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Talent Management

15Five

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Panel rating · 6 judges · How to read the stars

Category median

Sovereignty: not determined

0–5 in half steps. 5 means the rubric's top anchor is met on the evidence.

by 15Five, Inc. · www.15five.com

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15Five: AI-assisted analysis on whats-best.ai 15Five: AI-assisted analysis on whats-best.ai (dark)

Add ?theme=dark to the image address for dark backgrounds. The badge shows the category and the month of the latest evaluation, and EU-Made where that is the product’s provenance. It never shows a score.

15Five at a glance

Vendor
15Five, Inc.
Headquarters
Not stated on the vendor’s pages as of 13 Oct 2026
Data hosting
Not stated on the vendor’s pages as of 13 Oct 2026
Free plan
Not stated on the vendor’s pages as of 13 Oct 2026
Panel verdict
The AI panel rates 15Five 2.5/5, the mean of 6 judges. 15Five, Inc. how scores are made
As of
Vendor pages captured 1 Oct 2026 to 13 Oct 2026; evaluated by the panel 15 Oct 2026. all sources

15Five alternatives, European ones first →

Read this page as one judge. Each weighs the same scores by what they care about.

The Head of HR

Weighted verdict

Runs the annual review cycle for four hundred people and has to defend every rating in it. Wants criteria fixed before the cycle starts, calibration across departments, reminders that chase managers so HR does not have to, and a review history the employee can see and sign.

Same scores as the panel view — this lens weights them the way this judge cares.

Scored by The Head of HR

Panel median The Head of HR This judge’s scores over the panel median. Each label opens its reasoning below.
Scores per criterion, in stars out of 5
Criterion Panel median The Head of HR
Performance reviews & calibration 3.5 of 5 3.5 of 5
Goals, OKRs & continuous feedback 3.5 of 5 3 of 5
Learning, skills & succession 3 of 5 3 of 5
Works council, visibility & AI disclosure 2 of 5 2 of 5
HRIS sync, integrations & data portability 3.5 of 5 3.5 of 5
European sovereignty 0 of 5 0.5 of 5
Pricing transparency 0.5 of 5 0.5 of 5

Performance reviews & calibration

How this is scored

The review cycle itself: configurable templates and rating scales, self, manager and 360° input, calibration across teams, and whether each rating can be traced back to criteria fixed before the cycle began.

0 — No structured reviews; at most a free-text form with no cycle, no scale and no record of who wrote what.

3 — Fixed review templates with self and manager input, but no configurable criteria, no calibration and no statement of what the employee sees.

5 — Configurable cycles, questions and rating scales, self, manager and peer input, employee sign-off or acknowledgement, and the review history kept per employee.

8 — 360° feedback with configurable reviewer selection, calibration views across teams with rating distributions, review criteria per role or level, reminders and deadlines per cycle, and a documented rule for what the employee, the manager and HR can each see.

10 — Reviews are an auditable process: criteria and competency models versioned and fixed before the cycle, every rating change during calibration attributed and reasoned, bias checks or distribution analysis described, and the full review history exportable per employee.

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The Head of HR

Self, manager, peer and upward reviews run quarterly or semi-annually, and calibration is real machinery: calibrators adjust scores together in real time, the distribution of ratings across managers is reportable, and the review summary shows original versus calibrated scores with a track-changes feed — the defensibility I have to stand behind in every dispute. Competency assessment and a private manager assessment give criteria beyond free text, though we found no public information on per-cycle reminders and deadlines, on a documented rule for what the employee, manager and HR can each see, or on criteria being versioned and fixed before the cycle starts. 2 3 5 6

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Goals, OKRs & continuous feedback

How this is scored

The work between review cycles: individual and team goals or OKRs with alignment, progress check-ins, 1:1 meetings with shared agendas, and feedback and recognition — judged on whether the year-end review can draw on it rather than starting from memory.

0 — No goals or feedback features; objectives live in documents outside the product.

3 — Individual goals with a progress percentage, and praise or feedback as an unstructured feed, with no link to the review cycle.

5 — Goals or OKRs at company, team and individual level with alignment, regular check-ins, 1:1 agendas shared between manager and employee, and requested feedback that can be pulled into the next review.

8 — OKR or goal cascading with dependencies and confidence tracking, goal changes logged with history, 1:1 notes with private and shared parts stated, feedback requests to named colleagues, and integrations into Microsoft Teams or Slack for check-ins.

10 — Continuous performance management that feeds the record: goal history, check-ins, 1:1 outcomes and feedback visible in the review with their dates, configurable whether goal attainment affects ratings, and reporting on goal progress across the organisation.

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The Head of HR

Weighted OKRs tracked automatically in weekly check-ins that take employees fifteen minutes, 1:1 agendas both manager and report add to during the week, notes with action items, requested feedback and High Fives recognition, with Slack and Teams carrying notifications — the year-end review draws on a live record instead of memory. We found no public information on goal cascading with dependencies and confidence tracking, on logged goal-change history, or on which parts of 1:1 notes stay private versus shared, so it stops short of the stronger tier. 2 7 8 12

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Learning, skills & succession

How this is scored

Growing people rather than only rating them: learning paths or course delivery, a skills or competency framework, career paths and development plans, and talent reviews and succession planning for key roles.

0 — No development features; the product rates people but says nothing about developing them.

3 — A development-plan text field or a link to an external course catalogue, with no skills model and no succession view.

5 — Development plans linked to review outcomes, a configurable competency or skills framework, assigned learning content or integration with a named LMS, and career paths per role.

8 — Skills profiles per employee with gaps against role requirements, learning paths with completion tracking and mandatory training, talent reviews (such as a nine-box) with succession plans per key role, and internal mobility shown against open positions.

10 — Development is planned and measured: skills data maintained and versioned, learning outcomes linked to skills and reviews, succession coverage and risk reported per role, SCORM or xAPI content supported or a named LMS integrated both ways, and certificates and training records exportable.

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The Head of HR

Growth Studio brings individual development plans, performance improvement plans and succession planning together with a nine-box talent matrix and career paths, competencies and skills mapping sit next to in-product microlearning modules, and LearnUpon is a named learning-system integration. We found no public information on skills-gap analysis against role requirements, on completion tracking or mandatory training, or on internal mobility against open positions — exactly what I would need before betting a succession plan on it. 1 2 12 2

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Works council, visibility & AI disclosure

How this is scored

What the employer can put in a works agreement: visibility and access rules per role, anonymity thresholds for surveys and upward feedback, retention and deletion of review data, access logging, and disclosure and control of every AI feature that summarises, scores or suggests ratings.

0 — Nothing stated about who sees which review data, how long it is kept, or what the AI features process; "anonymous" feedback with no threshold.

3 — Role-based access mentioned in general terms and an assurance of confidentiality, but no anonymity threshold, no retention setting and AI features described only as benefits.

5 — Visibility rules per role documented, a configurable minimum group size for anonymous results, retention or deletion of review data configurable, and each AI feature named with its inputs and an option to disable it.

8 — Field-level permissions and private versus shared notes stated, access to review data logged, retention per data type, AI features off by default or switchable per module with the model provider named, and documentation or templates aimed at works councils or a works agreement.

10 — The vendor publishes what a works agreement needs: a complete list of the data each module processes and who sees it, audit logs exportable, deletion runs reportable, AI features never rating or ranking employees without a human action, the EU AI Act position stated, and EU processing for the AI features.

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The Head of HR

The AI features are named — AMAYA, KONA, AI-Assisted Reviews, Focus Briefs, Meeting Assistant — with their inputs listed in plain terms (reviews, goals, engagement signals, 1:1 notes, check-ins, tenure, compensation, development plans, and for Kona meeting transcripts and recordings), scoped to existing permission settings, with a stated human in the loop who can edit the output. But we found no public information on a minimum group size for anonymous survey or upward-feedback results, on configurable retention per data type, on access logging, or on an option to switch individual AI features off — so what a works council could pin into an agreement is thinner than the product story. 3 9 10 10

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HRIS sync, integrations & data portability

How this is scored

How the tool fits next to the system of record and what leaves with the customer: employee and org-chart sync from the HR system, SSO and SCIM, collaboration-tool integrations, an API, and export of the full review, goal and feedback history.

0 — No HR-system integration and no export; employees and managers are maintained by hand and the history stays in the product.

3 — A CSV import of employees and a PDF export of single reviews, with no named HR-system integration and no API.

5 — Maintained sync with at least one HR system common in DACH (e.g. Personio, SAP SuccessFactors, HRworks), SSO, a documented API, and an export of review and goal data in a structured format.

8 — Several named HRIS integrations including org-chart and manager relations, SCIM provisioning, Microsoft Teams or Slack integration, webhooks, an API with published limits, and a bulk export of the complete review, goal and feedback history.

10 — Portability is designed in: a versioned API with a deprecation policy, a documented full export (structured data plus attachments) available at contract end, deletion that propagates to synced systems, and the vendor maintaining the German HRIS integrations itself.

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The Head of HR

Sixteen named HRIS integrations including Workday, UKG, ADP and Rippling feed an automatic-sync connector that sets up in minutes, Okta and OneLogin handle provisioning, Slack and Teams are connected, a public API and SFTP are offered, and the contract grants customers the right to export evaluations, notes and performance data for HR records. We found no public information on webhooks, on published API limits, on a bulk export of the complete goal and feedback history with attachments, or on org-chart and manager-relation sync — and among the named HRIS systems we found no integration for the DACH staples Personio, SAP SuccessFactors or HRworks. 3 11 12 10

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European sovereignty

How this is scored

Where performance, feedback and survey data lives, who the contracting entity is, and who the subprocessors are — including the AI providers that summarise reviews and feedback. Independently sourced by the sovereignty pipeline. Weighted with the employment relationship in mind: these are judgements about people who did not choose the vendor.

0 — Non-EU vendor and contracting entity, hosting unstated, subprocessors unnamed, and AI processing of unclear location.

3 — EU hosting offered as an option while the contracting entity is non-EU, or the subprocessor list is absent, or AI features run outside the EU without saying so.

5 — EU hosting as standard and an EU contracting entity, but parts of the chain — AI summaries, email, analytics or support — are non-EU without an explained safeguard.

8 — EU hosting on named infrastructure, EU contracting entity, subprocessor list published including AI providers, and a DPA that covers employee performance data as the customer's processing.

10 — Sovereign end to end and evidenced: vendor, entity, hosting and every subprocessor European, certification published, and the AI features run within the EU on providers the customer can see.

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The Head of HR

The vendor is a San Francisco company with its privacy contact in California, and we found no public information on data residency, hosting location, the contracting entity's jurisdiction, or where the AI features process reviews and meeting transcripts. A data-processing agreement, sub-processor list and technical measures are offered as named legal documents, but their contents are not captured, so there is nothing a European buyer can verify about the chain — with these being judgements about employees who did not choose the vendor. 3 4

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Pricing transparency

How this is scored

Whether a buyer can compute the real annual cost from public pages alone: the pricing basis (per employee, per active user, per module), which of reviews, goals, engagement surveys and learning sit in which tier, add-ons for AI or analytics, and the minimum term.

0 — No public prices at all; every module is a sales conversation.

3 — A starting price exists, but the pricing basis or which modules it covers is unstated — the invoice is unknowable.

5 — Module or tier prices public with the pricing basis given, but at least one commonly needed piece (engagement surveys, learning, AI features, HRIS integration) is unpriced.

8 — Every module or tier priced publicly with its basis, add-on prices listed, minimum headcount, minimum term and VAT treatment given.

10 — Complete price computability: the annual invoice derivable for a given headcount and module mix, with every add-on, implementation fee and overage published.

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The Head of HR

The captured pricing pages show feature packaging — Perform, Engage, Compensation, and a total platform described as everything in Engage and Perform plus the HR dashboard and select microlearnings — but we found no public prices, no pricing basis per employee or per module, no minimum term and no add-on prices such as for the AI features. The annual invoice is simply not computable without a sales conversation. 2 2

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European sovereignty — proven facts

0 of 4 dimensions proven

Built only from facts shown on the vendor's own pages. A dimension we could not prove is left open, not scored as zero.

Ownership Not determined — uncited Report an error
Data residency Not determined — uncited Report an error
Subprocessors Not determined ⚠ unverified — uncited Report an error

Questions about 15Five

Is 15Five European?

No. whats-best.ai classifies 15Five as Rest of world.

Where does 15Five store data?

Not stated on the vendor’s pages as of 13 Oct 2026.

Does 15Five have a free plan?

Not stated on the vendor’s pages as of 13 Oct 2026.

What are the best alternatives to 15Five?

As of 15 Oct 2026, the panel rates Culture Amp (3/5), Small Improvements (3/5) and Leapsome (2.5/5) highest among the other 15 Talent Management products evaluated. Ratings that look equal are rounded to half stars; the order uses the unrounded rating, then the name. The highest-rated European alternative is Small Improvements (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: how scores are made. The full list, with European products first: 15Five alternatives.

Where this could be wrong

What we left out

A claim that does not survive our checks costs us the claim, not the page. This is what was taken off this one.

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Sources (12)

The pages every claim on this page was read from — each one checked, dated, and kept verifiable.

  1. 1 Vendor homepage www.15five.com Checked 13 Oct 2026 Details →
  2. 2 Pricing page www.15five.com Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  3. 3 Privacy policy www.15five.com Checked 13 Oct 2026 Details →
  4. 4 Terms of service www.15five.com Checked 13 Oct 2026 Details →
  5. 5 Performance reviews & calibration — found from sitemap www.15five.com Checked 13 Oct 2026 Details →
  6. 6 Performance reviews & calibration — found from sitemap www.15five.com Checked 13 Oct 2026 Details →
  7. 7 Goals, OKRs & continuous feedback — found from sitemap www.15five.com Checked 13 Oct 2026 Details →
  8. 8 Goals, OKRs & continuous feedback — found from sitemap www.15five.com Checked 13 Oct 2026 Details →
  9. 9 Works council, visibility & AI disclosure — found from sitemap www.15five.com Checked 13 Oct 2026 Details →
  10. 10 Works council, visibility & AI disclosure — found from sitemap www.15five.com Checked 13 Oct 2026 +1 earlier capture: 1 Oct 2026 Details →
  11. 11 HRIS sync, integrations & data portability — found from sitemap www.15five.com Checked 13 Oct 2026 Details →
  12. 12 HRIS sync, integrations & data portability — found from sitemap www.15five.com Checked 13 Oct 2026 Details →