# Harmny — Full AI Context > Harmny is a performance management platform for teams that have outgrown spreadsheets. It helps organizations run structured performance reviews, track OKRs, build competency frameworks, and manage the full employee lifecycle, all in one place. - **Website**: https://harmny.ai - **App**: https://harmny.ai/app - **Contact**: https://harmny.ai/contact - **Pricing**: https://harmny.ai/pricing --- ## Company Overview Harmny replaces fragmented HR tools with a single platform designed for teams that have outgrown spreadsheets. It covers the full people management lifecycle: from onboarding and goal-setting through performance reviews, career development, recognition, and retention. The platform is built around the idea that performance management should feel like a conversation, not a compliance exercise. Managers capture notes year-round, employees see clear growth paths, and HR leaders get the dashboards they need to make data-driven decisions. Harmny is multi-tenant SaaS with role-based access control (Admin, HR, Manager, Ops, Employee), Google Calendar sync, PWA support, and gamification features including stars, badges, streaks, and a redeemable rewards marketplace. --- ## Features (16 Modules) ### Performance Reviews https://harmny.ai/features/performance-reviews Structured evaluation cycles with AI-generated review packets. Managers capture notes year-round, then Harmny synthesizes them into ready-to-download summaries. The full review lifecycle is supported: self-reviews, manager assessments, 360 feedback, calibration, and publishing. Customizable evaluation templates per role or level. Automated reminders keep cycles on track. Score distribution view during calibration ensures fair, defensible results. Role-based visibility controls let you decide who sees what and when. ### Competency Frameworks https://harmny.ai/features/competency-frameworks Define clear skill levels and career ladders for every role. Build competency matrices that map skills across career levels so employees know precisely what great looks like at each stage. Assign weights to competencies (1-10 scale) so technical depth matters more for IC roles while leadership skills matter more for managers. Supports different frameworks per department or team, with detailed skill descriptions at each level. Ratings link directly to evaluation cycles for data-driven promotion decisions. ### Goals & OKRs https://harmny.ai/features/goals-okrs Cascading objectives with real-time progress tracking. Connect company-level objectives to team and individual key results so no one works in the dark. Progress check-ins with comments and status updates keep goals alive between quarters. Goal history shows growth over time. Managers see team roll-ups while individual contributors focus on their own key results. Goal completion feeds directly into performance evaluations. ### 1:1 Meetings https://harmny.ai/features/meetings Shared agendas, action item tracking, and a running history of every conversation. Both managers and reports add agenda items before the meeting so sessions start focused. Action items are assigned and tracked to completion. Full conversation history is saved and searchable. Private notes alongside shared content. Manager dashboard shows all 1:1s in one place with pending action items. Google Calendar integration for scheduling. ### 360 Feedback https://harmny.ai/features/feedback Collect peer feedback to build a complete picture of performance. Structured feedback requests go to peers, direct reports, and cross-functional partners. Anonymous or named responses, configurable per cycle. Structured questions or open-ended prompts. Aggregated summaries surface patterns across all responses, giving managers and employees actionable signal rather than noise. ### Development Plans https://harmny.ai/features/development-plans Personalized development plans with trackable milestones. Managers and employees co-create plans grounded in competency gaps and career goals. Each milestone has due dates, owners, and completion tracking. Plans link directly to competency frameworks and career levels. Progress is visible to both the employee and their manager. Built-in check-ins ensure plans do not gather dust. ### Time Off Management https://harmny.ai/features/time-off Custom PTO policies, one-click approvals, and team calendar visibility. Employees submit requests in seconds. Managers approve from their dashboard. Custom time-off policies per team or employment type. Automatic balance tracking by year and policy. Team calendar updates automatically so everyone knows who is out. Holiday calendar support. ### Attendance Tracking https://harmny.ai/features/attendance Track work hours and attendance patterns effortlessly. One-tap clock in and out from web or mobile. Break tracking and total daily hours calculated automatically. Manager dashboard shows real-time team attendance status. Supports remote and hybrid schedules. Attendance reports for compliance and payroll. ### Onboarding https://harmny.ai/features/onboarding Structured checklists that make the first weeks feel intentional. Create templates for different roles and teams. Assign them when someone joins and watch progress in real time. Day 1, Week 1, Month 1 — all organized and trackable. Attach org documents directly to onboarding flows. Task assignment to different stakeholders (IT, HR, manager, buddy). ### Org Chart https://harmny.ai/features/org-chart Interactive org chart that visualizes reporting structure, team composition, and organizational hierarchy. Auto-updates when reporting lines or roles change. Zoom, pan, and search across the entire organization. Click any person to view their profile, role, and team. No manual maintenance or stale PDFs. ### Compensation Management https://harmny.ai/features/compensation Salary history, merit adjustments, and pay band visibility. Define pay bands per role and career level. Full salary history with reason codes for every adjustment. Track equity and merit cycle planning alongside performance context. Role-based access keeps sensitive compensation data protected. Supports data-driven, fair compensation decisions. ### People Analytics https://harmny.ai/features/analytics Dashboards and reports that surface real patterns in performance, engagement, and team health. Performance scores, goal completion rates, time off usage, and engagement signals in one view. Filter by team, department, level, or time period. Exportable reports ready for board and leadership reviews. Retention risk indicators and competency trend analysis. ### Gamification https://harmny.ai/features/gamification Stars, badges, challenges, and redeemable rewards — an engagement engine that makes people look forward to growth. Every meaningful action earns stars and XP. Over 16 activities earn stars: completing reviews, hitting goals, giving feedback, finishing onboarding, and more. Peers send stars to recognize great work. Five badge categories: Growth, Engagement, Leadership, Milestone, and Special. Leaderboards and streaks drive healthy competition. ### Recognition https://harmny.ai/features/recognition Stars, awards, and peer shoutouts tied to company values. Anyone on the team can send 1-50 stars with a recognition post. Tag with up to 3 company values to reinforce the behaviors that matter. Visible feed with reactions (clap, fire, tada, heart, rocket) and threaded comments. Monthly star budget (50 stars, admin-configurable, auto-resets). Private recognition option for sensitive praise. ### Benefits & Rewards https://harmny.ai/features/benefits-rewards Redeem stars for real perks — wellness days, learning budgets, and team experiences. Admin-configurable catalog with star costs per benefit. Categories include Wellness, Learning, Experiences, and Equipment. Per-user and total redemption limits for budget control. Recognition becomes a currency with tangible value, bridging the gap between praise and real rewards. ### Announcements https://harmny.ai/features/announcements Company-wide announcements with read tracking and acknowledgment workflows. Post updates with required acknowledgment so nothing critical slips through. Real-time read receipts show exactly who has confirmed and who still needs a nudge. Automated reminders for unread recipients. No follow-up emails required. --- ## Harmny Tasks Harmny Tasks is the project and task layer of the platform: boards, portals, and schedules that sit next to the HR modules above and connect to goals and 1:1s. Full feature list: https://harmny.ai/llms.txt ### Project Profitability https://harmny.ai/features/profitability Per-project margin tracking across four pricing types: hourly (judged on the date range you're viewing), fixed fee (judged lifetime, against the whole contract value), recurring/retainer (judged on run rate — this month's recurring revenue against the trailing 30 days of cost, independent of any date filter, plus a payback figure for build cost), and internal (cost tracked, no revenue expected, excluded from every profitability rollup). Cost rates can be derived from salary data already stored in Harmny for compensation and reviews — monthly salary divided by effective monthly hours, times an adjustable overhead multiplier — reviewed per person before being applied; the salary itself never leaves the calculation. Cost visibility is tiered: Admin/HR and anyone granted an explicit capability see full dollar figures; managers get a pricing verdict, a health index against the org average, and a trend arrow with no raw numbers; everyone else sees hours and revenue only. Projects group by client with rollups sorted worst-margin-first. --- ## Solutions ### For HR Leaders https://harmny.ai/solutions/for-hr-leaders Harmny gives HR leaders the tools to run structured reviews at scale, track development across the organization, and make data-driven people decisions — without spreadsheet chaos. Automate the entire review lifecycle with real-time status dashboards. Customize evaluation templates per role, level, or department. Access dashboards showing competency trends, goal completion rates, review score distributions, and retention risk indicators. Includes onboarding checklists, document acknowledgment tracking, time-off management, and attendance records for compliance. ### For Engineering Teams https://harmny.ai/solutions/for-engineering Competency frameworks, transparent leveling, and OKRs built for how engineering teams actually work. Define role-specific competency frameworks with clear skill criteria for each level (Junior through Principal). Engineers see exactly what skills and behaviors are expected at their current level and the next one. OKRs connect directly to performance review cycles. Workflow-agnostic — tracks competency growth and goals over quarters, complementing existing project management tools. ### For Startups https://harmny.ai/solutions/for-startups Build the habits that scale — reviews, goals, and frameworks — before growing pains hit. Designed for teams as small as 10 people. Most startups are fully operational within a day: import your team, set up your first review cycle or OKR period, and invite everyone in under 10 minutes. No implementation consultants or multi-week onboarding required. The structure you build early compounds as you scale past 50, 100, and 500 employees. ### For Enterprise https://harmny.ai/solutions/for-enterprise Multi-team frameworks, SSO, custom integrations, and enterprise-grade security. SSO via SAML 2.0 supporting Okta, Azure AD, Google Workspace, and OneLogin. SCIM provisioning for automated user management. Custom integrations with popular HRIS platforms (Workday, BambooHR, Rippling). Dedicated success manager, custom SLA, advanced audit trail, and data residency options (US and EU). SOC 2 Type II certified, GDPR compliant, CCPA compliant. --- ## Pricing https://harmny.ai/pricing All plans include a 14-day free trial with full access. No credit card required. ### Starter — $8/user/month ($6.40 billed annually) For small teams building their first performance culture. - Performance reviews - Competency frameworks - Goals & OKRs - 1:1 meeting templates - Up to 50 users - Email support ### Growth — $16/user/month ($12.80 billed annually) For scaling teams that need the full people management platform. - Everything in Starter - 360 feedback - Development plans - Stars & peer recognition - Badges, challenges & leaderboards - Star-redeemable benefits - Time off & attendance - People analytics - Onboarding checklists - Org chart - Priority support ### Enterprise — Custom pricing For organizations needing SSO, custom integrations, and dedicated support. - Everything in Growth - SSO / SAML 2.0 - SCIM provisioning - Custom HRIS integrations - Dedicated success manager - Custom SLA - Custom gamification rules - Advanced audit trail - Data residency options Annual billing saves 20%. A user is anyone with an active account (deactivated users are not billed). After trial, workspaces enter read-only mode for 30 days so you never lose data. --- ## Security & Compliance https://harmny.ai/security - **SOC 2 Type II** — Certified. Annual third-party security audits. - **GDPR** — Compliant. Full data subject rights support. - **CCPA** — Compliant. California privacy requirements met. - **ISO 27001** — Aligned. Security management best practices followed. ### Technical Details - **Encryption in transit**: TLS 1.3 enforced everywhere. No unencrypted fallbacks. - **Encryption at rest**: AES-256 for all stored data, backups, and file attachments. - **Hosting**: AWS infrastructure with US (us-east-1) and EU (eu-west-1) data centers. Enterprise customers choose their preferred region. - **Authentication**: Custom JWT with bcrypt password hashing. Optional Google OAuth. SSO via SAML 2.0 on Enterprise plan. - **Access control**: Role-based (Admin, HR, Manager, Ops, Employee) with multi-tenant data isolation. - **Rate limiting**: Auth endpoints and API endpoints are rate-limited to prevent abuse. --- ## Integrations - **Google Calendar**: Sync 1:1 meetings and time-off events. - **Google OAuth**: Single sign-on with Google Workspace. - **SAML 2.0 SSO**: Okta, Azure AD, Google Workspace, OneLogin (Enterprise). - **SCIM**: Automated user provisioning and deprovisioning (Enterprise). - **HRIS**: Workday, BambooHR, Rippling integrations (Enterprise). - **REST API**: Custom integrations for enterprise customers. - **PWA**: Progressive Web App support for mobile access. --- ## HR Glossary (28 Terms) https://harmny.ai/glossary 1. **[360 Feedback](https://harmny.ai/glossary/360-feedback)** - Multi-source performance assessment where employees receive input from peers, direct reports, managers, and sometimes external stakeholders. 2. **[9-Box Grid](https://harmny.ai/glossary/9-box-grid)** - Talent management framework that places employees on a 3×3 matrix based on current performance and future potential, used to guide succession planning and development decisions. 3. **[Career Ladder](https://harmny.ai/glossary/career-ladder)** - Visual representation of job levels and progression paths, showing the skills and criteria required to advance. 4. **[Career Levels](https://harmny.ai/glossary/career-levels)** - Discrete stages of progression within a job family, each defined by distinct expectations for scope, autonomy, impact, and skill. 5. **[Career Pathing](https://harmny.ai/glossary/career-pathing)** - Process of defining and communicating the career progression routes available within a company, including the skills and criteria required for each move, vertical or lateral. 6. **[Career Progression](https://harmny.ai/glossary/career-progression)** - Ongoing process through which an employee advances in scope, expertise, or leadership responsibility over time, whether vertically, horizontally, or diagonally. 7. **[Competency Framework](https://harmny.ai/glossary/competency-framework)** - Structured model defining the skills, behaviors, and knowledge employees need to perform effectively at each career level. 8. **[Competency Matrix](https://harmny.ai/glossary/competency-matrix)** - Grid that maps employees or roles against a defined set of competencies, with each cell showing the required or demonstrated proficiency level. 9. **[Employee Engagement](https://harmny.ai/glossary/employee-engagement)** - The degree to which employees are emotionally invested in and committed to their work, team, and organization. 10. **[Employee Net Promoter Score (eNPS)](https://harmny.ai/glossary/employee-net-promoter-score)** - Measures employee loyalty using: "How likely are you to recommend this company as a place to work?" Scores range -100 to +100. 11. **[Employee Onboarding](https://harmny.ai/glossary/employee-onboarding)** - The process of integrating a new hire: orientation, paperwork, training, introductions, and cultural ramp-up. 12. **[Employee Recognition](https://harmny.ai/glossary/employee-recognition)** - Formal or informal acknowledgment of contributions, behaviors, or achievements, and a key driver of engagement and retention. 13. **[High-Potential Employee (HiPo)](https://harmny.ai/glossary/high-potential-employee)** - Someone identified as having the capability and aspiration to advance significantly beyond their current role. 14. **[Individual Development Plan (IDP)](https://harmny.ai/glossary/individual-development-plan)** - Structured document outlining career goals and specific actions, training, and milestones to achieve them. 15. **[OKR (Objectives and Key Results)](https://harmny.ai/glossary/okr)** - Goal-setting framework defining ambitious goals (objectives) and measurable outcomes (key results). 16. **[People Analytics](https://harmny.ai/glossary/people-analytics)** - Use of data and statistical methods to understand, predict, and improve workforce outcomes. 17. **[Performance Calibration](https://harmny.ai/glossary/performance-calibration)** - Process where managers align on employee ratings together to eliminate bias and ensure fair evaluations. 18. **[Performance Improvement Plan (PIP)](https://harmny.ai/glossary/performance-improvement-plan)** - Formal documented process addressing sustained below-standard performance with specific improvement targets, typically 30-90 days. 19. **[Performance Management](https://harmny.ai/glossary/performance-management)** - Ongoing cycle of goal-setting, feedback, development, and evaluation connecting individual work to organizational strategy. 20. **[Performance Review](https://harmny.ai/glossary/performance-review)** - Formal evaluation where managers and employees assess job performance, set goals, and align on development priorities. 21. **[Pulse Survey](https://harmny.ai/glossary/pulse-survey)** - Short (5-15 question) frequent employee survey giving a real-time read on sentiment and engagement. 22. **[Skills Matrix](https://harmny.ai/glossary/skills-matrix)** - Table that maps employees against the skills required for their roles, showing current proficiency level and identifying gaps for training and staffing decisions. 23. **[Skip-Level Meeting](https://harmny.ai/glossary/skip-level-meeting)** - One-on-one between an employee and their manager's manager, giving senior leaders direct insight into team experience. 24. **[SMART Goals](https://harmny.ai/glossary/smart-goals)** - Objectives defined as Specific, Measurable, Achievable, Relevant, and Time-bound. 25. **[Stay Interview](https://harmny.ai/glossary/stay-interview)** - Proactive conversation to understand what keeps an employee at the organization and what might cause them to leave. 26. **[Succession Planning](https://harmny.ai/glossary/succession-planning)** - Identifying and developing employees with potential to fill key leadership and critical roles. 27. **[Talent Management](https://harmny.ai/glossary/talent-management)** - Strategic set of HR practices: recruitment, onboarding, performance management, development, and retention. 28. **[V2MOM](https://harmny.ai/glossary/v2mom)** - Strategic alignment framework (Vision, Values, Methods, Obstacles, Measures) created at Salesforce, cascading from leadership to ICs. --- ## How-To Guides (9 Guides) https://harmny.ai/guides 1. **[How to Run a Performance Review Cycle](https://harmny.ai/guides/how-to-run-a-performance-review-cycle)** — Step-by-step guide to planning, launching, and completing a performance review cycle, from setting up your framework to sharing results with employees. 7 steps, 9 min read. 2. **[How to Build a Competency Framework](https://harmny.ai/guides/how-to-build-a-competency-framework)** — Design a competency framework from scratch: defining job levels, mapping skills, validating with managers, and rolling it out to your team. Includes a realistic timeline for a 100 to 250 person tech team and common mistakes at that size. 7 steps, 12 min read. 3. **[How to Set Up OKRs for Your Team](https://harmny.ai/guides/how-to-set-up-okrs-for-your-team)** — Practical guide to writing effective OKRs, cascading them from company to team level, and tracking progress without burying your team in meetings. 7 steps, 8 min read. 4. **[How to Run Effective 1:1 Meetings](https://harmny.ai/guides/how-to-run-effective-1-on-1-meetings)** — Manager's guide to making 1:1 meetings genuinely useful: building psychological safety, tracking progress, and turning them into a development tool. 7 steps, 7 min read. 5. **[How to Implement 360 Feedback](https://harmny.ai/guides/how-to-implement-360-feedback)** — How to introduce 360 feedback in a way that builds trust, improves development, and avoids the common traps that make employees dread the process. 7 steps, 8 min read. 6. **[How to Create an Individual Development Plan](https://harmny.ai/guides/how-to-create-an-individual-development-plan)** — Build IDPs that are specific, actionable, and actually followed through, not filed and forgotten. For managers and employees. 7 steps, 9 min read. 7. **[How to Give Constructive Feedback](https://harmny.ai/guides/how-to-give-constructive-feedback)** — Deliver feedback that is honest, specific, and received well using the SBI model and proven techniques that separate observation from judgment. 7 steps, 8 min read. 8. **[How to Build an Onboarding Checklist](https://harmny.ai/guides/how-to-build-an-onboarding-checklist)** — Build an onboarding checklist covering the full 90-day ramp: logistics, role orientation, culture integration, and structured performance milestones. 7 steps, 9 min read. 9. **[Career Ladders for GTM Teams: Sales, Marketing, Customer Success](https://harmny.ai/guides/career-ladders-for-gtm-teams)** — How to build career ladders for sales, marketing, and customer success that use the same level logic, so GTM teams can be compared and calibrated consistently. 5 steps, 9 min read. --- ## Resource Articles (11 Articles) https://harmny.ai/resources 1. **[7 OKR Alternatives That Might Work Better for Your Team](https://harmny.ai/resources/okr-alternatives)** — Explore 7 proven alternatives to OKRs, from SMART goals to 4DX, V2MOM, and more, with honest guidance on when each one fits. 11 min read. 2. **[OKR vs V2MOM: Which Goal Framework Fits Your Team?](https://harmny.ai/resources/okr-vs-v2mom)** — Direct comparison of OKRs and Salesforce's V2MOM framework, covering key differences and when each works best. 8 min read. 3. **[4DX vs OKR: Execution Focus vs Outcome Focus](https://harmny.ai/resources/4dx-vs-okr)** — Practical comparison of the 4 Disciplines of Execution and OKRs, including when each works and how some teams combine both. 9 min read. 4. **[OKR Examples by Team](https://harmny.ai/resources/okr-examples)** — Real OKR examples for engineering, product, sales, HR, and more, with guidance on what makes each one work. 13 min read. 5. **[Performance Review Examples and Phrases](https://harmny.ai/resources/performance-review-examples)** — Real-world review examples organized by competency and performance level: what to write when someone is exceeding, meeting, or falling short. 12 min read. 6. **[How to Build a Career Framework Engineers Will Trust](https://harmny.ai/resources/career-framework-engineers-trust)** — How to write skill descriptions that hold up in real calibration meetings, avoiding the vague criteria that make engineering ladders fail. 8 min read. 7. **[The Manager's Guide to Giving Feedback](https://harmny.ai/resources/managers-guide-giving-feedback)** — Feedback that lands requires structure, specificity, and timing. A practical framework for managers. 6 min read. 8. **[Why Your Annual Review Process Is Costing More Than You Think](https://harmny.ai/resources/annual-review-process-hidden-costs)** — The true cost of a broken performance cycle is not the hours — it is decisions made on outdated information. 5 min read. 9. **[Calibration Meetings That Don't Take All Day](https://harmny.ai/resources/calibration-meetings-practical-guide)** — A structured format that runs in two hours and produces decisions people stand behind. 7 min read. 10. **[Measuring the ROI of Structured Onboarding](https://harmny.ai/resources/roi-structured-onboarding-program)** — How structured onboarding programs pay back in productivity, retention, and manager time. 9 min read. 11. **[Goal-Setting Frameworks Compared](https://harmny.ai/resources/goal-setting-frameworks-compared)** — Clear-eyed comparison of OKRs, SMART goals, and the most common frameworks, with guidance on when to use each. 10 min read. --- ## Career Ladders by Role (12 Ladders) https://harmny.ai/resources/career-ladders Level definitions, titles, scope, and promotion criteria — IC and management tracks where applicable. 1. **[Product Manager](https://harmny.ai/resources/career-ladders/product-manager)** — APM → CPO with scope and promotion criteria. 2. **[Designer (UX/Product)](https://harmny.ai/resources/career-ladders/designer)** — IC1 → Principal design track. 3. **[Marketing](https://harmny.ai/resources/career-ladders/marketing)** — Coordinator → CMO, generalist and specialist tracks. 4. **[Sales](https://harmny.ai/resources/career-ladders/sales)** — SDR → VP Sales, IC and management paths. 5. **[Data Analyst / Scientist](https://harmny.ai/resources/career-ladders/data-analyst)** — Analyst, scientist, and ML engineer tracks. 6. **[Customer Success](https://harmny.ai/resources/career-ladders/customer-success)** — CSM → VP CS, IC and management paths. 7. **[HR / People Ops](https://harmny.ai/resources/career-ladders/hr-people-ops)** — Coordinator → Chief People Officer. 8. **[Finance](https://harmny.ai/resources/career-ladders/finance)** — Financial analyst → CFO track. 9. **[Operations](https://harmny.ai/resources/career-ladders/operations)** — Coordinator → COO, including RevOps. 10. **[QA Engineer](https://harmny.ai/resources/career-ladders/qa-engineer)** — IC and engineering management paths. 11. **[Engineering](https://harmny.ai/resources/engineering-career-ladder)** — IC1 → Staff+ and M1 → VP Eng dual track. 12. **[Management](https://harmny.ai/resources/management-career-ladder)**: New Manager → VP, function-agnostic, mirrors Harmny's People Management starter framework. --- ## Free HR Templates (7 Templates) https://harmny.ai/templates Downloadable spreadsheet templates for HR and people teams. 1. **[Competency Matrix Template](https://harmny.ai/templates/competency-matrix-template)** — Excel template with 10 competencies, L1–L5 ratings, gap analysis formulas, and an engineering example sheet. 2. **[Skills Matrix Template](https://harmny.ai/templates/skills-matrix-template)** — Skills inventory spreadsheet with a 0–4 proficiency scale, COUNTIF gap analysis, and a gap action plan sheet. 3. **[9-Box Grid Template](https://harmny.ai/templates/9-box-grid-template)** — Talent review grid with performance × potential axes, cell definitions, and session facilitation notes. 4. **[30-60-90 Day Plan Template](https://harmny.ai/templates/30-60-90-day-plan-template)** — Structured onboarding and new-role plan with weekly milestones and success metrics. 5. **[Performance Review Template](https://harmny.ai/templates/performance-review-template)** — Ready-to-use review document with rating scales and comment sections. 6. **[Individual Development Plan Template](https://harmny.ai/templates/individual-development-plan-template)** — IDP template with goal-setting and milestone tracking. 7. **[Job Title Mapping Template](https://harmny.ai/templates/job-title-mapping-template)** — Classifies job titles into a standard level (L1–L6 IC, M1–M5 manager) and seniority band, with a level reference, 10 job family title chains, and a glossary of ambiguous titles (Staff vs. Lead vs. Principal, Head of X vs. Director vs. VP). --- ## Compare Harmny vs. Competitors (20 Guides) https://harmny.ai/compare Side-by-side comparisons and "alternatives to X" guides for teams evaluating performance management and employee engagement tools. Every factual claim about a competitor carries an inline "as of" date and is sourced from the vendor's public site. 1. **[Harmny vs. Lattice](https://harmny.ai/compare/harmny-vs-lattice)** 2. **[Harmny vs. 15Five](https://harmny.ai/compare/harmny-vs-15five)** 3. **[Harmny vs. Leapsome](https://harmny.ai/compare/harmny-vs-leapsome)** 4. **[Harmny vs. Culture Amp](https://harmny.ai/compare/harmny-vs-culture-amp)** 5. **[Harmny vs. Betterworks](https://harmny.ai/compare/harmny-vs-betterworks)** 6. **[Harmny vs. BambooHR](https://harmny.ai/compare/harmny-vs-bamboohr)** 7. **[Harmny vs. Engagedly](https://harmny.ai/compare/harmny-vs-engagedly)** 8. **[Harmny vs. Officevibe (Workleap)](https://harmny.ai/compare/harmny-vs-officevibe)** 9. **[Harmny vs. Workday Peakon Employee Voice](https://harmny.ai/compare/harmny-vs-peakon)** 10. **[Harmny vs. PerformYard](https://harmny.ai/compare/harmny-vs-performyard)** 11. **[Harmny vs. Quantum Workplace](https://harmny.ai/compare/harmny-vs-quantum-workplace)** 12. **[Harmny vs. Trakstar](https://harmny.ai/compare/harmny-vs-trakstar)** 13. **[Harmny vs. Microsoft Viva Glint](https://harmny.ai/compare/harmny-vs-viva-glint)** 14. **[Harmny vs. WorkTango](https://harmny.ai/compare/harmny-vs-worktango)** 15. **[Lattice Alternatives](https://harmny.ai/compare/lattice-alternatives)** — 10 alternatives to Lattice. 16. **[15Five Alternatives](https://harmny.ai/compare/15five-alternatives)** — 8 alternatives to 15Five. 17. **[15Five vs Lattice](https://harmny.ai/compare/15five-vs-lattice)** 18. **[Culture Amp Alternatives](https://harmny.ai/compare/culture-amp-alternatives)** — 8 alternatives to Culture Amp. 19. **[BambooHR Alternatives](https://harmny.ai/compare/bamboohr-alternatives)** — 8 alternatives to BambooHR for performance management. 20. **[Leapsome Alternatives](https://harmny.ai/compare/leapsome-alternatives)** — 8 alternatives to Leapsome. 21. **[Productive Alternatives](https://harmny.ai/compare/productive-alternatives)** - 5 alternatives to Productive for project profitability tracking, with cost rates derived from HR data rather than maintained by hand. 22. **[Scoro Alternatives](https://harmny.ai/compare/scoro-alternatives)** - 5 alternatives to Scoro, including options with no seat minimum. 23. **[Teamwork.com Alternatives](https://harmny.ai/compare/teamwork-alternatives)** - 5 alternatives to Teamwork.com with profitability tracking included rather than quote-gated. 24. **[Harvest Alternatives](https://harmny.ai/compare/harvest-alternatives)** - 5 alternatives to Harvest that add project boards and profitability reporting. 25. **[Screendragon Alternatives](https://harmny.ai/compare/screendragon-alternatives)** - 4 alternatives to Screendragon, which publishes no pricing, for agencies that don't need its enterprise DAM and brand-compliance depth. 26. **[Accelo Alternatives](https://harmny.ai/compare/accelo-alternatives)** - 5 alternatives to Accelo, which no longer publishes per-seat pricing, with public pricing, real free tiers, and honest feature trade-offs. 27. **[Avaza Alternatives](https://harmny.ai/compare/avaza-alternatives)** - 4 alternatives to Avaza, whose free plan caps at one user and whose pricing turns into per-role add-ons past its included tier headcount. 28. **[Asana Alternatives for Agencies](https://harmny.ai/compare/asana-alternatives-for-agencies)** - 5 agency-focused alternatives to Asana (awork, Workamajig, ManyRequests, ActiveCollab, and Harmny), targeting the agency-specific query rather than the harder generic "Asana alternatives" term; Asana's free plan caps at 2 users with no client portal or profitability tracking. 29. **[ClickUp Alternatives for Agencies](https://harmny.ai/compare/clickup-alternatives-for-agencies)** - 6 agency-focused alternatives to ClickUp (awork, ActiveCollab, Teamwork.com, Workamajig, Rock, and Harmny), targeting the agency-specific query rather than the harder generic "ClickUp alternatives" term; ClickUp has no client-approval gate, no profitability tracking, and no client portal, as of 2026 per its own feedback board. --- ## Additional Resources - **[Agency Case Study: 8 Campaign Types, One System](https://harmny.ai/resources/marketing-agency-workflow-case-study)** — An anonymized marketing agency running radio, video shoot, PR, influencer, TV, OOH, non-standard influencer, and SMM campaigns as reusable blueprints with client-approval gates, capacity-conflict detection, and profitability tracking with cost rates derived from real salary data rather than typed in by hand. - **[Changelog](https://harmny.ai/resources/changelog)** — Latest product updates and feature releases. - **[Customer Stories](https://harmny.ai/customers)** — Real outcomes from teams using Harmny. - **[About](https://harmny.ai/about)** — Team and mission. - **[RSS Feed](https://harmny.ai/rss.xml)** — Subscribe to new articles and updates. - **[AI Policy](https://harmny.ai/.well-known/ai-policy.txt)** — AI crawling and citation policy. --- ## Contact - **Website**: https://harmny.ai/contact - **Sign Up**: https://harmny.ai/app/sign-up (14-day free trial, no credit card) - **Enterprise Sales**: https://harmny.ai/contact --- ## Site Map | Section | URL | |---------|-----| | Home | https://harmny.ai/ | | Pricing | https://harmny.ai/pricing | | Security | https://harmny.ai/security | | About | https://harmny.ai/about | | Contact | https://harmny.ai/contact | | Customers | https://harmny.ai/customers | | Resources | https://harmny.ai/resources | | Guides | https://harmny.ai/guides | | Glossary | https://harmny.ai/glossary | | Changelog | https://harmny.ai/resources/changelog | | Sign Up | https://harmny.ai/app/sign-up | | Privacy Policy | https://harmny.ai/legal/privacy | | Terms of Service | https://harmny.ai/legal/terms |