Lattice alternatives: where to go and how to keep your history
Six destinations, one for each reason to leave, plus a seven-step exit plan.
The short answer: 15Five if your managers live in 1:1s and weekly check-ins; Leapsome if you want the closest match to Lattice's full suite; BambooHR or Factorial if you used Lattice's HRIS and want people data and performance in one place; Culture Amp if engagement surveys drive your HR program; Betterworks if you have more than 500 employees. One thing before you pick: Lattice lets you export reviews, goals and 1:1s as CSV files, but only while your contract is active. Export first, cancel second.
Our rankings are editorial: a sponsored placement is always labeled on its card, and no affiliate link changes a score.
Why HR teams are leaving Lattice
Lattice is still a solid performance platform, and plenty of managers like having reviews, goals and 1:1s in one place. People leave for other reasons: two products going away, a contract built for bigger companies, and modules that users find clunky day to day. Here are six, drawn from Lattice's own pricing page and from user reviews.
The HRIS and payroll are gone
Lattice shut down its HRIS and payroll products in 2026 and kept its performance tools. Its own data retention policy confirms it: HRIS customer data was deleted, outside the 180-day retention period other customers get. If Lattice was your system of record for employee data, you need a new HRIS.
A $4,000 annual minimum
The minimum annual agreement is $4,000 across all products. A 20-person team on Performance alone ($10 per seat per month) would come to $2,400 a year, but you still pay $4,000. The minimum only stops mattering at around 34 seats. Reviewers from small companies bring this up often: once you sign, you're committed for the year.
Annual billing, no monthly option
Lattice bills every contract annually, in US dollars. That means one large payment up front and no easy way out mid-year if the tool doesn't stick. If you operate outside the US, you also carry currency risk on every renewal.
Pricey if all you need is reviews
If you run one review cycle a year and track a handful of goals, you're paying for a platform built for much more. A common complaint: too expensive for a simple review tool, and not a great fit for small teams with basic HR needs. Stack Performance ($10), Goals & OKRs ($8) and Engagement ($4) and you're at $22 per seat per month.
Review cycles and goals feel clunky
The most frequent complaints: review cycle workflows that don't bend to your process, a goals module that even admins find hard to figure out, limited template customization, a dated interface, and a mobile app that's less intuitive than the web version. Reporting shows the headline number but makes it hard to drill down.
Leaving takes planning
Everything exports as CSV from the admin area, but access ends when your contract does, and your data is deleted 180 days later. Weekly updates come out without their comments. Nothing re-imports itself elsewhere: review templates, cycles and goal alignment have to be rebuilt. Plan the export before your end date, not after.
You're leaving because… go with…
The right Lattice alternative depends on what's pushing you out. Usually only one row applies to you. Each card links to the full profile below.
Weekly check-ins and 1:1s at the core, no seat minimum on the core plans.
You want Lattice's full scope elsewhereLeapsomeReviews, goals, engagement, learning and compensation, priced per employee per module.
You used Lattice's HRIS (US team)BambooHRA well-known HRIS with performance from the Pro plan; payroll and benefits for the US.
You used Lattice's HRIS and want help movingFactorialAn all-in-one HRIS that offers dedicated migration support for Lattice customers.
Engagement surveys are your priorityCulture AmpDeep engagement surveys, quote-based.
You have more than 500 employeesBetterworksCompany-wide goal alignment with a guided implementation.
Lattice alternatives, tool by tool
For each tool: why switch to it, who it's for, who it isn't for, its main limit, how to get there from Lattice, and what it costs. Prices come from each vendor's official pricing page in 2026, in the currency the vendor shows. When a vendor publishes no price, or two prices that contradict each other, we say so instead of picking one.
15Five: for managers who run on 1:1s
Manager-firstWhy switch to 15Five. 15Five is built around a manager's weekly rhythm: check-ins, 1:1s and goals. If that's what your teams actually used in Lattice, you keep the same habits with a simpler public price list, and no seat minimum on the core plans, so a small team pays for the seats it has.
Who it's for. Companies that want to equip managers week to week more than run a heavy annual review process.
Who it isn't for. Anyone who needs an HRIS to replace Lattice's: 15Five is a performance and engagement tool.
The catch. Billing is annual, like Lattice. Some optional add-ons may come with their own minimums, and human coaching is sold separately at $399 per credit. Compensation is an extra $9 per user per month, or $11 with benchmarking data.
How to migrate. Export your goals and 1:1 logs from Lattice. Set up teams and reporting lines first, then bring in active goals. Keep old 1:1 notes in your archive rather than re-entering them one by one.
- Engage
- $4 per user per month
- Perform
- $11
- Total Platform
- $16
- Catch
- billed annually
Leapsome: the closest match to Lattice
Closest matchWhy switch to Leapsome. Leapsome covers the same ground as Lattice: performance reviews, goals and OKRs, engagement surveys, learning and compensation. The difference is how you buy it: one price per employee per month, module by module, with no setup fees. You only pay for what your team uses.
Who it's for. Mid-sized companies that want reviews, goals and engagement in one tool and don't need Lattice's HRIS replaced by the same vendor.
Who it isn't for. A team that only runs one review cycle a year: a lighter tool will cost less.
The catch. Leapsome lists its prices in euros only, so a US buyer has to request a dollar quote. Costs add up as you stack modules: Performance Reviews at €7, Goals & OKRs at €4 and Engagement Surveys at €4 already make €15 per employee per month. Leapsome also sells an HRIS layer, but its price estimator shows figures that contradict each other, so get a written quote.
How to migrate. Start from your Lattice CSV exports (directory, goals, review responses) and use the 14-day trial to ask Leapsome what it imports as-is and what needs manual setup. Rebuild review templates first, then load the directory, then active goals.
- Price
- from €3 per employee per month per module
- Reviews
- €7
- Trial
- 14 days
- Catch
- euro pricing only
BambooHR: replace the HRIS and keep performance
HRISWhy switch to BambooHR. BambooHR is an established HRIS with a strong US focus, and its Pro plan adds performance management with 360° reviews and 1:1s. If you used Lattice's HRIS, it replaces both the employee record and the review process.
Who it's for. US-based teams that want an established HRIS with payroll, benefits and performance under one roof.
Who it isn't for. Companies with most of their staff outside the US: payroll and benefits only cover the US.
The catch. Performance starts at Pro. The pricing grid shows Core at $10, Pro at $17 and Elite at $25 per employee per month; confirm the figure in your quote. Teams of 25 or fewer pay a flat monthly rate instead: $250, $425 or $650.
How to migrate. Your Lattice directory CSV seeds the employee records; review templates are rebuilt in the performance module. Do the HRIS first, since that's the part Lattice retired.
- Core
- $10 per employee per month
- Pro (with performance)
- $17
- Small teams
- flat rate from $250 a month
- Catch
- US-only payroll
Factorial: an all-in-one HRIS with migration help
Migration helpWhy switch to Factorial. Factorial is an all-in-one HRIS, based in Barcelona, that puts employee records and a performance module in the same tool. It's one of the vendors speaking most directly to former Lattice HRIS customers, with dedicated migration support covering export, import and rebuilding workflows.
Who it's for. Small and mid-sized companies, especially with European staff, that used Lattice as their main HR system.
Who it isn't for. Teams that are keeping their HRIS and only want to replace reviews and goals: a specialist tool goes deeper.
The catch. Pricing is custom, per user and by module. The pricing page shows two different starting prices depending on where you look, so rely on the quote. Whether the performance module is included in every plan isn't stated publicly.
How to migrate. Ask for the Lattice migration support in your first sales call and get its scope and cost in writing. Bring your Lattice CSVs: directory, goals, and review responses by cycle.
- Price
- custom quote, per user and module
- Strength
- dedicated Lattice migration support
- Scope
- HRIS and performance
- Catch
- inconsistent starting prices
Culture Amp: when engagement comes first
EngagementWhy switch to Culture Amp. Culture Amp is best known for engagement surveys. It sells two main products, Engage for engagement and Perform for reviews. If your leadership mostly looked at survey results in Lattice, this is the deepest option on that front.
Who it's for. Companies with an HR team that actually acts on survey data.
Who it isn't for. A small team that wants to know its budget before the first sales call.
The catch. No public pricing. The price depends on headcount, product and service tier, and billing is annual. You can only compare after a quote.
How to migrate. Lattice survey results export as CSV and PowerPoint: keep them as your baseline. Rather than importing history, run a first survey in Culture Amp and compare trends by hand.
- Price
- custom quote
- Products
- Engage and Perform
- Billing
- annual
- Catch
- no public pricing
Betterworks: built for large organizations
EnterpriseWhy switch to Betterworks. Betterworks is designed to align goals across a large organization and run review cycles at scale. The vendor says it plainly: it adds the most value for organizations with more than 500 employees.
Who it's for. Large companies that manage by aligned goals and want a guided rollout.
Who it isn't for. A 30-person company trying to spend less than it did on Lattice.
The catch. Performance costs $8 per user per month, $9 with Talent Intelligence, and Enterprise is quote-based. One-time implementation fees come on top.
How to migrate. The paid implementation is where migration belongs: include your exported Lattice goals and review templates in its scope, in writing.
- Performance
- $8 per user per month
- With Talent Intelligence
- $9
- Enterprise
- custom quote
- Catch
- implementation fees
All six alternatives side by side
Our default pick: 15Five for a manager-led performance process, BambooHR if you need a new US HRIS. To give you a sense of scale, take 50 employees on reviews only. On Lattice, Performance at $10 comes to $6,000 a year, above the $4,000 minimum. On 15Five, Perform at $11 comes to $6,600 a year, but with no seat minimum on the core plans. At 20 employees, Lattice still bills $4,000, which works out to about $16.70 per person per month. Each row shows the entry price on the left and billing and migration notes on the right.
| Entry price | Billing and migration | |
|---|---|---|
| LatticeStarting point | Performance $10, Goals & OKRs $8, Engagement $4 per seat per month | $4,000 annual minimum, billed annually in USD; CSV export until the contract ends |
| 15FiveManager-first | Engage $4, Perform $11, Total Platform $16 per user per month | Billed annually; no seat minimum on core plans |
| LeapsomeClosest match | Performance Reviews €7, Goals & OKRs €4, Engagement €4 per employee per month | Euro pricing, no setup fees; 14-day trial |
| BambooHRHRIS | Core $10, Pro $17 (performance), Elite $25 per employee per month | Flat rate for 25 employees or fewer; US-only payroll |
| FactorialMigration help | Custom quote, per user and module | Dedicated support for moving off Lattice |
| Culture AmpEngagement | Custom quote | Billed annually; price by headcount, product and service tier |
| BetterworksEnterprise | Performance $8, with Talent Intelligence $9 per user per month | One-time implementation fees; built for 500+ employees |
Entry prices from each vendor's official pricing page, before tax, subject to change. Always get a quote on your real headcount.
Leaving Lattice in seven steps
Order matters. Your Lattice contract end date drives everything: before it, you can export whatever you need; after it, the admin area is gone.
Find your end date and what you actually use
Day 1Look up your annual renewal date and the products on your contract: Performance, Goals & OKRs, Engagement, Compensation, Grow. Note who uses what. A module nobody opens doesn't need a replacement.
That date sets your schedule: the export has to be done and checked before it.
- Time
- one hour
- If you rush it
- export done too late
List everything that's running
Write down your active and past review cycles, questionnaire templates, active goals and how they link to each other, surveys, and connected integrations (chat, HRIS, payroll). One row per item, with its equivalent in the new tool.
Goal alignment is the most fragile part: a team goal tied to a company goal won't rebuild itself.
- Time
- half a day
- If you rush it
- orphaned goals
Export everything as CSV before the contract ends
CriticalEach tool exports as CSV from the admin area: directory, review responses by cycle, 1:1 logs, weekly updates, goals, feedback, surveys (also as PowerPoint) and Grow. For goals, open Goals, pick your view, then Export CSV. For reviews, go to Admin, Performance, Reviews and export cycle by cycle; the Responses Report puts every answer from one reviewer on a single row, which is handy for archiving.
Two traps: weekly updates export without their comments, and access ends when the contract does. Data is deleted 180 days later, but you can no longer download it yourself.
- Format
- CSV, PowerPoint for surveys
- Deletion
- 180 days after contract end
Archive your history outside Lattice
Store the CSVs in a restricted HR folder: this is personal data. Name each file by cycle and year.
You don't need to import everything. History is for reference; only the directory and active goals need to live in the new tool.
- If you rush it
- lost review records
Rebuild the structure in the new tool
Longest stepImport the directory with reporting lines first, since everything else depends on it. Then rebuild review templates, rating scales and cycles. This is a good time to simplify: a template you used once doesn't need to come along.
Finally, import active goals and check the alignment between team and company goals by hand.
- Time
- a few days, depending on templates
- If you rush it
- a cycle launched on the wrong org chart
Run a pilot with one team
Before switching the whole company, run a short cycle (one 1:1, one check-in, a mini review) with a volunteer team. You'll catch wrong permissions, unclear questions and notifications that fire at the wrong time.
- Time
- two to three weeks
Switch over, then shut Lattice off
Announce the date to managers, turn off Lattice reminders, connect integrations to the new tool and launch the first real cycle. Only cancel once you've checked the export: open every CSV and count the rows.
If your Lattice contract still has a few months left, keep it read-only for managers who need to look up a past review.
- If you rush it
- reminders sent by both tools
Is your tool missing from this page? Email us: hello@hackceleration.com
What makes a Lattice exit go wrong
The same mistakes show up in vendor migration guides and in HR teams' accounts. None of them are technical: they're calendar or scope oversights.
Exporting after the contract ends
The most expensive mistake. Once the contract is over, access stops and you can't download anything. Set your export date at least a month before renewal, and check every file.
Forgetting weekly update comments
The weekly updates export leaves out comments. If some threads matter (a development plan, a documented disagreement), copy them out separately before you leave.
Comparing prices in different units
Lattice bills per seat with an annual minimum; Leapsome per employee per module, in euros; BambooHR per employee, with a flat rate for small teams. Run the numbers on your real headcount and the modules you actually need.
Picking the review tool before the HRIS
If you used Lattice's HRIS, pick the new HRIS first and the review tool second: employee records feed everything else, and a review tool chosen on its own may not connect to it.
Copying your old templates as-is
Lattice reviews often mention rigid templates. Don't rebuild the same ones elsewhere: use the move to shorten questionnaires and separate development conversations from ratings.
Choosing without a wider look
Leaving Lattice is a good time to compare broadly. Our rankings of performance review software, OKR software, employee engagement software and HRIS for small businesses go further than this page.
- Lattice contract end date noted
- Inventory of cycles, templates, goals, surveys and integrations
- CSV export of every tool, checked row by row
- Important weekly update comments copied out
- Archive stored in a restricted HR folder
- Directory and reporting lines imported first
- Review templates simplified and rebuilt
- Active goals imported, alignment checked
- Pilot with one team before cutover
- Lattice reminders off, cancellation after verification
Lattice alternatives: frequently asked questions
Why are companies leaving Lattice?
Mostly for three reasons: the HRIS and payroll shutdown in 2026, which forced those customers to move; the $4,000 annual minimum, which is heavy for a small team; and review cycles and a goals module that users find rigid. If Lattice works for your performance process and you never used its HRIS, nothing forces you to leave.
Did Lattice shut down its HRIS?
Yes. Lattice shut down its HRIS and payroll products in 2026 and kept its performance tools (reviews, goals, engagement). Its data retention policy confirms it: HRIS customer data was deleted. If you relied on it, picking a new HRIS comes first.
How much does Lattice cost for 50 employees?
On Performance alone at $10 per seat per month, 50 employees cost $6,000 a year, above the $4,000 minimum. Add Goals & OKRs ($8) and Engagement ($4) and you're at $13,200 a year, billed annually.
What is Lattice's closest competitor?
Leapsome: it covers the same needs (reviews, goals, engagement, learning, compensation) with per-module pricing and no setup fees, though prices are listed in euros. 15Five is close for 1:1s and check-ins, Culture Amp for engagement.
What's the best Lattice alternative for HRIS?
BambooHR for a US team, since payroll and benefits are US-only and performance comes with the Pro plan. Factorial if you have European staff or want hands-on migration help. Our ranking of HRIS software covers more options.
What's a cheaper alternative to Lattice for a small team?
Below roughly 34 employees, the $4,000 minimum means you pay for more than you use. 15Five has no seat minimum on its core plans, with Engage at $4 per user per month. BambooHR switches to a flat monthly rate, from $250, for 25 employees or fewer. See our list of OKR software for startups too.
How do I export my data from Lattice?
From the admin area, tool by tool, as CSV: directory, review responses by cycle, 1:1s, weekly updates (without comments), goals, feedback and surveys (also as PowerPoint). Do it before the contract ends: after that you lose access, and data is deleted 180 days later.
Can I import past Lattice reviews into another tool?
The directory and goals import easily as CSV. Past review responses are better kept as an archive: their format depends on your old templates, and most tools don't take them cleanly. Factorial offers dedicated Lattice migration support; with others, ask during the trial.
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