CU-01
One of these two vendors publishes its prices and one does not, which turns out to be the most useful thing about the comparison. This is an independent look at what each platform is actually built to do, what it costs at 100, 300, and 1,000 employees, and which buyer each one fits, checked against both vendors' own pages in August 2026.
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This is one person's read of the company. The real report asks your people the same questions anonymously, twelve per area, and scores what they answer rather than what you assume. Your first assessment is free.
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DIRECT ANSWER
Culture Amp and Lattice are both bought to measure employee engagement, but they are different shapes of product and the price structure gives that away. Culture Amp is an employee experience specialist built around people science and benchmark data: its platform is organized as Engage, Perform, and Develop, it markets engagement, pulse, onboarding, offboarding, and DEI surveys, AI comment summaries, an AI Coach, and benchmarking, and it advertises over 1.6 billion questions answered across 6,000 or more companies. It publishes no prices at all. Its pricing page states only that cost depends on employee count, the product chosen, and the service tier, with size bands under 200, 200 to 999, and 1,000 or more employees, and everything billed annually. Lattice is closer to an HR operating system, and it publishes a rate card: verified on lattice.com/pricing in August 2026, Performance is $10 a seat a month, Goals and OKRs $8, and Engagement $4, with Compensation at plus $6 and Grow at plus $4 as add-ons, a $4,000 minimum annual agreement, billed annually in USD. Buying engagement alone from Lattice is genuinely cheap. The practical rule: choose Culture Amp when engagement measurement and benchmark comparison are the point and you want people science behind them, and choose Lattice when you want performance reviews, goals, and compensation running on one system with engagement included as an inexpensive module. Assessmentcloud is not a third engagement platform and does not claim to be. It scores five organizational dimensions, culture and engagement (CU-01), process maturity (PR-02), digital maturity (DM-03), skills gaps (SG-04), and compliance readiness (CR-05), into one 0 to 100 report against an industry median, at a flat published price from $49 a month for the whole company.
Go deeper: this dimension works alongside employee engagement surveys and employee engagement survey pricing, and the guides on best employee survey software and employee engagement software cost show the frameworks behind the scoring.
Every figure and claim in this table was read off the vendor's own website in August 2026, not off a listicle or a review aggregator. Where a vendor publishes no price, this table says so rather than repeating a number from a third-party site, because those numbers for this category are frequently wrong. We are the third column and we lose several rows on purpose: the point of the table is to help you rule us out quickly if a continuous engagement program is what you actually need.
| What you are comparing | Culture Amp | Lattice | Assessmentcloud |
|---|---|---|---|
| Primary shape of the product | Employee experience specialist built on people science and benchmark data. Engagement measurement is the center of gravity | HR operating system covering performance, goals, compensation, and growth, with engagement as one module among several | Whole-company diagnostic across five scored dimensions, of which culture and engagement is one |
| Products named on the site | Engage, Perform, Develop, AI Coach, plus People Science Consulting sold as an add-on | Performance, Goals and OKRs, Engagement, with Compensation and Grow as add-ons. 1:1s, Feedback, and Updates included with the base products | Structured question sets scoring culture and engagement, process maturity, digital maturity, skills gaps, and compliance readiness |
| Published pricing (checked August 2026) | None. The pricing page shows no figures, tiers, or minimums | Yes. Performance $10 a seat a month, Goals and OKRs $8, Engagement $4, Compensation plus $6, Grow plus $4 | Yes. $49, $119, and $279 a month by plan |
| What the price is metered on | Stated on the pricing page: employee count, the product chosen, and the service tier, banded under 200, 200 to 999, and 1,000 or more employees. Billed annually | Per seat per month, billed annually, in USD only, with a $4,000 minimum annual agreement | Flat per organization, with no per-employee meter |
| Roughly what 300 employees costs at list | Not calculable from public information. A quote is required | About $14,400 a year for Engagement alone, about $79,200 for Performance, Goals, and Engagement together, before add-ons | $1,188 a year on Business, billed yearly |
| How you buy | Request a quote, speak to the team, or book a demo. Sales-led | Published rate card, though the annual minimum and contract still run through sales | No sales cycle and no minimum contract. Plans are listed publicly |
| Benchmark data | Marketed as a core strength, with over 1.6 billion questions answered cited as the dataset behind it | Benchmarking available within the Engagement module, not positioned as the differentiator | Industry medians used as the benchmark for all five dimensions |
| Performance reviews and goals | Yes, through Perform, including calibration, goals, and 360 style employee effectiveness feedback | Yes, and this is the core of the platform rather than an adjacent module | No. We do not run reviews, goals, or individual feedback of any kind |
| Scores process, technology, skills, and compliance | No | No | Yes, as four further dimensions in the same 0 to 100 report |
| Best for | Organizations where engagement measurement is the priority and benchmark comparison plus people science support justify a quote-only purchase | Organizations standardizing reviews, goals, and compensation on one system that want engagement surveys included cheaply | Organizations that want a repeatable, benchmarked whole-company diagnostic at a price they can read up front |
The honest reading of this table is that the first two columns are not really competing with the third, and on several rows they are not competing with each other either. Culture Amp is the stronger engagement instrument and has the larger benchmark dataset. Lattice is the stronger system of record for the people process and is the only one of the three whose engagement module is cheap enough to buy almost incidentally. Where we fit is the organization that wants to know which part of the business is weakest, benchmarked, cheaply enough to check again next quarter. Pricing and packaging change without notice, so confirm current terms with each vendor before budgeting against anything here, including ours. The wider comparison of employee survey software covers nine vendors on the same basis, the employee engagement survey pricing page collects what every major vendor publishes, and if Lattice is only one of the options you are weighing, the Culture Amp alternatives comparison puts eight of them in one table.
A seat rate is not a budget. Lattice's published $4 Engagement seat is about $4,800 a year at 100 people and about $48,000 at 1,000, and taking the full suite multiplies that several times over. Culture Amp gives you no figure to model at all until a sales conversation. The table further down runs the arithmetic on the published side and says plainly where the other side leaves a blank.
Culture Amp and Lattice both measure employee sentiment well, and neither scores how mature your processes are, how far along your technology is, where your skills gaps sit, or whether your compliance work would survive scrutiny. Those arrive here as scored dimensions in the same report, which is what turns "engagement dipped" into a specific operational finding you can assign to someone.
A score with nothing beside it starts an argument about whether 61 is good. Every dimension lands against the median for your industry, so the conversation moves to which gap is widest instead of whether the number is fair. Culture Amp's benchmark dataset is larger than ours and we will say so; the difference is that ours covers process, technology, skills, and compliance as well as sentiment.
Per-seat pricing means hiring 40 people raises your measurement bill whether or not you learn anything more. A flat monthly price makes an honest company-wide census affordable rather than a sampled compromise, and makes quarterly re-scoring realistic. Organizational change is only visible as movement between two readings taken the same way.
Decide which job you are actually buying
These two vendors win different evaluations. If the requirement is a rigorous, benchmarked engagement program with people science attached, that is Culture Amp's home ground. If the requirement is to run reviews, goals, and compensation on one system and get engagement surveys along the way, that is Lattice. If the requirement is to find out which part of the business is weakest, neither is built for it.
Ask Culture Amp for the all-in annual total, itemized
Not the seat rate, which they will not quote in isolation. Ask for the total at your exact headcount with the service tier listed as a separate line, and ask whether that tier is optional. People Science Consulting is sold as an add-on, and at several sizes the service component is the larger share of the number.
Price the Lattice modules you will really turn on
Engagement at $4 reads cheap because it is the cheapest module on the card. Model the combination you would genuinely deploy, remembering the $4,000 minimum annual agreement sets the floor below roughly 84 seats, and check whether unbundling Performance from Goals changes your total.
Score the organization, not only the sentiment
Structured question sets return culture and engagement 0 to 100 alongside process, digital, skills, and compliance readiness, with the weakest dimension named first. If engagement is low because an approval process is broken, that shows up as a process score rather than a mood, which is a finding somebody can own.
DIAGNOSTIC INPUT, NOT A CERTIFIED AUDIT.
Assessmentcloud scores tell you how ready you are and what to fix. They do not certify you against SOC 2, ISO 27001, or any legal framework, and we never claim they do. Only an accredited auditor can certify you. Run the diagnostic first, walk into the audit without surprises, and spend auditor hours on certification instead of discovery.
Center of gravity is the difference. Culture Amp is an employee experience specialist organized as Engage, Perform, and Develop, built around survey science and a large benchmark dataset, and engagement measurement is what it is bought for. Lattice is closer to an HR operating system: performance reviews, goals and OKRs, compensation, and growth, with engagement surveys as one relatively inexpensive module. The pricing reflects it. Lattice publishes a rate card and Culture Amp quotes on employee count, product, and service tier.
Neither is better in general, and any page telling you otherwise is selling something. Lattice tends to fit better when you want reviews, goals, and compensation on one system and engagement surveys are a welcome extra rather than the reason for the purchase, and when a published price matters to how you buy. Culture Amp tends to fit better when engagement is the actual requirement, when benchmark comparison against similar companies will be used to make decisions, and when you want people science support attached. Run both evaluations against your own use case rather than a feature grid.
Lattice publishes its prices, which makes this unusually answerable. Verified on lattice.com/pricing in August 2026: Performance is $10 a seat a month, Goals and OKRs $8, and Engagement $4, with Compensation at plus $6 a seat and Grow at plus $4 as add-ons. There is a $4,000 minimum annual agreement, all contracts are billed annually, and Lattice bills in USD only. At 300 employees, Engagement alone works out to roughly $14,400 a year at list. Confirm current terms before budgeting.
Culture Amp publishes no prices. Its pricing page states that cost depends on the number of employees, the product chosen from Engage, Perform, or the full platform, and the service tier, with size bands for under 200, 200 to 999, and 1,000 or more employees, and all products billed annually. Every route on the page is a quote request. Ask for the all-in annual total at your headcount and for the service tier to be itemized separately, since People Science Consulting is a separate add-on and is often the larger share.
Yes. Engagement is a named product on the Lattice rate card at $4 a seat a month, and it covers engagement and pulse surveys with benchmarking and reporting inside the same platform that runs reviews and goals. The practical caveat is the $4,000 minimum annual agreement, which means a company under roughly 84 seats pays the minimum rather than the seat rate. Survey depth and benchmark breadth are where dedicated engagement specialists still tend to be ahead.
Culture Amp is used to run employee engagement and experience programs: engagement surveys, pulses, onboarding and offboarding surveys, and DEI surveys, with results compared against benchmarks and turned into action plans. Its Perform product adds performance reviews, calibration, goals, and 360 style employee effectiveness feedback, and Develop covers development plans and coaching. It is bought most often by companies that want the measurement itself to be rigorous rather than incidental.
Lattice is usually the easier purchase below a couple of hundred people, mostly because you can read the price before you talk to anyone and start with the $4 Engagement module. Watch the $4,000 minimum annual agreement, which is the real floor under roughly 84 seats and makes the effective per-head cost higher than the rate card suggests. Culture Amp does serve companies under 200 as a named size band, but the quote-only process and the service tier attached to it tend to suit organizations with a dedicated people team.
It depends which part you are replacing. For engagement listening the usual shortlist also includes Workday Peakon, Glint, Perceptyx, Quantum Workplace, and Qualtrics, all of which are quote-only. For a published price, 15Five, Workleap, and Leapsome list figures. If what you actually want is a diagnosis of the organization rather than an engagement program, a whole-company assessment that scores process, technology, skills, and compliance alongside engagement answers a different and often more useful question. Check current pricing directly with each vendor.
ILLUSTRATIVE FIGURES. NOT CUSTOMER DATA.
FLAT MONTHLY PRICE. NO PER-EMPLOYEE FEES.