Meeting with Arnaud Grunwald and his team recently reminded me why some of the most innovative companies in HR tech aren’t always the loudest. As ClearCompany’s CPO shared their journey from stealth mode to strategic expansion, I discovered a company that spent two decades perfecting their craft before deciding it was time to make some noise.
ClearCompany represents something increasingly rare in our industry: a profitable, fast-growing HR platform that built its foundation on engineering excellence rather than marketing hype. With consistent 30% growth, they’ve quietly assembled what might be the most architecturally elegant talent management platform I’ve seen. Now, with new leadership and strategic acquisitions under their belt, they’re ready to challenge the established order.
The $80 Million Question: Why Now?
The HR tech landscape faces a fundamental tension. CFOs are getting involved in HR tech decisions, demanding fewer vendors and reduced complexity, while organizations desperately need sophisticated tools to manage increasingly complex workforce challenges. Most vendors respond by either staying narrow and deep or going broad and shallow.
ClearCompany took a different path. They built what they call a “shared services” architecture—essentially creating reusable components for notifications, permissions, workflows, and now AI capabilities that work across all modules. It’s the kind of technical decision that makes engineers smile and CFOs breathe easier.
Here’s who’s currently dominating different segments of the market:
iCIMS • Excels at high-volume hiring with strong automation and AI-powered candidate matching • Serves large organizations with 750+ integrations to major HR systems • However, users report the interface feels outdated and hasn’t kept pace with modern technology expectations • Pricing remains opaque, requiring sales team contact
Greenhouse • Known for robust analytics and comprehensive applicant tracking capabilities • Strong focus on DE&I initiatives and data-driven hiring decisions • Users complain about limited customization options for hiring pipelines and a steep learning curve • Pricing can be challenging for smaller organizations with limited resources
Cornerstone OnDemand • Industry-leading LMS with advanced features for interactive learning experiences • Comprehensive talent management covering performance, recruiting, and compensation planning • Complex implementation often requiring third-party consultants • Lacks true HRIS capabilities like payroll, benefits, and timekeeping
SAP SuccessFactors • Enterprise-grade solutions with comprehensive HCM capabilities • Strong financial backing and global presence • Primarily focused on organizations with 10,000+ employees • Complex implementations often taking 12-18 months with significant consulting costs
The Architecture That Changes Everything
ClearCompany’s technical approach solves problems most buyers don’t even know they have. Their shared services model means when they acquired Brainier LMS last year, they could integrate it in months, not years. When they build their AI course creator, it automatically inherits their security model, permissions structure, and user interface consistency.
Here’s what makes their approach different:
Unified Data Architecture • Single database across all 11+ modules eliminates data leakage between systems • Native bi-directional integrations with ADP and UKG that sync 100+ fields (compared to 50 fields for competitors) • Real-time reporting across recruiting, performance, learning, and compensation data
AI as Infrastructure • Native interview intelligence tool they built from scratch to control the roadmap • AI course builder that transforms existing PDFs and presentations into interactive learning content • Clear Insights analytics platform launched December 2024 with conversational AI for workforce insights
Mobile-First Design • Complete SMS-only experience for frontline workers from application to onboarding • Mobile-friendly forms that eliminate back-and-forth and reduce setup time • Designed specifically for high-volume hiring in retail, healthcare, and manufacturing
Who Actually Wins With This Approach?
ClearCompany’s sweet spot has crystallized around four specific organizational profiles:
The Scaling Healthcare System (500-2,000 employees) • Managing high-volume hiring for nurses, technicians, and support staff • Need SMS-based workflows for frontline workers without regular computer access • Require strong compliance tracking and credential management • Benefit from unified reporting across hiring, training, and performance metrics
The Multi-Location Retailer (1,000-5,000 employees) • Dealing with 100%+ annual turnover in some roles • Need rapid onboarding that works on mobile devices • Want to track correlation between hiring sources and long-term employee performance • Require learning paths tied directly to role-based competencies
The Growing Manufacturer (250-1,500 employees) • Transitioning from paper-based processes to digital workflows • Need safety training tied to performance management • Require AI-powered tools to convert existing training materials into dynamic content • Want succession planning for critical technical roles
The Customer Hitting Complexity Walls (Any Size) • Already using another ERP solution for payroll but need more sophisticated talent management • Want to keep payroll in place while upgrading recruiting and learning capabilities • Need deeper analytics than their HRIS provides • ClearCompany was named ADP’s #1 partner out of 450 partners in 2022
The Strategic Chess Match Ahead
ClearCompany faces fascinating strategic choices. Their decision to offer two entry points—Clear Recruit for ATS buyers and Clear Learn for LMS buyers — acknowledges that different organizations have different pain points. But their real bet is on the convergence story: that organizations starting with either recruiting or learning will eventually want both, plus performance management and compensation.
The numbers suggest they’re right. They report over 40% of customers now use multiple modules, with “total talent” deals accelerating since their new packaging launched in April. Their acquisition of Brainier brought 600+ background check customers and nearly $10 million in revenue in under two years.
Three trends work in their favor:
- The Consolidation Imperative: Every CFO I talk to wants fewer vendors. ClearCompany can legitimately claim to replace 11+ point solutions.
- The Frontline Worker Revolution: With 80% of the global workforce in frontline roles, mobile-first design isn’t optional anymore.
- The AI Democratization Wave: Their vision of opening AI course creation to subject matter experts across organizations, not just L&D teams, aligns perfectly with where corporate learning is headed.
The challenges are equally clear. They’re moving upmarket into the 2,000-5,000 employee segment where they’ll increasingly compete with Workday and SAP. They lack payroll and benefits administration, which could limit their “total solution” positioning. And after 20 years of quiet excellence, building a market presence requires different muscles than building great software.
The Quiet Revolution Gets Louder
What struck me most about ClearCompany isn’t just their technology or customer list — it’s their timing. They’ve spent two decades building a platform that’s architecturally ready for the AI era just as the market desperately needs alternatives to expensive, complex enterprise systems.
For organizations trapped between inadequate mid-market solutions and overpriced enterprise systems, ClearCompany offers a third path: sophisticated technology that doesn’t require an army of consultants to implement. In a market full of compromises, that might be the most radical proposition of all.
The question isn’t whether ClearCompany can compete with the established players — they’ve been doing that quietly for years. The question is whether they can maintain their engineering-first culture while building the market presence their platform deserves. Based on what I saw, I wouldn’t bet against them.
