Lattice
Entry plan
$10.00 × 10 seats$100.00
× 12 months$1,200.00
Per year
$10.00 per person / mo
$1,200
Lattice vs BambooHR
Compare with for .
Lattice
75%
match · $1,200/yr
BambooHR
57%
match · $2,040/yr
What matters most?
Fine-tune
What you'd pay
Entry plan for 10 people, billed yearly where offered. Prices checked Oct 2026.
Smaller bill
BambooHR
Entry plan
$17.00 × 10 seats$170.00
× 12 months$2,040.00
Per year
$17.00 per person / mo
$2,040
Lattice
From $10
G2 4.6 · 4,129 reviewsGrowing and mid-sized companies that want one performance suite covering reviews, calibration, 1:1s and goals, with engagement, compensation and career growth available as add-ons.
vs
BambooHR
From $17
G2 4.4 · 7,720 reviewsSmall businesses that need an HRIS anyway and want straightforward reviews, 1:1s and goals in the same system without buying a separate performance tool.
Side by side
| Lattice | BambooHR | |
|---|---|---|
| Pricing | From $10/seat/month (billed annually, $4,000/yr minimum) | Pro plan $17/employee/month, or $425/month flat for 25 or fewer employees |
| G2 Rating | 4.6 (4,129 reviews) | 4.4 (7,720 reviews) |
| Best For | Growing and mid-sized companies that want one performance suite covering reviews, calibration, 1:1s and goals, with engagement, compensation and career growth available as add-ons. | Small businesses that need an HRIS anyway and want straightforward reviews, 1:1s and goals in the same system without buying a separate performance tool. |
Pros and cons
Lattice
Pros
- Broadest set of published per-seat modules in this comparison
- Calibration, PIPs, promotions and succession included in Performance
- 1:1s, updates and feedback included with every base product
- Compensation and Grow add-ons keep pay and promotion decisions next to review data
Cons
- $4,000 minimum annual agreement hurts very small teams
- Annual billing only, in USD only
- Costs climb quickly when Engagement, Compensation and Grow are added
BambooHR
Pros
- Reviews, 1:1s and goals live with employee records
- Month-to-month terms available
- Predictable flat rate for 25 or fewer employees
- eNPS and wellbeing surveys included from Core
Cons
- No calibration listed; simpler review tools than specialists
- Compensation planning requires Elite
- Only makes sense if you also want the HRIS
Marcus Williams