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
⭐️ 4.7/5 (4,000+ reviews)
Based on G2 & Industry Benchmark user reviews
Compliance standards, native integrations, support SLAs, deployment type, and ideal headcount for 15Five vs Lattice.
| Capability | 15Five | Lattice |
|---|---|---|
| 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
Lattice is the top-recommended platform for Enterprise. It is the stronger overall fit for this workflow. 15Five is the stronger alternative when you need manager coaching & weekly check-ins.
Detailed capability breakdown tailored for Enterprise. Checkmarks indicate native platform support, while crosses highlight functional gaps or required third-party integrations.
| Capability | 15Five | Lattice |
|---|---|---|
| OKRs & goals | OKR cascading on Perform/Total Platform tiers with lightweight reviews rather than Lattice-grade talent calibration. | Goals from $8/user/month; Performance from $10/user/month. OKRs and talent reviews are mature. |
| Continuous feedback | Weekly check-ins are the core cadence; manager coaching prompts sit in the same loop. | Feedback, 1:1s, and updates in Slack/Teams; Grow and Engagement are separate modules. |
| Structured & billable reviews | 360 reviews exist; the product is still check-in-led rather than a compensation-tied review OS. | Enterprise review cycles plus talent reviews for succession, not just annual forms. |
| Calibration | SAML SSO on higher tiers; compensation calibration and talent reviews still trail Lattice for global enterprises. | Talent calibration and compensation calibration tied to performance data is the Lattice enterprise wedge. |
| Engagement surveys & HRBP dashboards | Engagement pulses ship; scientific benchmark depth trails Culture Amp. | Engagement module is add-on; survey science is solid but not Culture Amp’s primary identity. |
| Compensation | Compensation bands and merit calibration are not a 15Five system of record. | SAML 2.0 SSO, compensation calibration, and talent reviews for global enterprises; total seat cost includes Engagement/Grow/Comp add-ons. |
| Manager cadence | 1:1 agendas plus manager coaching are the buying reason for first-time People teams. | 1:1 agendas plus Grow career pathing as paid modules on top of Performance. |
| 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, HRIS, Slack/Teams. GitHub/Jira are partner integrations, not a native engineering scorecard. |
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 Lattice 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 Lattice 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 Lattice 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 Lattice 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 Lattice 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 Lattice fails if pulses cannot be segmented without exporting identifiable comments Enterprise legal will block.
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