ChartHop Review (2026): People Analytics And Org Planning Platform For HRIS Data, Org Charts, Headcount Planning, Compensation

People analytics and org planning platform for HRIS data, org charts, headcount planning, compensation, performance, and engagement

Updated June 19, 2026

By James Han · How we review

4.2 MAQTOOB rating

Our Verdict

ChartHop is a practical choice when leaders cannot see people data clearly across HRIS, spreadsheets, org charts, compensation work, and planning meetings. It turns workforce data into views that HR, finance, managers, and executives can use for decisions.

Before moving data over, connect a small but real people-data set and test the org chart, analytics, permissions, and planning workflow. If you only need a basic employee directory, you may prefer BambooHR, Zoho People, or your existing HRIS. If your company plans headcount, pay cycles, and org changes across teams, ChartHop can be useful.

A good fit if you

  • People operations teams visualizing company structure and employee data.
  • Finance and HR teams planning headcount and compensation cycles.
  • Executives and managers who need clear org context before making people decisions.

Look elsewhere if you

  • Small teams that only need a basic directory or org chart.
  • Companies that do not have clean employee data to connect.
  • Users who want a simple HRIS without analytics or planning modules.
Next step: write down the problem you need solved, check the pricing details, test one real workflow, then compare alternatives before you pay.

What Is ChartHop?

ChartHop is a people operations platform that brings people data, org charts, analytics, planning, compensation, performance, engagement, goals, and HRIS modules into one visual workspace.

It is usually evaluated by HR and finance teams that need a clearer view of headcount, team structure, and people decisions.

ChartHop Pros and Cons

Pros

  • ChartHop Core — Helps teams manage charthop core inside the main workflow, instead of leaving that job in disconnected tools.
  • HRIS — Helps teams manage hris inside the main workflow, instead of leaving that job in disconnected tools.
  • Headcount Planning — Helps teams manage headcount planning inside the main workflow, instead of leaving that job in disconnected tools.
  • People ops teams replacing spreadsheet org charts — Works well when employee data, org charts, and team changes need to be visible in one workspace.

Cons

  • Small teams that only need a basic — Poor fit for small teams that only need a basic directory or org chart; those teams should choose a workflow built around that need.
  • Do not have clean employee data — Poor fit for companies that do not have clean employee data to connect; those teams should choose a workflow built around that need.
  • Want a simple HRIS without analytics — Poor fit for users who want a simple hris without analytics or planning modules; those teams should choose a workflow built around that need.

Key Features

Feature What it does Plan fit
ChartHop Core People analytics, dashboards, AI insights, org chart, employee profiles, map view, and calendar. Core
HRIS Adds a people-data system. Add-on module
Headcount Planning Plans, approves, and tracks headcount. Add-on module
Compensation Runs merit, promotion, and equity cycles. Add-on module
Performance, Engagement, Goals Adds employee review, survey, and goal workflows. Add-on modules

Who Uses ChartHop — and For What

People ops teams replacing spreadsheet org charts

Use ChartHop when employee data, org charts, and team changes need to be visible in one workspace.

Core is the starting point.

Finance teams planning headcount with HR

It fits when hiring plans, approvals, and budget conversations need shared data.

Add Headcount Planning.

HR teams running pay or performance cycles

Use it when compensation or review decisions need to connect with org context.

Add Compensation or Performance as needed.

Pricing

Plan Price Use case / notes
ChartHop Core $5 per employee/month People analytics, org chart, employee profiles, AI insights, dashboards, map, and calendar.
HRIS $4 per employee/month Add-on module.
Headcount Planning $4 per employee/month Add-on module.
Compensation $4 per employee/month Add-on module.
Performance $4 per employee/month Add-on module.
Engagement / Goals $3 per employee/month Add-on modules.
Demo Available official page includes Book a Demo; no public free trial was found.

Source: Official pricing page.

The table above contains the public prices from the official source. No separate public free trial was found. Confirm the current billing term, promotion, renewal price, taxes, and add-ons before subscribing.

Prices checked 2026-06-17 against official product sources.

Integrations

ChartHop should be checked against the HRIS, payroll, identity provider, finance planning tool, compensation data, engagement survey tool, and any data warehouse or reporting process. Ask how permissions work so sensitive pay, performance, and planning data are only visible to the right users.

Getting Started: What Implementation Actually Takes

Start with Core and one important decision workflow, such as a headcount meeting or compensation cycle. Load a limited data set first, then test permissions and the views managers will actually use.

Before subscribing, confirm data sources, refresh frequency, permission rules, module costs, annual billing, implementation support, and whether leaders will use the visual reports instead of asking for spreadsheets.

What Users Say

G2 4.3/5 · 164 reviews Capterra 4.6/5 · 79 reviews GetApp 4.6/5 · 79 reviews Software Advice 4.6/5 · 79 reviews TrustRadius 8.5/10 · 23 reviews

What works well

  • Users praise ChartHop for Ease of Use, Features, Org Chart, Comprehensive Features.
  • The useful positive pattern is whether the product makes the day-to-day workflow easier for the team that will use it.

What gets frustrating

  • Users complain about Limited Customization, Missing Features, Complexity, Integration Issues.
  • The main buying risk is choosing the product before testing the exact workflow, support path, and reporting needs.
MAQTOOB take: Use the review scores as a starting point for ChartHop, then run a real trial or demo. Confirm the daily workflow, setup effort, support access, integrations, reporting, and export path before rollout.

Top ChartHop Alternatives

  • Choose Lattice if Lattice is a closer fit when performance, engagement, and employee development matter more than org planning.
  • Choose HiBob if HiBob may fit companies that want a broader HRIS with people engagement and HR operations.
  • Choose 15Five if 15Five is worth comparing if continuous feedback, goals, engagement, and manager habits are the main focus.

Frequently Asked Questions

Does ChartHop publish pricing?

Yes. ChartHop lists Core and module prices per employee per month, billed annually.

Does ChartHop offer a free trial?

No public free trial was found on the official page. The page offers Book a Demo.

Can ChartHop Core be used without modules?

Yes. The official pricing FAQ says Core is a complete product on its own and modules can be added later.

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