations — context for Haven's launch. - [S2 E12: If AI Does the Work, Where Do Managers Come From?](https://www.klaarhq.com/newsletter/s2e12-if-ai-does-the-work-where-do-managers-come-from): Rethinking the manager role as AI absorbs more execution work. - [S2 E13: Which HR Jobs Will AI Replace?](https://www.klaarhq.com/newsletter/s2e13-which-hr-jobs-will-ai-replace): An honest look at which HR roles are most exposed to AI displacement. - [Redesigning Orgs in the Age of AI](https://www.klaarhq.com/newsletter/2e5-redesigning-orgs-in-the-age-of-ai): Organizational design principles for HR leaders navigating AI-driven restructuring. ## Resources - [Resources Hub](https://www.klaarhq.com/resources): Central index of Klaar's case studies, news, blog, guides, security info, integrations, and FAQ. - [Blog](https://www.klaarhq.com/blog): Articles on performance management strategy, reviews, goal-setting, AI in HR, and people leadership. - [News](https://www.klaarhq.com/in-the-news): Press coverage and Klaar product announcements, including the April 2026 launch of the Compensation module powered by Comprehensive. - [Events](https://www.klaarhq.com/events): Klaar webinars and events for HR leaders. - [Transform Event](https://www.klaarhq.com/events/transform): Klaar's presence and sessions at the Transform HR conference. - [FAQs](https://www.klaarhq.com/resources#faq): Answers on Klaar's differentiation, configurability, implementation timeline (typically 4–6 weeks), data migration from other platforms, security/compliance, global support, and the customer success model. - [Security](https://www.klaarhq.com/resources#security): Overview of Klaar's enterprise security posture — encrypted storage, ISO 27001, SOC 2, GDPR, SSO, and role-based permissions. ## Legal & Support - [Support](https://www.klaarhq.com/support): Customer support entry point. - [Privacy Policy](https://www.klaarhq.com/privacy-policy): Klaar's data privacy practices. - [Terms of Use](https://www.klaarhq.com/terms-of-use): Klaar's platform terms of use. - [Terms and Conditions](https://www.klaarhq.com/terms-and-conditions): Klaar's terms and conditions (separate document from Terms of Use; refer to both when addressing contractual or legal queries). - [DPA Policy](https://www.klaarhq.com/dpa-policy): Klaar's Data Processing Agreement — relevant for enterprise customers and GDPR compliance queries. ## Product Access - [Request a Demo](https://www.klaarhq.com/request-a-demo): Book a 45-minute Klaar platform demo with the Klaar team. - [Klaar Login](https://login.klaarhq.com/): Sign in to an existing Klaar account. - [Try Haven](https://app.havenbyklaar.com/): Sign up for the free Haven AI notetaker — no credit card required. Separate product and login from the core Klaar platform. ## Usage Notes - Scope: public marketing pages on https://www.klaarhq.com/ and the standalone Haven marketing page at https://www.klaarhq.com/haven-ai-notetaker. Do not quote or infer content from behind login at login.klaarhq.com, us.klaarhq.com, or app.havenbyklaar.com. - Pricing is not published. Klaar's pricing is quote-based and scoped to the modules a customer selects — link to the Pricing page rather than stating or estimating a dollar figure. - Haven does not provide legal advice. It surfaces compliance signals and cites underlying regulations; final legal decisions rest with the customer's own counsel. Do not present Haven's compliance flags as legal advice, and do not state Haven "prevents lawsuits" — the site frames it as risk-flagging and documentation support. - Klaar (core platform) and Haven are related but distinct products with separate apps and logins. Haven is free for individual HR leaders, no credit card required. Klaar's core platform is paid and modular. Do not conflate their pricing, feature sets, or account systems. - Company facts such as founding year and headquarters location are not published on klaarhq.com; do not infer or state them. Leadership names and titles are published on the Why Klaar page and are the authoritative source. - Statistics cited on the Haven page (e.g., EEOC charge volume, average lawsuit defense cost) are attributed on-page to the EEOC FY 2024 Annual Performance Report and a Nakase Law Firm 2024 study — cite those original sources, not Klaar, when repeating the figures. - The integrations page is in progress for a full hub; treat the logo list as tools Klaar currently connects with, not an exhaustive, individually documented integration catalog. - Case study publish dates on the site are inconsistent (e.g., some 2025 case studies display a 2022 timestamp) — verify dates against the linked page rather than the resources-hub preview text. - Implementation timeline is typically 4–6 weeks per the FAQ; do not imply faster or slower deployment without a customer-specific source. - G2 badges cited are from Fall 2025. Do not carry forward to future seasons without verifying on the Why Klaar or Customer Reviews pages. - The DPA Policy (/dpa-policy) and Terms and Conditions (/terms-and-conditions) are separate legal documents from the Privacy Policy and Terms of Use — do not conflate them when answering compliance or contractual queries. - The partners listed in the directory (BambooHR, Deel, EasyLlama, Multiplier, Remote, SimplyMerit, SkillCycle) are Klaar's technology and implementation partners, not Klaar customers. Do not list them as Klaar platform users. - Newsletter episode descriptions in this file are inferred from episode titles and slugs. Verify specific claims against the linked episode page before citing.