Enterprise People Ops teams running structured talent reviews, 9-box matrices, and compensation alignment.
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Primary Terms & Pricing Audited Q3 2026 | Unbiased Data
⭐️ 4.6/5 (1,900+ reviews)
Based on G2 & Industry Benchmark user reviews
⭐️ 4.5/5 (1,600+ reviews)
Based on G2 & Industry Benchmark user reviews
Compliance standards, native integrations, support SLAs, deployment type, and ideal headcount for 15Five vs Culture Amp.
| Capability | 15Five | Culture Amp |
|---|---|---|
| Compliance Standards | Compliance Standards:
| Compliance Standards:
|
| Native Integrations | Native Integrations:
| Native Integrations:
|
| Support & SLAs | Support & SLAs: Live Chat, Dedicated CSM (higher tiers), Knowledge Base | Support & SLAs: Dedicated CSM, Enterprise SLA, Knowledge Base |
| Deployment Type | Deployment Type: Cloud / SaaS | Deployment Type: Cloud / SaaS |
| Ideal Headcount | Ideal Headcount: 50–250 seats | Ideal Headcount: 250–1000+ enterprise |
The bottom line for Enterprise
15Five is the top-recommended platform for Enterprise. It is the stronger overall fit for this workflow. Culture Amp is the stronger alternative when you need engagement science & benchmarks.
Detailed capability breakdown tailored for Enterprise. Checkmarks indicate native platform support, while crosses highlight functional gaps or required third-party integrations.
| Capability | 15Five | Culture Amp |
|---|---|---|
| OKRs & goals | OKR cascading on Perform/Total Platform tiers with lightweight reviews rather than Lattice-grade talent calibration. | Goals exist in Perform; Culture Amp is still bought first for engagement science, not OKR software. |
| Continuous feedback | Weekly check-ins are the core cadence; manager coaching prompts sit in the same loop. | Feedback in Perform/Develop; 1:1 meeting tools are not a 15Five-level product. |
| Structured & billable reviews | 360 reviews exist; the product is still check-in-led rather than a compensation-tied review OS. | Performance reviews plus development plans; less compensation-tied than Lattice. |
| Calibration | SAML SSO on higher tiers; compensation calibration and talent reviews still trail Lattice for global enterprises. | No Lattice-grade compensation calibration. Talent decisions are insight-led from survey science. |
| Engagement surveys & HRBP dashboards | Engagement pulses ship; scientific benchmark depth trails Culture Amp. | Science-backed engagement surveys and external benchmarks are the category-defining module. |
| Compensation | Compensation bands and merit calibration are not a 15Five system of record. | Compensation is not the system of record. HRBPs export insights into a separate comp process. |
| Manager cadence | 1:1 agendas plus manager coaching are the buying reason for first-time People teams. | Manager action planning from surveys, not a weekly check-in OS. 1:1 agendas are not first-class. |
| SSO, Slack/Teams, GitHub/Jira | Slack/Teams check-ins plus HRIS connectors; SAML SSO on higher tiers. GitHub/Jira are not native review sources. | SAML 2.0 SSO and people-science benchmarks for global HRBPs; Perform is secondary to Engage in most enterprise deals. |
For Enterprise, 360-degree peer review calibration is a compensation-committee artifact: a 9-box talent matrix, documented calibration sessions, and legal-grade notes. 15Five vs Culture Amp must keep review cycle automation audit-ready. A self-serve SMB 360 will not survive Enterprise counsel.
For Enterprise, OKR & goal tracking alignment has to cascade from board-level objectives into manager scorecards. 15Five or Culture Amp should prove goal attainment feeds calibration, not a parallel OKR toy Enterprise will be asked to sunset.
For Enterprise, continuous manager check-ins & engagement surveys need anonymous sentiment analysis with works-council pulse posture, SAML, and completion reporting. 15Five vs Culture Amp fails if pulses cannot be segmented for Enterprise without exporting identifiable comments.
For Enterprise, 360-degree peer review calibration is a compensation-committee file: a 9-box talent matrix, documented calibration sessions, and legal-grade notes. 15Five vs Culture Amp must keep review cycle automation audit-ready. A self-serve SMB 360 will not survive Enterprise counsel.
For Enterprise, OKR & goal tracking alignment has to cascade from board objectives into manager scorecards. 15Five vs Culture Amp should prove goal attainment feeds calibration. A parallel OKR toy Enterprise will be asked to sunset is a failed buy.
For Enterprise, continuous manager check-ins & engagement surveys need anonymous sentiment analysis with works-council pulse posture, SAML, and completion reporting. 15Five vs Culture Amp fails if pulses cannot be segmented without exporting identifiable comments Enterprise legal will block.
Ready to act on this Enterprise evaluation of 15Five vs Culture Amp?