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
⭐️ 4.7/5 (4,000+ 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 Lattice vs Culture Amp.
| Capability | Lattice | Culture Amp |
|---|---|---|
| Compliance Standards | Compliance Standards:
| Compliance Standards:
|
| Native Integrations | Native Integrations:
| Native Integrations:
|
| Support & SLAs | Support & SLAs: Dedicated CSM, Enterprise SLA, Knowledge Base | Support & SLAs: Dedicated CSM, Enterprise SLA, Knowledge Base |
| Deployment Type | Deployment Type: Cloud / SaaS | Deployment Type: Cloud / SaaS |
| Ideal Headcount | Ideal Headcount: 250–1000+ enterprise | 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. 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 | Lattice | Culture Amp |
|---|---|---|
| OKRs & goals | Goals from $8/user/month; Performance from $10/user/month. OKRs and talent reviews are mature. | Goals exist in Perform; Culture Amp is still bought first for engagement science, not OKR software. |
| Continuous feedback | Feedback, 1:1s, and updates in Slack/Teams; Grow and Engagement are separate modules. | Feedback in Perform/Develop; 1:1 meeting tools are not a 15Five-level product. |
| Structured & billable reviews | Enterprise review cycles plus talent reviews for succession, not just annual forms. | Performance reviews plus development plans; less compensation-tied than Lattice. |
| Calibration | Talent calibration and compensation calibration tied to performance data is the Lattice enterprise wedge. | No Lattice-grade compensation calibration. Talent decisions are insight-led from survey science. |
| Engagement surveys & HRBP dashboards | Engagement module is add-on; survey science is solid but not Culture Amp’s primary identity. | Science-backed engagement surveys and external benchmarks are the category-defining module. |
| Compensation | SAML 2.0 SSO, compensation calibration, and talent reviews for global enterprises; total seat cost includes Engagement/Grow/Comp add-ons. | Compensation is not the system of record. HRBPs export insights into a separate comp process. |
| Manager cadence | 1:1 agendas plus Grow career pathing as paid modules on top of Performance. | Manager action planning from surveys, not a weekly check-in OS. 1:1 agendas are not first-class. |
| SSO, Slack/Teams, GitHub/Jira | SAML 2.0 SSO, HRIS, Slack/Teams. GitHub/Jira are partner integrations, not a native engineering scorecard. | 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. Lattice 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. Lattice 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. Lattice 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. Lattice 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. Lattice 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. Lattice 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 Lattice vs Culture Amp?