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 (1,200+ 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 PerformYard vs Lattice.
| Capability | PerformYard | Lattice |
|---|---|---|
| Compliance Standards | Compliance Standards:
| Compliance Standards:
|
| Native Integrations | Native Integrations:
| Native Integrations:
|
| Support & SLAs | Support & SLAs: Dedicated CSM, Ticketed 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: 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. PerformYard is the stronger alternative when you need configurable mid-market reviews.
Detailed capability breakdown tailored for Enterprise. Checkmarks indicate native platform support, while crosses highlight functional gaps or required third-party integrations.
| Capability | PerformYard | Lattice |
|---|---|---|
| OKRs & goals | Goals exist inside configurable review cycles; OKR cascading is less opinionated than Lattice or 15Five. | Goals from $8/user/month; Performance from $10/user/month. OKRs and talent reviews are mature. |
| Continuous feedback | Continuous feedback plus 1:1 agendas without a heavy implementation project. | Feedback, 1:1s, and updates in Slack/Teams; Grow and Engagement are separate modules. |
| Structured & billable reviews | Highly configurable review templates (annual, quarterly, project) are the PerformYard center of gravity. | Enterprise review cycles plus talent reviews for succession, not just annual forms. |
| Calibration | Calibration exists for mid-market talent reviews; less compensation-tied than Lattice Compensation. | Talent calibration and compensation calibration tied to performance data is the Lattice enterprise wedge. |
| Engagement surveys & HRBP dashboards | Engagement surveys included; people-science benchmarks trail Culture Amp. | Engagement module is add-on; survey science is solid but not Culture Amp’s primary identity. |
| Compensation | SAML plus mid-market compensation modules; still not Lattice Compensation for 1,000+ employee calibration. | 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 meeting tools plus AI review-writing assists for HR admins running custom cycles. | 1:1 agendas plus Grow career pathing as paid modules on top of Performance. |
| SSO, Slack/Teams, GitHub/Jira | Slack/Teams plus HRIS; SAML on mid-market/enterprise. GitHub/Jira are not first-party engineering 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. PerformYard 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. PerformYard 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. PerformYard 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. PerformYard 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. PerformYard 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. PerformYard vs Lattice fails if pulses cannot be segmented without exporting identifiable comments Enterprise legal will block.
Ready to act on this Enterprise evaluation of PerformYard vs Lattice?