Modern HR platform built for the mid-market
Lattice combines performance management with people analytics in a way that feels genuinely modern. A top pick for data-driven HR teams.
Billed annually. Includes core HR, onboarding, and workflows.
Lattice is a people management platform that connects performance reviews, OKR tracking, engagement surveys, and compensation planning in one system — making it a top choice for HR teams at mid-market tech companies and growth-stage startups that want to build a structured performance culture.
Starting price: ~$11/person/month | Free demo available
Common praise across platforms: intuitive interface, strong OKR and goal visibility, analytics dashboards, and AI review writing. Common criticism: price point and modular cost structure, learning curve for advanced analytics, limited suitability outside the 100–2,000 employee sweet spot.
Lattice’s review module is the most configurable on the market for mid-market companies. HR admins can build any combination of self-assessments, manager reviews, peer reviews, and upward reviews into a single cycle. Calibration tools let HR normalize ratings across managers and teams — critical for fairness at scale. Review templates are fully customizable, with support for rating scales, open-text questions, and competency-based frameworks. Review cycles can be scheduled on any cadence: quarterly, bi-annual, annual, or ad hoc.
Lattice’s goals module supports full OKR implementation — company OKRs cascade to department OKRs, which cascade to individual goals. Visibility is configurable: teams can see each other’s goals, or goals can be private. Most importantly, goals connect directly into performance reviews — managers evaluate employees against what they actually set out to accomplish, not generic competency frameworks. This linkage is what separates Lattice from simpler review tools.
Lattice’s engagement suite includes pulse surveys, full annual engagement surveys, onboarding surveys, and exit surveys. It provides industry benchmarking, so HR teams can compare their scores against companies of similar size, sector, and growth stage. The key differentiator from standalone survey tools: engagement data is connected to performance data. HR teams can see whether high-engagement managers also produce high-performing direct reports, or whether engagement dips predict upcoming attrition in a given team.
Lattice’s 1-on-1 module provides structured templates, suggested talking points pulled from current goals and recent feedback, and action item tracking. Managers and employees maintain a shared 1-on-1 record over time. The continuous feedback feature allows peer recognition and in-the-moment feedback outside formal review cycles — building a culture of regular feedback rather than annual surprises.
Lattice Compensation is a newer module that directly integrates performance ratings into merit planning. HR teams model merit increases and equity grants informed by performance data — without exporting to Excel. Managers see their team’s performance ratings, compensation history, and proposed increases in one view. This eliminates the disconnect that happens when compensation decisions are made in spreadsheets disconnected from the performance system.
Lattice Analytics aggregates performance, engagement, goals, and compensation data into dashboards and reports. HR can segment data by team, department, manager, tenure, or demographic. Attrition risk modeling identifies employees statistically likely to leave. Performance trend analysis shows how teams are improving or declining over successive review cycles. At higher tiers, Lattice provides predictive analytics and custom reporting.
Lattice Grow provides structured career development frameworks — competency matrices, growth areas, and career tracks that help employees understand what progression looks like and what they need to demonstrate to advance. Managers and employees conduct development conversations with a shared understanding of the path ahead, reducing the ambiguity that drives attrition among high performers.
Lattice’s AI writing assistant helps managers draft performance review comments. Rather than facing a blank text field, managers get AI-generated drafts based on goals, recent feedback, and check-in data that they can edit. This meaningfully improves the quality and specificity of manager reviews — one of the biggest practical problems in performance management — and reduces the time managers spend on review cycles.
Lattice’s calibration module is one of the most mature in its category. HR and senior leaders can view rating distributions across managers, identify outlier raters, and make calibrated adjustments in a shared workspace. Calibration is one of the most important — and most commonly neglected — aspects of fair performance management, and Lattice makes it practically achievable at mid-market scale.
The direct connection between Lattice Performance and Lattice Compensation is a genuine differentiator. Most companies still run merit cycles in spreadsheets that are manually populated from their performance system. Lattice eliminates this step, reducing errors and ensuring that compensation decisions are actually informed by performance data rather than manager recollection.
Lattice is generally considered intuitive for both HR administrators and end users. Employees can navigate goal updates, peer feedback requests, and review submissions without training. Managers find the 1-on-1 and review interfaces straightforward. The area where ease of use breaks down is in advanced analytics and reporting — building custom reports requires more configuration knowledge. Initial setup of review cycles and OKR frameworks also requires thoughtful HR administration, particularly for first-time implementations.
Lattice provides a structured implementation process with a dedicated customer success manager for mid-market accounts. Most companies are up and running with their first review cycle within 4–8 weeks. The Lattice Help Center is comprehensive, with templates, best practice guides, and a customer community. For companies implementing OKRs or structured performance reviews for the first time, Lattice also provides frameworks and consulting support to help HR teams design effective processes — not just configure software.
Lattice offers email and chat support, with a dedicated CSM for accounts above certain thresholds. Response times are generally good. The Lattice community (Lattice Community) is active, and HR professionals share configurations and templates there. The main support limitation is that phone support is not available on standard plans — customers requiring faster response times need to negotiate elevated support tiers.
Lattice integrates natively with major HRIS platforms including Workday, BambooHR, Rippling, ADP, UKG, and Gusto — syncing employee data automatically so review cycle rosters stay current. HRIS integrations also enable Lattice analytics to pull in tenure, department, and demographic data without manual uploads. Other notable integrations: Slack and Microsoft Teams (for review reminders, feedback nudges, and 1-on-1 prompts), Google Workspace and Outlook (calendar sync for 1-on-1 scheduling), and Greenhouse and Lever (connecting recruiting data to performance data for new hire tracking). Lattice also has an open API for custom integrations.
For a 200-person company on the full suite, expect $36,000–48,000/year. For a 500-person company, $90,000–120,000/year. Lattice is at the higher end for pure performance management tools but competitive when compared against the cost of managing performance, engagement, and compensation planning across separate tools.
Lattice vs. Culture Amp is the most common comparison in the performance/engagement market. Lattice is generally stronger on performance review configuration, OKR management, and compensation planning. Culture Amp is stronger on survey science, engagement benchmarking depth, and standalone people analytics. Companies where performance management is the primary driver tend to prefer Lattice; companies focused on engagement measurement and manager effectiveness analytics tend to prefer Culture Amp. Both are excellent — the choice depends on where the HR team’s primary investment is.
Pros: Highly configurable performance review cycles, OKR/goals connected directly to reviews, AI-assisted review writing, best-in-class calibration tools, and direct integration between performance data and compensation planning. Cons: Modular pricing means costs add up quickly for the full suite, advanced analytics require meaningful HR admin investment to configure, and the platform is not a full HRIS — you’ll still need a separate system for payroll and core employee records.
Lattice as an employer averages approximately 3.3/5 on Glassdoor, reflecting a fast-paced, high-expectation environment. Some employee reviews cite management challenges and internal culture issues. This is separate from the quality of the Lattice product itself, which consistently receives 4.4–4.5/5 ratings from HR professionals using it. The two should not be confused when evaluating the software.
A 360-degree review on Lattice is a performance review cycle where feedback is collected simultaneously from multiple sources: the employee themselves (self-assessment), their direct manager, selected peers, and optionally their direct reports (upward review). HR admins configure exactly which review types are included in each cycle, who nominates reviewers, and whether manager approval is required before reviewers are finalized. Lattice aggregates all responses into a single review packet per employee, with each reviewer’s input visible to the appropriate parties based on configured permissions.
No. Lattice does not offer a free plan or self-serve free tier. Access requires a paid subscription starting at approximately $11/person/month. Lattice does offer demos and sales-guided product trials, but these are time-limited evaluations rather than a permanent free option. Companies looking for free performance management tools should evaluate Leapsome’s free tier or Google’s OKR templates as starting points.
Lattice is a best-in-class performance management platform for mid-market companies building a structured performance culture. The combination of configurable reviews, OKR management, engagement surveys, and compensation planning in one system is a genuine operational advantage for HR teams tired of managing these in disconnected tools. The price is meaningful, but for companies in the 100–2,000 employee range where performance quality drives business outcomes, Lattice delivers strong value. The main caveat: it requires real HR investment to configure and maintain — teams that want a set-it-and-forget-it tool will be disappointed.