Talent Management
The Best OKR Software of 2026
A shortlist of OKR software ranked from verified product data, so you can compare goal alignment, progress tracking, integrations and real pricing instead of vendor claims. Every score traces back to a fact we checked against vendor documentation and public sources.
- products ranked
- 4
- per employee per month
- $8–$11
- last updated
LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings are computed without knowing which vendors pay us.
How we make money
LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings are computed without knowing which vendors pay us.
Our top picks
- Best overall
Highest LeadChange Score here (5.6/10), with 6 of 10 core OKR capabilities verified.
- Best for enterprises
Highest score among products that list enterprises as a target segment, with security and integrations weighted more.
From $8/employee/mo
OKR Software ranked by LeadChange Score
Ranked by LeadChange Score from verified facts. Prices are list prices as published by each vendor.
Leapsome
Best for Teams wanting HRIS plus talent modules in one record
Leapsome combines an HRIS foundation with performance, goals, engagement and learning modules, for companies of roughly 20 to 2,000 employees. Only platform-level prices are published, in EUR, so module costs require a conversation with sales.
- Pricing model
- Per employee
- SOC 2 Type II
- Yes
Betterworks
Best for Mid-market and enterprise performance programs
Betterworks suits mid-market and enterprise teams that want goals, OKRs, feedback and calibration in one performance platform with published per-user pricing. The trade-off is that calibration, succession and skills features sit in the $9 tier, and Enterprise pricing is custom.
- Pricing model
- Per user
- SOC 2 Type II
- Yes
15Five
Best for Mid-market HR teams running reviews and engagement together
15Five suits mid-market and enterprise HR teams (most commonly 100-1000+ employees) that want performance reviews, OKRs and engagement surveys in one per-user platform. The trade-off is that coaching, manager content, AI assistants and compensation are priced as add-ons on top of the $4 to $16 plans.
- Pricing model
- Per user
- SOC 2 Type II
- Yes
Lattice
Best for Teams running performance reviews with calibration
Lattice suits small, mid-market and enterprise HR teams that want performance, goals, engagement and compensation modules priced publicly per seat. The trade-off is that each module is priced separately, so total cost depends on which products are combined, and Enterprise is a custom quote.
- Pricing model
- Per user
Compare the top 4 side by side
| Product | Score | Starting price per employee | Pricing model | Open API | SOC 2 Type II | ISO 27001 |
|---|---|---|---|---|---|---|
| Leapsome | 5.6 | Not available | Per employee | |||
| Betterworks | 5.3 | $8/employee/mo | Per user | |||
| 15Five | 4.7 | $11/employee/mo | Per user | Not available | ||
| Lattice | 4.5 | $8/employee/mo | Per user | Not available | Not available |
Pricing at a glance
Monthly list cost from each vendor’s published base and per-employee prices, before discounts.
10 employees
$80–$110/mo
Median $80/mo
Published list prices of 3 products at 10 employees
50 employees
$400–$550/mo
Median $400/mo
Published list prices of 3 products at 50 employees
200 employees
$1,600–$2,200/mo
Median $1,600/mo
Published list prices of 3 products at 200 employees
- Per user per month
- A monthly fee for each person who sets or updates goals. The most common model, and costs rise with headcount.
- Tiered by features
- Plans separate basic goal tracking from integrations, advanced reporting and admin controls. Check which tier includes the integrations you need.
- Freemium
- A free plan with limits on users, objectives or history, intended to convert teams to paid plans.
- Bundled with performance suite
- Goal tracking included in a performance or HR platform. Lower incremental cost, but less specialized.
- Custom quote
- Enterprise pricing based on seats, services and security requirements.
How to choose OKR software
OKR tools succeed when people update them in a few minutes a week. Choose for how easily a manager can set aligned goals, how little effort a check-in takes, and how well progress data arrives from systems you already use.
Test with a real quarter: enter one company objective, two team objectives and a few key results, then run a weekly check-in.
Alignment and cascading
The main value of OKRs is showing how team goals support company goals, and rigid trees or a lack of cross-links limit that.
Check-in experience
If an update takes more than a few minutes, people stop doing it and the data decays.
Automated progress from data sources
Key results tied to a metric update themselves and are less open to opinion.
Scoring and confidence methods
Teams grade differently, and the tool should support your approach, such as percent complete, 0 to 1 scoring or confidence status.
Reporting and review cadence
Leaders need to see risk early, not at the end of the quarter.
Permissions and visibility
Transparency is a core OKR practice, but some goals need to be private.
Requirements by company size
Small businesses
- Quick setup with templates for objectives and key results
- Simple weekly check-ins by email or chat
- Low per-user pricing or a free tier
Watch out for
- Tools designed for large hierarchies that are too heavy to maintain
- Minimum seat counts above your headcount
- Features that need a dedicated program manager
Mid-sized companies
- Cross-team alignment views
- Automated updates from key business systems
- Dashboards by department for leadership reviews
Watch out for
- Per-user pricing when everyone needs to see goals
- Inconsistent goal quality across departments
- Weak HRIS sync that leaves reporting lines out of date
Enterprises
- Single sign-on and role-based permissions
- Multiple cycles and business units in one account
- Admin controls, audit logs and API access
Watch out for
- Implementation and change-management services
- Heavy customization that complicates upgrades
- Duplicate goal-setting inside the performance management suite
Red flags
- No way to export all objectives, key results and history
- Check-ins that require opening the full application
- Alignment shown only as a rigid tree with no cross-team links
- Pricing that requires paying for every employee even when only managers set goals
- Reports that cannot show which key results are at risk
Popular alternatives
Integrations for OKR software
Apps with documented integrations across the products ranked on this page.
Related subcategories
- Performance Management Software
Goals, reviews, feedback and calibration for employee performance.
12 products ranked
- People Analytics
Workforce dashboards and analytics across HR data.
- Employee Engagement Software
Engagement surveys, analytics and action planning.
10 products ranked
- Talent Management Software
Suites that connect performance, learning, succession and career growth.
9 products ranked
- Employee Survey Software
Pulse, lifecycle and custom employee surveys.
5 products ranked
- Corporate LMS
Course delivery, compliance training and learning paths for employees.
- Employee Recognition Software
Peer recognition, rewards and milestone celebrations.
- Succession Planning
Critical roles, successor slates and readiness tracking.
Frequently asked questions
What is OKR software?
OKR software helps organizations set objectives and measurable key results, link them across teams, and track progress through regular check-ins. It provides dashboards that show alignment and risk. It replaces scattered spreadsheets and slide decks with one shared record of goals and results.
Do I need OKR software or is a spreadsheet enough?
A spreadsheet is enough for a small team running OKRs for the first time. Move to software when several teams need to align, updates are being missed, or leaders cannot see risk quickly. Software helps with visibility and automation, not with choosing the right goals.
OKR software for small business: what should I look for?
Look for fast setup, simple check-ins by email or chat, templates and low per-user pricing or a free plan. Avoid tools built for large hierarchies that need a program manager. Check minimum seat counts and which integrations are included in the entry plan.
How much does OKR software cost?
Most tools charge per user per month, with tiers that separate basic tracking from integrations, reporting and admin controls. Some offer a free plan with limits. Ask whether viewers pay, which tier includes your integrations, and what renewals cost. Our category data shows current starting prices.
Is free OKR software worth it?
For a small team, often yes. Free plans typically limit users, objectives or history, and may exclude integrations or exports. Test whether the limits fit one full quarter and confirm you can export your data. Move to a paid plan only when a missing feature costs you more than the subscription.
OKR software vs performance management software: what is the difference?
OKR software focuses on aligning and tracking goals across the organization. Performance management software handles reviews, feedback and development, and often includes a basic goal module. If you only need goal visibility, OKR software is enough. If you want goals connected to reviews, check how tightly the two are linked.
Should OKRs be tied to compensation?
Tying OKRs directly to pay is a management choice, not a legal requirement, and it can push teams toward easy goals. Whatever you choose, your tool should let you separate goal tracking from review and bonus decisions.
How we research
Products are ranked by the LeadChange Score, computed only from verified facts: capability coverage (30%), pricing transparency and value (20%), integrations and API (15%), security and compliance (15%), fit and support (10%) and data confidence (10%), times a category fit that lowers products built for another job. Payment never changes a score or a position.
Facts, not impressions
Every input is a fact verified against vendors’ official documentation, with the date we last checked it.
Missing data scores zero
We never assume a feature; unverified items lower the confidence label.
Independent of revenue
Rankings are computed before and without knowing which vendors pay us.
Changelog
First published.
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