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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 · 360 Feedback

Turn every perspective into something people can use.

Collect feedback from the people who saw the work, connect it to the expectations that matter, and give employees a clear place to focus next.

Klaar helps managers see the themes across feedback, understand what sits behind them, and turn what they learn into coaching and development.

  • Hear from the right peopleBring the people who saw the work into the process.
  • See the patternsKnow what keeps coming up.
  • Know where to coachTurn feedback into a clear next step.
80%more
peer input 40%less
chasing
Product mockup goes here
AI-forward HR leaders choose Klaar
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.

01The 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

02Your 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

03Scout 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.

04The 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

05Turn 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.

06Your 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

Make the switch

Bring your 360 history with you.

Keep previous feedback, participant history, and completed cycles available after the move.

Map what carries over before you commit, then let Klaar handle the migration.

Most teams are live in under three weeks. Nothing to rebuild.

See your migration plan

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