Lattice

Lattice

Paid

HR platform loved by 5,000+ companies for performance reviews, goals, engagement surveys, career growth, and AI-powered people analytics in one system.

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What is Lattice?

Lattice is a talent management platform for performance reviews, goals and OKRs, 1:1s, feedback, engagement surveys, career development and compensation planning, with AI assisting on review summaries and analytics. It is designed to sit on top of an existing HR system of record rather than replace one, integrating bidirectionally with Workday, BambooHR, Rippling and similar platforms. The important 2026 change: Lattice exited HR administration entirely, sunsetting its payroll product and ending HRIS access on 31 July 2026 to refocus on talent management. Anyone who adopted it as a system of record needed to migrate. Evaluate it as a best-of-breed performance layer, not an all-in-one HR platform. Pricing is modular and per seat, with the core talent management module around $11 per user monthly and add-ons stacking on top, plus a reported annual contract minimum near $4,000 that makes small teams uneconomic.

Key Features

Performance Reviews360-Degree FeedbackTalent Reviews and CalibrationOKR and Goal TrackingEmployee Engagement SurveysAI-Powered People AnalyticsLattice AI AgentCareer Growth PlansSuccession PlanningCompensation Management1:1 Meeting ToolsTeam Habits and Check-insPerformance Improvement Plans (PIPs)HRIS IntegrationsManager Effectiveness TrackingDiversity and Equity ReportingEmployee Self-Service Portal

How to Use Lattice

1Set up performance review cycles with customizable questions and reviewer assignments
2Employees and managers complete reviews and 360-degree feedback in Lattice
3AI Agent surfaces insights on team performance trends and flags at-risk employees
4Managers run 1:1s and track goals with employees in Lattice's connected workspace
5HR leaders use analytics and compensation tools to make equitable pay and promotion decisions

✅ Best For

  • People-first companies of 50 to 5,000 employees that want to move beyond annual performance reviews to a continuous, data-driven approach to employee development and engagement that drives measurable business outcomes.
  • HR leaders and people ops teams that need one connected platform for performance, engagement, goals, and compensation rather than managing separate tools that produce disconnected data and inconsistent employee experiences.

❌ Not For

  • Companies whose primary HR priority is recruiting, applicant tracking, or payroll processing, as Lattice is focused on post-hire performance management and does not include a native ATS or payroll module.
  • Very small teams of fewer than 20 people where informal feedback and simple goal-setting tools are sufficient and a full performance management platform would add unnecessary process overhead.

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Pricing

Performance$11/person/mo
  • ✓Reviews
  • ✓360 feedback
  • ✓goals
  • ✓1:1s
Engagement$4/person/mo
  • ✓Surveys
  • ✓eNPS
  • ✓engagement analytics
Full Suite$19/person/mo
  • ✓All modules including AI
  • ✓compensation
  • ✓succession
  • ✓and grow

Prompts to Try

How does Lattice's AI Agent proactively surface employee performance risks?

Can Lattice run 360-degree feedback reviews alongside manager reviews in the same cycle?

How does Lattice help managers have better 1:1 conversations with their direct reports?

Use Cases

A 400-person SaaS company uses Lattice to run its first structured performance review cycle across 12 departments simultaneously, replacing a manual Google Forms process that previously took HR 6 weeks to administer and compile.
Aisha, an HR business partner at a fintech company, uses Lattice's AI Agent to receive a weekly digest of team performance anomalies, allowing her to proactively coach a struggling manager 3 months before an attrition event would have occurred.
A media company uses Lattice's engagement survey tool to run quarterly pulse surveys across 800 employees, discovering a consistent dip in psychological safety scores in one region that triggers a leadership intervention and a 20% improvement in the next cycle.
Marcus, a VP of People at a 600-person company, uses Lattice's compensation management module to run a pay equity analysis across all departments, identifying and correcting 14 salary discrepancies before the annual merit cycle.
A startup uses Lattice's career growth tools to build transparent career ladders for every role in the company, reducing 'I don't see a future here' as an exit interview reason by 35% in the first year after launch.

Frequently Asked Questions