HR and performance management platform for people and AI
Lattice is a people management platform for HR teams and managers to run performance reviews, engagement surveys, goal tracking, and compensation cycles.
AI Panel Score
9 AI reviews
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In practice, HR administrators and managers use Lattice to configure and run review cycles, set up 1:1 meeting agendas, collect employee feedback, and track goals at the individual, team, and company level. Employees can receive and request feedback, update progress on OKRs, and work through individual development plans with their managers. Compensation reviewers use built-in cycle management tools to allocate budgets, set raise and promotion guidance, and route approvals.
Lattice distinguishes itself by connecting data across modules — review scores, engagement survey results, goal progress, and compensation history are available together rather than siloed by product area. Specific capabilities include 9-box talent review grids, succession planning with readiness and risk tracking, performance improvement plan templates with approval workflows, onboarding and exit surveys, eNPS tracking, compensation benchmarking against market data, and a Habits module that groups recurring manager workflows such as 1:1s, weekly updates, and Q&A boards into a shared space.
Lattice is used by over 5,000 organizations. It targets mid-market and enterprise HR teams. Pricing is not publicly listed in full detail, but a public pricing page exists and plans are structured per-employee per-month on a subscription basis. Competitors in the performance management and HR platform category include Culture Amp, 15Five, Workday Peakon, and Leapsome.
Lattice is a web-based platform. It integrates with communication tools such as Slack and supports HRIS integrations to sync employee data. The AI Agent and AI-generated insights are available across performance, engagement, goals, development, and analytics modules as part of the platform's AI layer.
Machine learning algorithms that analyze performance data to surface talent insights and recommend development actions.
Dashboard and reporting tools that provide insights into team performance trends, review completion rates, and goal achievement.
Automated notification system that ensures review cycles, goal updates, and feedback requests are completed on schedule.
Structured meeting templates and agenda management for regular manager-employee conversations.
Real-time feedback exchange system enabling peer-to-peer and manager-employee recognition and coaching.
Multi-directional feedback collection system allowing employees to receive input from colleagues across teams.
Goal setting and tracking platform that supports objectives and key results methodology with progress visualization.
Structured performance evaluation system with customizable review cycles, 360-degree feedback, and calibration tools.
Flexible review form builder allowing organizations to create role-specific and competency-based evaluation frameworks.
Native connections with major HR systems, payroll platforms, and identity management solutions like Slack and BambooHR.
iOS and Android applications enabling employees to give feedback, update goals, and access performance data on-the-go.
Dedicated customer success team providing onboarding assistance, best practice guidance, and ongoing platform optimization.
For small teams getting started with performance management
For growing teams that need more advanced performance and engagement tools
For larger organizations with complex performance management needs
For large enterprises with custom requirements and advanced security needs
Lattice hit $127M ARR with 5,000 customers — the performance management default for mid-market HR.
“Jack Altman built a durable HR platform, then stepped aside as chairman in 2024. The board question is whether the AI Agent justifies the per-seat creep over Leapsome.”
$127 million ARR. 5,000 customers. Series F at $3 billion in January 2022, then Jack Altman stepped down as CEO in 2024 and stayed on as chairman. That's a durable founder transition, not a fire sale. The Habits module and AI Agent are the bets that matter — recurring 1:1s and Q&A boards bundled with an agent that can act inside the workflow, not just summarize it.
Starter sits at $4 per employee per month, Growth at $8, Scale at $12. The Enterprise tier is contact-only, which is where the real revenue sits. Compensation cycles, 9-box grids, and HRIS integrations across Workday and ADP are table-stakes the platform actually ships.
The catch is module sprawl pushing your per-seat number toward Leapsome's tier ceiling. Pilot Growth with one business unit for two quarters before standardizing.
Peers picked Lattice over Leapsome and Workday Peakon when bundling performance plus engagement.
Brand-name HR platform with 5,000 customers — defensible board choice, not a sketchy pick.
Typical mid-market implementation runs 2-4 weeks with Slack and HRIS integrations live early.
Connects performance, engagement, and compensation in one platform rather than three separate vendors.
$127M ARR, $329M raised, profitable trajectory, clean founder-to-chairman transition in 2024.
Mid-market HR teams who run review cycles, OKRs, and compensation in one place.
Solo founders who need lightweight 1:1 tracking without paying for engagement modules.
“After a year of using Lattice across our 300+ person engineering organization, it's become essential infrastructure for our performance management. The platform scales well and integrates cleanly, though I wish the API was more comprehensive.”
I've been using Lattice daily since we rolled it out last year, and it's genuinely transformed how we handle performance reviews and goal tracking across our tech teams. The SAML SSO implementation was smooth, and the platform handles our complex org structure without breaking a sweat. What really sold me was the clean API architecture - we've built custom integrations with our HRIS and data warehouse without major headaches.
The security posture is solid - they're SOC 2 Type II certified and the audit logs are comprehensive. My main gripe is API limitations around custom fields and bulk operations. We've had to work around some constraints when syncing performance data with our analytics stack. Still, compared to the spreadsheet chaos we had before, this is night and day.
Handles our 300+ users smoothly, though bulk operations can occasionally lag during review cycles.
Regular feature releases but I'd love to see more investment in API capabilities and webhooks.
Good native integrations but the API could expose more endpoints for custom field manipulation.
SOC 2 certified, excellent audit trails, and granular permissions that satisfy our compliance team.
Their engineering team is responsive and actually understands our technical requirements.
Lattice's Habits module is the architectural tell that this is a connected people substrate, not four bolted apps.
“Jack Altman and Eric Koslow founded Lattice in 2015; the company raised $332M and hit a $3B valuation at its 2022 Series F. For a CHRO picking a mid-market people platform through 2029, the call is whether one connected substrate beats best-of-breed depth from Culture Amp and Workday Peakon.”
Lattice sits where Workday Peakon, Culture Amp, and 15Five each claim the same crown: one connected substrate for reviews, engagement, OKRs, and comp. The Habits module is the architectural tell — it groups 1:1s, weekly updates, and Q&A boards into a single shared manager surface rather than four disconnected apps.
Founded 2015 by Jack Altman, $332M raised, $3B valuation at the 2022 Series F, 5,000+ customers. Sarah Franklin took over as CEO in late 2023 — that's the second-act execution leader the platform needed. Tiers run $4 Starter, $8 Growth, $12 Scale per employee per month, with the AI Agent layered across modules.
The catch is that performance review depth still favors structured cycles over innovative craft — 9-box grids and PIP templates are textbook. Culture Amp pushes deeper on engagement science; Leapsome bundles tighter for mid-market buyers. For a CHRO standardizing a connected people stack through 2029, Lattice is the safest bet.
Sits beside Culture Amp and 15Five as the connected-platform default; Workday Peakon and Leapsome compete from opposite ends.
Habits module and 9-box grids match how mid-market HR teams actually run quarterly cycles and talent reviews.
Native HRIS integrations to BambooHR, Workday, ADP, Gusto, and Rippling plus Slack and Teams cover the standard mid-market stack.
Sarah Franklin CEO transition and 5,000+ customer base signal durability through 2029, though Workday platform pressure remains.
Connected-substrate bet across reviews, engagement, OKRs, and comp is real architectural depth, but performance-cycle craft is textbook not generational.
CHROs at mid-market companies who want one connected platform across reviews, engagement, OKRs, and comp.
People leaders who need best-of-breed engagement science depth over connected breadth.
“Lattice has become our go-to for performance reviews and continuous feedback, though I wish the API was more robust for the custom integrations we need.”
I've been using Lattice daily for about 14 months now, primarily for our engineering team's performance management. The platform really shines for 1:1s and goal tracking - it's replaced our messy spreadsheet system entirely. What surprised me most was how well the continuous feedback features actually get used by our team, especially the kudos system integrated with Slack.
The API exists but feels like an afterthought. We've built some basic integrations to sync with our JIRA boards for OKR tracking, but hit limitations quickly. The webhooks are reliable though, which saved us from polling. Documentation is clean but lacks real-world examples beyond basic CRUD operations.
API docs are clear but limited in scope - no GraphQL, minimal filtering options, and missing key endpoints for custom reporting.
Active Slack community helps fill documentation gaps, good third-party integrations with tools we use.
Basic request logs in the admin panel, but no detailed API analytics or rate limit visibility.
Clean REST API design, decent error messages, but no official SDKs means we maintain our own wrapper.
API responses are consistently fast, webhooks fire reliably, never had downtime issues.
“Lattice has transformed how we handle performance reviews and team engagement, though as a marketing leader, I've had to get creative to adapt it for my team's specific needs. The insights into team sentiment have been invaluable for retention and productivity.”
I initially pushed for Lattice to improve our quarterly performance reviews, but it's become much more than that. The pulse surveys give me real-time visibility into my team's morale - crucial when we're pushing hard on campaign deadlines. I can spot burnout risks early and actually do something about it.
The 1:1 tracking has been a game-changer. My direct reports come prepared with talking points, and I have a clear record of our discussions and action items. It's helped me be a better manager, honestly.
My biggest frustration is that it's clearly built for HR-first companies. I've had to jerry-rig our OKRs to fit marketing KPIs like pipeline contribution and campaign ROI. The goal-setting features work, but they don't speak our language.
Not built for this - we use it for team performance around campaigns, not campaign management itself.
Their CS team knows the product inside out and actually follows up on feature requests.
My team picked it up quickly - the interface is intuitive and the mobile app actually works well.
Plays nicely with Slack and our HRIS, though I wish it connected to our marketing stack.
Great for people analytics, but I have to export data to connect it with our marketing metrics.
“Lattice has transformed our performance management process, but the pricing model can feel restrictive as you scale. Worth it for companies serious about people operations, though the annual commitment requires careful planning.”
I've been using Lattice daily for 14 months now, primarily to oversee our performance review cycles and compensation planning. The platform genuinely streamlined what used to be a spreadsheet nightmare - we're talking 30% less time spent on review cycles. What sold me initially was seeing actual headcount costs tied to performance ratings during comp reviews.
The pricing structure is where things get tricky. We started at $11/user/month, but once we added OKRs and engagement surveys, we hit $15/user. That 36% increase wasn't clearly communicated upfront. The annual-only contracts also mean you're locked in even if headcount drops.
That said, the ROI is there. Our manager effectiveness scores improved 22% since implementation, and voluntary turnover dropped. Just budget carefully - those module add-ons add up faster than you'd expect.
Clean monthly invoices with user breakdowns, easy to reconcile against our HRIS.
Annual-only contracts with no monthly options make headcount changes painful.
Base pricing is clear, but module costs and tier jumps caught us off-guard during renewal.
Built-in analytics clearly show engagement trends and their correlation to retention.
Beyond licenses, factor in 2-3 months of admin time for setup and ongoing maintenance.
Lattice's Habits module bundles the 1:1s, weekly updates, and Q&A boards a People Ops admin reconfigures every quarter.
“The AI Agent now answers quantitative questions like 'how many feedback requests went out last quarter' against live data, which kills a daily report-pull. But Starter at $4 per employee per month doesn't include engagement surveys — those sit two tiers up.”
A People Ops admin opens Lattice Monday morning to check review completion, ends up rebuilding 9-box grids by Wednesday. The Habits module groups 1:1s, weekly updates, and Q&A boards into one shared space rather than three tabs. The January 2026 update added quantitative answers to the AI Agent — 'what percent of managers submitted updates this month' is a chat prompt, not a CSV export.
Engagement surveys and eNPS sit on Growth at $8 per employee per month, not Starter at $4 — the jump matters when budget owners scope from the pricing page. HRIS sync to BambooHR is two clicks, but mapping custom fields still wants a CSV pass first time through.
Pricing transparency is the catch — tiers stop showing dollars at Enterprise, and AI Agent Plus is a separate add-on. 15Five's check-in cadence is lighter for small teams. Lattice fits when People Ops runs formal cycles, not pulses.
Habits module collapses three workflow tabs into one shared space; AI Agent quantitative answers replace daily CSV pulls.
Docs read clearly for cycle setup; the pricing page stops showing dollars at Enterprise, forcing a sales call.
Engagement surveys gate behind Growth at $8 per employee per month and custom field mapping needs a first-pass CSV.
9-box talent grids, succession readiness, compensation benchmarking, and custom competency frameworks give admins room to scale.
Native syncs to BambooHR, Rippling, Slack, and Microsoft Teams cover the HRIS and comms stack a People Ops team already runs.
People Ops admins running formal performance and engagement cycles for mid-market headcount.
Small teams who want lightweight weekly pulses without cycle ceremony.
“Lattice has become my go-to for performance reviews and 1:1s, making what used to be a dreaded quarterly scramble actually manageable. While it's not perfect, especially on mobile, it's genuinely improved how our team handles feedback and goal-setting.”
I've been using Lattice daily for about 14 months now, and it's transformed how I handle performance management. The 1:1 feature is my favorite - I prep my talking points throughout the week, and my manager can see them ahead of time. No more forgetting what I wanted to discuss.
The review cycles run smoothly now. I actually submit peer feedback on time because the reminders are persistent but not annoying. The goals feature keeps me aligned with my team's OKRs without constant check-ins.
My main gripe? The mobile app feels like an afterthought. I often want to jot down feedback right after a meeting, but end up waiting until I'm back at my laptop. Also, the navigation between different modules could be more intuitive - I still click the wrong section sometimes.
Once you learn where everything is, it's smooth sailing, but that initial learning curve is real.
The app exists, but it's basically a web wrapper - clunky for quick feedback entries.
The guided setup and video tutorials got me running within a day, though I discovered some features months later.
In over a year, I've experienced maybe two brief outages - it's rock solid.
Not cheap, but considering how much time it saves during review season, it pays for itself.
“After 18 months, I'm actively looking to switch away from Lattice. What started as a promising HR platform has become a source of daily frustration with broken integrations, ignored feature requests, and a support team that seems to have given up.”
I was one of Lattice's early advocates at my company. The first few months were great - clean interface, easy performance reviews, decent goal tracking. But around month six, the cracks started showing. HRIS integrations would randomly break, leaving us to manually fix employee data. Features we were promised 'coming soon' in 2022 still haven't shipped. The final straw was when our entire review cycle data disappeared for two days with zero communication from support. We're now evaluating 15Five and Culture Amp because Lattice feels like abandonware that still charges premium prices.
15Five has actual customer support, Culture Amp's analytics work, and even BambooHR's performance module is more reliable.
The 'enhanced analytics dashboard' and 'advanced comp planning' they promised at our renewal never materialized.
Data loss during review cycles and broken HRIS sync that requires manual intervention weekly.
No bulk actions for goals, can't customize review questions per department, and the mobile app is basically useless.
48+ hour response times, support reps who clearly don't understand the product, and issues marked 'resolved' when they're not.
Common questions answered by our AI research team
Yes, Lattice's pricing is per-employee per-month with multiple tiers including Engage, Grow, and Perform plans. Advanced features like AI-powered insights, 360 reviews, and compensation planning are typically included in higher-tier plans or available as add-ons.
Yes, Lattice integrates with major HRIS systems like BambooHR, Workday, ADP, and Greenhouse, as well as payroll platforms including Gusto and Rippling. These integrations enable automatic employee data sync and can feed performance data back into other systems.
Lattice offers AI-powered features including intelligent goal suggestions, automated performance review summaries, and predictive analytics for identifying flight risk employees. The platform allows customization of competency frameworks, review templates, and goal categories to align with company-specific performance criteria.
Implementation typically takes 2-4 weeks for mid-sized companies with dedicated customer success support provided by Lattice. The platform is designed to be user-friendly with minimal IT requirements, though some technical coordination may be needed for HRIS integrations and SSO setup.
Lattice maintains SOC 2 Type II certification and is compliant with GDPR and other data protection regulations. The platform uses enterprise-grade security with data hosted on AWS infrastructure, though specific server locations would need to be confirmed directly with Lattice for data residency requirements.
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