# Culture Amp — Talent Management Culture Amp by Culture Amp Pty Ltd holds a panel rating of 3/5 from 6 AI judges (category median 2/5), as of 2026-10-15. Provenance: Rest of world; sovereignty: not determined. - Vendor: Culture Amp Pty Ltd (https://www.cultureamp.com) - Category: [Talent Management](https://whats-best.ai/software/talent-management.md) - Provenance (editorial classification): Rest of world - Canonical page: https://whats-best.ai/software/talent-management/culture-amp - Alternatives: https://whats-best.ai/software/talent-management/culture-amp/alternatives ([markdown](https://whats-best.ai/software/talent-management/culture-amp/alternatives.md)) - Data as of: 2026-10-20 · evaluated 2026-10-15 · oldest source captured 2026-10-01 **AI-generated.** Every score, rationale and verdict here is written by a panel of AI judges from public evidence — an analysis, not a hands-on test. Every fact quotes the vendor page it was read from. No score can be bought. How scores are made: https://whats-best.ai/methodology ## At a glance - Vendor: Culture Amp Pty Ltd - 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 ## The panel's verdict Culture Amp is a talent management platform from Culture Amp Pty Ltd of Australia whose strength is the performance review cycle: self-reflection, peer and upward feedback, manager review and calibration views, backed by precise rules on who sees what. Performance reviews score 7 to 8 and goals and feedback a flat 7; integrations and portability reach 6 to 7 on HRIS sync with Workday and BambooHR named, a documented developer API and CSV/XLSX exports. Sovereignty is the weak point at 3: hosting is the customer's choice among the United States, Europe and Australia, we found no public information on subprocessors, and the AI features run on AWS Bedrock and Google Vertex with no published region commitment. Learning and development scores 5 to 6, with no public information on succession planning, talent reviews or skills-gap analysis. Scores cluster within a point on nearly every criterion; the only two-point spread is codetermination and privacy (4 to 6, the Head of HR at the low end). Pricing transparency scores 1 to 2, with no public price figures found on the plans page. **Speaks for it:** - Full review-cycle machinery in one flow — self-reflection, peer and upward feedback, manager review, calibration views, and reminders seven and one day before close - Visibility rules documented in detail — collaborator comments never shown to the employee, personal notes private to the author, sensitive demographics hidden from scoped roles, plus an audit log of survey data extracts - HRIS sync that rebuilds the 1-on-1 hierarchy when a manager changes, with Workday and BambooHR named, SSO in every plan, and a documented developer API - Structured CSV and XLSX exports covering calibration, feedback, goals and self-reflections, with background processing for 10,000 or more subjects and a 30-day export window after termination - A configurable competency framework — nine defaults and over a hundred curated competencies across twelve job groups — linked to roles and paired with admin-customisable Skills Coach and Go1 content **Held against it:** - Sovereignty scores sit at 3: the entity named on the captured pages is Culture Amp Pty Ltd of Australia, and hosting is the customer's choice among the United States, Europe and Australia - We found no public information on a subprocessor list, and the AI features run through Culture Amp-managed VPCs into AWS Bedrock and Google Vertex with no published region commitment - Question text can be edited after a review cycle has gone live and administrators can edit reviews after sharing, with no public information on attribution of calibration rating changes - We found no public information on succession planning, talent reviews such as a nine-box, skills-gap analysis against role requirements, or learning completion tracking - We found no public information on a minimum group size for anonymous survey or upward-feedback results, or on retention rules per data type beyond one blanket statement with backups kept up to 90 days **Best for:** - You want a complete review cycle — self-reflection, peer and upward feedback, manager review with calibration — and permission documentation detailed enough to negotiate a works agreement - Your HR system is Workday or BambooHR and you want manager relationships and the 1-on-1 hierarchy to build themselves from an HRIS sync, with SSO included in every plan - You need your people data out as well as in — calibration, feedback, goal and self-reflection exports in CSV or XLSX, plus a documented developer API for bespoke analysis - You are rolling out development plans on a configurable competency framework with curated learning content rather than buying for succession analytics **Avoid if:** - You require European hosting as the default and a European contracting entity — hosting in Europe is an option alongside the United States and Australia, and we found no public information on which entity contracts for a European customer - You need an audit-locked review process — the captured pages state that question text can be edited while a cycle is live and that administrators can edit reviews after sharing - Your priority is succession planning, talent reviews or skills-gap analytics — learning and development scores cluster at 5 to 6, and the captured pages document development planning rather than talent measurement ## Scores by judge and criterion Scores out of 5, each judge scoring independently against the published rubric (v1). "n/r" = not rated: the vendor publishes no price. | Criterion | The Head of HR | The Managing Director | The People Analyst | The Works Council Member | The HR IT Integrator | The Skeptic | | --- | --- | --- | --- | --- | --- | --- | | Performance reviews & calibration | 3.5/5 | 4/5 | 3.5/5 | 4/5 | 4/5 | 4/5 | | Goals, OKRs & continuous feedback | 3.5/5 | 3.5/5 | 3.5/5 | 3.5/5 | 3.5/5 | 3.5/5 | | Learning, skills & succession | 2.5/5 | 2.5/5 | 2.5/5 | 2.5/5 | 2.5/5 | 3/5 | | Works council, visibility & AI disclosure | 2/5 | 3/5 | 3/5 | 3/5 | 3/5 | 3/5 | | HRIS sync, integrations & data portability | 3.5/5 | 3.5/5 | 3/5 | 3/5 | 3.5/5 | 3.5/5 | | European sovereignty | 1.5/5 | 1.5/5 | 1.5/5 | 1.5/5 | 1.5/5 | 1.5/5 | | Pricing transparency | n/r | n/r | n/r | n/r | n/r | n/r | | **Weighted verdict** | **3/5** | **3/5** | **3/5** | **3/5** | **3/5** | **3/5** | ### The judges - **The Head of HR** (v1.0): 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. - **The Managing Director** (v1.0): Runs a sixty-person company without a talent team and wants goals everyone can see, regular one-to-ones that actually happen, and a yearly conversation that is prepared rather than improvised. Has no patience for a suite that needs a consultant before the first review goes out. - **The People Analyst** (v1.0): Owns the skills model, the succession bench and the training budget. Wants skills profiles with gaps against role requirements, learning tied to those gaps rather than to a course catalogue, talent reviews per key role, and data that can be exported and analysed outside the tool. - **The Works Council Member** (v1.0): Has to sign the works agreement before any of this goes live. Asks who can read a manager's private note, how small a team may be before survey results stop being anonymous, how long ratings are kept, and whether any AI feature summarises or scores colleagues without a human deciding. - **The HR IT Integrator** (v1.0): Connects the tool to the HR system and the identity provider and will be asked for the data when the contract ends. Wants org chart and manager relations synced from the HRIS, SSO and SCIM, a documented API, and a full export of reviews and goals rather than one PDF per person. - **The Skeptic** (v1.0): Has heard "high-performance culture", "bias-free reviews" and "AI-powered growth" from every vendor. Reads for the anonymity threshold behind the anonymous survey, what the AI review summary was built from, whether the "skills engine" is more than a tag list, and whether five years of reviews leave with the customer. ## European sovereignty — proven facts Built only from facts on the vendor's own pages; a dimension we could not prove is left open, never scored as zero. Headline: not determined. | Dimension | Finding | Points | Source | |---|---|---|---| | Legal entity | Not determined | — | — | | Ownership | Not determined | — | — | | Data residency | Not determined | — | — | | Subprocessors | Not determined | — | — | ## Key facts Each fact is the vendor's own statement, cited to the source page it was read from ([S*n*] → Sources). **Compliance** - Certifications: GDPR · CCPA · ISO 27001 · SOC II Type I [S2] - EU scc: yes [S3] - ISO 27001: yes [S3] - Lead supervisory authority: UK Information Commissioner's Office [S3] - Privacy contacts: security@cultureamp.com · privacy@cultureamp.com [S3] - Security DPA: Data Processing Addendum [S4] **Data** - Benchmarking: yes [S4] - Collected types: contact information · sensitive information · usage information · device and browser data · cookies and page tags · log data · referral data [S3] - Customer data ownership: yes [S4] - Export format: CSV · yes [S3] - Export period days: 30 · yes [S4] - Platform data rights channel: Customer/Company [S3] - Platform intelligence license: business purposes · non-exclusive, perpetual [S4] - Retention backups: until Customer requests deletion or as legally required · 90 [S3] - Service improvement: yes [S4] **Hosting** - Llm infrastructure: Culture Amp managed VPCs via LLM proxy · AWS Bedrock · Google Vertex [S3] - Server locations: United States · Europe · Australia · customer choice [S3] - Support data location: Ireland [S3] **Integrations** - API: yes [S1] - API: Integrations & API [S7] - API available: yes [S5] - API available: yes [S1] - API documentation: yes [S13] - API page available: Integrations & API linked in site navigation [S10] - Categories: API · HRIS integrations · Compensation · Flow-of-work · Learning and development [S13] - Data extract: yes [S13] - Developer API: Developer API to connect people data to other systems, bespoke analysis [S13] - Hris import: Workday · BambooHR · yes [S3] - Hris sync: every major HR SaaS product · yes [S1] - Hris sync: integrates with major HR SaaS products; sync data from HRIS [S1] - Partner ecosystem: yes [S13] - Skills coach courses: Meeting Mastery · Feedback · Coaching · communication competency [S9] - SSO: Google · Company SSO provider · yes [S3] **Legal** - Agreement documents: Service Order · Data Processing Addendum · AI Addendum · Product Specific Terms · General Terms · as listed [S4] - Amendments apply at renewal: yes [S4] - Contracting entity australia: Culture Amp Pty Ltd · Australia/New Zealand [S4] - Contracting entity dach: Culture Amp GmbH · Germany/Austria/Switzerland [S4] - Contracting entity UK: Culture Amp UK Ltd · UK [S4] - Contracting entity US: Culture Amp Inc. · US/Canada [S4] - Controller role: controller · controller · processor [S3] - Copyright: Culture Amp Pty Ltd [S7] - Copyright entity: Culture Amp Pty Ltd [S5] - Entity: Culture Amp Pty Ltd [S1] - Entity: 138 600 987 · Culture Amp Pty Ltd · Level 2, 29 Stewart Street, Melbourne VIC 3121, Australia [S3] - Entity: Culture Amp Pty Ltd [S1] - EU processing bases: consent · contract · legitimate interests [S3] - Governing law UK: UK · England and Wales [S4] - Governing law US: US/Canada · Delaware [S4] - Last updated: 2 July, 2025 [S3] - Liability DPA super cap: fees in 12 months preceding breach · 5 [S4] - Liability general cap: fees paid or payable in 12 months preceding claim [S4] - Renewal notice days: 12 · 90 [S4] - Termination for breach cure days: 30 [S4] - Version date: July 2026 [S4] **Pricing** - Free trials: yes · yes [S4] - Payment terms: 30 · yes [S4] - Plans page exists: yes [S5] - Tax exclusive: yes [S4] - User tier overage: pro rata or higher pricing tier [S4] **Product** - 1on1 purpose: Tool for preparing and conducting 1-on-1 conversations with managers, direct reports, and colleagues [S8] - Account admin scope: Account Administrator manages global account settings, employee data, and user permissions across all modules [S12] - Account config API: yes [S12] - Account config role: Account Configuration Full Permissions is for technical account setup without access to employee/survey data [S12] - Account config SSO: yes [S12] - Admin competency control: yes · yes · yes [S9] - Admin dashboards: yes · Self-Reflections · Peer & Upward Feedback · Manager Reviews [S6] - Admin submit review on behalf: yes [S6] - AI coach: AI Coach built into Engage and Perform [S2] - AI coach: AI Coach (New) [S7] - AI coach performance: AI Coach in Performance · account level [S6] - AI features: Comment Summaries Feature in Engage · yes [S3] - AI highlights opportunities: Highlights and Opportunities · yes [S6] - AI mcp claude chatgpt: Culture Amp integrates with Claude and ChatGPT, answerable on a team's own data [S1] - AI platform description: Culture Amp pairs 15+ years of People Science with AI [S1] - AI suggest improvements: managers · peers · direct reports · Improve · Suggest Improvements [S6] - AI summary visibility: managers · admins · 2 [S6] - Anytime feedback privacy: yes [S14] - Anytime feedback report export: Manager requested feedback · Inactive managers · Inactive employees · yes [S14] - Archive reactivate: yes · yes [S8] - Archiving: yes · yes [S8] - Assigned topics: Assigned Topics auto-appear in agenda based on role, team, or location; only Account Admins can recall or remove them [S8] - Auto create hierarchy: file upload · HRIS sync · manual update [S8] - Auto reappear: 24 [S8] - Automatic upward feedback: yes [S6] - Bookmarks: yes · yes [S8] - Bookmarks: Bookmarks let users highlight Check-ins, Highlights, Challenges, User Topics, Actions, and Notes to return to later [S8] - Business impact claim: profitability_increase_claim · percent · 11 [S10] - Calendar integration: Google · Outlook · iCal · yes [S8] - Calibration export: CSV · yes [S14] - Calibration ratings import: yes [S6] - Calibration reports: yes [S5] - Calibration views: Calibration Views [S6] - Calibrations: Calibrations feature [S7] - Career paths: Create, share, and maintain role descriptions and competencies [S10] - Case study unifonic: 30% increase in sustained employee productivity · Unifonic [S1] - Check in sliders: yes · no · no [S8] - Checkin reappearance: 24 [S8] - Children age: 16 [S3] - Collaborator comment visibility: manager · performance administrators · HRBPs · no [S6] - Communications default on: yes [S6] - Compensation ratings prerequisite: cycle closed before compensation reviews use ratings [S6] - Competency based transition: 2024-01-30 · competencies [S9] - Competency levels: yes [S9] - Competency role linking: yes [S9] - Competency templates: 12 · 100 [S9] - Continuous performance modules: 360 degree feedback · goals · 1-on-1s [S5] - Cookie management: yes [S3] - Core features always included: 1-on-1 conversations · Shoutouts · Skills Coach [S2] - Customer count: 6,000+ [S1] - Customer count: 6,000+ [S1] - Customer count claim: 6000 [S5] - Customer publicity opt out: yes · yes [S4] - Customizable reviews: yes [S5] - Cycle close readonly: yes [S6] - Cycle reopen: yes [S6] - Cycle tabs: Self-reflection · Peer and upward Feedback · Manager Review [S6] - Default competencies: 9 · yes [S9] - Default filters: Business Unit · Country · Department · Division · Gender · Reporting Line · Job Title · Level · Location · Manager · Status · Employee Status · Employment Type · yes [S6] - Deidentified processing: benchmarking · text analytics · linkage analysis · attrition prediction · algorithm improvements · service development [S3] - Delete feedback: yes [S6] - Develop availability: yes · subscription includes Develop [S9] - Development full: Development Full Permissions: org-wide Development reporting, Career Pathways, Skills Coach [S12] - Discussed topics: Checked-off agenda items move to Discussed section grouped by date; cadence learning from marking discussed [S8] - Discussed topics history: Checked-off agenda items move to Discussed section grouped by date; past conversations also dated [S8] - Edit after share: Performance administrators · Performance HR business partners · yes [S6] - Employee data full: Employee Data Full Permissions manages employee directory, HRIS integrations, sensitive demographics [S12] - Employee data limited sensitive: yes [S12] - Engage features: AI Coach · Performance Culture Quadrant diagnostic survey · Retention Insights · DEI survey · Ready-to-use surveys · AI comment summaries · Proven action plans · Pulse surveys · Onboarding/offboarding survey · Benchmarking [S2] - Enterprise tier: 24/5 chat and email · Manager & executive trainings · Results call with People Scientist · One-on-one coaching · Group coaching · Pre-launch review · On-demand resources · 1000+ [S2] - Every plan includes: AI Coach · Multilingual platform · SSO & encryption · Shoutouts for providing praise · HRIS integrations · Enterprise-grade security · 1-on-1 templates · Slack & MS Teams integrations · Full GDPR & SOC2 compliance [S2] - Export file types: CSV · XLSX [S14] - Export language option: yes [S14] - Export skills plans: yes [S9] - Feedback request limit recommendation: recommendation · 5 [S6] - Feedback tools: 360 degree feedback, goals, and 1-on-1s [S7] - Filter sort persistence: yes [S8] - Filter sort persistence: yes [S8] - Free text growth note: yes [S9] - Free text strengths: yes [S9] - Goal alignment: Align individual goals to company objectives [S7] - Goal alignment: yes [S5] - Goal creation export: total goal numbers · draft vs published goals · total account users · percentage of users with a goal · yes [S14] - Goal mapping: Map goals across teams and departments [S7] - Goal requirement: 1 [S9] - Goal usage export: Key Results · Alignment details · demographics · yes [S14] - Goals scoped structure: organizational structure [S12] - Growth area requirement: 1 [S9] - Highlights challenges: managers · individual contributors [S8] - Historical data retention: yes [S9] - Hris scope updates: yes [S12] - Inactivity nudges: Email · Slack · Microsoft Teams · 6 [S8] - Inactivity nudges: 6 [S8] - Indemnity ip: yes [S4] - Individual feedback visibility: sender and recipient only [S3] **Support** - Ask a person: Support conversations connect to Product Support Specialists via 'Ask a Person' [S8] - Channel: Support via support conversation; support@cultureamp.com [S8] - Channel: support conversation [S9] - Legal notices email: legal@cultureamp.com [S4] - Onboarding: 24/5 chat and email · varies by service tier [S2] - Trusted companies: 6000 [S7] 84 more facts on the canonical page: https://whats-best.ai/software/talent-management/culture-amp ## Questions ### Is Culture Amp European? No. whats-best.ai classifies Culture Amp as Rest of world. ### Where does Culture Amp store data? Not stated on the vendor’s pages as of 13 Oct 2026. ### Does Culture Amp have a free plan? Not stated on the vendor’s pages as of 13 Oct 2026. ### What are the best alternatives to Culture Amp? As of 15 Oct 2026, the panel rates [Small Improvements (3/5)](https://whats-best.ai/software/talent-management/small-improvements), [Leapsome (2.5/5)](https://whats-best.ai/software/talent-management/leapsome) and [Betterworks (2.5/5)](https://whats-best.ai/software/talent-management/betterworks) 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](https://whats-best.ai/software/talent-management/small-improvements) (EU-Made). Ratings are the AI panel’s opinion, formed from public evidence: [how scores are made](https://whats-best.ai/methodology#ordering). The full list, with European products first: [Culture Amp alternatives](https://whats-best.ai/software/talent-management/culture-amp/alternatives). ## What this page leaves out - 66 product facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 8 legal facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 6 support facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 4 compliance facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 4 integrations facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 2 data facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 2 pricing facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 2 subprocessors facts could not be confirmed on the vendor’s page as captured and were left out of this page and of the panel’s material. - 3 sovereignty dimensions could not be confirmed on the vendor’s own pages and are shown as unknown. - 6 of the readings below were written against an earlier fact sheet — a fact has been corrected, added or pulled since. Until the panel next runs on this product you are reading the older judgement. ## Sources - [S1] Vendor homepage: https://www.cultureamp.com/ (checked 2026-10-13) - [S2] Pricing page: https://www.cultureamp.com/platform/plans-and-pricing (checked 2026-10-13) - [S3] Privacy policy: https://www.cultureamp.com/company/legal/privacy-policy (checked 2026-10-13) - [S4] Terms of service: https://www.cultureamp.com/company/legal/terms (checked 2026-10-13) - [S5] Performance reviews & calibration — found from sitemap: https://www.cultureamp.com/platform/perform/performance-review-software (checked 2026-10-13) - [S6] Performance reviews & calibration — found from sitemap: https://support.cultureamp.com/en/articles/10422848-admin-guide-tracking-and-managing-a-performance-review-cycle (checked 2026-10-13) - [S7] Goals, OKRs & continuous feedback — found from sitemap: https://www.cultureamp.com/platform/perform/goal-management-software (checked 2026-10-13) - [S8] Goals, OKRs & continuous feedback — found from sitemap: https://support.cultureamp.com/en/articles/9258377-1-on-1-conversations (checked 2026-10-13) - [S9] Learning, skills & succession — found from sitemap: https://support.cultureamp.com/en/articles/8349777-competency-based-development-planning (checked 2026-10-13) - [S10] Learning, skills & succession — found from sitemap: https://www.cultureamp.com/platform/perform/employee-development-plans (checked 2026-10-13) - [S11] Works council, visibility & AI disclosure — found from sitemap: https://www.cultureamp.com/company/legal/ai-addendum (checked 2026-10-13) - [S12] Works council, visibility & AI disclosure — found from sitemap: https://support.cultureamp.com/en/articles/9972270-role-permissions-breakdown (checked 2026-10-13) - [S13] HRIS sync, integrations & data portability — found from sitemap: https://www.cultureamp.com/platform/integrations (checked 2026-10-13) - [S14] HRIS sync, integrations & data portability — found from sitemap: https://support.cultureamp.com/en/articles/7048413-exporting-performance-data (checked 2026-10-13) --- Cite as: whats-best.ai, "Culture Amp — Talent Management", AI panel analysis, as of 2026-10-20. https://whats-best.ai/software/talent-management/culture-amp Corrections: https://whats-best.ai/correct/531?target=page