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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 · Talent Reviews

Know who is ready,
at risk, or next.

Every person. The full picture.

Run talent reviews with the whole year of performance, potential, and growth behind every placement.

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

Know who to grow, move, and retain.

Meet Scout, Klaar’s predictive AI.
Scout helps managers make confident talent calls and gives organizations a clear view of risk, readiness, and potential, backed by evidence.

Engineering · Performance vs. potential
Potential
Rough diamond2
Future star4
Consistent star6
Inconsistent3
Core player14
High performer7
Talent risk1
Solid contributor3
Proven expert5

Performance

Scout: 2 high performers show flight-risk signals this quarter.

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 Calibrations
Develop Engage Reward

Remembers

Ratings, goals, feedback, development, and every prior talent review.

Acts

Brings the evidence behind every placement into the room and keeps the reasoning attached.

Predicts

Flags flight risk, stalled growth, and gaps in your bench before they surprise you.

The hinge

Talent reviews are where Scout turns the year into a plan.

Scout brings the performance, potential, and growth history behind each person into the review, shows where risk is building, and keeps every decision connected to what happens next.

Perform › Talent Reviews

Scout brings the evidence.

Your leaders make the call.

Shows what is behind the placement

See the performance and growth history behind every person.

Keeps the why with every move

Keep the reasoning attached from review to action.

Flags who needs attention

Scout surfaces flight risk and stalled growth early.

What’s different about talent reviews in Klaar

Walk into the room ready to decide.

Give every leader the same view of every person.

Klaar brings performance, potential, development, and engagement signals into one view, so leaders spend the meeting deciding what to do, not debating who remembers what.

Less time gathering. Less time guessing.
More time planning the next move for your people.

01

Review talent the way your organization works.

Run talent reviews by team, department, or across the company, using the performance and potential criteria you already use.

Carry placements, notes, and decisions forward so every review builds on the last.

Sensitive talent decisions stay controlled.
Only the people you choose can see them.

1 Line managers Done
2 Managers of managers Done
3 Department heads In progress
4 Company-wide Next

One view. Every decision connected.

02

See who needs attention before the meeting starts.

Don’t find out about flight risk in an exit interview.

Scout surfaces early signals from engagement, feedback, goals, and growth so HR and leaders know where to act first.

Scout surfaces the signal. Leaders decide what to do.

Flight risk

A high performer’s engagement and 1:1 activity have dropped for two months.

Stalled growth

A strong performer has had no development goal in three cycles.

Bench gap

A critical role has no one rated ready now.

03

Place people with evidence, not impressions.

See the goals, reviews, feedback, and growth behind every placement while the conversation is happening.

Give leaders something concrete to compare instead of relying on who speaks up loudest.

Your leaders make the call.

Emily Carter · talent profileProposed: Exceeds
Goals achieved92%4 of 5 on track
Manager reviewExceedsH2 2026
Peer feedback4.6/57 responses
Previous ratingMeetsH1 2026
Recognition12this cycle
Last reviewCore playerQ1 2026

What supports the placement

04

See where your bench stands.

See how talent is spread across performance and potential, by team, level, or role.

Use that view to find gaps early and decide where development, retention, or succession needs attention.

Scout shows the picture. Your leaders decide the plan.

Engineering · Performance vs. potential
Potential
Rough diamond2
Future star4
Consistent star6
Inconsistent3
Core player14
High performer7
Talent risk1
Solid contributor3
Proven expert5

Performance

Scout: No one is rated ready now for Staff Engineer.

05

Turn the review into action.

Connect every talent decision to a development plan, retention action, or next role.

Managers know what was decided, why, and what they need to do next.

What’s decided in the room doesn’t disappear when the meeting ends.

Action plan · Emily Carter
RetentionStay conversation with manager
Due Oct 4
DevelopmentLead the Q4 platform migration
In progress
SuccessionReady in 1–2 years for Staff Engineer
Noted

Owner: James Whitfield · Engineering Manager

06

Start the next review with the last one still there.

Keep previous placements, actions, and reasoning ready when the next talent review begins.

See who moved, who grew, and whether last cycle’s plan worked.

Talent review history · Emily Carter
Q3 2026
High performerRetention plan started
Q1 2026
Core playerStretch project assigned
Q3 2025
Core playerDevelopment goal set

Tried, tested, and respected

Better talent decisions, in their words, not ours.

“Klaar has cut weeks of manual work into seamless workflows. Its AI surfaces risks, sharpens calibrations, and reduces bias so leaders make better decisions and managers spend time on growth, not paperwork.”

Monisha TambayDirector HR, Armstrong Fluid Technology

★★★★★

4.9/5

across 64 reviews on G2

Loved for ease of use and support.

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

Get started

Know your people before it matters.

See who is ready, at risk, or next, and act before it’s too late.
Book a demo to see talent reviews in Klaar.

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