1That's us - full disclosure
Best for person-level resignation early-warning
Watches the public LinkedIn signals that tend to precede a resignation and flags which tracked employee is at risk, with the exact profile changes behind each score. It is deliberately not a performance management & manager-effectiveness platform: there are no performance reviews, OKRs, or engagement surveys here. If you're leaving 15Five because you need that suite cheaper, pick one of the suites below. If you're leaving because after all those dashboards you still get surprised by resignations, this is the one tool on this list built for exactly that problem.
Pricing
$5/tracked employee/month or $50/year. No platform fee, no minimum, month-to-month.
Free trial
30 days, up to 100 tracked employees. Card at signup, $0 until it ends, cancel anytime.
Watch-outs
Not a performance suite; signals depend on public LinkedIn activity; scores are a prompt for a conversation, not a verdict.
Best for running the full talent cycle in one suite
The best-known talent-management suite: performance reviews, goals and OKRs, 1:1s, engagement surveys, and comp - modular products on one platform.
Pricing (as of July 21, 2026)
From $10/user/mo (Performance); $4,000/yr minimum. Annual agreement; $4,000/yr minimum spend.
Where it wins
The most mature performance-review, goals/OKR, and 1:1 tooling in the category, trusted by thousands of HR teams.
Watch-outs
The $4,000 annual minimum and per-module pricing put it out of reach for many small teams - and you're committed for a year.
Best for: Mid-size and larger companies that want performance reviews, OKRs, engagement, and comp in one system and have the budget and admin capacity to run it.
Best for research-grade engagement measurement at scale
The employee-experience heavyweight: research-backed engagement surveys, benchmarks, and people-science consulting, with Perform and Develop add-ons.
Pricing (as of July 21, 2026)
Not published - annual quote via sales. Annual billing; quote-based.
Where it wins
The strongest survey science in the category: validated questions, people scientists, and benchmarks from thousands of companies.
Watch-outs
Pricing is opaque: no published rates, annual contracts, and a sales cycle just to get a number.
Best for: Organizations of a few hundred people and up that want serious, research-grade engagement measurement and can run an annual procurement.
Best for composing a modular people platform
A modular European-born platform spanning reviews, goals, engagement surveys, learning, compensation, and now an HRIS.
Pricing (as of July 21, 2026)
Not published as a simple rate - modular quote via sales. Quote-based contract; modular.
Where it wins
Genuinely modular: buy only the modules you need, from reviews to learning paths to an HRIS.
Watch-outs
You can't see a price without talking to sales, and multi-module quotes add up.
Best for: Growing companies (especially EU-based) that want to compose reviews, goals, surveys, and learning into one configurable platform.
Best for easy pulse surveys at a flat platform price
The lightweight pulse-survey favorite, since folded into the Workleap platform - engagement surveys, recognition, 1:1s, and performance on flat platform pricing.
Pricing (as of July 21, 2026)
Workleap platform: $4,999/yr Standard, $11,999/yr Pro. Annual platform plans.
Where it wins
Pulse surveys and anonymous feedback that teams actually enjoy using - Officevibe's original superpower.
Watch-outs
Teams that chose Officevibe because it was light and cheap per-user now face a $4,999/yr platform starting price.
Best for: Teams of roughly 75-250 people that want easy pulse surveys plus performance basics in one simple platform at a flat price.
Best for enterprise listening and workforce planning
Workday's intelligent-listening platform: continuous engagement surveys, benchmarks, and org-level attrition forecasting inside the Workday ecosystem.
Pricing (as of July 21, 2026)
Not published - enterprise quote via Workday sales. Enterprise contract via Workday.
Where it wins
True enterprise-grade listening: continuous surveys, sophisticated benchmarks, and AI-driven insight at global scale.
Watch-outs
Enterprise procurement: no public price, no trial, and an implementation project before first insight.
Best for: Enterprises - especially existing Workday customers - that want continuous listening and org-level attrition forecasting at scale.