Remote-first companies building asynchronous feedback habits, virtual check-ins, and distributed engagement tracking.
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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 (1,200+ reviews)
Based on G2 & Industry Benchmark user reviews
Compliance standards, native integrations, support SLAs, deployment type, and ideal headcount for 15Five vs PerformYard.
| Capability | 15Five | PerformYard |
|---|---|---|
| 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, Ticketed SLA, Knowledge Base |
| Deployment Type | Deployment Type: Cloud / SaaS | Deployment Type: Cloud / SaaS |
| Ideal Headcount | Ideal Headcount: 50–250 seats | Ideal Headcount: 50–250 seats |
The bottom line for Remote Teams
PerformYard is the top-recommended platform for Remote Teams. 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 Remote Teams. Checkmarks indicate native platform support, while crosses highlight functional gaps or required third-party integrations.
| Capability | 15Five | PerformYard |
|---|---|---|
| OKRs & goals | OKR cascading on Perform/Total Platform tiers with lightweight reviews rather than Lattice-grade talent calibration. | Goals exist inside configurable review cycles; OKR cascading is less opinionated than Lattice or 15Five. |
| Continuous feedback | Weekly check-ins are the core cadence; manager coaching prompts sit in the same loop. | Continuous feedback plus 1:1 agendas without a heavy implementation project. |
| Structured & billable reviews | 360 reviews exist; the product is still check-in-led rather than a compensation-tied review OS. | Highly configurable review templates (annual, quarterly, project) are the PerformYard center of gravity. |
| Calibration | No Lattice-style compensation calibration. Talent reviews are lighter than enterprise talent-day workflows. | Calibration exists for mid-market talent reviews; less compensation-tied than Lattice Compensation. |
| Engagement surveys & HRBP dashboards | Engagement pulses ship; scientific benchmark depth trails Culture Amp. | Engagement surveys included; people-science benchmarks trail Culture Amp. |
| Compensation | Compensation bands and merit calibration are not a 15Five system of record. | Compensation modules are available; depth still trails Lattice compensation bands for large enterprises. |
| Manager cadence | 1:1 agendas plus manager coaching are the buying reason for first-time People teams. | 1:1 meeting tools plus AI review-writing assists for HR admins running custom cycles. |
| SSO, Slack/Teams, GitHub/Jira | Slack/Teams check-in workflows for distributed teams; async updates replace hallway 1:1s. | Slack/Teams feedback for distributed reviewers; not a 15Five weekly remote OS. |
For Remote Teams, 360-degree peer review calibration cannot assume a hallway 9-box talent matrix. 15Five vs PerformYard needs timezone-fair written 360s and calibration sessions plus review cycle automation that waits for async peers. A same-day onsite calibration will exclude half the company Remote Teams employs.
For Remote Teams, OKR & goal tracking alignment has to be visible without overlapping hours. 15Five or PerformYard should show goal check-ins in writing so distributed ICs Remote Teams manages are not graded on hallway context they never heard.
For Remote Teams, continuous manager check-ins & engagement surveys live in Slack/Teams, not a shared office. Anonymous sentiment analysis must respect a pod-size anonymity floor so small pods are not unmasked. 15Five vs PerformYard fails if 1:1 nudges assume one working day Remote Teams does not have.
For Remote Teams, 360-degree peer review calibration cannot be a hallway 9-box talent matrix. 15Five vs PerformYard needs timezone-fair written 360s, written calibration sessions, and review cycle automation that waits for async peers. Same-day onsite calibration excludes the company Remote Teams actually employs.
For Remote Teams, OKR & goal tracking alignment has to be readable without overlapping hours. 15Five vs PerformYard should keep goal check-ins in writing so distributed ICs Remote Teams manages are not scored on hallway context they never heard.
For Remote Teams, continuous manager check-ins & engagement surveys live in Slack/Teams. Anonymous sentiment analysis must respect a pod-size anonymity floor so small pods are not unmasked. 15Five vs PerformYard fails if 1:1 nudges assume one working day Remote Teams does not share.
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