Lattice Pricing in 2026Every published rate, and the $4,000 floor underneath them
Lattice does something most HR vendors refuse to do. It puts real numbers on its pricing page. Six products, six rates, no demo required to see them. That transparency is worth praising, and it also hides one line in the FAQ that decides what a small company actually pays.
Every Lattice list price, per seat per month, as published in August 2026
Foundations
$13Bundle
Performance plus Goals & OKRs, with Analytics, the AI Agent, and integrations
Performance
$10Base product
Reviews, talent reviews, calibration, promotions, PIPs, succession planning
Goals & OKRs
$8Base product
Cascading goals, progress updates, Salesforce and Jira sync
Engagement
$4Base product
Pulse surveys, onboarding and exit surveys, eNPS, action planning
Compensation
+$6Add-on
Comp bands, global benchmarks, cycle management, multi-chain approvals
Grow
+$4Add-on
Competencies, career tracks, individual development plans
All contracts bill annually in US dollars. Analytics, the AI Agent, and integrations come with every base product at no extra charge.
Start with the good news
I spend a lot of time on vendor pricing pages that turn out to be lead forms. HiBob has no numbers at all. Culture Amp asks you to book a call. Workday will not tell you anything until a rep has qualified your headcount. So whenLattice's pricing pageopens with a per-seat figure next to every product, that alone puts it in a small minority of the category.
The structure is easy to read. Three base products you can buy on their own: Performance at $10, Goals & OKRs at $8, Engagement at $4. Two add-ons that attach to a base product: Compensation at $6, Grow at $4. One bundle, Foundations, at $13, which packages Performance and Goals together and shaves $5 off buying them separately. Analytics, the AI Agent, and integrations ride along with any base product.
Then there is the FAQ at the bottom of the same page, where Lattice states a $4,000 minimum annual agreement. That number does more to your budget than any of the six rates above it, and I have yet to see a third-party pricing roundup put it in the headline. It should be.
One framing note before the math. Lattice is performance and engagement software. It is not an HRIS anymore, and it has never been anapplicant tracking system. If you are still sorting out which category you need, our breakdown ofATS versus HRISis the right first stop, because buying Lattice to solve a hiring problem is a mistake that costs a full annual contract to discover.
The floor
Why $13 a seat is not $13 a seat for most small teams
A minimum annual agreement means the sticker price only applies once your headcount is large enough to reach it. Below that line, the rate per seat rises as the team gets smaller. Here is where each package crosses $4,000.
Engagement only
$4/seat/mo|$48/yr
Goals & OKRs only
$8/seat/mo|$96/yr
Performance only
$10/seat/mo|$120/yr
Foundations bundle
$13/seat/mo|$156/yr
Foundations plus both add-ons
$23/seat/mo|$276/yr
Everything Lattice sells
$27/seat/mo|$324/yr
Seats needed before your list price reaches the $4,000 annual minimum. Below the bar, you pay $4,000 anyway.
Run it for a specific company. A 12-person startup wants Foundations. List price is $1,872 a year. The invoice says $4,000. The effective rate is $27.78 per seat per month, more than double what the pricing page advertises. At 20 people it settles to $16.67. At 26 people the sticker finally becomes real.
The Engagement product is where the gap gets extreme. At $4 a seat, you need 84 employees before you clear the minimum. A 30-person company that wants nothing but pulse surveys is looking at $4,000 a year for a $1,440 product. My honest read: Lattice is not pretending here, the minimum is stated plainly, but the pricing page is designed so you see the $4 long before you see the $4,000.
The practical move if you are under 30 people is to stack products until the minimum stops being wasted money. If you are going to pay $4,000 either way, taking Foundations plus Compensation plus Grow at 15 seats costs you the same $4,140 and gets you three times the product. That is a strange incentive for a vendor to create, and it is the one genuine negotiating angle a small buyer has.
The $8 question
One product, two prices, same page
The product grid prices Performance at $10 per seat per month as a standalone base product. Four screens down, the FAQ answers the question "Can I purchase Performance or Goals & OKRs separately?" with this: yes, they can be unbundled and purchased individually for $8 a month.
Both statements sit on lattice.com/pricing right now. A charitable reading is that $8 is the price when you unbundle Foundations, and $10 is the price when you buy Performance cold. A less charitable reading is that one of the two numbers is stale. Either way, a $2 spread on a 400-seat contract is $9,600 a year, so it is worth thirty seconds on your first call.
Ask for it as a line item in the quote, not as a verbal answer. This is the same discipline that pays off with quote-only vendors likeHiBob, where the entire price structure only appears once you force it into writing.
Year one math
What a 200-person company actually signs
Most buyers do not stop at one product. A people team that has justified a performance platform usually wants surveys and comp cycles in the same system, because splitting them across tools is how you end up reconciling ratings by hand. Here is the full build at list price.
Line item
Per seat
Monthly
Annual
Foundations bundle
$13
$2,600
$31,200
Engagement
$4
$800
$9,600
Compensation add-on
$6
$1,200
$14,400
Grow add-on
$4
$800
$9,600
Implementation
$0
$0
$0
Total
$27
$5,400
$64,800
200 employees, list price, billed annually in advance. That is $324 per employee per year, or 2.1 times the Foundations-only figure.
The $0 implementation line is real and it is the strongest thing on this invoice. Lattice states there are no additional costs for change management or implementation on its performance product, and every contract includes a human customer success contact. In a category where five-figure onboarding fees are routine, that removes the single largest surprise from year one.
What it does not remove is the annual prepay. Lattice bills all contracts annually, in advance, in US dollars only. If your finance team runs monthly, or if you report in euros or pounds, you are carrying both the cash flow hit and the currency exposure. For a Berlin company like ours that detail matters more than a dollar of per-seat rate.
Sixty-five thousand dollars a year is real money against a hiring budget. For scale, that is roughly what a single mid-level bad hire costs once you count ramp and replacement, which our breakdown of thecost of a bad hirewalks through. Worth holding in mind when you decide how much of your people-ops budget goes to what happens after the offer versus before it.
What changed
The HRIS and payroll products are gone
If you shortlisted Lattice a year ago, you probably shortlisted a different company. Lattice launched an HRIS in 2023 and added payroll after that, pitching itself as one system for records and performance. Both are now missing.
URLs redirect
lattice.com/hris and lattice.com/payroll both resolve to the general platform page as of August 22, 2026.
Not in the nav
The products menu lists Performance, Engagement, Goals & OKRs, Grow, Compensation, and Lattice AI. No HRIS, no payroll.
Not on the price list
Six SKUs are priced. None of them is a system of record. Lattice now integrates with your HRIS instead of being one.
Lattice has not published a prominent notice about this that I could find. Migration guides from HR vendors including Calamari and ClonePartner put the HRIS shutdown at July 31, 2026, with payroll access ending earlier in the year. Those are competitor-published dates, so treat them as directional rather than official, but the redirect behavior and the missing SKUs are things you can check yourself in about ten seconds.
What this means for a buyer in 2026: Lattice is a layer on top of your system of record, not a replacement for it. You still need something holding employee data, and Lattice connects to the major HRIS platforms. LiveRamp, in a customer story on Lattice's own site, describes exactly that shape, with Workday as the record system and Lattice running performance on top.
If a vendor sunsetting a product you depend on is a live concern for you, the data questions to ask are the same ones in ourmigration checklist: what fields export, in what format, and how long you have to pull them.
Comparison
Lattice against the other vendor that publishes prices
15Fiveis the cleanest comparison available, because it also posts real numbers: $4 for Engage, $11 for Perform, $16 for the Total Platform, $9 for compensation. Two published price lists in the same category is rare enough that you can do this comparison without a single sales call.
Capability
Lattice
15Five
Read
Engagement surveys
$4
$4
Even
Performance reviews
$10
$11
15Five bundles OKRs in
Goals and OKRs
$8
Included
Lattice charges separately
Core bundle
$13
$16
Different contents
Compensation
+$6
$9
Lattice cheaper
Career growth
+$4
Included
15Five folds it into Perform
Published annual minimum
$4,000
None listed
Matters under 30 seats
The bundle headline favors Lattice. The feature-matched total does not. Match 15Five's $16 Total Platform against Lattice Foundations plus Engagement and you get $17. Add career development and Lattice needs the $4 Grow add-on for something 15Five folds into Perform. Compensation flips it back the other way, where Lattice's $6 add-on beats 15Five's $9 base package.
Within two or three dollars a seat, price stops being the deciding factor and product fit takes over. Lattice reviews onG2skew toward companies running formal review cycles at scale, and its calibration and succession tooling is deeper. 15Five leans on manager coaching and weekly check-ins. Pick the one that matches how your managers already work, not the one that saves you $600 a year.
If comp planning is what put both on your list, our guide tosalary bandingcovers the structure work that has to happen before either tool is useful. Software will not fix bands you have not defined.
Fit check
Where the price earns itself, and where it does not
Lattice is worth $13 when
- You are past 100 employees and running formal review cycles on a calendar
- Calibration and succession planning are real processes, not a spreadsheet somebody owns
- You already have an HRIS you are happy with and want a layer on top of it
- Compensation cycles involve approval chains that currently live in email
- You want the price without a three-week sales cycle to get it
Lattice is the wrong buy when
- Hiring is the bottleneck, because Lattice has no ATS and no plans to build one
- You are under 30 people, where the $4,000 floor doubles your effective rate
- You wanted one system for records, payroll, and performance, which no longer exists here
- You need monthly billing or invoicing in a currency other than US dollars
- Your managers do not run structured reviews yet, in which case tooling is not the constraint
That first red flag catches more teams than you would expect. A people leader gets budget for "talent tooling," sees Lattice everywhere, and buys a performance platform while the actual pain is a hiring process nobody has mapped. WithBLS JOLTS datastill showing millions of open US roles, plenty of companies have both problems. Only one of them gets solved by review software.
The sequencing question is straightforward. If you cannot answer how many candidates entered your funnel last quarter, fix that first. Our guide tothe best ATS options for startupsand the numbers inapplicant tracking system costwill tell you what that side of the stack runs at your size.
Buyer checklist
Eight questions to ask Lattice before you sign
A published price list changes the conversation. You are not fishing for the number anymore, you are testing what sits underneath it.
Is Performance $8 or $10 per seat as a standalone at my headcount? Put it in the quote.
How does the $4,000 minimum apply to my seat count, and what happens if we shrink mid-term?
Does the seat count include contractors, part-timers, and people on parental leave?
What discount applies at a two-year or three-year term, and what flexibility do I give up?
What is the renewal uplift, and will you cap it in this agreement?
Is the AI Agent included at every tier permanently, or is it introductory pricing?
Which HRIS platforms do you sync bidirectionally with, and which are read-only?
At end of term, what exports, in what format, and how long do we retain access?
Question six is the one I would push hardest on. Lattice currently gives the AI Agent away with every base product, which is generous and almost certainly temporary. Every vendor in this category is bundling AI to drive adoption and will price it separately once usage is established. Get the current terms written into a multi-year agreement now.
Question eight matters more than it used to, given that Lattice just retired two products customers had built processes around.SHRM's HR technology researchconsistently finds that buying teams underweight exit terms during selection and then discover them under time pressure. Read the data portability clause while you still have room to negotiate.
Bottom line
What to budget
Budget $13 per seat per month if you want the core performance and goals bundle and you are over 26 people. Budget $27 if you want everything. Budget a flat $4,000 if you are smaller than the floor, and in that case take more product rather than paying the same money for less. Implementation is genuinely $0, so the only line to watch is the annual prepay landing in one quarter.
My overall view: Lattice prices honestly and the product is strong for companies running real review cycles at 100 people and up. The transparency is not a marketing trick, it is a genuine advantage, and I wish more of this category copied it. The two things I would not let slide are the $8 versus $10 contradiction and the AI Agent being free right now. Both are the kind of detail that costs you at renewal, not at signature.
And if the reason Lattice is on your shortlist is anything to do with hiring, take it off. There is no applicant tracking here, no sourcing, no screening, no scheduling. Lattice starts on somebody's first day. Everything before that needs different software, and our guide tomeasuring quality of hirecovers the one metric that connects the two sides.
Published prices on the hiring side too
Prepzo starts at $49 a month with unlimited users, AI resume screening, and AI interviews included. No seat minimum, no annual prepay, no sales call to see the price.
Try Prepzo freeFrequently Asked Questions
How much does Lattice cost per employee?
Lattice publishes list prices per seat per month: $13 for the Foundations bundle, $10 for Performance, $8 for Goals and OKRs, $4 for Engagement, plus $6 for the Compensation add-on and $4 for Grow. A company taking everything pays $27 per seat per month, or $324 per employee per year, before any negotiated discount.
What is Lattice's minimum spend?
Lattice states a $4,000 minimum annual agreement. On the $13 Foundations bundle that floor covers roughly 26 seats, so any company smaller than that pays $4,000 regardless of headcount. A 12-person team on Foundations pays an effective rate near $28 per seat per month rather than the advertised $13.
Does Lattice offer a free plan or a free trial?
No. There is no free tier and no self-serve trial on the pricing page. Lattice offers interactive product tours and a demo request instead. Every contract is billed annually in advance, in US dollars only, with no monthly or quarterly billing option.
Does Lattice charge an implementation fee?
For performance management, Lattice says there are no additional costs for implementation or change management, and every contract includes a dedicated customer success contact. That is unusual in HR software, where implementation commonly runs 10 to 20 percent of first-year software spend.
Can I buy Lattice Performance without Goals and OKRs?
Yes, but the price depends on which page you read. The product grid lists Performance at $10 per seat per month standalone, while the pricing FAQ says Performance and Goals and OKRs can be unbundled from Foundations and purchased individually for $8. Ask your rep in writing which figure applies to your quote.
Does Lattice include an ATS or recruiting features?
No. Lattice has no applicant tracking, job posting, sourcing, resume screening, or interview scheduling. Every product it sells starts at or after the hire date. Companies that need both will run an ATS alongside Lattice and connect the two through an HRIS integration.
Does Lattice still sell an HRIS and payroll?
Not as of August 2026. The lattice.com/hris and lattice.com/payroll URLs now redirect to the general platform page, and neither appears in the product navigation or on the pricing page. The six priced products are Performance, Goals and OKRs, Engagement, Compensation, Grow, and the Foundations bundle.
Is Lattice cheaper than 15Five?
It depends on what you need. Lattice's Foundations bundle at $13 undercuts 15Five's Total Platform at $16, and Lattice's Compensation add-on at $6 beats 15Five's $9 base compensation package. But 15Five includes OKRs and career paths inside its $11 Perform tier, which Lattice charges $8 and $4 for separately. Once you match the feature sets, the two land within a couple of dollars per seat.
Resources & Further Reading
Related Guides
- HiBob Pricing in 2026
The same category with none of the numbers published
- The 9-Box Grid for Talent Management
The calibration framework Lattice's talent reviews are built on
- Succession Planning That Works
What the Performance module is supposed to support
- ATS vs HRIS: What's the Difference?
Work out which category you are actually shopping in
External Sources
- Lattice Official Pricing Page
All six rates, the minimum, and the billing terms
- 15Five Official Pricing Page
The other published price list in this category
- G2: Lattice Reviews
User-reported rates and satisfaction by company size
- SHRM: HR Technology Research
How buying teams evaluate and renew HR software
