Tool profile
Lattice: cost, fit and limits
Lattice is a people platform made by Degree, Inc. that sells performance reviews, goals, engagement surveys and a compensation add-on for benchmarking, pay bands and raise cycles. Its compensation product is aimed at companies already running reviews in Lattice that want pay decisions linked to ratings and to a Mercer-powered benchmark.
What to know first
Lattice treats compensation as a $6 add-on rather than a product of its own. That keeps the entry price low and lets pay follow performance ratings without an integration project. The cost is that the add-on cannot be bought alone, and the compensation page describes no AI, even though other Lattice products advertise it. Recent updates on the page show active work on approval chains and statements.
Lattice at a glance
| Maker | Degree, Inc., United States |
|---|---|
| Free plan | No |
| Entry price | $6 per seat per month for the Compensation add-on |
| API access | No |
| Category | Best AI Compensation Management Software in 2026, rank 2 of 10 |
| Website | lattice.com |
Who Lattice is best for
Teams on Lattice Performance that want ratings to drive raises
The page lists pay-for-performance, which folds review data into pay decisions instead of asking managers to cross-check two systems. A manager can then justify a raise by the rating.
HR leads who need quick pay statements
Personalized compensation statements can be shared with employees, and the page notes e-signatures were added in a September 2026 update.
Finance partners tracking budget during a cycle
Analytics show real-time budget pacing and pay equity across teams and demographics, so spend can be watched while managers are still entering proposals.
Companies that keep Workday as system of record
A LiveRamp customer on the page describes running Lattice next to Workday, and CSV exports carry external HRIS user IDs.
Lattice plans and pricing
| Plan | Price | What it includes |
|---|---|---|
| Compensation add-on | $6 per seat per month, billed annually | Global benchmarks, comp bands, cycle management and statements, added on top of a base product. |
| Performance | $10 per seat per month, billed annually | Reviews, succession planning, promotions, PIPs, talent reviews and calibration. Reviews, succession planning, promotions, PIPs, talent reviews and calibration, with analytics and the AI Agent included in the base products. |
| Goals and OKRs | $8 per seat per month, billed annually | Cascading goals, progress updates, reminders and Salesforce and Jira integrations. Cascading goals, progress updates and reminders, with Salesforce and Jira integrations; one of the base products to which Compensation can be added. |
| Engagement | $4 per seat per month, billed annually | Pulse surveys, onboarding and exit surveys, eNPS, and AI analysis and trends. Pulse surveys, onboarding and exit surveys, eNPS, and AI analysis and trends; the cheapest base product listed on the page. |
| Minimum agreement | $4,000 per year | Applies across products, and can be reached by combining several. Applies to the whole order, and can be reached by combining several products, so a small team may pay for more seats than it uses. |
Checked November 2026.
What Lattice does
- Mercer-powered benchmarking
- The page's FAQ states benchmarks are powered by Mercer data and are searchable by role and location, so managers can compare a proposed raise with a market reference.
- Comp bands and visualization
- Admins build, visualize and share pay ranges. Employees can be shown where they sit when a company chooses to share bands, which supports pay transparency conversations.
- Cycle management with editable approvals
- Org-wide cycles run with budgets and collaboration, and an October 2026 update lets admins edit approval chains, which matters when a reorganization changes who signs off.
- Pay analytics
- Dashboards cover budget pacing, pay fairness and trends by team and demographic group, so HR can see where a proposed distribution creates a gap before it is approved.
How Lattice handles your data
Lattice's Trust Center lists CCPA, GDPR and SOC 2, says the product is designed to be GDPR compliant, and names Amazon Web Services as infrastructure without giving regions. It states that data is encrypted at rest and in transit. The privacy policy names Degree, Inc. with a San Francisco address and says customer personal information is processed on the customer's instructions. SSO was not mentioned there, and the policy does not say whether customer data trains AI models.
Where Lattice falls short in practice
- Compensation cannot be bought alone. The add-on needs a base product, and a $4,000 minimum annual agreement applies, so a small team that wants only bands and cycles pays for performance tools it may not use.
- No AI shown on the compensation page. Other Lattice products advertise AI, but the compensation page describes none. Buyers expecting AI job matching or pay simulations should ask for a live demonstration.
- Benchmark depth is a single source. The page names Mercer as the data source and describes no way to load additional surveys, which limits teams that blend several datasets. Ask whether more datasets can be loaded.
Works with
Alternatives to Lattice
Lattice: common questions
How much does Lattice compensation cost?
The pricing page lists the Compensation add-on at $6 per seat per month, billed annually in USD, on top of base products such as Performance at $10. A $4,000 minimum annual agreement applies across products. Annual contract details beyond that were not shown.
Where does Lattice benchmark data come from?
The compensation page's FAQ states that benchmarking is powered by Mercer data, offered by role and location. The page does not state refresh frequency or sample sizes, so ask for both and for the job-matching method before relying on a range.
Can Lattice run bonus and equity plans?
The pages read describe bands, merit-style cycles, statements and pay-for-performance. They do not describe equity or sales incentive plan administration, so a company with commissions or long-term incentives should confirm scope or look at a dedicated incentive suite. Ask for a written scope statement.
Is Lattice compensation data covered by SOC 2?
The Trust Center lists SOC 2 along with GDPR and CCPA. The SOC 2 report and subprocessor list sit behind an access request, so request them and check which services and period the report covers. Also ask which regions hold data.
Does Lattice work with an HRIS?
The compensation page shows a customer using Lattice beside Workday as the system of record, and its exports carry external HRIS user IDs. The pages read do not list a full integration catalog for compensation, so ask for the connector list.