- HRIS and Employee Data Management: Centralizes employee records, documents and e-signatures, absence management and payroll preparation. Advanced workflows and approvals automate the routine steps so HR spends less time chasing paperwork.
- Performance and 360° Reviews: Runs self, peer and manager reviews with best practice question libraries, flexible templates and visibility rules. Drag and drop calibration and cross cycle analytics keep assessments consistent between rounds.
- Goals and OKR Management: Aligns company, team and individual objectives with automatic progress tracking, a goal tree view and update reminders. A Jira integration pulls delivery work into the same picture.
- Employee Engagement Surveys: Ships a science backed question library plus onboarding and offboarding surveys, then turns results into post survey action plans. Benchmarking, turnover analysis and DEI analytics show where sentiment is moving.
- Continuous Feedback and Recognition: Lets anyone give or request competency based feedback and post public praise tied to company values. Past feedback is available inside later meetings and reviews rather than lost in a thread.
- One-on-One and Team Meetings: Provides reusable agenda templates, shared and private notes, assigned action items and calendar integrations. External participants can join a meeting without a full seat.
- Learning Paths and Onboarding: Builds personalized learning with videos and quizzes, automates onboarding journeys, and imports courses via SCORM, AICC, xAPI or CMI5. LinkedIn Learning and GoodHabitz content plug in directly.
- AI Agents: Leapsome’s AI layer drafts reviews in one click, captures and summarizes meetings, answers policy questions and builds workflows or forms from a prompt. It is included with every module rather than sold as an upgrade.
Leapsome
Employee performance management, engagement, learning, and development.
Updated July 28, 2026
Leapsome Overview
Leapsome is an all-in-one people enablement platform designed to support employee growth and organizational success. It combines an HRIS with performance management, employee engagement, learning and compensation tooling, and more than 2,000 organizations run on it.
The platform is modular: a company buys the processes it needs, from employee records and absence management to reviews, OKRs, surveys and learning paths, and everything shares one people data set. AI Agents, workflows and analytics come with every module, the platform is available in 38 languages, and Leapsome quotes each customer individually rather than publishing per seat prices.
Key Features
Pricing
| Pricing Element | What Leapsome Publishes |
|---|---|
| List price | Not published. Leapsome asks buyers to contact sales for a customized quote, and its pricing FAQ says cost depends on employee count, contract length and which modules you buy. |
| How it is packaged | Modular. HRIS, Reviews, Surveys, Goals, Learning and Compensation can be bought on their own or combined, with Recruiting and Time Tracking listed as early access. Multi module and user volume discounts are applied inside the quote. |
| Included with every module | AI Agents, Workflows, Analytics, Q&A Boards, Meetings, Instant Feedback, Competencies, Whistleblowing and the Form Builder, plus HRIS migration support, SSO, 38 platform languages and the Leapsome Academy course library. |
| Paid add-ons | Compensation benchmarks and ready made learning content sit outside the module list and are quoted separately. |
| Free trial | 14 days, no credit card required. There is no free plan. |
| Contract terms | Annual only, with a one year minimum term. Leapsome states there is no setup fee and no hidden costs, and it offers special rates for startups and NGOs on request. |
| Switching offer | Buyers still locked into another HRIS contract pay nothing for the Leapsome platform while that contract runs, through March 2027 at the latest. |
Pricing source: https://www.leapsome.com/pricing
Pros
| Competitor | Pros of Leapsome |
|---|---|
| Lattice | Leapsome runs HRIS, reviews, engagement, goals, surveys, learning, compensation and AI Agents on one connected data set, so teams stop stitching tools together. Lattice publishes a $13 per seat per month core package but charges $4 and $6 per seat on top for growth and compensation, and sets a $4,000 minimum annual agreement, which puts a floor under small deployments. |
| Culture Amp | Leapsome goes past engagement surveys into actual HR administration: employee records, absence management, documents and e-signatures, payroll preparation and time tracking all live in the same system. Culture Amp does not publish pricing either, so neither vendor lets you budget without a sales call. |
| HiBob | Leapsome pairs a full learning module, with SCORM, AICC, xAPI and CMI5 course upload plus LinkedIn Learning and GoodHabitz integrations, to its performance and goals tooling. That combination is stronger than what HiBob offers around development, and Leapsome throws in HRIS migration support at no extra cost. |
| 15Five | Leapsome ties learning paths directly to feedback, competencies and development goals rather than selling them as separate SKUs. 15Five splits the same ground into Engage at $4, Perform at $11 and Total Platform at $16 per user per month billed annually, with coaching content another $49 per manager per month. |
| Workday HCM | Leapsome is modular by design, so a buyer can start with one module and add others as needs grow, and it ships in 38 languages with SSO, encryption and an ISO 27001 certified platform. Rollout is fast: Leapsome says full implementation usually takes one to four weeks, which is a different order of effort from a Workday programme. |
Cons
| Competitor | Cons of Leapsome |
|---|---|
| Lattice | Lattice tells you what a seat costs before you talk to anyone, while every Leapsome number arrives through a sales conversation. Reviewers on G2 also point at Leapsome analytics that are hard to customize and export, which matters if you want the deeper talent review and DEIB cuts Lattice leans on. |
| Culture Amp | Culture Amp is a survey science specialist with a deeper benchmarking library, and that focus shows in how it frames engagement results. Leapsome covers surveys as one module among many, so a team buying purely for engagement measurement may find the breadth beside the point. |
| HiBob | HiBob handles global HR administration and regional compliance in more depth, including payroll and benefits complexity across countries. Leapsome prepares payroll and integrates with payroll providers rather than running it, so multi country payroll still needs another vendor. |
| 15Five | 15Five is simpler to switch on and lets a buyer start at $4 per user per month for engagement alone. Leapsome commits you to an annual contract with a one year minimum term and no month to month option, and its own reviewers describe a steep admin learning curve during setup. |
| Workday HCM | Workday spans HR, finance, payroll and planning as one ecosystem for very large enterprises, which Leapsome does not attempt. Leapsome also has no dedicated iOS or Android app, so employees work through the mobile browser, and its dedicated Customer Success onboarding is reserved for larger annual contracts rather than every customer. |
Reviews
- Capterra Review (Rating: 4.6/5): Leapsome delivers a well-designed experience that supports meaningful performance conversations, and the goal-setting, feedback, and review cycles feel intuitive and easy to run without confusion.
- G2 Review (Rating: 4.8/5): Across 2,515 reviews the recurring praise is that employees pick the interface up without training while reviews, OKRs, surveys, learning and meeting agendas all sit in one place. An enterprise quality assurance associate titled a 5/5 review “Powerful All-in-One HR Platform That’s Surprisingly Easy to Use” and still listed real friction: complex backend settings during setup, too many automated email and Slack reminders, no dedicated mobile app, and analytics dashboards that resist customization.
