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. Leadership 360 Coming soon360 feedback built for people managers. See Develop

Engage

Signals caught before exit

Engagement SurveysThe full picture of how your company feels, by team. Pulse Surveys & eNPSQuick check-ins that catch a dip early. Lifecycle SurveysOnboarding, anniversary, and exit surveys, automatically.

All surveys are conversational in Slack, with benchmarks.

See all surveys

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

Review the work
that mattered.

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.

AI-forward HR leaders choose Klaar
Armstrong Fluid TechnologyZenworkUpworkVidyardT-MobileNovo NordiskSuper.comTeamDynamixVerisysBlackthorn
In performance reviews In performance reviews

Make reviews work for everyone.

Scout helps employees get fair evaluations, managers lead with confidence, and organizations make consistent decisions backed by evidence.

What Scout reads

SlackMicrosoft TeamsJiraNotionGoogle CalendarSlackMicrosoft TeamsJiraNotionGoogle Calendar

Reviews · Goals · Feedback · 1:1s · Prior Ratings · Development · Recognition
100+ integrations — Slack · Microsoft Teams · Jira · Salesforce · Google Workspace

Perform Reviews
Develop Engage Reward

Remembers

The goals, feedback, 1:1s, and ratings behind every review this cycle.

Acts

Drafts each review for the manager, with the evidence behind every rating attached.

Predicts

Flags ratings that don’t match the evidence before they reach calibration.

The hinge

Reviews are where Scout turns the whole year into evidence.

Scout brings the work, goals, feedback, and conversations behind each review into one draft, so managers start from evidence and every rating carries its reasoning forward.

Perform › Performance Reviews

Scout brings the evidence.

Your leaders make the call.

Shows what is behind the rating

See the full performance context behind every review.

Keeps the why with every change

Keep the evidence attached from draft to sign-off.

Flags what needs a closer look

Scout surfaces ratings that may not match the evidence.

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

Jira
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.

Current manager

Owns the expansion motion end to end.

Previous manager

Grew fastest on the strategic accounts.

Matrix manager

Held the launch plan together across teams.

Project lead

Unblocked security review twice.

Direct reports

Cleared the path so we could ship.

Peers

The person you ask when it’s ambiguous.

FY performance review

Enterprise Account Executive

Complete view of performance

When the manager changes

Keep the full performance context intact.

Managers change. Teams shift. Roles evolve.

Klaar keeps goals, feedback, progress, and conversations connected to the employee, so new managers can pick up with the full history in view.

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.

“

Klaar turns reviews from a compliance exercise into conversations that shape performance and careers.
Seth Givens Seth GivensDirector HR · Zenwork Zenwork
Read the Zenwork story →

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.

See Klaar in Action

Security & trust

Secure & Trusted

Independently audited, encrypted in transit and at rest, and permissioned to your own org structure — so nobody sees more than they should.

G2 High Performer, Mid-Market, Summer 2026G2 Users Most Likely to Recommend, Mid-Market, Summer 2026G2 Momentum Leader, Summer 2026
Read our security overview