Head-to-head · Separate companies

CLEAR Talent vs ClearCompany

Two separate, unaffiliated companies with similar names. ClearCompany presents a talent platform that runs from hiring to performance; CLEAR Talent covers performance and development only, in more depth.

See the Comparison Book a Tailored Demo

First, the plain answer: these are two different companies

CLEAR Talent is not ClearCompany. It is not owned by, part of or affiliated with ClearCompany, and the two products share no accounts, sign-in or support. If you came here looking for a ClearCompany login, its support team or its careers pages, you are on a different company’s website and should go to ClearCompany directly. If you are looking for CLEAR Talent — performance management software at www.clear-talent.com — you are in the right place.

CLEAR Talent and ClearCompany both make HR software, and the names share their first word. That is enough for a search for one to return the other, and for the two to be confused on shortlists, in review directories and in conversation. They are separate companies with separate products, so the first job of this page is to say so, and the second is to explain what each one is for.

Once the names are untangled, the choice is fairly simple, because the two products are different shapes. ClearCompany describes a talent management platform that follows the employee from application to performance review. CLEAR Talent does one part of that span — performance and development — and puts its depth there: competency frameworks, evidence behind ratings, goals and KPIs, 360° feedback, calibration and development plans. If hiring is part of what you are buying, that matters a great deal. If it is not, the question becomes how much structure you want behind a rating.

How ClearCompany describes itself

ClearCompany positions itself as a talent management platform covering the employee lifecycle: recruiting and applicant tracking, onboarding, employee engagement, performance management, and workforce planning and analytics. Its appeal is one supplier and one record across those stages. Product names, packaging and scope change, so confirm what is included in any quote directly with ClearCompany.

The short answer

Which one fits the problem you actually have.

Most shortlists are decided by one requirement, not twenty. These are the requirements that point to CLEAR Talent, and the ones that point to ClearCompany.

Choose CLEAR Talent when

Performance and development is the whole purchase, and you already have an applicant tracking system or do not need one. CLEAR Talent is a performance and development layer built to run alongside the HR systems you keep.
Competencies are the framework, not a tag. Scales are configurable from three to seven levels, can differ by job family, and every competency carries behavioural indicators at each level.
A rating has to hold up to a sceptical reader later. Self, assessor and final ratings are stored separately with their own comments, and competency ratings can require written evidence at the point of assessment.
The workforce is global, deskless or not English-first: 16 languages, native iOS and Android with biometric sign-in, push notifications and offline support.
You want a published price to plan against before the first sales conversation: USD 39 per month for the Basic plan, covering 1 admin user and 10 staff users, with the per-user add-on rates published alongside it.

Consider ClearCompany when

Recruiting is part of the purchase. CLEAR Talent has no recruitment or applicant tracking product at all — if you need one from the same supplier as performance, that is a genuine gap and ClearCompany covers it.
You want one supplier across the employee lifecycle, from the first application through onboarding to performance, and are willing to consolidate on it.
You already use ClearCompany for hiring, and adding its performance product is simpler for your team than introducing a second vendor. Familiarity is a legitimate adoption advantage.
Your competency model is deliberately light, and gating ratings behind written evidence would be more process than your organisation wants.

Capability comparison

What we do, and what to ask them.

Requirement by requirement, with the specific question that settles each one in a demo.

We can describe CLEAR Talent precisely, because we build it. We cannot describe another vendor’s current packaging with the same authority, and pretending otherwise would make this page useless to you. So the CLEAR Talent column states what the platform does today, and the other column gives you the question to put to them — never a claim about a gap.

CLEAR Talent and ClearCompany compared requirement by requirement
Requirement	CLEAR Talent	ClearCompanyWhat to ask them
Performance depth
Organisation goals, OKRs and weighted KPIs	Strong / native Strategic Linked Goals cascades organisation objectives to team and individual level and requires every individual goal to connect to a parent, so orphaned goals cannot quietly accumulate. A KPI library holds reusable, role-aware metric templates with performance bands, weightings and guardrails.	Confirm Ask how goals are set and tracked inside the performance product, whether an individual goal can be required to link to a parent objective, and whether weighted KPIs with performance bands can be modelled.
Review cycles and configuration	Strong / native Configurable self, manager, peer and multi-stage cycles, with configurable review templates and rating scales. Each stage carries its own deadline and automated reminders, quarterly and annual cadences can run side by side, and a closed period stays closed.	Strong / native Performance management is one of the products ClearCompany presents. Ask to see a multi-stage cycle built with your own stages, templates and rating scale, and confirm how much of that an administrator can change without vendor support.
Competency frameworks and evidence	Strong / native A central library with behavioural indicators at every proficiency level, scales configurable from three to seven levels that can differ by job family, and role profiles carrying required competencies and target levels. Ratings can be configured to require written evidence before submission.	Confirm Ask how a competency is defined, whether behavioural indicators exist at each level, how many levels a scale can carry, whether scales can differ by job family, and whether a rating can be blocked until written evidence is attached.
360° multi-rater feedback	Strong / native Rater groups are configurable across managers, peers, direct reports and cross-functional stakeholders, raters are anonymised within their group and minimum-rater thresholds apply. Input is structured against the competencies in the role profile rather than collected as open text.	Confirm Ask how rater groups are configured, what the anonymity and minimum-rater rules are, and whether input is structured against a competency model or gathered as open text.
Development, calibration and succession	Strong / native Skills-gap analysis feeds individual development plans, calibration runs before ratings go final, and 9-box, readiness and succession workflows sit on the same record. Individual, team and organisation reports export to PDF or Excel in one click.	Confirm Ask which of development planning, calibration, 9-box and succession are included in your quote and which are separate, and what a completed report looks like at team and organisation level.
Reach and governance
AI assistance and its governance controls	Strong / native Ava drafts review narrative, summarises multi-rater input into themes, generates competency frameworks and prompts reviewers on possible rating patterns. Output is labelled, editable and approved by a person, every edit is logged, and it can be disabled per cycle, team or module.	Confirm Ask what the AI writes, what it reads to write it, whether the output is labelled as AI-generated, whether it can be switched off for a cycle or a team, and what is recorded when a manager edits it.
Mobile and multilingual participation	Strong / native Web plus native iOS and Android apps with biometric sign-in, push notifications and offline support for sites where the signal drops, and 16 languages — with AI-generated summaries and recommendations delivered in each employee’s preferred language.	Confirm Ask which languages are supported and have them demonstrate one full review completed on a phone, by someone who has no desk and no company laptop.
Scope boundaries
Recruitment and applicant tracking	Not core Not a CLEAR Talent capability. If hiring and applicant tracking are a required part of this purchase, CLEAR Talent does not cover them and you would need a second tool.	Strong / native Recruiting and applicant tracking is a headline part of the ClearCompany platform. Confirm what the hiring workflow covers, how a new hire’s record carries through into performance, and which products your quote includes.
Employee engagement surveys	Not core Not a CLEAR Talent capability. If engagement or pulse surveys are a required part of this purchase, CLEAR Talent does not cover it and you would need a second tool.	Confirm Ask what the engagement product covers, whether surveys are included in your quote or priced separately, and how survey results connect to the performance record.
Payroll, attendance and applicant tracking	Not core Not a CLEAR Talent capability, deliberately. The platform is built to run alongside the HRIS or payroll system you already have rather than replace it, which is what keeps the implementation narrow.	Confirm Applicant tracking is covered in the row above. Confirm what ClearCompany covers for payroll and time and attendance, and what you would still need from your HRIS or payroll platform, so the two quotes cover the same ground.

Performance depth

Organisation goals, OKRs and weighted KPIs

CLEAR TalentStrong / native: Strategic Linked Goals cascades organisation objectives to team and individual level and requires every individual goal to connect to a parent, so orphaned goals cannot quietly accumulate. A KPI library holds reusable, role-aware metric templates with performance bands, weightings and guardrails.
ClearCompanyConfirm: Ask how goals are set and tracked inside the performance product, whether an individual goal can be required to link to a parent objective, and whether weighted KPIs with performance bands can be modelled.

Review cycles and configuration

CLEAR TalentStrong / native: Configurable self, manager, peer and multi-stage cycles, with configurable review templates and rating scales. Each stage carries its own deadline and automated reminders, quarterly and annual cadences can run side by side, and a closed period stays closed.
ClearCompanyStrong / native: Performance management is one of the products ClearCompany presents. Ask to see a multi-stage cycle built with your own stages, templates and rating scale, and confirm how much of that an administrator can change without vendor support.

Competency frameworks and evidence

CLEAR TalentStrong / native: A central library with behavioural indicators at every proficiency level, scales configurable from three to seven levels that can differ by job family, and role profiles carrying required competencies and target levels. Ratings can be configured to require written evidence before submission.
ClearCompanyConfirm: Ask how a competency is defined, whether behavioural indicators exist at each level, how many levels a scale can carry, whether scales can differ by job family, and whether a rating can be blocked until written evidence is attached.

360° multi-rater feedback

CLEAR TalentStrong / native: Rater groups are configurable across managers, peers, direct reports and cross-functional stakeholders, raters are anonymised within their group and minimum-rater thresholds apply. Input is structured against the competencies in the role profile rather than collected as open text.
ClearCompanyConfirm: Ask how rater groups are configured, what the anonymity and minimum-rater rules are, and whether input is structured against a competency model or gathered as open text.

Development, calibration and succession

CLEAR TalentStrong / native: Skills-gap analysis feeds individual development plans, calibration runs before ratings go final, and 9-box, readiness and succession workflows sit on the same record. Individual, team and organisation reports export to PDF or Excel in one click.
ClearCompanyConfirm: Ask which of development planning, calibration, 9-box and succession are included in your quote and which are separate, and what a completed report looks like at team and organisation level.

Reach and governance

AI assistance and its governance controls

CLEAR TalentStrong / native: Ava drafts review narrative, summarises multi-rater input into themes, generates competency frameworks and prompts reviewers on possible rating patterns. Output is labelled, editable and approved by a person, every edit is logged, and it can be disabled per cycle, team or module.
ClearCompanyConfirm: Ask what the AI writes, what it reads to write it, whether the output is labelled as AI-generated, whether it can be switched off for a cycle or a team, and what is recorded when a manager edits it.

Mobile and multilingual participation

CLEAR TalentStrong / native: Web plus native iOS and Android apps with biometric sign-in, push notifications and offline support for sites where the signal drops, and 16 languages — with AI-generated summaries and recommendations delivered in each employee’s preferred language.
ClearCompanyConfirm: Ask which languages are supported and have them demonstrate one full review completed on a phone, by someone who has no desk and no company laptop.

Scope boundaries

Recruitment and applicant tracking

CLEAR TalentNot core: Not a CLEAR Talent capability. If hiring and applicant tracking are a required part of this purchase, CLEAR Talent does not cover them and you would need a second tool.
ClearCompanyStrong / native: Recruiting and applicant tracking is a headline part of the ClearCompany platform. Confirm what the hiring workflow covers, how a new hire’s record carries through into performance, and which products your quote includes.

Employee engagement surveys

CLEAR TalentNot core: Not a CLEAR Talent capability. If engagement or pulse surveys are a required part of this purchase, CLEAR Talent does not cover it and you would need a second tool.
ClearCompanyConfirm: Ask what the engagement product covers, whether surveys are included in your quote or priced separately, and how survey results connect to the performance record.

Payroll, attendance and applicant tracking

CLEAR TalentNot core: Not a CLEAR Talent capability, deliberately. The platform is built to run alongside the HRIS or payroll system you already have rather than replace it, which is what keeps the implementation narrow.
ClearCompanyConfirm: Applicant tracking is covered in the row above. Confirm what ClearCompany covers for payroll and time and attendance, and what you would still need from your HRIS or payroll platform, so the two quotes cover the same ground.

Status legend

Strong / nativeA clearly positioned core or native capability.

Not coreNot currently positioned as a core capability.

ConfirmScope, module, localization, or availability should be confirmed with the vendor.

Price and commercials

Compare quotes, not headline prices.

Per-seat figures are only comparable once both quotes cover the same modules, the same headcount and the same term.

CLEAR Talent

$39per month, Basic plan

CLEAR Talent publishes a list price rather than quoting from scratch: the Basic plan is USD 39 per month and covers 1 admin user and 10 staff users, with each additional staff user at USD 3 per month and each additional admin user at USD 9, up to the maximums stated on the plan. The Pro plan is USD 295 per month and covers 3 admin users and 50 staff users. Past those limits the Enterprise plan is quoted. A final quote is confirmed at demo; modules, localisation, implementation scope, taxes and commercial terms all move the number.

ClearCompany

Check directwith the vendor

Ask ClearCompany for a written quote, and confirm exactly which products it covers before comparing it with a performance-only price. A quote that spans hiring, onboarding and performance and one that covers performance alone are not the same purchase.

Put these questions to every vendor

Which modules are inside the quoted price, and which are licensed separately?
Is the price per employee, per active user, or per licence — and how are leavers treated mid-term?
What is the minimum seat count, and what happens to it if headcount falls?
What is the implementation fee, what does it cover, and what is billed hourly afterwards?
What is the contract term, and what is the uplift at renewal?

CLEAR Talent’s figure is the published list price of its entry plan, not a quote for your headcount — the plan covers a fixed allocation of users and adds a published per-user rate above it. No competitor price is stated on this page, because published vendor pricing changes and a figure repeated here would be out of date before you read it.

Where we stop

What CLEAR Talent does not do.

A comparison page that lists no limits is a brochure. These are the boundaries most likely to matter in this particular decision.

Recruitment and applicant tracking.
Employee engagement or pulse surveys.
Payroll, time and attendance, or leave administration.
A learning management system. Development plans link to learning; delivering courses is not a CLEAR Talent capability.

CLEAR Talent is a performance and development layer. It is designed to run alongside the HRIS or payroll platform you already have, and that boundary is what keeps the rollout measured in weeks.

Buyer questions

Questions buyers ask about ClearCompany.

The answers a shortlist actually turns on, rather than the ones a feature grid covers.

Is CLEAR Talent the same company as ClearCompany?

No. CLEAR Talent is a separate company with its own product and its own website, www.clear-talent.com. It is not affiliated with ClearCompany, a separate HR software company with a similar name, and it has no connection to any business using the name ClearCo or Clearco. If a search result, review listing or invoice carries one of those names, it does not refer to CLEAR Talent.

Why do searches for CLEAR Talent show results for ClearCompany?

The two names share their first word and both companies make HR software, so search engines and review directories can treat a search for one as a search for the other. The reliable check is the web address. CLEAR Talent is at www.clear-talent.com, and its mobile apps are published under the name CLEAR Talent on the Apple App Store and Google Play. Anything on another domain is a different company.

What is the main difference between the two products?

Breadth against depth. ClearCompany presents a talent management platform that covers recruiting and applicant tracking, onboarding, engagement and performance. CLEAR Talent covers performance and development only: goals and KPIs, review cycles, 360° feedback, competency assessment against behavioural indicators, calibration, development plans and succession. It has no recruitment product and is built to run alongside the HR systems you already have.

Can CLEAR Talent replace ClearCompany?

Only for the performance side. CLEAR Talent covers goals and KPIs, review cycles, 360° feedback, competency assessment, development, calibration and succession, with analytics across all of it. It does not include recruitment or applicant tracking, and it has no employee engagement survey product. If you use ClearCompany for hiring, moving performance to CLEAR Talent would leave hiring where it is, so map your current usage against those boundaries before assuming a like-for-like swap.

Can CLEAR Talent run alongside the applicant tracking system we already use?

Yes. CLEAR Talent is designed to sit beside the HR systems you keep rather than replace them. There is no named connector to any particular applicant tracking system or HRIS; organisation structure — departments, locations, roles and reporting lines — along with goals and ratings comes in through CSV and Excel bulk import or the API. What transfers cleanly depends on how your current data is shaped, so scope is confirmed during discovery rather than promised up front.

How do the two compare on price?

CLEAR Talent publishes a list price you can plan against before the first sales conversation: USD 39 per month for the Basic plan, covering 1 admin user and 10 staff users, with each additional staff user at USD 3 per month, and USD 295 per month for Pro. Past what those plans cover, the Enterprise plan is quoted. For ClearCompany, ask for a written quote and write down exactly which products it includes. The two are unlikely to be the same purchase — one covers performance and development, the other can span hiring through performance — so compare the performance scope like for like, at the same headcount and over the same term, before comparing figures.