Where they overlap
Talstack and Lattice cover the same core of performance management. In both, you can run review cycles, set goals and OKRs, hold 1:1s, collect feedback and send engagement surveys.
Where Talstack goes further
Learning that follows the review
Talstack includes a learning management system. Reviews show where people need to grow, and managers can assign a course or learning path straight away, from a library of nearly 400 expert-led courses or from courses you build yourself. Lattice has career tracks and development plans, but no courses to learn from.
Core HR in the same platform
Employee records, the org chart, onboarding, documents with e-signature, and time off all live in Talstack, so performance and learning run on the same people data. Lattice has retired its own HRIS and payroll, and now works alongside an HR system from another provider.
One price for everything
Talstack charges one price per employee with every module included, billed annually. Lattice prices each module per seat in US dollars, with compensation and career tools as paid add-ons and a minimum yearly spend.
When Lattice might fit
If all you need is performance and engagement, and you are happy to buy each module separately and run a separate HR system, Lattice covers that. If you want reviews that lead straight to training, Core HR in the same place and one price for everything, Talstack does more.
Switching from Lattice
Our team helps you bring your data across for every part of the platform, from employee records to review templates, goals and time off balances, and helps you roll Talstack out to managers and employees.
