Lattice and 15Five are both people management platforms combining performance reviews, OKRs, and employee engagement, but they differ meaningfully on price, depth, and philosophy. Lattice starts at $11/person/month and goes deep on HRIS integrations, compensation management, and HR analytics — suited for mid-size to enterprise companies with dedicated HR teams. 15Five starts at $4/person/month (Engage) or $14/person/month (Perform) and is built around evidence-based performance science and manager effectiveness — better value for growing companies that want to improve manager quality without a full HR platform investment. If you are a 50-200 person company prioritizing manager development and engagement, 15Five is the stronger value. If you are a 200+ person org that needs compensation workflows and deep HRIS connections, Lattice is worth the premium.
Quick comparison
| Feature | Lattice | 15Five |
|---|---|---|
| Starting price | Free | $4/mo |
| Free plan | No | No |
| Open source | No | No |
| Self-hostable | No | No |
| G2 rating | Not listed | Not listed |
| Best for | Mid-size to enterprise HR and people teams that need comprehensive performance management, compensation workflows, and deep HRIS integrations in one platform | Growing companies (50-500 employees) that prioritize evidence-based manager development, continuous feedback, and engagement at a lower per-person cost |
| Starting price | $11/person/month (Performance + OKRs) | $4/person/month (Engage) or $14/person/month (Perform) |
| Free plan | No | No |
| Open source | No | No |
| Self-hostable | No | No |
| Performance reviews | Yes — highly configurable, multi-rater, calibration tools | Yes — structured review cycles, best-self reviews, calibration |
| OKR tracking | Yes — company, team, and individual OKRs with alignment views | Yes — objectives linked to performance and 1:1 workflows |
| Engagement surveys | Yes — pulse surveys, eNPS, custom surveys | Yes — science-backed engagement surveys with research-backed questions |
| Compensation management | Yes — comp reviews, benchmarks, pay equity analysis (add-on) | No dedicated compensation management module |
| HRIS integrations | Strong — BambooHR, Workday, ADP, Rippling, and more | Good — BambooHR, ADP, Workday, Rippling |
| Best for | Orgs wanting full people ops in one platform, including comp | Orgs wanting affordable, science-driven performance and engagement |
Performance reviews and calibration
Lattice has the more mature and configurable performance review system. Review cycles are fully customizable — you control the question templates, rating scales, review types (self, manager, peer, upward), visibility settings, and calibration workflows. The calibration view lets HR teams compare ratings across a team or department in a single session, catching grade inflation and bias before results are communicated. Lattice also handles multi-rater 360 reviews and allows managers to run separate review tracks for different employee populations. 15Five's performance reviews are solid and evidence-based — the platform draws on organizational psychology research to structure questions that predict outcomes — but they are less configurable than Lattice's. For companies with HR teams that want to design their own review process from scratch, Lattice's flexibility is meaningfully better. For companies that want a sensible default with less configuration overhead, 15Five delivers a good review experience faster.
Manager effectiveness and continuous feedback
15Five's differentiating claim is that it is built around manager effectiveness, not just performance data collection. The weekly check-in workflow — where employees answer a handful of structured questions and managers respond — is central to the product. It creates a lightweight, consistent feedback loop that most teams find sustainable, unlike quarterly surveys that get gamed. 15Five's High Five feature for peer recognition, the 1-on-1 agenda tools, and the manager dashboards are all designed around the insight that managers drive engagement outcomes more than any other factor. Lattice has 1:1 tools and recognition features, but they feel more like supporting features around the core performance review engine. If building a culture of regular, candid manager-employee dialogue is your primary goal, 15Five's product design reflects that priority more coherently.
OKR and goal tracking
Both platforms offer OKR tracking that links individual goals to team and company objectives. Lattice's OKR module is more visually sophisticated — alignment views show how individual key results roll up to company-level objectives, and the update workflows integrate with Slack so goal progress is not a secondary task done only during review cycles. Lattice also lets teams run OKRs and goals in parallel, which is useful for companies that do not want to force every team into the OKR methodology but want consistent goal tracking. 15Five's objectives module is functional and integrates cleanly with 1:1 agendas and check-ins, making goal discussions a natural part of the weekly workflow rather than a separate system. For pure OKR depth and company-wide alignment visualization, Lattice is stronger. For making goals a living part of weekly manager conversations, 15Five's integration with check-ins is genuinely useful.
Engagement surveys and analytics
15Five's engagement module is grounded in published organizational psychology research — the survey questions are validated against outcomes rather than assembled from common HR intuition. The platform includes eNPS tracking, pulse surveys, and a library of research-backed question sets. Results are reported with benchmarks and driver analysis, showing HR teams not just what the scores are but which engagement factors most predict retention and performance in the data. Lattice's engagement surveys are solid — eNPS, pulse, and fully custom surveys — with good filtering and heat map views. But the analytical depth and science-based framing is less prominent. For an HR team that wants to present engagement data credibly to leadership and take evidence-based action, 15Five's research foundation is a real differentiator. For an HR team that needs custom survey design flexibility and filtering, Lattice's approach is more accommodating.
HRIS integrations and compensation management
Lattice's integration depth is one of its clearest advantages over 15Five. Native integrations with Workday, ADP, BambooHR, Rippling, Gusto, and others sync employee records bidirectionally, so HR teams are not manually managing headcount data in two systems. Lattice Compensation — an add-on module — brings merit increase workflows, comp benchmarking, and pay equity analysis inside the same platform where you do performance reviews, which reduces the manual work of building spreadsheets for comp planning season. 15Five integrates with the same major HRIS platforms for data sync but has no compensation management module. If your comp planning process is still running in spreadsheets and you want to bring it into your performance tool, Lattice is the only option in this comparison. This is primarily relevant to companies over 150-200 employees with dedicated HR teams running formal comp cycles.
Pricing and value at scale
The pricing gap between Lattice and 15Five is significant. Lattice's Performance + OKRs plan starts at $11/person/month, and adding Engagement or Compensation layers increases that cost further. For a 200-person company, Lattice's combined platform can easily reach $3,000-4,000/month. 15Five's Perform plan at $14/person/month is comparable in sticker price to Lattice's entry tier, but the Engage-only plan at $4/person/month offers a meaningful lower entry point for companies that primarily want engagement measurement. A 200-person company on 15Five Perform spends about $2,800/month — moderately less than Lattice, and significantly less if they start on the Engage tier. The value calculus depends on whether you use Lattice's deeper features. If you primarily use performance reviews, OKRs, and engagement surveys, 15Five delivers 80% of the value at a lower price. If you use Lattice's compensation module and rely on its HRIS integrations for complex org structures, the premium has a clearer justification.
Pricing deep-dive
Lattice
- Performance + OKRs: $11/person/month — performance reviews, OKRs, 1:1s, feedback.
- Engagement add-on: additional per-person cost (price varies by contract).
- Compensation add-on: additional per-person cost for comp planning workflows.
- Grow (career development) add-on: additional per-person cost.
- No free plan; demo available.
15Five
- Engage: $4/person/month — engagement surveys, eNPS, recognition.
- Perform: $14/person/month — performance reviews, OKRs, 1:1s, manager tools, engagement.
- Total Platform: custom pricing — Perform plus additional HR analytics and HRIS depth.
- No free plan; 14-day free trial available.
Pricing verdict: 15Five wins on price clarity and entry cost. At $4/person/month for Engage-only or $14/person/month for the full performance suite, 15Five is straightforward. Lattice's modular pricing means the actual cost depends on which add-ons you activate — companies that start at $11 often end up at $15-18 once engagement and other modules are included. For a company that wants the full platform, the two tools are closer in cost than the entry prices suggest. The key question is whether you will use Lattice's compensation module and advanced HRIS features — if not, 15Five is the better value.
How to migrate from Lattice to 15Five
What real users say
Lattice: Lattice reviews on G2 and Capterra are strong, with particular praise for the review customization flexibility and the compensation module from HR teams at mid-size companies. Common complaints center on the modular pricing — buyers report that the platform they saw in the demo costs significantly more once they activate the modules they actually need. Some HR admins also cite the configuration complexity as high; getting Lattice running smoothly requires real HR ops investment upfront.
15Five: 15Five has a loyal following among people ops leaders and managers who appreciate the evidence-based methodology. The weekly check-in workflow gets specific praise for creating a lightweight feedback culture without heavy process overhead. Common criticisms target the performance review interface as less polished than Lattice's, and some enterprise buyers find the HRIS integration depth insufficient for complex org structures. The pricing transparency is frequently cited as a positive — buyers know what they are getting.
Sources: Synthesized from G2 reviews, Capterra ratings, HR Tech community discussions on LinkedIn, and People Ops Slack communities.
Final verdict
Choose Lattice if...
- Choose Lattice if your HR team needs compensation planning workflows, pay equity analysis, and merit cycle management built into the same platform as performance reviews — 15Five has no compensation module.
- Choose Lattice if you have a complex org structure with multiple HRIS systems, need deep bidirectional sync, or have compliance requirements that demand robust data export and audit trails.
- Choose Lattice if your organization is 500+ employees with a dedicated HR ops team that has the bandwidth to configure and maintain a more complex platform.
Choose 15Five if...
- Choose 15Five if you are a 50-300 person company primarily focused on manager effectiveness, continuous feedback culture, and engagement measurement — the evidence-based methodology and check-in workflow are genuinely differentiated.
- Choose 15Five if budget is a real constraint: $4/person/month for Engage-only or $14/person/month for the full Perform suite is meaningfully cheaper than Lattice's platform at comparable feature activation.
- Choose 15Five if you want a platform that is faster to configure and adopt — 15Five's opinionated defaults mean less setup overhead and quicker time-to-value for smaller HR teams.
Consider neither if: Consider neither if you need a lightweight goal-tracking tool without the full performance review apparatus — Notion, Linear, or a simple OKR spreadsheet may serve smaller teams better. Also consider Leapsome if you want a European-headquartered platform with strong GDPR compliance and a similar feature set.