Compare / Lattice
Landing Platform vs Lattice: progression that applies pay rises
Lattice sells performance, goals, engagement, compensation and growth as separate products, each priced per seat. Landing puts reviews, goals, progression and pay bands on the same record as HR, leave, timesheets and the work each person does.
Landing suits you if
- You want a progression plan that ends in a real pay change, not a note
- You want reviews next to the hours, projects and cost of each person
- You would rather pay in pounds, monthly or yearly, with no minimum spend
Where the talent stack adds up.
Great reviews. Then the modules, the minimums and the missing context.
A price per module
Performance, Goals and OKRs, and Engagement are each charged per seat, with Compensation and Grow as add-ons on top.
A yearly dollar contract
Lattice bills annually, in US dollars only, with a minimum annual spend. A UK team carries the exchange rate every renewal.
Reviews without the work
A review cycle rarely sees the hours someone logged, the projects they ran or what they cost, so the conversation starts from memory.
Landing Platform vs Lattice, line by line.
Landing covers the review and progression work, then joins it to the rest of the person's record.
| Feature | Landing Platform |  Lattice |
|---|---|---|
| Reviews and goals | Reviews, goals with owners and dates, and pay bands | Performance: reviews, calibration, promotions, PIPs; Goals and OKRs sold separately |
| Progression to a pay rise | Progression plans with goals to earn the next role; when every goal is met, one click writes the new role and pay into their history | Grow add-on: career tracks and development plans |
| Check-ins | Dated check-ins on each goal that can't be edited later, from manager and employee | 1:1s, weekly updates and feedback in every base product |
| Pay and bands | Positions, salaries and pay bands on the record, hidden by access profile from anyone who shouldn't see them | Compensation add-on: bands, benchmarks and cycles |
| Staff surveys | Forms with rating and NPS questions, logic jumps and autosave, on the same form builder as the rest of the business | Engagement: pulse surveys, eNPS and AI analysis |
| HR records, leave and org chart | Records with your own fields, the org chart, leave balances with bank holidays and part-time patterns | Not in the products on its pricing page |
| Timesheets | Filled overnight from each person's Outlook calendar, with approved leave on the timesheet by itself | Not part of the product |
| True cost of each person | Salary history costs every hour worked, so utilisation and profit per client use what people really cost | Not part of the product |
| Projects and CRM | Projects, boards, capacity, contacts, deals and invoices in the same plan | Not part of the product |
Lattice details reflect its publicly available plans as of 2026; check current details on its own site.
Moving off Lattice is our job.
We move you over one tool a month, against success criteria we agree with you up front. You don't pay until we prove each one is ready. See how a switch runs.
We map your cycle
We look at your review templates, goals, levels and bands, and agree what "ready" means, for example every current goal and pay band in place before the next cycle.
We move your data
We move your data as part of the switch: people, managers, levels, goals and pay history, so progression plans start from real figures.
You sign it off
Your HR lead checks a handful of people end to end.
But we already use Lattice.
Fair. Here are the questions people teams ask us most.
How do Landing's reviews and goals compare with Lattice?
Managers set goals with owners and dates, people check in against them, and the check-ins can't be rewritten later. Reviews and pay bands sit on the same record. The difference is the ending: when every goal on a progression plan is met, one click writes the new role and pay rise into their history.
Can we keep salaries private?
Yes. Pay sits behind access profiles, so only the people allowed to see it can. On a progression plan, the manager decides whether the target salary is shown to the employee at all.
Do we lose engagement surveys?
No. Landing's form builder runs staff surveys with rating and NPS questions, logic jumps and autosave, and the answers sit in the same system as the people who gave them.
Running a review cycle?
Get the free performance review template and structure the conversation.
“We were running PR, social scheduling and the rest of our marketing across half a dozen tools that never talked. Now we plan, schedule and measure from a single screen.”
See each person's goals, hours and pay on one page.
Thirty minutes on how you run reviews and promotions today. We'll show you what moves, what it costs and when billing would start.