HiBob vs Lattice: Complete 2026 Comparison
Compare a modern HRIS with a leading performance management platform. Find the best solution for core HR operations, performance reviews, employee engagement, and compensation management based on features, pricing, and company size.
Watch: HiBob vs Lattice
Platform Comparison at a Glance
We've evaluated both platforms across key criteria including features, pricing, usability, and target market. Here's a quick overview to help you make an informed decision:
| Platform | Rating | Pricing | Countries | Best For |
|---|---|---|---|---|
Modern HRIS for mid-market companies with a culture-first approach to people management, combining core HR with engagement and analytics | 8.6/10 (900 reviews) | $$-$$$ Custom pricing; typically $8-$16/employee/month depending on modules | Available globally, strong presence in US, UK, Europe, and Australia | Mid-market organisations (100-3000 employees) |
Comprehensive people management platform for performance reviews, OKRs, engagement surveys, compensation benchmarking, and career development | 8.8/10 (1400 reviews) | $$$ Starts at $11/person/month for Performance; add-ons for Engagement, Grow, Compensation | Available globally, popular in US, UK, and Australia | Mid-market to enterprise organisations (200-5000+ employees) |
Detailed Platform Analysis
In-depth review of each platform's features, pricing, strengths, and limitations to help you choose the right solution for your HR and people management needs.
HiBob
Key Features
- •Modern HRIS with people analytics and reporting
- •Time and attendance management
- •Compensation management and benchmarking
- •Onboarding flows and task automation
- •Culture tools and social features for employee engagement
- •Global workforce management with multi-country support
Limitations
- •Less deep performance management compared to dedicated platforms
- •Newer brand with smaller market share than legacy HRIS providers
- •Limited native payroll (relies on partnerships and integrations)
- •Fewer enterprise-grade features for very large organisations
Best For:
Mid-market companies (100-3000 employees) that want a modern, culture-first HRIS combining core HR, onboarding, time tracking, and people analytics in one intuitive platform.
Lattice
Key Features
- •Customisable performance review cycles with 360-degree feedback
- •OKR and goal tracking with cascade alignment
- •Engagement surveys with AI-powered analytics
- •Compensation benchmarking and pay equity tools
- •Career development paths and growth plans
- •Robust analytics dashboard with people insights
Limitations
- •Higher price point when adding multiple modules
- •Can be complex to configure for smaller teams
- •Steeper learning curve for administrators
- •No core HRIS features like employee records or time tracking
Best For:
Mid-market to enterprise companies (200-5000+ employees) that need a comprehensive people management platform combining performance reviews, OKRs, engagement, and compensation.
Comprehensive Feature Comparison
Side-by-side comparison of key features to help you understand what each platform offers for your HR operations, performance management, and employee engagement needs.
Core HR & Operations
Performance & Engagement
| Feature Category | HiBob | Lattice |
|---|---|---|
Platform Focus | Excellent Modern HRIS platform Culture-first approach to core HR with people analytics and workforce management | Excellent Performance management Comprehensive performance, OKR, engagement, and career development platform |
Core HR Capabilities | Excellent Full HRIS suite Employee records, onboarding, time off, documents, and org management | Limited No core HR features Focused on performance; requires a separate HRIS for employee records |
Performance Management | Good Basic performance tools Review cycles and goal setting available but less depth than dedicated platforms | Excellent Industry-leading reviews Customisable 360 reviews, calibration, continuous feedback, and career paths |
Compensation | Good HR-integrated compensation Compensation cycles connected to employee records and total rewards data | Excellent Performance-linked compensation Pay equity analysis, benchmarking, and merit cycles tied to review outcomes |
Modern Employee Experience | Excellent Social & culture features Kudos, social feed, clubs, and engagement tools built into the HRIS | Good Engagement surveys & praise Structured engagement measurement with pulse surveys and recognition tools |
Frequently Asked Questions
Common questions about choosing between HiBob and Lattice for your HR and people management needs.
What is the main difference between HiBob and Lattice?
HiBob is primarily a modern HRIS (Human Resource Information System) that covers core HR functions like employee records, onboarding, time tracking, and compensation, with a culture-first approach. Lattice is a dedicated performance management platform focused on reviews, OKRs, engagement surveys, and career development. The key distinction is that HiBob is your system of record for HR, while Lattice is your system for managing and improving employee performance.
Can HiBob and Lattice be used together?
Yes, many mid-market companies use HiBob and Lattice together as complementary platforms. HiBob serves as the core HRIS handling employee data, onboarding, time off, and compensation administration, while Lattice manages performance reviews, OKRs, engagement surveys, and career growth. The two platforms integrate via API, allowing employee data to sync seamlessly between them.
Which platform is better for mid-market companies?
It depends on your primary need. If you lack a modern HRIS and need to manage employee records, onboarding, time tracking, and global workforce operations, HiBob is the stronger choice. If you already have an HRIS but need robust performance management, goal tracking, and engagement tools, Lattice is the better fit. Many mid-market companies eventually adopt both to cover the full employee lifecycle.
How do the compensation features compare?
Both platforms offer compensation management but from different angles. HiBob includes compensation as part of its HRIS suite, allowing you to manage salary bands, run compensation cycles, and track total rewards alongside other HR data. Lattice approaches compensation from a performance perspective, connecting pay decisions to review outcomes with benchmarking data and pay equity analysis. Lattice's compensation tools are generally deeper for merit-based decisions, while HiBob's are better integrated with overall HR administration.
Which has better onboarding capabilities?
HiBob is the clear winner for onboarding. As a full HRIS, HiBob offers comprehensive onboarding workflows including preboarding tasks, document collection, automated welcome sequences, and new hire introductions through its social features. Lattice does not offer onboarding functionality as it focuses on performance management and employee development after employees are settled in their roles.
Should we buy an HRIS or performance management platform first?
Most HR leaders recommend starting with an HRIS like HiBob as your foundation, since you need accurate employee data, onboarding processes, and core HR operations before you can effectively manage performance. Once your HR infrastructure is solid, adding a performance management platform like Lattice allows you to build structured review cycles, goal frameworks, and engagement programmes on top of reliable employee data.