# Lattice Pricing: A Comprehensive Guide | Capterra > Check out the Lattice pricing guide to understand the cost of different pricing plans, features, and insights on how to choose the right plan. Source: https://www.capterra.com/p/151676/Lattice/pricing --- Lattice Pricing Guide 2025 Last updated on June 11, 2025 Written by [Saumya Srivastava](https://www.capterra.com/resources/author/ssrivastava/) Writer Edited by [Lindsay Page](https://www.capterra.com/resources/author/lindsay-page/) Editor Pricing for Lattice [4.5 (203)](#reviews) User rating:[ 4.5 ](#reviews) Based on (203) reviews ## Overview of Lattice pricing [Lattice](https://www.capterra.com/p/151676/Lattice/) is highly rated [compensation management software](https://www.capterra.com/compensation-management-software/) and was selected as one of the best options in our 2025 Capterra Shortlists for [performance management](http://capterra.com/performance-appraisal-software/shortlist/?year=2025) and [employee recognition](https://www.capterra.com/employee-recognition-software/shortlist/?year=2025) tools. The tool helps human resource teams set goals, conduct performance reviews, provide feedback, and facilitate meetings between managers and employees. It also allows employee engagement or feedback surveys undertaken to understand employee sentiment and identify areas of improvement. Lattice’s compensation management feature enables benchmarking salaries, managing compensation cycles, providing insights into compensation and career progression, and addressing pay disparities. Lattice offers two pricing plans: Talent Management that focuses on employee performance and provides add-ons of engagement, compensation, and growth, and HRIS (Human Resources Information System) which is a complete HR management solution with add-ons for payroll management. We analyzed our extensive database of verified user reviews and interactions to help you understand the key differences between these plans and choose the best one based on your team size and business needs. Let’s compare these plans in detail: HRIS $10.00 Per User,Per Month * * * It Includes - Employee Record - Report Builder - Onboarding - Workflows Talent Management $11.00 Per User,Per Month * * * It Includes - Performance Reviews - Feedback & Praise - Talent Reviews - Goals & OKRs The latest information on pricing is available on the Lattice website ## Cost breakdown Lattice’s two pricing plans cater to various user needs, from individuals to large enterprises.  - **Talent management:** Designed for focused employee development and growth - **HRIS:** Suitable as an all-in-one solution from onboarding to payroll The tier structure allows you to select the plan that best suits your budget and specific employee management needs.  ### Starting price Lattice offers a per-seat, per-month pricing model with annual billing cycles for all its plans. The Talent Management plan is $11 per seat, per month and is billed annually. The HRIS plan is $10 per seat, per month and is billed annually. Let’s also briefly discuss the plan add-ons and their starting prices. #### Talent management plan Lattice’s Talent Management plan is designed for HR teams needing a dedicated employee performance management solution. The plan offers add-ons for: - **Engagement:** $4 per seat, per month; billed annually - **Growth:** $4 per seat, per month; billed annually - **Compensation:** $6 per seat, per month; billed annually #### HRIS plan Lattice’s HRIS plan is designed for HR teams needing a single solution for HR management needs, including employee performance, development, growth, compensation, onboarding, payroll, and time tracking. The plan offers add-ons for: - **Payroll:** Available upon request from the vendor ### Billing options Lattice's plans have an annual billing cycle, ideal for businesses looking to save costs on month-to-month commitments. Annual plans often come at a discounted rate compared to monthly plans.  ### Feature differentiation Lattice’s Talent management plan focuses on employee management, while HRIS plan is an integrated solution for all HR needs, from onboarding to training and development. Here are some of the differentiating factors: - **Primary focus:** The Talent Management plan centers around employee performance, engagement, and development. On the other hand, the HRIS plan manages core HR functions and employee data. - **Features:** Features of the Talent management plan include performance reviews, goal setting and tracking, real-time feedback, 360-degree feedback, employee engagement surveys, 1:1 meetings, career pathing, and compensation management. The HRIS plan, on the other hand, offers employee record management, onboarding, time-off tracking, reporting and analytics, and custom workflows. - **Add-ons:** You can select from three add-ons (engagement, growth, and compensation) as a part of the Talent Management plan. In contrast, the HRIS plan offers a single add-on (payroll management) to integrate with its core HR functions.  ## What users say about Lattice pricing Our team analyzed 70+ reviews from verified Lattice users on our website over the last two years to understand their views about the tool’s pricing and received mixed responses. Some reviewers find value in its features against the price paid for its subscriptions. However, some also say the tool is expensive for smaller teams and organizations. Here are some verified review excerpts about Lattice to understand what users find valuable and decide whether it could provide value to your business relative to the pricing details provided on this page[\[1\]](#footnotes): Ashley L.HR ManagerInformation Technology and Services1-2 years It is not cheap (but with that, you get what you pay for and this tool is worth every penny). June 11, 2024 Sheryl K.Human resource assistantE-Learning1-2 years The cost is considerably high compared to its alternatives. January 24, 2024 Rafael G.AnalystBanking2+ years Depending on your team and your own performance, you can end up having a library of impressive feedback showing your commitment to your work or to your team. October 7, 2024 Brad S.Sr. ManagerTelecommunications1-2 years Feedback and recognition seem to be a bit more subdued than they could be. June 14, 2024 [Read more Lattice reviews here.](https://www.capterra.com/p/151676/Lattice/reviews/) ## Detailed breakdown of Lattice pricing plans ### Talent management plan The plan offerings focus on performance management and goal setting and allow integrating add-ons for growth, compensation, and engagement. These are suitable for teams requiring a dedicated employee management tool that they can integrate with their existing HR management systems.  **Priced at:** $11 per seat, per month; billed annually The plan accommodates all the essential features of employee performance management, including performance reviews, feedback, goal setting, and 1:1 meetings.  **Talent management plan features**[**\[2\]**](#footnotes)**:** - **Performance reviews:** Customize review cycles for annual, quarterly, or project-based needs and configure the frequency and participants (self-reviews, manager reviews, or peer reviews). Use the customizable review templates to provide employees with relevant feedback based on their goals and accomplished tasks. Include various questions, such as open-ended, multiple-choice, and rating scales, for in-depth and diverse feedback.  - **Goals and OKRs:** Set, track, and manage employee goals (individual, short-term, qualitative, or quantitative) and objectives and key results (OKRs). Update these goals and OKRs based on the changing business needs or project requirements. The feature facilitates feedback and alignment discussion around the set goals and objectives to ensure everyone is on the same page.  - **1:1 meetings:** Schedule one-time or recurring meetings with employees to provide reviews or set agendas for the upcoming month, quarter, or year. The feature offers talking points to guide conversations, such as progress updates, feedback, roadblocks, and development opportunities. It also enables creating and assigning action items during meetings for the set agenda and tracking the progress of each action item.  - **Feedback:** Use the customizable templates to provide feedback to employees in a structured format and with all the relevant information, such as projects, achievements, and add-on projects. Employees can also use these templates during peer reviews or 360-degree feedback. The feature uses artificial intelligence (AI) to summarize the feedback provided throughout the set period (monthly, quarterly, or annually) and create a consolidated report. It allows sharing feedback via email or third-party chat applications via integration. - **Analytics:** Use the built-in dashboard to track performance trends across teams and individuals, identify top performers and areas of strength and improvement, monitor progress towards goals and OKRs, and analyze feedback/review data. The dashboard also provides insights into employee engagement trends across projects using heatmaps, charts, and graphs. It also enables comparing the compensation data for individuals or teams to understand their growth and reduce any pay disparity.  _Employee compensation review in Lattice (_[_Source_](https://www.capterra.com/p/151676/Lattice/)_)_ #### Talent Management plan add-ons You can integrate add-ons with an extra cost for additional features, including salary benchmarking, compensation cycle management, competencies, and career tracking.  - **Engagement:** Priced at $4 per seat, per month and offers features, including surveys, AI analysis, onboarding and exit, and employee sentiment scores.  - **Growth:** Priced at $4 per seat, per month and offers features, including competencies, individual development plans, and career tracks.  - **Compensation:** Priced at $6 per seat, per month and offers features, including benchmarking, cycle management, and statements of pay changes.  ### HRIS plan The plan offerings help streamline core HR processes, centralize employee data, and automate workflows. This allows HR teams to take more strategic initiatives for employee development and organizational growth. The plan suits teams looking for a single solution to manage all HR functions.  **Priced at:** $10 per seat, per month; billed annually The plan accommodates all the essential features of HR, including onboarding, reporting building, custom workflows, and employee records.  **HRIS plan features**[**\[2\]**](#footnotes)**:** - **Employee data management:** Store and manage all essential employee information, such as name, contact information, job title, department, start date, salary, and benefits. It also includes securely storing employee documents, such as contracts, performance reviews, training, certificates, and appraisals.  - **Report builder:** Create, share, and schedule pre-built or custom reports with charts and graphs, highlighting key takeaways. The reports analyze employee demographics, compensation, job history, performance reviews, goal tracking, feedback, and engagement surveys.  - **Onboarding and lifecycle management:** Create onboarding templates and welcome content for new hires to align them with the processes. The content includes training, checklists, and points of contact in different departments.  - **Custom workflows:** Create email templates to keep the teams updated on organizational changes, salary and benefits updates, and team events. The feature facilitates automated workflows for internal job change or employee milestone approvals with role-based rules, real-time reassignments, and direct notifications. Integrate the changes with the talent management system to automatically update role changes, location changes, or compensation updates in real time.  _Employee profile in Lattice (_[_Source_](https://www.capterra.com/p/151676/Lattice/)_)_ #### HRIS plan add-on The plan enables integrating Lattice with the payroll system, allowing for seamless data transfer between the systems. This keeps all the different HR teams updated on the latest employee information and organizational changes. The information includes employee demographics, compensation, time off, tax withholdings, and direct deposit information.  The price of the payroll system is available upon request from the vendor and will add to the HRIS plan’s $10 per seat, per month pricing with annual billing.  ## Total cost of ownership When considering Lattice for employee compensation management, you should consider the total cost of ownership (TCO) beyond the initial subscription cost. TCO includes upfront charges, additional fees, and the internal resources required for ongoing use and maintenance. ### Upfront costs Upfront costs are the initial expenses incurred when purchasing or subscribing to the software, such as licensing, installation, setup, and training. Setup fees typically include customization, data migration, configuration, training, and installation charges. Lattice does not have any upfront costs associated with its setup. However, its annual billing cycle requires you to pay the entire 12-month amount at once.  ### Additional costs to consider  Data migration, staff training, hardware and IT, and maintenance and upgrades are some of the most common additional costs across different vendors. These are important to consider when finalizing your budget for investing in a tool.  When investing in Lattice, you also need to consider **the add-on features** that come with a potential fee for adding features such as employee engagement, growth, and compensation management to the Talent Management plan and payroll to the HRIS plan. For example, if you select the Talent Management plan with Compensation add-on, you will pay a total of $11 + $6 ($17) per seat, per month, billed $204 ($17x12) annually. #### Services needed to implement or manage the platform - **Development and integration services:** Implementing Lattice may require developers to integrate it with existing systems, such as accounting or payroll software, and to customize workflows specific to business processes. This can include API integration, customization of communication workflows, and setting up automated notifications or messaging. - **Ongoing support services:** While Lattice offers standard support, you may require higher support for complex implementations or internal support teams for day-to-day troubleshooting. This might include premium support packages or managed service providers to resolve issues, monitor usage, and implement updates. - **Compliance and security management:** You may need external security and compliance experts to ensure that Lattice meets necessary regulations, especially for regulated industries. The regulations include General Data Protection and Regulation (GDPR) or Health Insurance Portability and Accountability (HIPAA). This also requires implementing data security measures, conducting regular audits, and maintaining compliance documentation. #### Internal resources needed for ongoing platform management While Lattice is designed to be user-friendly, it still requires some internal resources for ongoing business operations. These resources may include: - **IT support:** These professionals must troubleshoot technical issues, integrate with other systems, and ensure data security. - **Security:** These professionals help ensure the security of data stored within the system using two-factor authentication, single sign-on, and other user access controls and permissions. ## How to choose the right Lattice pricing plan Choosing the best Lattice pricing plan depends on your business goals. Here are some factors to guide your decision: _Key considerations while choosing the right Lattice plan_ - **Understand your employee management needs.** Lattice offers two subscription plans, each with add-ons to enhance the plan’s efficiency. The Talent Management plan is ideal for small teams looking for a dedicated and budget solution to manage employee performance and facilitate growth. The HRIS plan is for larger teams looking to manage all aspects of their HR operations within a single system.  - **Compare plan features.** Lattice pricing plans (Talent Management and HRIS) focus on different aspects of human resources management. Talent management aligns more with employee performance, engagement, growth, and compensation, while HRIS is an integrated HR management system with payroll. As both plans have similar pricing, the decision here should be based on the plan's features.  - **Consider your budget.** You should weigh the annual commitment of purchasing Lattice against the return on investment. For example, the Talent management plan includes more add-ons but is dedicated towards enhanced employee management. HRIS, on the other hand, is an integrated solution with a single add-on but focuses on the core HR functionalities. It must be noted that compensation management is available as an add-on capability for both plans.  ## How to maximize the value of your Lattice subscription Maximizing the value of your Lattice subscription involves leveraging all the features available to enhance your business’s operational efficiency and workflows. Here are some strategies to get the most out of your Lattice subscription: _Ways to maximize the value of your Lattice subscription_ **Utilize all the key features:** - Explore all the tool features and add-ons to cater to your HR operations. This includes leveraging the basic plan features, such as reviews, goals, and meetings in Talent Management and employee records, workflow, and reports in the HRIS plan. Also, opt for add-on features to take a holistic approach to your employee management and HR processes.  - Leverage team collaboration, including shared reports and dashboards with user roles. This is mainly for facilitating feedback and peer reviews among teams working in a remote setup. - Utilize integrations to have a connected network of secure HR systems, including payroll, collaboration, database management, project management, and single-sign tools. You can set up automated data sync to reflect changes in source data across multiple databases to keep the teams updated.  **Leverage customer support and learning resources:** - Use the platform’s resource library to watch recorded sessions on the tool's capabilities and request on-demand webinars on various HR management topics. This will help you understand how to implement the tool effectively into the existing business operation. - Explore the templates to create career development, employee wellbeing, IDPs, surveys, and other plans, policies, and forms for employee development. - Leverage the community forum to contact existing tool users and HR professionals, seeking guidance on general HR operations or efficient tool implementation. **Tips for getting the most out of your plan:** - Analyze and iterate your employee performance data to identify areas for improvement. You can use the dashboard insights to identify trends and patterns that support efficient decision making on employee development and growth initiatives. - Use the vendor's free ROI calculator to see how investing in Lattice can help you in your long-term growth. The tool requires entering the number of employees, annual increase in team size, annual salaries, attrition rate, performance review cycle, and number of managers. These details are analyzed to give you action items on how to reduce attrition rate or save admin time during review cycles.  ## Is it worth paying for Lattice? The investment decision depends on your business’s employee management needs and budget. Here's a breakdown to help you decide: ### Value for money Lattice is a top-rated compensation management solution featured in our 2024 and 2025 Capterra Shortlist. Analysis of verified user reviews received in the last two years on Capterra reveals that the tool has a **value-for-money rating of 4.3 out of 5**, reflecting its highly user-friendly. It also suggests that users find the platform intuitive, with a minimal learning curve, and perform various call center operations efficiently. Here are some review excerpts from verified users of Lattice that helped us understand its value proposition relative to its user friendliness[\[1\]](#footnotes): Andrea G.HR ManagerStaffing and Recruiting2+ years It makes tracking tasks easy and houses best employee engagement features. February 19, 2024 Rachel E.People Operations ManagerLeisure, Travel & Tourism2+ years They are always working on roadmaps to improve user experience and introducing new product features! June 17, 2024 Sarah P.People Operations SpecialistInternet2+ years It's easy to use, aesthetically pleasing, and makes performance management tasks more efficient. June 11, 2024 [Read more Lattice reviews here.](https://www.capterra.com/p/151676/Lattice/reviews/) ### Customer support options Lattice offers various customer support options, such as FAQs and a resource library, in addition to phone calls and emails. Most of these support options are available for all plans. ## Is Lattice right for you? ### Assessing your requirements Determining whether Lattice is the right compensation management software tool involves assessing your requirements and comparing them to the tool offerings. Here are some key factors to consider: - **Employee management:** Lattice is an ideal solution for businesses looking to enhance their employee management process, including training and development, growth, and compensation management. It also offers features for managing employee data and documentation, generating taxation summaries, facilitating performance reviews, and setting goals and OKRs. In addition to enhanced employee management, the tool is an integration HR management solution that handles everything from onboarding to exit.  - **Reporting/analytics:** The built-in analytics dashboard in Lattice allows you to track and monitor various metrics, including employee performance, engagement, and payroll. You can leverage the dashboard to schedule performance reports with standard or custom metrics visualized using charts, graphs, and tables. These reports can be shared via link or downloaded in PDFs to share via email or chat applications. - **Automation:** Lattice leverages artificial intelligence to summarize reviews from peers, managers, clients, and other stakeholders throughout the review cycle. This helps in clearly understanding the key takeaways and noting the action items without getting overwhelmed with excessive data loads. Additionally, the tool automates employee onboarding with a checklist of essential data and documents, as well as the approval workflows for employee development within the organization.  We recommend further exploring Lattice's pricing plans and features to make the best choice. ### Alternatives to Lattice Lattice has earned a **value-for-money rating of 4.3 out of 5.** But how does the tool compare to competitors in the compensation management software space in terms of features and pricing? Some of the Lattice competitors score better in terms of price point against the offering. **Bob** has received a rating of 4.5 and its pricing is available upon request from the vendor. **ADP Workforce Now** follows with a 4.3 rating and its pricing is available upon request from the vendor. **Peoplebox** has a rating of 4.2 for pricing that ranges between $7 to $15 per user, per month, billed annually. **Dayforce HCM** has a rating of 4 and its pricing is available upon request from the vendor. **Bob’s** employee database management feature has scored 4.8 out of 5 from verified reviewers. The feature allows you to store all essential employee information in one place, including personal details, contact information, employment history, performance review, and compensation details. You can customize the employee database for specific fields based on your organization’s needs, ensuring to capture all relevant information. **ADP Workforce Now** has received a rating of 4.9 from verified reviewers on our website for its W-2 preparation feature. This feature allows you to collect and store employee wage and tax data, including earnings, deductions, and tax withholdings. The system automatically calculates the necessary information for W-2 forms, such as federal, state, and local taxes, social security wages, and medicare wages. Employees can access and download their W-2 forms electronically through the portal.  **Peoplebox’s** performance review management feature has received an average rating of 4.7 out of 5. You can create customized review cycles, including annual, quarterly, or even monthly reviews, adapting to specific organizational needs. Employees can also conduct self-evaluations and gather feedback from other stakeholders using a request form. **Dayforce HCM** also scores 4.8 out of 5 for its direct deposits, which enables quick pay transfer into the employee’s bank account. Employees can update their account details using the self-service portal to ensure seamless transfers.  Check out the [top Lattice alternatives](https://www.capterra.com/p/151676/Lattice/alternatives/), comparable in terms of core features, pricing, and usability. ### Cost comparison: Lattice vs. popular alternatives [4.6 (175)](https://www.capterra.com/p/156106/Hibob/#reviews) * * * Starting Price Contact vendor * * * ### Making the final decision When finalizing your decision to invest in Lattice, you must weigh its strengths, user ratings, and alignment with your business needs. Here's a clearer breakdown: The tool's ease-of-use rating is 4.4 out of 5, making it a user-friendly choice for teams with varying skills and knowledge. Additionally, it has received a functionality rating of 4.2 and an overall rating of 4.5. Reviewers on Capterra highly rate its performance review management (4.6) and goal setting/tracking (4) features.  You can **request a live product demo** to explore the platform’s capabilities in action and assess how its features align with your team’s workflow and requirements. You can also **conduct a competitor analysis** to compare Lattice’s pricing and features against competitors. Key factors to consider include starting costs, scalability, and ease of integration with existing tools. ## FAQs Does Lattice offer any discounts? While the vendor does not explicitly offer any discounts, there can be seasonal discounts on the available subscription plans. You can regularly visit the vendor website or get in touch with the sales team to better understand its frequency and availability. Who is Lattice best suited for? Lattice offers a wide range of features that can benefit multiple business types and their unique employee performance and compensation management needs. However, it is ideal for businesses that prioritize employee development, engagement, and performance management with a feedback-driven approach. How much does Lattice cost? Lattice offers a per-seat, per-month pricing model with annual billing cycles for all its plans. The Talent Management plan is $11 per seat, per per month and offers add-ons for an additional cost. These include Engagement plan $4 per seat, per month, Growth plan for $4 per seat, per month, and Compensation plan for $6 per seat, per month; all billed annually. The HRIS plan is available for $10 per seat, per month; billed annually and offers Payroll integration (pricing available upon request from the vendor) #### Methodology 1. Review excerpts are passages extracted from longer reviews written by verified reviewers. We obtain these excerpts by applying an algorithm that considers factors including, but not limited to, length, topic coverage, and thematic relevance. Excerpts are evaluated for positive or negative sentiment and receive a sentiment score. Excerpts represent user opinion and do not represent the views of, nor constitute, an endorsement by Capterra or its affiliates. Excerpts are not edited for clarity or grammar. 2. Our research team identified these features from vendor websites (as of Jan. 19, 2024) based on their analysis of what users find valuable or expect from compensation management software. This list is not exhaustive. For additional features, refer to the vendor’s website. [Saumya Srivastava](https://www.capterra.com/resources/author/ssrivastava/) Saumya Srivastava is a writer at Capterra. She provides insights to help small and midsize businesses identify the right software for their needs by analyzing over 550,000 Capterra user reviews and nearly 48,000 interactions between Capterra software advisors and buyers. Prior to Capterra, Saumya wrote content related to educational and advertising domains. [Lindsay Page](https://www.capterra.com/resources/author/lindsay-page/) Lindsay Page is an editor at Capterra. She specializes in editing data-driven research and tech trends reports for small to midsize businesses. She has more than a decade of experience writing and editing for a variety of industries, with particular expertise in cybersecurity, corporate and securities regulation, and finance. When not editing, Lindsay can be found reading a mystery novel, spending time with her family, and playing competitive tennis. Lots and lots of tennis. Related reading Table of Contents - [Overview of Lattice pricing](#overview-of-lattice-pricing) - [Cost breakdown](#cost-breakdown) - [What users say about Lattice pricing](#what-users-say-about-lattice-pricing) - [Detailed breakdown of Lattice pricing plans](#detailed-breakdown-of-lattice-pricing-plans) - [Total cost of ownership](#total-cost-of-ownership) - [How to choose the right Lattice pricing plan](#how-to-choose-the-right-lattice-pricing-plan) - [How to maximize the value of your Lattice subscription](#how-to-maximize-the-value-of-your-lattice-subscription) - [Is it worth paying for Lattice?](#is-it-worth-paying-for-lattice) - [Is Lattice right for you?](#is-lattice-right-for-you) - [FAQs](#faqs)