Pricing
subscription
Best For
Tech companies and knowledge-work organizations (100-5,000 employees)
Rating
4.2/10
Last Updated
Mar 2026
TL;DR
Lattice started as a performance review tool in 2016 and has expanded into a broader people management platform. It's where companies go when they want performance reviews, OKRs, engagement surveys, and compensation management that actually work together. With $328M in funding, they've become the default choice for tech companies that take performance management seriously.
What is Lattice?
Lattice was founded in 2016 when its founders noticed that performance reviews at most companies were dreaded by everyone — managers, employees, and HR alike. They built a tool that made the process less painful, and it caught on fast among tech companies.
Performance Management Done Right
The review system is Lattice's crown jewel. Customizable review cycles, 360 feedback, manager effectiveness surveys, and calibration tools make it one of the most complete performance review platforms on the market. Reviews connect to goals and OKRs, so evaluations are grounded in actual work output rather than vague impressions.
Beyond Reviews
Lattice has expanded well beyond its original scope. The engagement survey module competes with dedicated tools like Culture Amp and 15Five. Pulse surveys, eNPS tracking, and detailed analytics help identify issues before they become turnover. The OKR and goals module lets companies cascade objectives from company level to individual contributors. Compensation management — their newest module — ties pay decisions directly to performance data, which eliminates a lot of the politics from salary review cycles.
The Modular Pricing Model
Lattice charges per module: Performance starts at $6/person/month, Engagement at $2, Grow at $2, Compensation at $4, and OKRs at $4. Pick what you need and stack them. Most companies end up spending $8-11 per person per month when bundling 2-3 modules. For a 200-person company, that's roughly $1,600-$2,200 monthly.
Limitations Worth Knowing
Lattice is not an HRIS. It doesn't manage employee records, PTO, onboarding, or payroll. You'll run it alongside your core HR system, not instead of it. The analytics are strong for performance and engagement data but limited for broader HR metrics. Some users report that the goal-setting interface gets cluttered at scale when hundreds of objectives cascade through the organization.
Pros and Cons
Pros
- Performance review system is one of the most flexible and complete on the market
- OKRs and goals connect directly to performance evaluations
- Modular pricing means you only pay for what you actually use
- Engagement surveys rival dedicated tools like Culture Amp
- Compensation module ties pay decisions to performance data, reducing bias
- Clean interface with low learning curve for managers and employees
Cons
- Not an HRIS — no employee records, PTO tracking, onboarding, or payroll
- Per-module pricing adds up fast when you bundle multiple features
- Goal-setting interface gets cluttered in larger organizations with cascading OKRs
- Analytics are limited to performance and engagement data only
- Primarily designed for knowledge workers — less suited for hourly or shift-based teams
Lattice Pricing
Performance Management
- Performance reviews
- 360 feedback
- Manager effectiveness
- Calibration
- Review analytics
Performance + Engagement
- Everything in Performance
- Engagement surveys
- Pulse surveys
- eNPS
- Action plans
Total Platform
- All modules included
- OKRs & goals
- Compensation management
- Grow (career development)
- Advanced analytics
- Custom integrations
Pricing last verified: March 22, 2026
Who is Lattice Best For?
- Tech companies and knowledge-work organizations (100-5,000 employees)
- Companies implementing or improving OKR programs
- HR teams wanting to connect compensation decisions to performance data
- Organizations running regular engagement surveys alongside performance reviews
Technical Details
The Bottom Line
Lattice scores 4.2/10. It stands out for performance review system is one of the most flexible and complete on the market. Best suited for tech companies and knowledge-work organizations (100-5,000 employees). Keep in mind that not an hris — no employee records, pto tracking, onboarding, or payroll.
Frequently Asked Questions
Based on editorial analysis
