Lattice
Lattice Compensation is the pay module inside Lattice's talent suite. It runs org-wide compensation cycles with budgets and approvals, builds pay bands, shows Mercer market data for benchmarking, and sends employees their compensation statements.
Pricing model
Per seat per month add-on, billed annually
Deployment
Cloud
Platforms
Web
Free trial
No free trial listed; demo on request
Legal name
Lattice
Unusually for this category, Lattice puts a number on its price list. Compensation costs $6 per seat per month, and it is an add-on, so the real entry cost is at least one base product plus the module. With Performance at $10, a company pays $16 per seat per month for reviews plus compensation.
The $4,000 minimum annual agreement means small teams pay more per head than the list price suggests. At 100 employees, Performance plus Compensation comes to $19,200 a year at list, which clears the minimum; at 20 employees, the minimum sets the price.
Verified from the official pricing page on September 25, 2026. View source
Editorial verdict
Of the comp planning tools I compare, Lattice Compensation is the one to consider when the company already runs performance reviews in Lattice. Pequity and dedicated comp platforms offer more cycle configuration; Lattice wins on having the review score, the band and the budget on one screen for the manager.
It is not a market data product. Benchmarks come from Mercer inside the module, which is useful for a first set of bands, but a comp team that prices jobs against several surveys will still need Bettercomp, Compa, Ravio or its survey files. It also does nothing for sales commissions; that is CaptivateIQ or Xactly territory.
My recommendation: buy it when you are on Lattice Performance, run one or two merit cycles a year, and want managers to stop working in exported spreadsheets. Skip it if your pay process needs heavy custom formulas, multiple bonus plans or a separate equity refresh cycle.
It suits mid-sized and larger companies, often in tech, that already use Lattice for reviews and goals and want an annual or semiannual merit and promotion cycle driven by those ratings. Generalist HR teams with no comp specialist gain the most, because Mercer benchmarks and bands come built in.
Companies that run quarterly bonus plans, separate equity refresh cycles or country-specific pay rules across many currencies should compare it against Pequity before committing, and companies whose main pay problem is sales commissions should not start here at all.
What stands out is the direct feed from Lattice Performance reviews into cycle recommendations, together with Goals & OKRs and Engagement data from the same suite. Pequity and Ravio can import ratings from an HRIS or performance tool; in Lattice the rating and the raise live in one system with one permission model.
Commercially it is an expansion product. Most buyers add it at renewal of an existing Lattice contract, which is also the best moment to negotiate the per-seat rate across the whole bundle.
Lattice Compensation is an add-on module for exLatticeLattice customers. Evaluate it alongside your performance management renewal, not as a standalone compensation tool.
Still comparing? Dig deeper
The core of the module is org-wide cycle administration: set budgets, assign managers, route recommendations through approval workflows and track spend as the cycle runs.
Real-time budget pacing shows how much of the merit pool has been allocated by team.
Ratings from Lattice reviews appear next to each employee's recommendation.
Compensation Bands lets HR build, visualize and communicate pay ranges. Benchmarking shows role and location based market data sourced from Mercer.
Managers see where each employee sits in range before proposing a change.
Bands can be communicated to support pay transparency programs.
Analytics covers budget pacing, fairness and compensation trends across demographic groups. Statement Shareouts produce the letters employees receive after the cycle.
Demographic breakdowns flag uneven outcomes during the cycle rather than after it.
Goals, Grow and Engagement data from Lattice sit in the same platform.
Evaluating Lattice Compensation means separating what sounds strong in the demo from what holds up after implementation for employee compensation management teams.
Where Lattice Compensation earns its place for mid-market teams
At $6 per seat per month on a published price list, finance can model the cost without a sales call, which Pequity, Compa and the commission tools do not allow.
Performance data from Lattice reviews feeds directly into compensation workflows, so managers see a rating, the employee's position in band and the budget together.
Benchmarking uses Mercer data by role and location, giving HR teams without survey subscriptions a defensible starting point for bands.
Customizable compensation statements can be shared with employees at the end of a cycle, which supports pay transparency conversations.
What to press on in Lattice Compensation pricing calls before signing
Compensation is listed as an add-on. Companies not using Lattice Performance, Goals & OKRs or Engagement would need to buy one to get it.
Small teams hit the minimum before list pricing applies, and non-US companies are billed in US dollars only.
The module shows Mercer data. Teams that blend Radford, WTW or other surveys need a separate market pricing tool.
Variable pay for sales teams, quotas and commission statements are outside its scope.
Leave your details and we'll connect you with Lattice Compensation so they can share current pricing, packaging, and what the buying process looks like.
Seats are counted across the employee base, not only the managers who make pay decisions. Contracts are billed annually and in USD only, which matters for European or Asian companies paying in local currency.
Because every base product includes 1:1s, Weekly Updates, Feedback and Q&A Boards, a company buying Compensation mostly for pay-for-performance will want Performance as the base rather than Engagement.
Standalone planning platforms such as Pequity quote privately, so direct comparison needs a quote. The practical question is whether you are paying for Lattice Performance anyway. If yes, $6 per seat is a small increment; if no, you are buying a performance system to get a comp module.
The module does not replace survey purchases for teams that need more than Mercer data, and it does not cover commission plans, so budget for those separately if they apply. Internal effort is the other cost: rating scales, merit matrices and band structures have to be configured before the first cycle, and that work usually lands on HR in the month before the cycle opens.
Before you sign
Most Lattice Compensation deals are expansions of an existing Lattice contract, so the buying motion runs through your account manager and renewal date.
Time the purchase with your Lattice renewal, because the per-seat rate for Compensation is easiest to negotiate as part of the whole bundle rather than mid-term.
Ask Lattice to demo a cycle using your own rating scale and merit matrix, since the value of the module depends on how cleanly your Performance data maps to recommendations.
Check the Mercer benchmark coverage for your top 20 roles and locations, because that is the only market data built into the module.
List every pay event you run in a year, such as merit, promotion, bonus and equity refresh, and confirm which ones the module handles, because anything outside it stays in spreadsheets.
Lattice lists it at $6 per seat per month as an add-on to a base product. The minimum annual agreement is $4,000, billed annually in USD.
Compensation is sold as an add-on to a Lattice base product (Performance, Goals & OKRs or Engagement). Pay-for-performance features rely on Lattice Performance review data.
Lattice uses Mercer data for role and location based salary benchmarking inside the module.
No. It covers base pay cycles, bands and statements. Sales commission plans belong in CaptivateIQ or Xactly Incent.
Its analytics include fairness and compensation trends across demographics during a cycle. Regulated pay equity audits with statistical remediation are the job of a specialist such as Trusaic.
Lattice Compensation is one of several comp planning tools. The right alternative depends on whether you need more cycle flexibility, better market data or a different HR suite.
| Product | Pricing | Free trial |
|---|---|---|
| Lattice CompensationThis tool | Per seat per month add-on, billed annually | No |
| Carta | Flat fee / tiered annual | No |
| CompTool | Freemium | Yes |
| Compa | Quote-based | No |
| Pave | Per employee per month | Yes |
| CaptivateIQ | Per seat per year | No |
Equity and total compensation management platform for private companies managing cap tables, pay bands, and total rewards.
Compensation benchmarking and planning tool built by comp practitioners, with a free tier for salary survey owners.
AI-native compensation platform with analyst and partner agents that scale comp expertise to recruiting and HR decisions.
Pave pairs HRIS-sourced benchmark data with comp planning, so it covers both market data and cycles without requiring a performance suite.
Sales incentive compensation management platform that automates commission calculations and gives reps real-time earnings visibility.
Before you decide
Compensation bands establish the pay range for each role or level in your organization. Without them, compensation decisions are inconsistent and difficult to defend. This guide covers how to build bands from scratch using market data, how wide they should be, and how to communicate them to managers and employees.
Compensation planning in spreadsheets works until it doesn't — usually at the moment when HR needs to defend a merit increase decision, run an equity analysis, or coordinate a company-wide comp cycle across multiple managers. This guide covers what compensation management software actually does and when to buy it.
