Harmny vs Lattice: Features, Pricing & Fit (2026)

Quick comparison at a glance

Pricing as of September 2026. Lattice's pricing requires a sales call for exact quotes above the public starting tier.

Deep dives on the biggest differences

1. Engagement surveys

Harmny runs anonymous, confidential, or identified engagement and eNPS surveys from a built-in template library, or generates a full question set from a one-sentence prompt. Results come with department heatmaps so you can see where engagement is strong or slipping by team, plus CSV export and attachable action plans so findings turn into owned follow-ups instead of a report nobody revisits. Lifecycle surveys (30/60/90-day onboarding check-ins and exit surveys) fire automatically, with no manual trigger required. All of this is part of Harmny's base $8/user/month tier.

Lattice covers similar ground: surveys, benchmarking, and action planning. The difference as of Lattice's 2026 pricing update is that Engagement is now a separate $4/user/month add-on on top of the $11/seat Talent Management base, so it's worth confirming what's actually included before comparing on price.

Lattice's remaining engagement edge is external benchmark data: its longer history and larger customer base give it more industry-normalized benchmark scores. If "how do we compare to our industry peers" is a board-level reporting requirement, Lattice's benchmark dataset is more robust than Harmny's.

2. AI 1:1 prep vs AI Meeting Agent

Both platforms ship different AI-assisted management tools, and they don't overlap. Lattice's AI Meeting Agent is a live notetaker: it joins a 1:1 call, transcribes it, summarizes the conversation, and generates action items. It's useful after the meeting, since it captures what was said. Note that as of Lattice's 2026 pricing update, this now sits behind an add-on module rather than being bundled into the base $11/seat plan.

Harmny's AI 1:1 prep works before the meeting. On Harmny's Growth plan, an AI button on the 1:1 screen reads the direct report's open goals, competency scores, and the last six 1:1 logs, then drafts talking points and suggested questions in a tone you choose: supportive, curious, direct, or celebratory. The manager gets an editable first draft to review before the conversation, not a transcript after it.

These are complementary, not competing, tools. If you want a live notetaker, Lattice has it. If you want AI-drafted prep before the conversation, Harmny has it. Neither has the other's version.

3. Pricing and contract minimums

Lattice no longer sells a single flat seat price with a 25-seat minimum. As of its 2026 pricing update, Lattice sells modularly: Talent Management (reviews, goals, 1:1s) is $11/seat/month, Engagement is a $4/seat/month add-on, Compensation is $6/seat/month, and Grow is $4/seat/month. There's no seat-count minimum anymore, but there is a $4,000/year minimum contract commitment. For a 12-person team on the $11/seat core plan, that annual minimum works out to roughly the same effective floor the old seat minimum used to: you're paying for capacity you don't have people to fill. A full-stack Lattice deployment across all modules runs roughly $15-19/user/month.

Harmny charges per active user with no floor and no annual contract requirement: a 12-person team on the paid plan pays $96/month, and a 50-person team pays $400/month. For teams under approximately 125 people, Harmny is meaningfully cheaper at equivalent features. Above 125 people, the per-user cost gap narrows, and Lattice's enterprise depth starts justifying the price for organizations that need it.

4. Career pathing and competency frameworks

Both tools have competency framework features, but they work differently in practice. Lattice's competency feature is primarily a review-time tool: competencies appear in review forms, managers rate employees against them, and the output feeds into review scores. It is a review calibration aid.

Harmny's career pathing is a year-round, employee-facing system. Every employee can log in today and see their current competency ratings compared to the next-level requirements, the gap for each competency, and the development goals they have active to close those gaps. This drives continuous development conversations, not just review-season ones. If career framework visibility for employees is a priority, not just calibration for managers, Harmny has a meaningful edge. See our career progression framework guide for more on why this matters.

5. HRIS-adjacent features: time off, attendance, onboarding, and compliance

Harmny has expanded well beyond performance management. It now handles time off (custom policies, one-click approvals, team calendar), attendance tracking, a full org chart, structured onboarding checklists, recruiting and e-signed offer letters that auto-convert to onboarding workflows, and compliance forms (I-9, EEO-1, policy e-signatures with audit trail). For teams under 150 people, this means Harmny can serve as the operational HR layer in addition to the performance layer, reducing the need for a separate HRIS.

Lattice's approach here is different: it integrates with existing HRIS systems (Workday, Rippling, BambooHR) rather than replacing them. This is the right choice for large organizations that already have mature HRIS infrastructure. For smaller teams that don't want to pay for and integrate two separate systems, Harmny's built-in HRIS-adjacent features are a meaningful advantage.

6. Implementation and setup overhead

Lattice is an enterprise product with enterprise implementation. A typical Lattice deployment involves a kickoff call, an implementation consultant, a 4–8 week setup process, and ongoing dedicated support. For large organizations with dedicated HR teams, this is appropriate. For a 40-person startup with a head of HR and no direct reports, it is excessive.

Harmny is designed to be configured by a non-HR person in under a day. Import your team via CSV, set up your first review cycle or OKR period, publish your competency framework (or use a template), and you're running. The product is opinionated enough to work without an implementation guide; a founder can set it up without HR experience.

Who should choose Harmny vs. Lattice

For a broader list of Lattice alternatives beyond Harmny, see our top 10 Lattice alternatives comparison. Comparing Lattice against 15Five instead? See 15Five vs Lattice.