Lattice Review — Performance Reviews, OKRs, and Compensation for Mid-Market Teams

Name: Lattice
Brand: Lattice
Price: 13 USD
Availability: InStock

Lattice is the performance management platform that mid-market and enterprise HR teams reach for when they want reviews, goals, engagement and compensation tied together in one system. It covers the full performance lifecycle: goal setting with OKR alignment, structured review cycles, continuous feedback through 1:1s, engagement surveys, and compensation management that connects pay decisions to performance data. Its customers tend to have between 100 and 5,000 employees and treat performance management as a strategic priority rather than a compliance checkbox.

Lattice's feature list is not unique in 2026, since several competitors match it on paper. How tightly the modules connect is the difference. Performance review scores feed into compensation decisions. OKRs cascade from company goals to individual contributors. Engagement survey data surfaces alongside performance trends. This review checks whether that integration holds up in practice, where the modular pricing starts to add up, and which size of company gets the best return on it.

Rajat·Editorial Lead, Software Evaluation·Updated October 17, 2026·Fact-checked by Chandrasmita

The verdict

For a mid-market team that wants goal alignment, structured reviews and compensation management in one tool, Lattice is the strongest performance platform I know of.

The OKR-to-review pipeline is well executed and better than what 15Five, Culture Amp or BambooHR offer at any price point. The compensation module connecting merit decisions to performance data is a real differentiator that saves people ops teams from managing spreadsheet-based comp cycles.

But I would not call this a full HRIS. Lattice no longer sells its HRIS module, payroll is not included, and the engagement surveys are competent but not as deep as Culture Amp's. The modular pricing model also means your per-seat cost can climb from $8 to $27 or more once you stack add-ons.

Buy Lattice first if performance and goal alignment matter most and payroll already lives in another system. If you want payroll and HR records in the same platform, Rippling and BambooHR both include them and Lattice no longer does.

Where Lattice fits

Who it suits

People operations leaders at companies with 100 to 5,000 employees get the most from Lattice, especially when they want one system for performance reviews, OKR alignment and compensation management.

It fits teams that run performance management as a strategic function rather than an annual compliance exercise, and that want data connecting goals, reviews, engagement and pay decisions.

Teams whose main need is deep performance management with goal alignment are Lattice's core buyers. Teams whose main need is payroll and HRIS with basic reviews are better matched to BambooHR or Rippling.

What it does differently

Lattice connects performance data to compensation decisions better than any other mid-market tool I have tested.

The OKR alignment, which cascades company goals to team and individual goals with progress tracking, is more structured than what 15Five or BambooHR offer. The talent review and calibration tools give people ops teams a real way to normalize ratings across managers before merit cycles.

The analytics layer ties engagement survey results to performance trends, giving HR leaders a single dashboard that surfaces flight risk, promotion readiness, and manager effectiveness without exporting data to a spreadsheet.

And the clean UI means managers use it. Lattice consistently scores above competitors on G2 for ease of use, which matters because the best performance tool is worthless if managers skip their reviews.

How it gets bought

Lattice sells to companies that have outgrown basic HR tools but do not need enterprise HCM.

That target holds for the 100-to-2,000 employee range. Below 100, the $4,000 annual minimum makes the per-seat cost awkward. Above 5,000, enterprise buyers typically want deeper HRIS, payroll and compliance, which Lattice does not prioritize.

The modular pricing model is both a strength and a risk: it lets you start lean and add capabilities, but it also means your annual cost can double within 18 months as you discover you need modules you initially skipped.

Lattice pricing, module costs, and what the per-seat rate actually includes

Unlike quote-only vendors such as Culture Amp, Lattice shows its prices publicly. The Foundations bundle costs $13 per seat per month and includes performance reviews, Goals & OKRs, 1:1s, updates, feedback, analytics, the AI Agent and integrations. You can also buy Performance alone for $10 per seat per month, Goals & OKRs alone for $8, or Engagement alone for $4. Compensation (+$6 per seat per month) and Grow (+$4) are add-ons that stack on top of a base product, and Enterprise is quote-based.

The modular structure means a 200-person company buying Foundations plus Engagement and Compensation pays $23 per seat per month, or $55,200 a year at list price. That is competitive with Culture Amp and well below enterprise tools like Workday or SuccessFactors. The $4,000 annual minimum still binds for very small teams: on Foundations it applies below about 26 seats. Annual billing is required, with no month-to-month option.

Plan	Published price	Annual
Foundations	$13/seat/mo	Not stated
Performance	$10/seat/mo	Not stated
Goals & OKRs	$8/seat/mo	Not stated
Engagement	$4/seat/mo	Not stated
Grow (add-on)	+$4/seat/mo	Not stated
Compensation (add-on)	+$6/seat/mo	Not stated
Enterprise	Custom quote	Not stated

Pricing last checked September 25, 2026. View source

What the Lattice Foundations bundle actually includes

The $13 per seat Foundations bundle is where most buyers land because it combines the two capabilities that define Lattice: performance reviews and Goals & OKRs. It also includes 1:1 meeting agendas, updates, feedback, analytics, the AI Agent and integrations. For most mid-market teams it is the right starting point, because buying Performance ($10) and Goals & OKRs ($8) separately would cost $18 per seat per month.

What Foundations does not include is engagement surveys, compensation management or growth tools. If you want engagement data alongside performance data, which is one of the strongest arguments for choosing Lattice over a standalone survey tool, you need Engagement at $4 per seat per month. If you want to connect comp cycles to review outcomes, add Compensation at $6 per seat per month. A full-stack deployment of Foundations, Engagement, Compensation and Grow runs $27 per seat per month at list price.

Discounts, minimums and module creep in a Lattice contract

Lattice's list prices are public, but the final contract price depends on seat count, contract length and which modules you bundle. Vendr's buyer data (February 2026) shows discounts of 15% to 30% for bundles and multi-year terms, and a median contract of about $30,240 a year. Because of the $4,000 a year minimum, a company with fewer than about 26 seats on Foundations should work out its effective per-seat cost first.

The hidden cost that catches most teams is module creep. You start with Foundations at $13 per seat, then add Engagement because you want survey data ($17 per seat), then add Compensation because managing merit cycles in spreadsheets is painful ($23 per seat). Within 12 months, your per-seat cost has risen by about 75%. Map out which modules you will need in the first 18 months and negotiate bundle pricing upfront rather than adding modules piecemeal.

The full Lattice pricing breakdown

Lattice features: performance reviews, OKR tracking, engagement, and integrations

Lattice performance reviews and calibration tools

Performance reviews are Lattice's flagship capability. The platform supports configurable review cycles with multiple reviewer types (self, manager, peer, skip-level, upward), customizable question templates, and timeline management. Admins control which teams run which cycles, allowing different review cadences for different departments.

The calibration feature lets leadership teams review and normalize ratings before final communication. Managers see rating distributions across their teams, and HR can flag outliers for discussion. This prevents the grade inflation and inconsistency that plague review cycles at most companies.

Lattice review cycle configuration and templates. Review cycles can be configured by frequency, participant groups, question sets, and reviewer relationships. Templates are reusable across cycles, and new templates can be built from scratch or adapted from Lattice's question library. The cycle builder includes automated reminders, deadline enforcement, and progress tracking for HR admins.

Lattice calibration sessions and rating normalization. Calibration sessions bring managers and leadership together to review rating distributions before results are shared. The interface shows each employee's rating, reviewer comments, and performance history on a single screen. HR facilitators can adjust ratings with an audit trail, ensuring consistency without opaque top-down overrides.

Lattice OKR and goal alignment framework

The OKR module supports objective setting at the company, team, and individual levels with measurable key results, progress tracking, and alignment visualization. Company OKRs cascade to team OKRs, and team OKRs cascade to individual goals, creating a visible thread from strategy to execution.

Progress updates can be manual or automated through integrations. The alignment tree view shows how each goal connects upward, which makes it easy for leadership to assess whether organizational effort is concentrated on the right priorities.

Lattice goal cascading and alignment visualization. The alignment tree visualizes how individual goals connect to team and company objectives. Each node shows progress, owner, and deadline. This view is useful for quarterly business reviews where leadership needs to assess strategic alignment across departments without collecting updates manually.

Lattice OKR scoring and check-in cadence. Key results support quantitative scoring (0-1 or percentage) and qualitative progress notes. Check-in reminders prompt goal owners to update progress on a configurable cadence: weekly, biweekly or monthly. The check-in data feeds into the review cycle, giving managers goal progress context during performance evaluations.

Lattice engagement surveys and eNPS tracking

The Engagement module supports full engagement surveys, shorter pulse surveys, and eNPS tracking. Surveys can be anonymous or attributed, with results segmented by department, tenure, location, and manager. The question library includes validated items alongside custom question support.

Results appear in the analytics dashboard alongside performance and retention data, enabling correlational analysis. For example, people ops teams can see whether teams with low engagement scores also show higher attrition or lower review completion rates.

Lattice survey design and confidentiality settings. Surveys support Likert scale, open text and multiple choice questions, with configurable anonymity thresholds. The default threshold hides results for groups smaller than five respondents to protect confidentiality. Admins can schedule surveys, set reminders and track completion rates in real time.

Lattice engagement analytics and trend reporting. Engagement results display as trend lines over time with drill-down by segment. The platform identifies statistically significant changes between survey periods and surfaces themes from open-text responses. Action planning is basic: managers receive reports, but workflow-driven follow-up is limited compared to Culture Amp.

Lattice compensation management and pay equity tools

The Compensation module manages merit cycles, pay band enforcement, and pay equity analysis within Lattice. Managers see performance review scores, goal attainment, tenure, and current compensation in a single view when making merit recommendations. Budget guardrails prevent managers from exceeding department-level merit pools.

Pay equity dashboards analyze compensation by gender, ethnicity, role, and level, flagging potential disparities for review. This supports proactive compliance and DEI reporting without manual data assembly.

Lattice merit cycle workflows and budget management. Merit cycles are configured with budget pools, approval chains, and eligibility rules. Managers submit recommendations within guardrails, and reviewers (HR, finance, executives) approve or adjust before final communication. The workflow handles one-off adjustments, promotions, and equity corrections alongside standard merit increases.

Lattice pay band configuration and compliance reporting. Pay bands can be defined by role, level, and location. The platform flags employees who fall outside their band and shows compression risk. Compliance reports support state-level pay transparency requirements that are becoming mandatory in California, New York, Colorado, and other jurisdictions.

Lattice 1:1 meetings and continuous feedback workflows

The 1:1 module provides shared meeting agendas, action item tracking, and talking point suggestions between managers and direct reports. Agenda items carry over between meetings, and the interface surfaces recent feedback, goal progress, and review notes as context for discussion.

Continuous feedback features allow peer and manager recognition outside of formal review cycles. Praise and feedback entries are visible in the employee profile and surface during review authoring, ensuring that contributions throughout the quarter are not forgotten during evaluation.

Lattice 1:1 agenda templates and calendar integration. The platform provides pre-built 1:1 agenda templates for common meeting types (weekly check-in, career development, skip-level) and integrates with Google Calendar and Outlook to create agenda links automatically. Notes are private between the manager and report by default.

Lattice continuous feedback and peer recognition. Peer recognition (called 'Feedback' in Lattice) allows employees to give praise or constructive feedback to colleagues at any time. Feedback entries tag competencies and values, making them searchable. During review cycles, authors see all feedback given about a reviewer's direct reports, reducing recency bias.

Lattice integrations and platform connectivity

HR data flows in from BambooHR, Workday or Rippling. Lattice also works inside Slack and Microsoft Teams, supports Okta and Google SSO, and links to some ATS platforms. The Slack integration is especially good: employees can complete check-ins, give feedback and respond to surveys in Slack without opening the Lattice interface.

The API supports custom integrations for employee data sync, review export, and goal data. For teams running Lattice alongside a separate HRIS and payroll system, the integration layer is critical to avoiding manual data entry.

Lattice Slack and Microsoft Teams integration. The Slack integration allows employees to give feedback, update goals, and respond to engagement surveys without leaving Slack. Managers receive 1:1 reminders and review notifications in Slack. The Microsoft Teams integration covers the same functionality for Teams-centric organizations.

Lattice HRIS and ATS integration capabilities. Employee data syncs into Lattice from BambooHR, Rippling, Workday and Personio. The sync covers employee profiles, org structure and start/end dates. ATS integrations are limited, since Lattice has no built-in ATS and relies on HRIS data for headcount and reporting.

Lattice pros and cons: reviews, OKRs, compensation, and engagement

Strengths

Lattice performance review cycles are configurable and manager-friendly
The performance review module is Lattice's core strength. You can configure review cycles by frequency (quarterly, semi-annual, annual), reviewer relationships (self, manager, peer, skip-level) and question templates. The review builder is flexible enough to support different cycles for different teams: engineering might run quarterly lightweight reviews while sales runs semi-annual 360s.
Managers find the review interface intuitive. The summary view shows all direct reports' self-assessments alongside peer feedback, which reduces the time spent collecting inputs. Calibration tools let leadership teams normalize ratings before communicating final results.
On G2, several reviewers say the review workflow is why they picked Lattice over BambooHR or a standalone survey tool.
Lattice OKR alignment connects company goals to individual contributors
The Goals/OKR module supports cascading objectives from the company level to teams and individual contributors. Each OKR includes key results with measurable targets, progress tracking, and alignment visualization that shows how individual work connects to company strategy.
The goal tracker is part of the review cycle rather than a separate tool. When review time comes, managers see each report's OKR progress alongside their review responses, which closes the gap between 'what did you do' and 'what were you supposed to do.'
The alignment view is a real differentiator. 15Five and BambooHR both support goal setting, but neither offers the visual cascading or automatic roll-up that makes Lattice's OKR implementation feel strategic rather than administrative.
Lattice compensation management ties pay decisions to performance data
The Compensation module lets people ops teams run merit cycles, model pay adjustments, and manage pay bands inside Lattice rather than in spreadsheets. Managers see performance review scores, tenure data, and current compensation side by side when making merit recommendations.
Pay equity dashboards flag potential disparities by gender, ethnicity, or role, which supports compliance reporting and proactive compensation audits. Budget allocation tools let finance set department-level merit pools that managers distribute within guardrails.
This module is what separates Lattice from 15Five and Culture Amp. Neither competitor offers compensation management, which means their users still run merit cycles in spreadsheets or a separate tool.
Lattice analytics surface performance, engagement, and retention trends in one dashboard
The analytics layer pulls data from across modules (performance scores, engagement survey results, goal progress, 1:1 cadence) and presents it in dashboards that show trends by team, department or manager. Flight risk indicators, promotion readiness and manager effectiveness scores are available without exporting data.
The cross-module view is the key value. Seeing that a department's engagement scores dropped 15% and performance review completion rates fell in the same quarter tells a different story than either data point alone.
For people ops teams that currently build these dashboards manually in Excel or Looker, Lattice's built-in analytics save significant time each quarter.
Lattice 1:1 meeting agendas keep managers and reports aligned between review cycles
The 1:1 module provides shared meeting agendas, action item tracking, and talking point templates that persist between meetings. Managers and reports both contribute agenda items, and the interface surfaces recent feedback, goal progress, and pending action items from previous sessions.
This is the connective tissue between quarterly reviews. Without structured 1:1s, feedback accumulates until review season and arrives as a surprise. Lattice's 1:1 workflow ensures continuous alignment.
The module integrates with Google Calendar and Outlook, creating 1:1 agenda links automatically. Notes and action items are visible to both parties and carry over to the next meeting.
Lattice engagement surveys include eNPS and pulse capabilities built in
The Engagement add-on covers full engagement surveys, pulse surveys, and eNPS tracking. Surveys are customizable with pre-built question banks and confidentiality settings. Results segment by department, tenure, role, and manager.
The integration with performance data is the differentiator here. Engagement scores appear alongside performance review data in the analytics dashboard, allowing people ops teams to correlate satisfaction with productivity and retention.
The surveys are competent but not as deep as Culture Amp's dedicated engagement platform. If engagement measurement is your primary buying criterion, Culture Amp offers more sophisticated analytics and action planning tools.
Lattice career tracks and competency frameworks support growth conversations
The Grow add-on ($4 per seat per month) provides career tracks with defined levels, competency matrices, and individual development plans. Managers and employees can see what skills and achievements are required for promotion to the next level.
Competency frameworks are customizable by department and role. Engineering might define levels around technical depth and system design, while sales defines them around quota attainment and account expansion.
For companies that struggle with 'how do I get promoted' conversations, this module provides a structured answer. The career track data feeds into review discussions, giving managers a framework for development feedback.

Limitations

Lattice is not an HRIS or payroll platform
Lattice joined the Workday Partner Program in October 2025 and then shut down its HRIS and payroll products, so there is no HRIS module on its pricing page. It does not offer payroll, benefits administration or compliance tracking, and it lacks the HR record depth of BambooHR, Rippling or HiBob.
Teams that buy Lattice expecting a full HR platform will be disappointed. It is a performance, goals and engagement layer that relies on a separate HRIS for employee records.
If you need payroll and HR administration alongside performance management, you will run Lattice alongside a separate HRIS, which adds cost and integration complexity.
Lattice modular pricing adds up fast once you stack add-ons
The published $13 per seat per month for Foundations sounds reasonable until you add Engagement ($4), Compensation ($6) and Grow ($4). A full-stack deployment costs $27 per seat per month, or $64,800 a year for a 200-person company.
Module creep is the real risk. You start with Foundations because it covers reviews and goals. Six months later, you add Engagement because you want survey data. Then Compensation because spreadsheet merit cycles are painful. Each addition feels incremental, but the per-seat cost can rise by about 75% within a year.
Competitors like 15Five bundle engagement with performance at lower per-user costs, and Culture Amp includes engagement as a core capability rather than an add-on.
Lattice implementation requires change management for review-averse cultures
Deploying Lattice is technically simple, and most implementations take 4–8 weeks, but the cultural change is harder. Lattice works best when managers consistently run reviews, update OKRs and hold structured 1:1s. In organizations where managers resist structured performance processes, Lattice adoption stalls.
The platform assumes a performance-oriented culture. If your company has never run formal reviews or OKR cycles, the implementation effort goes beyond software configuration into change management, manager training and executive sponsorship.
Multiple G2 reviewers note that Lattice is powerful when adopted fully but delivers limited value when only partially used. Plan for manager enablement as part of your rollout.
Lattice engagement surveys are competent but less deep than Culture Amp
The Engagement module covers the basics: customizable surveys, eNPS, pulse surveys and department-level analytics. But Culture Amp offers more sophisticated driver analysis, action planning workflows, benchmarking against industry data, and a deeper question library built on organizational psychology research.
If engagement measurement is your primary buying criterion rather than a supplement to performance management, Culture Amp is a stronger choice. Lattice's engagement module is good enough for teams that want engagement data alongside performance data but do not need engagement to be the centerpiece.
The distinction matters because Lattice prices engagement as a separate $4 per seat per month product. Culture Amp prices engagement as a core platform capability.
Lattice minimum annual commitment makes it expensive for small teams
The $4,000 a year minimum means a 20-person company on Foundations pays an effective rate of $16.67 per seat per month instead of the published $13. For teams under about 26 seats, this minimum inflates the per-seat cost meaningfully.
15Five's Engage plan starts at $4/user/mo with no published minimum, making it a more cost-effective entry point for smaller teams. BambooHR's flat-rate pricing for small teams is also more predictable.
Lattice is designed for mid-market buyers with 100+ employees. Companies below that threshold should confirm their effective per-seat cost against the seat minimum in the order form.
Lattice reporting customization has limits for complex people analytics needs
The analytics dashboards cover the most common views, such as performance distribution, engagement trends, goal completion and manager effectiveness. Building custom reports that cross-reference non-standard data points requires workarounds.
If your people analytics team needs to correlate performance data with external data sources (compensation benchmarks, hiring funnel data, learning completion), Lattice's built-in reporting may not be sufficient. You will likely need to export data and analyze it in a BI tool.
Teams that run people analytics as a strategic function usually add a dedicated platform such as Visier alongside Lattice.

Lattice lists its Foundations bundle (Performance plus Goals & OKRs) at $13 per seat per month, with Performance alone at $10 and Goals & OKRs at $8, plus Engagement ($4) and add-ons for Compensation ($6) and Grow ($4). Billing is annual with a $4,000 yearly minimum. There is no payroll, so buyers still need a separate payroll system. If engagement survey depth matters more than reviews, compare it in Culture Amp vs Lattice.

Lattice demo prep: module mix, comp cycle walkthrough and renewal terms

Lattice's modular prices mean the modules you pick in the demo set both the bill and the value, so the sales conversation deserves preparation. Four points to settle with the Lattice rep:

Ask for a written cost projection covering your first 18 months, beyond the initial contract. Map out which modules you will need now and which you will likely add within a year. Get the add-on pricing in writing so you can budget for Engagement and Compensation before you feel the pain of managing them in spreadsheets. Negotiate bundle pricing upfront, because adding modules piecemeal after signing typically costs more than bundling at the start.
Request a demo of the compensation module with your actual merit cycle workflow. The compensation-to-review connection is Lattice's strongest differentiator, but it only works if the merit cycle configuration matches your approval chains, budget allocation process and pay band structure. Bring your finance partner to this demo so they can see how budget guardrails and merit pool management work before you commit.
Ask how the OKR module handles quarterly resets and abandoned goals. Most OKR implementations fail not because the software is bad but because goal hygiene breaks down after the first quarter. Ask Lattice to walk through what happens when goals are deprioritized, how progress is reported when key results change mid-cycle, and how the system handles teams that stop updating. This reveals whether the tool enforces discipline or just provides a container.
Negotiate renewal terms and confirm the annual minimum. Lattice's $4,000/year minimum is relevant for smaller teams. Ask whether the minimum adjusts if headcount drops below the threshold mid-contract. Confirm renewal pricing: whether rates are locked for multi-year agreements and whether module prices can increase independently of the base plan.

How we evaluated Lattice

Rajat worked through Lattice directly. Every figure below was checked against Lattice's published pricing on September 25, 2026. Follow the link and check it yourself — if the vendor has moved since, that date tells you how stale this page is.

Plans as published

Plan	List price
Foundations	$13/seat/mo
Performance	$10/seat/mo
Goals & OKRs	$8/seat/mo
Engagement	$4/seat/mo
Grow (add-on)	+$4/seat/mo
Compensation (add-on)	+$6/seat/mo
Enterprise	Custom quote

Trial: Demo-led with free interactive tours; no self-serve free trial

What the list price doesn't cover

Module creep and the compounding per-seat cost

The biggest hidden cost in Lattice is module creep. You sign at $13/seat/mo for Foundations and within 12 months you are paying $23 to $27/seat/mo because you added Engagement, Compensation and Grow. Each addition feels small, but the total nearly doubles. A 200-person company that starts at $31,200 a year and adds Engagement and Compensation is now paying $55,200. Map out your 18-month module roadmap before signing and negotiate bundle pricing upfront.

Annual minimum and implementation overhead

The $4,000 annual minimum is not hidden, since it is on the pricing page, but its impact on small teams is often overlooked. Lattice says there are no additional implementation or change management fees for its performance management software, but the internal time investment is real: 4 to 8 weeks of configuration, review template design, OKR framework setup, HRIS integration, SSO configuration, and manager training. For teams without a dedicated people ops function, this effort can be substantial.

What we'd confirm on a demo

Map your 18-month module roadmap before signing the initial contract

Before committing to Lattice, list every module you expect to use within 18 months. If Engagement and Compensation are on your roadmap, negotiate bundle pricing at contract signing even if you do not activate those modules immediately. Piecemeal additions cost more than upfront bundles. Ask for deferred activation — pay the bundled rate now and turn on modules when ready. This approach locks in pricing and avoids mid-contract renegotiation.

Confirm the effective per-seat cost against the annual minimum

If your company has fewer than 42 seats, calculate the effective per-seat cost against the $4,000 annual minimum. At 26 seats on Foundations, you pay $4,056 at the published rate, just over the minimum. At 25 seats, you pay $4,000 regardless, an effective $13.33/seat/mo. On the $10 Performance plan, 30 seats would list at $3,600, so you still pay $4,000. Ask whether the minimum adjusts if headcount drops mid-contract and whether new hires added mid-year are prorated or full-price.

Negotiate renewal terms and multi-year rate locks

Lattice bills all contracts annually. Ask for a multi-year rate lock if you are confident in the platform fit. Vendr reports that buyers who bundle products and commit to multi-year terms often get 15 to 30 percent off list pricing. Confirm whether module prices can increase independently at renewal and whether the annual minimum can change. Get renewal terms in writing as part of the initial contract.

Frequently asked questions about Lattice modules and costs

What is included in Lattice Engagement?

Lattice Engagement is Lattice's employee engagement product, priced at $4 per seat per month on lattice.com, billed annually, within Lattice's $4,000 minimum annual agreement. It covers engagement surveys, pulse surveys, onboarding and exit surveys, eNPS, action planning and AI analysis of survey trends, plus 1:1s, weekly updates, feedback and Q&A boards. It can be bought on its own or alongside Performance and Goals & OKRs, which is why many teams compare it with Culture Amp.

Is Lattice good for companies with fewer than 100 employees?

Lattice can work for companies under 100 employees, but the $4,000 annual minimum means very small teams pay a premium per seat. On Foundations ($13 per seat per month), the minimum binds below about 26 seats: a 20-person company pays $4,000 a year, an effective $16.67 per seat. A 50-person company pays the list price of $7,800 a year. For small teams, 15Five's Engage plan at $4 per user per month or Perform plan at $11 may deliver better value. Lattice is designed for the 100-to-5,000 employee range where the per-seat cost scales as published.

How does Lattice compare to 15Five for performance management?

Lattice and 15Five both cover performance reviews, goals and engagement, but they serve different buyer profiles. Lattice is deeper on OKR alignment, compensation management, calibration and analytics, so it suits people ops teams that want a tightly integrated performance-to-compensation pipeline. 15Five is stronger on continuous check-ins, manager coaching and AI-powered review authoring, which suits teams that care more about manager effectiveness and ongoing dialogue than structured cycles. Lattice's Foundations bundle costs $13 per seat per month, against $11 per user for 15Five's Perform plan and $4 for its Engage plan, but Lattice covers more modules natively.

Does Lattice include payroll or HRIS?

No. In November 2025, after joining the Workday Partner Program, Lattice announced it would shut down its HRIS and payroll products, and neither appears on its pricing page. Lattice has no payroll, benefits administration or compliance features. Payroll has to come from a separate provider such as Gusto, Rippling or ADP. Most Lattice customers treat it as a performance management layer on top of their existing HRIS rather than a replacement for it.

What is the total cost of Lattice with all modules?

A full-stack Lattice deployment with Foundations ($13 per seat per month), Engagement ($4), Grow ($4) and Compensation ($6) costs $27 per seat per month, or $64,800 a year for a 200-person company at list price. Most buyers do not purchase every module. A common configuration is Foundations plus Engagement and Compensation at $23 per seat per month, or $55,200 a year for 200 seats. Negotiate bundle pricing at contract signing rather than adding modules later, as piecemeal additions typically cost more.

How long does Lattice implementation take?

Most Lattice implementations take 4–8 weeks depending on the number of modules, data migration complexity and how many review cycles you need to configure upfront. The technical setup is simple: HRIS integration, SSO configuration and module activation are typically done in the first two weeks. The longer effort is configuring review templates, OKR structures and compensation workflows, and training managers on the platform. Plan for manager enablement sessions as part of your rollout timeline.

Can Lattice replace a standalone engagement survey tool like Culture Amp?

Lattice's Engagement module covers full surveys, pulse surveys, eNPS and segment-level analytics, but it does not match Culture Amp's depth in driver analysis, action planning workflows and industry benchmarking. If engagement measurement is your top priority and you want the deepest analytics, Culture Amp is the stronger choice. If you want engagement data sitting next to performance reviews, goals and compensation, the $4 per seat Engagement module is good enough to replace a separate survey tool.

Does Lattice support OKRs or just basic goal setting?

Lattice supports full OKR methodology with cascading objectives from company to team to individual, measurable key results with scoring, progress check-ins and alignment visualization. It is a structured OKR framework that connects to performance reviews, well beyond a basic goal tracker. The alignment tree view shows how individual goals connect to company strategy, and OKR progress data surfaces during review cycles. For teams committed to OKR methodology, Lattice's implementation is more mature than what BambooHR or 15Five offer.

Alternatives worth comparing

Lattice's gaps are payroll, HR records and engagement depth, and each alternative below covers one of them for a different kind of team.

Product	Pricing model	Free trial	Why buyers shortlist it
BambooHR	Per-employee pricing	Yes	BambooHR bundles HR administration, onboarding, ATS, and basic performance reviews in one platform. Best for teams that need an HRIS with payroll alongside lightweight performance management.
Culture Amp	Custom quote	Not stated	Culture Amp is the deepest engagement survey platform with strong performance management. Best for teams where engagement measurement and action planning matter more than review cycles.
15Five	Per-user pricing	Yes	15Five focuses on continuous check-ins, manager coaching, and AI-powered reviews at a lower price point. Best for teams that prioritize manager effectiveness over structured compensation cycles.
Betterworks	Per-user pricing	Not stated	Betterworks is an enterprise performance management platform built around OKR methodology and continuous feedback.
Reflektive	Custom quote	Not stated	Reflektive built its reputation as a real-time feedback and performance management platform that prioritized continuous conversations over annual review cycles.

All Lattice alternatives

Head-to-head comparisons

Lattice vs Betterworks
Lattice and Betterworks are two of the leading performance management platforms for mid-market and enterprise HR teams. Lattice is known for its breadth — reviews, goals, engagement, compensation — while Betterworks focuses more tightly on OKR-driven continuous performance. The choice depends on whether you need a performance hub or an OKR execution engine.
15Five vs Lattice: Continuous Feedback Tool vs Full People Management Platform in 2026
15Five is better for companies that want lightweight continuous feedback, weekly check-ins, and employee engagement tools with fast adoption. Lattice is better for companies building out the full people management stack — performance reviews, OKRs, compensation management, and engagement — as a unified platform. This comparison covers pricing, feature depth, adoption overhead, and what should decide this shortlist.
Lattice vs Culture Amp (2026): Reviews or Surveys First?
Lattice suits teams buying performance reviews and goals: $13 per seat a month, $4,000 a year minimum. Culture Amp suits teams buying engagement surveys with benchmarks, at an estimated $5-$9 per employee and a Vendr median of $23,270 a year. Neither sells an HRIS now; Lattice retired its HRIS in July 2026.
Leapsome vs Lattice: Which People Enablement Platform Is Right in 2026
Leapsome is better for companies that want performance management deeply integrated with learning, development plans, and skills tracking — particularly strong for European companies and global teams. Lattice is better for US-headquartered companies that need compensation management connected to performance reviews. This comparison covers pricing, L&D integration, compensation tooling, geographic fit, and what should decide the shortlist.