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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 · Continuous Feedback

Keep feedback close
to the work.

Capture great work while it’s happening.

Give and request feedback in the flow of work, so praise, coaching, and context build up all year.

  • Give it in the momentPraise and coach as work happens.
  • Hear from the right peopleAsk anyone who saw the work.
  • Keep it for the reviewEvery note carries into the year.
AI-forward HR leaders choose Klaar
Armstrong Fluid TechnologyZenworkUpworkVidyardT-MobileNovo NordiskSuper.comTeamDynamixVerisysBlackthorn
What’s different about 360 feedback in Klaar

Know what the feedback means.

Do more than collect comments from managers, peers, and direct reports.

Klaar connects feedback to your competencies, expectations, goals, reviews, 1:1s, and the work already happening around each employee.

Managers can see what keeps coming up, what supports it, and where to focus the next conversation.

Feedback does not stop at what people said. It becomes something employees and managers can act on.

Scout works across Perform, Develop, Engage, and Reward to understand the employee before the 360 begins.

Scout brings perspectives together against the same expectations, surfaces recurring themes, and shows managers what may deserve attention next.

What Scout reads — 360 Feedback · Competencies · Goals · Reviews · 1:1s · Recognition · Development Plans

Perform 360 Feedback
Develop Engage Reward

Remembers

Feedback, goals, competencies, previous reviews, and what came before.

Acts

Brings recurring themes forward and shows what supports them.

Predicts

Flags feedback patterns that may point to a development need or issue worth addressing sooner.

The people who saw the work

Bring the right perspectives into the room.

the people who actually worked with them.

Ask for feedback from the people who actually worked closely with the employee.

Include current managers, former managers, matrix leaders, project leads, peers, and direct reports based on how the work gets done. More perspectives where they matter, not more feedback for the sake of it.

Current manager

Owns the expansion motion end to end.

DanielPrevious manager

Saw the employee earlier in the year.

MarcusMatrix manager

Held the launch plan together across teams.

MayaProject lead

Unblocked the security work twice.

Direct reports

Cleared the path so we could ship.

JamesPeers

The person you ask when it’s ambiguous.

FY 360 feedback

Enterprise Account Executive

Emma

Complete view of performance

Your standards

Ask everyone to look at the same things.

your standards. every perspective.

Use your competencies, role expectations, questions, and rating scale so feedback is grounded in what success means at your organization.

Give every participant a clear standard to respond to instead of asking for generic opinions.

Your framework, as you defined it

Your competenciesDefined in your language.
Role expectationsWhat the role asks for at this level.
Your rating scaleYour labels and thresholds.
Your 360 questionsThe questions you want people to answer.

How every line gets written

One competency at a time

1Scout gathers the moments across the year that speak to that competency
2Each one keeps its source, the 1:1, the feedback, the goal it came from
3The written line says what the person did, in your language for it

Every theme can be traced back to the feedback underneath it.Nothing generic, nothing the manager has to take on faith

BelowRated on your scale, with your labelsOutstanding

Scout connects the themes

See what keeps coming up.

the pattern, not the pile of comments.

Do not make managers read every comment and figure out the pattern themselves.

Scout brings recurring feedback together, connects it to the expectations behind it, and shows where different perspectives are pointing to the same strength or development need. Managers see the pattern. Employees know what it means.

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 360

12 months

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

The receipts

See what is behind every theme.

Open any theme and see the feedback, goals, conversations, recognition, or work that informed it.

Give managers enough information to understand why Scout surfaced something before deciding how to coach against it. Nothing has to be taken on faith.

What informed this

Turn feedback into development

Give people somewhere to go next.

the 360 ends. the development does not.

Use the themes from the 360 to focus coaching, update development priorities, and help employees understand what to work on.

Carry useful feedback into 1:1s, development plans, future reviews, and the conversations that happen next.

Where the feedback goes

EmployeesKnow what to focus on.
ManagersKnow where to coach.
HRKnow which development needs keep appearing.
OrganizationFeedback turns into action instead of another completed cycle.

Your process

Run 360s your way.

Your process. Your standards.

Choose the questions, competencies, participant groups, anonymity rules, rating scales, and approval flow that fit your organization.

Keep the process familiar while Klaar handles the work around it.

And then

Feedback keeps working after the 360 ends.

The feedback and insights become part of the employee’s ongoing record, helping inform coaching, development, reviews, and what comes next.

Proof is in the work

“We finally see the whole picture on someone, and managers know exactly what to coach next.”
Seth GivensDirector HR · Zenwork

FAQ

Questions about 360 Feedback in Klaar

Who can participate in a 360?

You choose the participant groups. Managers, peers, direct reports, matrix managers, project leads, and other people who worked closely with the employee can all be included.

Can we use our own competencies and questions?

Yes. Build your 360 around your competencies, questions, role expectations, rating scales, and process.

Can feedback be anonymous?

Yes. You control anonymity and visibility based on how you want each 360 to run.

How does Scout identify themes?

Scout looks across the feedback collected in the 360 and connects recurring comments to the competencies, expectations, goals, and other relevant information around the employee.

Can managers see what informed a theme?

Yes. Managers can see the feedback and other information that supports a theme before deciding how to use it.

How does Klaar handle bias?

Klaar helps managers look across multiple perspectives and the expectations attached to the role rather than relying on one person’s opinion or one recent event.

Can previous 360 cycles be imported?

Yes. Past cycles, ratings and comments can be imported, so the feedback already on record keeps counting.

How does 360 feedback carry into development and reviews?

The feedback and insights become part of the employee’s ongoing record, so they inform coaching, development plans and the next review without anyone re-entering them.

Get started

Turn feedbackinto the next step.

Bring the right perspectives together, see what keeps coming up, and give employees and managers something useful to do with what they learn.

Book a demo to see how Klaar turns 360 feedback into coaching and development that carries forward.

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