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.

Surveys and 360s

Get better answers with less chasing.

without another form to chase.

Klaar makes employee listening simple to run, quick to answer, and easy to decipher so teams know what matters, why it matters, and when to act.

Use one of 40+ ready-made surveys or bring your own, then automate feedback where and when it works best for your team.

00%stat to
come 00%stat to
come
Product mockup goes here
AI-forward HR leaders choose Klaar
What’s different about Klaar’s surveys and 360s

Know what is behind the score.

With Klaar, employee listening feels more relevant to the people taking part and more useful to the people receiving it.

Surveys, pulses, and 360s are easier to answer because they fit the moment, not just the calendar. Employees give better input, managers get clearer feedback, and HR gets a more accurate read on what is really happening.

Meet Scout, Klaar’s Predictive AI, built to connect what people tell you to what is happening in the work, so a score comes with the reason behind it.

What Scout reads

Klaar’s Predictive AI. Scout turns employee feedback into something HR can actually act on by connecting what people say with what is happening across their work and performance. You see what changed, what may be behind it, and where attention is needed.

Engage Surveys and 360s
Perform Develop Reward

Remembers

Every survey response, pulse check and round of peer feedback stays attached to the person and the period it came from.

Acts

Summarizes what the responses actually say, weighs it for bias, and routes each theme to the manager who can act on it.

Predicts

Flags a team whose sentiment is sliding, or a 360 leaning on too few voices, before the next cycle.

01Start where you want

Easy to start.
Easy to get right.

Start with a ready-to-go template and launch fast, or set it up exactly how you want it. Edit the questions, change the structure, or build from scratch.

New survey5 templates
Engagement pulse12 questions · quarterly
Onboarding check-in30, 60, 90 days
Manager 360Peers, reports, self
eNPS1 question · monthly
Start from scratchYour questions, your scales

02Where they already are

Make it easy to respond in Slack and Teams.

Scout brings surveys and 360s into the tools employees already use, so responding takes seconds and fits naturally into the workday.

#general
S
ScoutAPP9:12 AM Quick one, two questions. How clear were your priorities this month? Very clear Mostly clear Not clear Only you and HR see your answer

04Scout reads it

View feedback from every angle.

Klaar can break responses down by team, manager, role, department, tenure, location, performance level, or any other view that helps explain what is really going on.

Less sorting. More understanding. Faster action.

Current manager

Owns the expansion motion end to end.

DanielPrevious manager

Grew fastest on the strategic accounts.

MarcusMatrix manager

Held the launch plan together across teams.

MayaProject lead

Unblocked the launch twice.

Direct reports

Cleared the path so we could ship.

JamesPeers

The person you ask when it’s ambiguous.

FY engagement survey

Enterprise Account Executive

Emma

Complete view of performance

05Scout acts

Turn responses into the themes that matter.

no digging required.

Klaar organizes survey and 360 responses into the shifts and patterns that matter, so HR can quickly see what is changing, where, and for whom.

With Klaar, survey and 360 responses are already organized into the themes, shifts, and patterns that matter. Managers do not have to dig through raw responses. HR can move from a wall of comments to a clear picture of what is changing, where, and for whom.

FY engagement survey · themes Drafted by Scout
Key themesWhat people are consistently saying
What changedWhere sentiment or feedback moved since the last pulse
Where views differManagers vs. peers vs. direct reports, or team vs. company
StrengthsPatterns showing up consistently across respondents
Areas to improveRepeated themes that deserve attention
Attention nowThe few signals worth acting on first
The evidenceThe actual responses behind every theme
Key themes412 responses
Clarity of priorities+6
Recognition−4
Growth and progression0
Workload balance−9
What changedvs. last pulse
Clarity of priorities+6
Manager support+5
Recognition−4
Workload balance−9
Where views differworkload balance
Managers
Peers
Direct reports
Strengthsnamed by 3+ groups
Clarity of prioritiesall six teams
Manager supportup since Q2
Cross-team collaborationpeers and managers
Areas to improverepeated themes
Workload balance34 responses
Recognition21 responses
Career visibility14 responses
Attention nowact on first
Workload balance. Supportdown two pulses running
Recognition. Field opsbelow company median
The evidence34 responses
“The priorities are clear, but the volume has not moved with them.”Workload balance
“Good work gets noticed by my manager, rarely past that.”Recognition

Your process

Surveys built around what you need to know.

Your standards. Your process.

Build surveys and 360s around your questions, competencies, scales, cadence, and anonymity rules.

Employee voice keeps working after the survey ends.

not a separate survey result.

Survey and 360 insights carry into reviews, development, compensation, and future decisions, instead of disappearing into a report.

Proof is in the performance

“Surveys moved from an annual report to conversations that actually changed something.”
Seth GivensDirector HR · Zenwork

Make the switch

Still surveying in Lattice,
Culture Amp, 15Five or Leapsome?

Every past survey, score and comment comes with you. Your trend line keeps counting, and our team runs the migration for you.

Most teams are live in under three weeks. No baseline lost.

See your migration plan

FAQ

Questions about Surveys in Klaar

Does Klaar decide what the results mean?

No. Scout summarizes the responses and surfaces the themes. Managers and HR decide what to act on, with whom and when.

What does Klaar read to summarize a survey?

The responses themselves, scores, open text and peer feedback, read alongside the performance context already in Klaar: goals, 1:1s, recognition and previous cycles.

Can managers see what informed the draft?

Yes. Every statement can be opened to show the goals, conversations, feedback and recognition behind it, with dates and sources.

Can we use our own questions and scales?

Yes. Surveys and 360s are built around your question sets, competency framework, rating scale, cadence and anonymity rules.

Can feedback from previous or matrix managers be included?

Yes. Klaar brings relevant perspectives together across managers, teams and reporting lines.

What happens when someone’s manager changes?

The performance context stays with the employee, so a new manager picks up the year already in progress rather than starting from scratch.

Can managers change Scout’s draft?

Yes. Scout acts is a starting point, managers edit wording, add context and decide what to raise.

Can we bring our existing survey history into Klaar?

Yes. Historical surveys and 360s can be imported so past cycles become part of the context going forward.

Get started

Less asking.More signal.Employee voice that drives performance.

Book a demo and see how Klaar turns employee voice into better action.

See Klaar in action
  • Live in weeks, not quarters
  • Works with the tools you already run on
  • Your data stays yours
© 2026 Klaar
English (US)