HR & People Leaders
Clarity Forge gives people leaders a talent and culture system that's wired into goals and delivery. Performance reviews reference real work. Engagement data sits alongside business metrics. Development plans tie to actual role expectations.
Performance theatre
Reviews happen once a year. Managers scramble to remember what people did. The result: recency bias and generic feedback.
Engagement in a vacuum
You run surveys, produce reports and share insights. But the data lives in its own silo, disconnected from goals and delivery.
Competency frameworks that gather dust
You spent months building the competency model. Six months later, nobody uses it because it lives in a PDF nobody can find.
Sarah Lim has consistently delivered high-quality code and innovative softwa...
Kelly Yu has effectively leveraged deep market insights to guide product deve...
Grace Park has excelled in shaping the strategic direction of our product line, ...
Reviews grounded in a year's worth of evidence, not a week's worth of memory
Impact logging captures contributions throughout the year — tied to goals, projects and competencies. When review season arrives, managers have a complete picture. Clarity Forge even generates review drafts from the evidence, so managers spend their time on the conversation, not the paperwork.
- Year-round impact logging tied to goals and projects
- AI-assisted review draft generation
- Competency-anchored feedback that's fair and consistent
Competency frameworks that live where people work, not in a PDF
Define clear expectations for every role and level. Employees see exactly where they stand. Managers have a shared language for development conversations. HR sees skills gaps across the organisation. And because competencies are embedded in the same platform people use for goals and tasks, they actually get used.
- Custom competencies by role, level and function
- Org-wide skills gap analysis
- Embedded in daily workflows — not a separate tool
Public speaking, visual storytelling, engaging presentations and so on.
Designs the presentation around who's in the room and what outcome is needed.
Understands the general audience and adjusts tone somewhat. Often presents for “informing” rather than a specific outcome.
Starts with a clear intent (inform, align, decide, persuade). Tailors depth, language and examples to the audience's context.
Handles mixed audiences (cross-functional, exec + IC) without losing anyone. Adjusts in real time based on energy or confusion.
Reads the room like a strategist. Engineers alignment across competing agendas. Uses sequencing to move complex decisions forward.
Communicates with confidence, clarity and control.
Collecting, analyzing and integrating customer feedback into the product development process.
Collects customer feedback in ways that are consistent, unbiased and useful.
Separates actionable customer signal from anecdotes and edge cases.
Turns raw feedback into clear, prioritized insights teams can act on.
Socializes customer feedback credibly to drive alignment across functions.
Ensures feedback leads to learning, action and visible follow-through.
Understanding and empathizing with customer needs, pain points, and behaviors to design user-centered products.
Announcing our entry into two new markets in Q4 — Italy and Taiwan. We are thrilled to announce...
How do you prefer to be recognized for your contributions?
How do you prefer to be recognized for your contributions?
I wish we did this more often.
16/05/2025 – 18/05/2025
We're going to spend the weekend teaching kids how to code! Who wants to join us for a day of inspiration...
Continuous listening that surfaces problems before they become crises
Annual surveys are autopsies. Drip surveys are vital signs. Lightweight pulse surveys run continuously, revealing real sentiment early — by team, department or location. When you spot a dip, you can see whether it correlates with delivery pressure, leadership changes or goal misalignment — because the data lives in the same system.
- Lightweight pulse surveys running continuously
- Sentiment breakdowns by team, department and location
- Correlate engagement with delivery and goal data
Your Complete Toolkit
Everything you need, across all four modules.
Align
Visualise reporting lines and team structures
Organise people into functional groups
Org-level visibility into strategic alignment
Grow
Define clear expectations for every role and level
Structured reviews grounded in real evidence
Map role expectations by level and function
Evaluate capabilities against role frameworks
Continuous coaching tied to competencies and goals
Visible growth paths linking skills to opportunities
Track development progress over time
Engage
Pulse surveys revealing real sentiment by team
Rich profiles connecting people to their work
Peer recognition tied to company values
Internal communications and announcements
Company events and team activities
How It All Connects
Performance reviews in Grow are grounded in goal achievement from Align and delivery data from Execute — so they reflect real impact, not recency bias. Competency frameworks define what "great" looks like; feedback loops reinforce it. Engagement data from Engage shows you how people feel, alongside the business context that explains why. It's the connected people system you've been trying to build from five separate tools.
Give your people strategy teeth and your talent strategy a backbone.
Start your 10-day free trial and see what a connected people system looks like.
10-day free trial. No credit card required.