Decision summary
15Five and Lattice overlap on reviews, goals, feedback and engagement. The difference is the shape of the system.
15Five centers manager behavior. Its current Perform plan includes AI-assisted reviews, goals, calibration, competency mapping and manager-focused workflows. Lattice extends further into compensation, career growth, succession and a broader HR platform.
| Decision | Better fit | Reason |
|---|---|---|
| Weekly manager habits and continuous feedback | 15Five | Manager effectiveness is central to the product and pricing structure. |
| Configurable performance cycles | Lattice | Lattice combines reviews, promotions, succession and manager tools. |
| Compensation planning | Lattice | Compensation is a named add-on with pay-cycle workflows. |
| Engagement as a separate entry point | 15Five | Engage is sold as a standalone plan. |
| Career paths and development | Lattice | Grow adds competency and career progression workflows. |
| Transparent entry pricing | 15Five | 15Five publishes clear prices for three plans. |
What 15Five costs
15Five listed three annual-billing prices when checked on 1 September 2026:
- Engage: US$4 per user each month.
- Perform: US$11 per user each month.
- Total Platform: US$16 per user each month.
Engage covers surveys, assessments, action planning and benchmarking. Perform covers performance reviews, goals, calibration and manager workflows. Total Platform combines both and adds manager training microlearning.
These figures are public list prices. Implementation, services, contract length and negotiated terms can change the final amount.
What Lattice costs
Lattice builds a custom package. Its pricing page states that Performance and Goals and OKRs can be purchased separately for US$8 per seat each month. Compensation is listed as a US$6 per-seat monthly add-on.
Lattice also sells Engagement, Grow, HRIS and payroll-related products. A buyer comparing full suites needs a written quote that separates base products, add-ons, implementation and support.
Where 15Five is stronger
Manager enablement
15Five treats the manager as the operating unit. Check-ins, reviews, goals and manager guidance sit close together. This makes the product easier to explain when the buying problem is weak feedback cadence or inconsistent manager habits.
Clear package boundaries
The public pricing page gives buyers a clean first estimate. A team can compare engagement-only, performance-only and combined options before entering sales.
Focus
15Five is easier to assess when compensation and HRIS consolidation sit outside the project. The narrower product boundary can reduce selection noise.
Where Lattice is stronger
Talent-system breadth
Lattice covers reviews, goals, promotions, succession, compensation and career growth. That breadth matters when HR wants one connected system for several annual talent processes.
Compensation
Lattice has a dedicated compensation product. Teams can connect performance information with pay planning inside the same vendor environment.
Career growth
Lattice Grow gives career frameworks and competency development a named place in the suite. That is a stronger fit when internal mobility is part of the purchase.
Questions to ask in both demos
- Which workflows are included in the quoted package?
- Which modules require separate implementation or services?
- How does each system handle calibration across departments?
- Can historical review data migrate with its original structure?
- Which HRIS fields sync in each direction?
- What support is included during the first review cycle?
- How do permissions work for compensation and succession data?
- Which AI features use customer data, and what controls govern that use?
Recommendation by team shape
Choose 15Five when the project starts with manager quality, feedback cadence and review consistency. It gives that problem a focused product and a clear public price.
Choose Lattice when the project joins performance with compensation, succession and career development. Its wider system can replace more point tools, but buyers should model the full package cost.
A final choice needs a live workflow test. Use one real review cycle, one goal hierarchy and one permission model in both demos. The strongest product is the one that fits the operating process your team will maintain.
Source notes
Sources checked
Vendor-owned pages establish current product and pricing claims. They do not prove comparative superiority. Glamdring states the source class so readers can judge each claim.