Klaar
Request demo Sign in

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 · Goals & OKRs

Keep Goals Aligned, Current & Moving
get your whole company crushing it

Automate your way to an engaged goal-setting culture.

With Klaar, employees always know what they are working toward & why it matters.
Your managers have complete visibility without the responsibility of chasing updates, maintaining goals, or keeping the process moving.
Leaders sees trackable, dependable progress towards the priorities that matter today.

AI-forward HR leaders choose Klaar

What if greatness was easy

What becomes possible when goals keep themselves up to date?

  • People know which priorities deserve their time and resources.
  • Leaders can see how individual and team goals connect to business priorities.
  • Progress stays current from the work already happening, without another round of status updates.
  • Risks surface while there is still time to do something about them.
  • Goal setting stops being an administrative process and becomes part of how the organization operates.
  • 72%of employees say goal setting is a strong motivator of performance.McKinsey
  • 4×more likely to be engaged when employees help set their own goals.Gallup
  • 3×more likely to report effective performance management when employee goals link to business priorities.McKinsey

01Start ahead

Start with clarity, not a blank page.

Make goal creation faster without lowering the bar.
Klaar generates structured OKRs and goals that support team priorities, company goals, and the work an employee already owns.

Before
Goal
Due Friday · 6 goals unwritten

Empty.
And still empty tomorrow.

After Predrafted
Suggested from the role, team, and last cycle
RoleWhat this person is responsible for
Team priorityWhat the team needs to accomplish
Company priorityA goal that ladders into a company priority

02Stay current

Track progress automatically.

No more chasing updates. Klaar's, performance AI, Scout pulls progress from the work itself, so goals update themselves as work gets done.

The work
Tickets closed Channel chatter Deals moved Docs, 1:1s and notes
Klaar’s predictive AI
Scout

100+ sources connected

The goal

Progress moves itself

No status update was filed.
The work already showed what changed.

Your people keep working. Scout keeps the goals moving.

03Where work happens

Make engagement simple.

Employees can update Goals and OKRs directly from Slack without leaving the flow of work.

#goals-growth
ScoutAPP9:12 AM Logged. Expand enterprise accounts moved to 67%. Goal updated Expand enterprise accounts 4 of 6 · confidence 81% Add a noteView goal
DK
Dan Kessler9:14 AM Nice. Anything at risk on the other two?
ScoutAPP9:14 AM One. Cut onboarding time in half has had no movement for 18 days.

03Prediction

Course-correct before a goal gets off track.

See what is moving, what is slowing down, and where a goal may be at risk before it is missed.

Monitor Progress

Move from status reporting to deciding where the organization needs to act.
Managers use Klaar's live confidence score to see which goals are moving as expected, which are starting to slip, and where leadership attention may change the outcome.

Confidence score

Company priorities

62% −14 pts this week

Last change: the enterprise goal moved to 67% in #goals-growth

Expand enterprise accounts · updated in Slack
81%
Launch the partner programme
31%
Cut onboarding time in half · no movement, 18 days
24%

Predicted Outcomes

Likely to meet target 22 May fall short 13 Too early 6
Ship the analytics dashboard
29%
May fall short
Attrition under 9%
74%
Likely to meet target
10k active workspaces
9%
May fall short

Alignment

Connect goals across the organization.

Klaar gives leaders a clear line of sight from the work happening at every level to the priorities it is meant to move.

Goal Alignment

Show employees how their goals connect to team priorities and company objectives.

Individual and team goals are automatically connected to the company priorities they support. Employees see what they are contributing to, why it matters, and how their progress supports the bigger picture.

Goal alignmentSarah Whitfield
Company

Become the default system for performance

64%
Team · Customer Success

Lift enterprise renewal rate to 94%

71%
Mine

Run 12 executive business reviews this quarter

83%

10 of 12 complete · contributes to 2 company priorities

Goal Cascades

Give leaders a top-down view from company priorities to team and individual goals.

Trace progress through the organization to see where execution is moving, where it has stalled, and where a bottleneck is getting in the way.

Goal cascadeQ3
Open 40 new locations 58%
West region · 18 sites 76%
East region · 22 sites 31%
Store build-out · Newark Bottleneck
Hiring · Newark 88%

Traced 4 levels deep · 1 bottleneck found

Reviews

Recognize the work when it matters

Employees feel seen when the goals they worked toward all year show up in the conversations that shape their growth and performance.
Klaar carries that progress into reviews automatically, so managers have the full picture without relying on memory.

Review draftSarah Whitfield · H2

Drafted from goal history

Sarah carried the enterprise renewal goal from 54% to 94% across H2, running 12 executive business reviews against a target of 10.

When the East region build-out stalled in August, she rescoped her own goal to cover the two accounts at risk, and both renewed.

Evidence used

3 goals with full history 18 updates from Slack and Jira 2 rescopes with reasons 9 1:1s summarised

Assembled automatically · the manager edits and decides

Impact

Turn company priorities into shared purpose.

Help every employee see how their goals contribute to the bigger picture.

Book a demo

FAQ

Does Klaar write the goals for us?

Scout drafts them, based on the role, the team & the priorities they support.
People edit, replace or reject any draft, the goal is theirs, the blank page isn’t.

Do we have to use OKRs?

No.
Klaar runs OKRs, KPIs, KRAs, scorecards and weighted models, configured to the framework your organization already uses.

Where does progress come from?

The systems the work already lives in, delivery tools, CRM, docs, calendars and conversations.
Manual updates are still possible; they’re just no longer the only way a goal stays current.

What does “predicting a miss” actually mean?

Scout reads the pattern behind the number, pace, cycle times, blockers and the signals that are absences, and names what changed, why it matters & who can move it, while there is still time to act.

Will people get nudged constantly?

No.
Nudges go to the one person who can move something, at the moment it matters, rather than to everyone on a schedule.

What happens when someone changes manager or team?

Goal history stays with the employee, so a new manager picks up the year in progress instead of starting over.

Can we bring our existing goals into Klaar?

Yes.
Current and historical goals can be imported, so past cycles become part of the context going forward.

How do goals connect to reviews and comp?

Goals and their progress flow into 1:1 agendas, review drafts, calibration & comp inputs automatically, nobody re-enters them at the end of the cycle.

Get started

Keep the whole organizationfocused on what matters.

Give employees clarity on where to focus, give leaders visibility into execution, and keep goals connected to the decisions that come next.

Klaar makes effective goal setting easier to maintain across the entire organization.

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