10 Best Appraisd Alternatives for Performance Management in 2026
Appraisd (now Talos Perform) brings performance reviews, 360-degree feedback, and talent planning together, but relies on separate tools for engagement surveys and core HR. Alternatives like StaffCircle stand out for skills development and frontline workforces, Culture Amp for engagement insights, and Leapsome for performance and learning.
Appraisd (now Talos Perform) handles performance reviews, 360-degree feedback, goal tracking, and employee development well. But depending on what you're trying to achieve, its focus on performance management may leave some important gaps.
You may want to look elsewhere if:
1.You want employee engagement surveys alongside performance reviews. Appraisd supports feedback and check-ins, but lacks built-in pulse surveys and engagement analytics to measure employee sentiment across departments.
2.You need different settings for different departments. Appraisd allows custom review forms and schedules, but check-in workflows, feedback visibility, and certain goal-setting permissions must remain consistent across the organisation.
3.You want performance management and core HR in one platform. Appraisd supports onboarding and probation reviews, but you'll still need a separate HR system for employee records, leave management, and payroll.
With these limitations in mind, we've compared 10 Appraisd alternatives based on their features, pricing, drawbacks, and where each platform stands out:
1StaffCircle– skills gap analysis, competency mapping, and employee development
2Culture Amp– employee engagement surveys and culture analytics
3Leapsome– competency-based development, learning paths, and OKRs
415Five– weekly check-ins, continuous feedback, and manager effectiveness
5BambooHR– combining performance reviews with core HR operations
6Lattice– performance reviews, career development, and compensation planning
7Teamflect– performance management within Microsoft Teams
8HiBob– performance management and HR operations across global workforces
9PerformYard– customisable review cycles, forms, and approval workflows
10Rippling– combining performance management, payroll, HR, and IT
Let's examine what each alternative offers beyond Appraisd, its potential drawbacks, and which organisations it's best suited for.
Why listen to us?
At StaffCircle, we work closely with HR leaders to improve how organisations manage performance, skills, and employee development. For example, Iglu uses StaffCircle across 400+ employees for self-set objectives and twice-yearly skills assessments.
This experience helps us evaluate performance management software beyond feature lists, including how practical it is to implement and manage. And while StaffCircle is our own product, we'll be transparent about its limitations and where other platforms may be a better fit.
Why look for Appraisd alternatives?
Appraisd (now Talos Perform) gets positive reviews for its ease of use, customisable appraisals, and responsive customer support. However, G2 reviewers also highlight limitations around wider HR functionality, feedback management, and reporting.
Performance management is strong, but wider HR functionality is limited
Appraisd brings reviews, goals, feedback, and development plans together. However, tasks such as annual leave approvals, payroll, and HR policy management still require separate systems.
Regan E., an Office Admin Assistant, praised Appraisd's simplicity and customer support but pointed out that it covers only one area of HR. She specifically wanted annual leave requests and HR policy sign-offs added.
For organisations trying to consolidate HR tools, BambooHR, HiBob, or Rippling may be better suited to managing these processes together.
Matrix management and feedback privacy may be challenging
Appraisd supports custom review forms, 360-degree feedback, and flexible review cycles. However, managing feedback can become more complicated when employees report to multiple managers.
Rebecca B., a Head of People and Culture, reported that Appraisd didn't fully support her organisation's matrix management needs. She also raised concerns about how discreetly feedback was handled.
If employees report to both department and project managers, it's worth testing the platform's reviewer permissions and feedback visibility before committing.
Employee engagement surveys require a separate product
Appraisd collects feedback through check-ins, reviews, and recognition, but doesn't include native pulse surveys or dedicated engagement analytics.
Talos360 provides these capabilities through Talos Engage, which offers eNPS surveys, engagement heatmaps, and benchmarking.
For organisations wanting engagement surveys and performance reviews within the same platform, Culture Amp or Lattice may be worth considering.
Some admin tasks can be less intuitive
Appraisd is widely praised for ease of use, but certain administrative actions have caused confusion.
Corrin L., a People Development Manager, mentioned accidentally selecting the wrong button when submitting appraisals because the wording wasn't clear. She also acknowledged that Appraisd responded to the feedback.
Dan M., a Managing Director, found that navigating to certain admin pages could sometimes be confusing, particularly those he rarely accessed.
These are relatively minor complaints, but they're worth testing if HR administrators regularly manage multiple review forms, workflows, and employee records.
2026 Appraisd alternatives comparison table
What each platform is best for, its published starting price and the limitation to check first. Each platform is covered in detail below.
Pricing as published by each vendor and last reviewed October 2026. Plans, currencies and minimums change — always confirm current pricing directly with each vendor. Appraisd, Talos Perform, Culture Amp, Leapsome, 15Five, BambooHR, Lattice, Teamflect, HiBob, PerformYard and Rippling are trademarks of their respective owners.
1Our top pick
StaffCircle
Best forOrganisations with 50–1,000 employees managing performance, development, and succession across office and frontline workforces.
StaffCircle is a performance management and employee development platform that brings reviews, objectives, competencies, engagement, and succession planning into one system.
Appraisd already handles many of these areas, including 360-degree reviews, development plans, and 9-box talent assessments. Where StaffCircle stands out is how it connects employee performance with measurable skills, career progression, and ongoing workforce insights.
For example, with StaffCircle you can:
Build competency frameworks with AI, mapping the skills and proficiency levels required for different roles in under 40 minutes.
Manage performance across different working environments, with mobile access for frontline employees who rarely use a laptop.
Connect reviews to career development, using skills assessments to identify gaps and create targeted development plans.
Track succession readiness continuously through Success Circles™, using employee performance, competencies, and development data.
Collect employee engagement feedback through surveys, recognition, and communication tools available within the wider StaffCircle platform.
Why StaffCircle is a strong Appraisd alternative
The main reason to consider StaffCircle is the way it connects everyday performance activities with longer-term employee development. Here's where those differences become useful:
#1. Performance reviews can involve multiple managers
Appraisd supports custom reviews, 360-degree feedback, and flexible appraisal schedules. However, organisations with matrix reporting structures may find it harder to manage reviews when employees report to multiple managers.
StaffCircle allows managers, peers, direct reports, and external reviewers to contribute to employee assessments. This is particularly useful in construction, manufacturing, and project-based businesses where employees work across departments or have more than one supervisor.
For example, an employee working across two projects can receive input from both project managers during the same review cycle, giving HR a more complete picture of their performance.
For organisations with complex reporting lines, it's worth checking how each platform handles multiple reviewers, permissions, and feedback visibility during a demo.
#2. Skills assessments feed directly into development plans
Appraisd supports personal development plans, competency assessments, and career conversations. StaffCircle goes further into mapping skills against specific job requirements and using those gaps to guide development.
Its AI Competency Framework Builder can generate role-based competency frameworks, including the required skills and proficiency levels.
From there, HR can:
Compare employees' current skills against role requirements.
Identify competency gaps across departments.
Connect missing skills to development objectives and training.
Show employees which competencies they need for future roles.
One example is Siderise, a manufacturer of passive fire protection and acoustic insulation products.
Siderise adopted StaffCircle to bring competency requirements, training records, performance objectives, and succession planning into one system.
Gemma Littlejohns, Siderise's Learning & Development Business Partner, highlighted the skills gap dashboard and career pathways as especially useful for identifying capability gaps and giving employees clearer development opportunities.
For organisations where skills and training requirements influence promotion, compliance, and workforce planning, this provides more context than tracking performance ratings alone.
#3. Success Circles™ offers a more continuous view of succession
Appraisd uses a configurable 9-box talent grid to assess employees based on performance and potential.
StaffCircle takes a different approach with Success Circles™, which brings together data from reviews, objectives, competencies, recognition, and development activities.
As employee information changes, the visual assessments update automatically, helping HR identify future leaders, spot skills gaps, and assess succession risks.
This gives organisations a more continuous view of talent readiness without relying solely on periodic 9-box reviews.
#4. Employee engagement is connected to performance management
Appraisd supports check-ins, recognition, and employee feedback, but it doesn't have a native engagement survey tool. Talos360 provides that functionality through its separate Talos Engage product.
This allows HR to review engagement data alongside objectives, performance reviews, and development activity.
For example, if a department has declining engagement scores and several employees missing development goals, HR can investigate both issues using information held within StaffCircle. The engagement module is separately priced, so it should be included in your quote if surveys are a priority.
#5. AI connects meeting notes, reporting, and employee development
Both platforms offer AI meeting assistance. Appraisd's AI Notetaker can record performance conversations and insert structured notes into review forms.
StaffCircle's AI capabilities extend across performance, development, and workforce reporting.
Its Notetaker can transcribe conversations, produce summaries, identify actions, and update 1:1 records. Meanwhile, AI Assist can answer questions using live employee data.
For example, an HR manager can ask which departments have the largest skills gaps or which employees are falling behind on objectives.
StaffCircle also holds ISO/IEC 42001:2023 certification for AI management and ISO/IEC 27001:2022 certification for information security. AI-generated actions are designed to remain subject to human approval.
There are no separate per-user AI licences, although Notetaker and certain advanced AI reporting capabilities are paid modules.
Key features
Performance Reviews & 360 Appraisals: Run customised reviews and collect feedback from managers, peers, and employees.
SMART Objectives, OKRs & One2One Check-ins: Set measurable goals, monitor progress, and document manager conversations.
AI Competency Framework: Generate role-specific competencies, skills, behaviours, and proficiency levels.
Skills Gap & Key Dependency Analysis: Identify missing competencies and critical skills risks across departments.
Career Explorer & Pathways: Show employees potential career moves and the skills needed to progress.
Employee Development Plans: Turn skills gaps into development objectives and training activities.
Success Circles™: Visualise succession readiness using continuously updated performance and competency data.
AI Assist & Notetaker: Generate people reports, transcribe meetings, summarise discussions, and capture action items.
Employee Engagement & Recognition: Collect survey feedback, recognise achievements, and share company updates.
StaffCircle Mobile App: Let frontline employees complete reviews and check-ins without a company laptop.
Custom Insights & Power BI: Create workforce dashboards and combine performance data with HRIS information.
ISO/IEC 42001:2023 & 27001:2022: Independently certified AI management and information security systems.
Pros
Connects performance reviews, competency assessments, and succession planning.
Works across office and frontline workforces without requiring an Office 365 licence.
Supports multiple managers contributing to employee reviews.
Uses Success Circles™ to update succession insights as employee data changes.
Offers engagement surveys and recognition within the same platform.
Provides AI reporting and meeting assistance without individual AI licences.
Engagement, Notetaker, and advanced reporting modules increase the total cost.
The one-off implementation fee increases upfront costs.
StaffCircle pricing
Starting price: £3.85 per employee/month, billed annually.
Modular pricing: Add Employee Engagement, Notetaker, and Custom Insights as needed.
Setup fee: One-off £2,600 for configuration and training.
Volume discounts: Available for larger organisations.
Appraisd comparison: From £95/employee/year, with a £4,750 annual minimum and a two-year contract.
2Engagement surveys & culture analytics
Culture Amp
Most suitable forMid-sized and enterprise organisations that want employee engagement surveys, culture analytics, and performance management together.
Culture Amp is an employee experience platform that combines engagement surveys, performance reviews, goals, feedback, and manager development. Its AI Coach also helps managers interpret survey results, prepare reviews, and identify actions to improve employee experience.
Why Culture Amp is a strong Appraisd alternative
Culture Amp offers something Appraisd doesn't include directly: dedicated employee engagement surveys with detailed analytics. Its Engage product combines pulse surveys, eNPS, and industry benchmarks to help HR understand employee sentiment beyond performance reviews.
With survey heatmaps, HR can compare engagement across departments, locations, and employee groups, making it easier to spot concerns around workload, recognition, or leadership. Culture Amp's AI Coach can then turn those findings into practical action plans for managers.
Another standout feature is the Performance Culture Quadrant™, which measures how engaged employees feel and how confident they are in the organisation's success. This helps identify situations where employees enjoy their work but have doubts about the company's direction.
The trade-off is that Engage and Perform are distinct products. Organisations needing both engagement analytics and performance reviews must choose a package covering both, which can increase costs.
Key features
Engagement and pulse surveys: Measure employee sentiment, eNPS, and workplace concerns.
Survey heatmaps and benchmarks: Compare engagement across departments and industry peers.
Performance Culture Quadrant™: Assess engagement and confidence in organisational performance.
Performance reviews and calibration: Collect 360-degree feedback and align review ratings.
Goals and 1:1s: Track objectives and document manager conversations.
AI Coach: Summarise feedback, draft reviews, and recommend engagement actions.
Retention Insights: Analyse survey and employee data to identify retention risks.
Pros
Detailed engagement analytics and external benchmarks go beyond Appraisd's feedback tools.
AI Coach helps managers turn survey findings into action plans.
Performance reviews, calibration, goals, and continuous feedback are available through Perform.
Integrates with HRIS platforms, Slack, and Microsoft Teams.
Cons
Engage and Perform are separately priced, increasing costs when both are needed.
No public pricing makes upfront cost comparisons difficult.
Survey confidentiality rules can limit reporting for smaller employee groups.
Core HR functions such as payroll and leave management require another system.
Culture Amp pricing
Culture Amp pricing is quote-based:
Engage: Custom pricing for surveys, benchmarks, and engagement analytics.
Perform: Custom pricing for reviews, goals, and performance management.
AI Coach: Included with eligible product subscriptions.
Billing: Annual, based on employee count, selected products, and service tier.
3Development, learning & OKRs
Leapsome
Most suitable forGrowing and mid-sized organisations that want to connect performance reviews, competency assessments, employee learning, and career progression.
Leapsome is a people management platform covering performance reviews, goal tracking, competency assessments, employee learning, engagement surveys, and core HR. Its AI capabilities help managers write reviews, develop role-specific competency frameworks, and recommend learning paths based on employees' development needs.
Why Leapsome is a strong Appraisd alternative
Leapsome is worth considering if you want performance reviews to drive more structured employee development. While Appraisd supports competency assessments and development plans, Leapsome connects these with learning opportunities and career progression.
HR can define skills for different roles and seniority levels, then assess employees against them. When reviews reveal skills gaps, employees can set development goals and follow recommended learning paths.
Its Learning module supports videos, quizzes, automated onboarding, and AI-generated courses. Leapsome also offers core HR features, including employee records, absence management, and payroll preparation, reducing the need for separate tools.
However, performance reviews, goals, learning, and engagement surveys are priced separately, so costs can increase as you add more modules.
Key features
Performance Reviews: Run 360-degree reviews, self-assessments, and rating calibration.
Competency Framework: Define role-specific skills and proficiency levels, with AI-assisted framework creation.
Goals & OKRs: Connect individual objectives to team and company priorities.
Learning Paths: Assign training, videos, and quizzes based on development needs.
Engagement Surveys: Run anonymous pulse surveys, track eNPS, and compare industry benchmarks.
Leapsome AI: Draft feedback, summarise reviews, and recommend development goals.
Agentic HRIS: Manage employee records, absence, documents, and payroll preparation.
Pros
Connects competency assessments with reviews, development goals, and learning paths.
AI can generate competency frameworks and assist with performance feedback.
Offers engagement surveys and benchmarking alongside performance management.
Includes core HR capabilities that Appraisd doesn't provide directly.
Supports 38 languages and integrates with Slack, Microsoft Teams, and Jira.
Cons
Reviews, goals, surveys, and learning are separate paid modules.
Complex configurations can take time for administrators to learn.
Advanced AI, reporting, and integrations require the HRIS Pro tier.
Payroll preparation is available, but complete payroll processing may still require an external provider.
Leapsome pricing
Leapsome pricing is modular:
Performance Reviews: €7/employee/month.
Goals & OKRs: €4/employee/month.
Engagement Surveys: €4/employee/month.
Learning: €4/employee/month.
Agentic HRIS Foundation: €7/employee/month, currently free with a Talent Suite module until December 31.
Agentic HRIS Pro: €10/employee/month.
Setup: No setup fee; volume and multi-module discounts available.
4Check-ins & manager effectiveness
15Five
Most suitable forMid-sized organisations that want weekly check-ins, continuous feedback, and better manager-employee communication.
15Five puts regular manager-employee conversations at the centre of performance management. Its weekly check-ins help managers track progress, spot challenges, and prepare for 1:1s, while reviews, goals, and talent management tools support longer-term development. AI features also help draft performance feedback and identify trends in employee data.
Why 15Five is a strong Appraisd alternative
With 15Five, managers get a clearer picture of employee performance throughout the year. Its weekly Check-ins capture progress, challenges, and priorities, giving managers useful information for 1:1 conversations and future reviews.
Its Best-Self Review® collects feedback from employees, peers, and managers, while competency assessments and calibration help HR maintain consistent performance ratings across departments.
15Five also offers AMAYA for analysing performance and retention trends, AI-Assisted Reviews for drafting evaluations, and Kona Meeting Assistant for recording conversations and tracking action items.
For employee engagement, its Engage product includes pulse surveys, eNPS, and industry benchmarks, capabilities Appraisd doesn't offer natively.
One thing to factor into your decision is the cost of these additional tools. Engage is priced separately from Perform, while Kona Meeting Assistant and AI coaching require additional subscriptions.
Weekly Check-ins: Track employee wins, challenges, priorities, and support needs.
Best-Self Review®: Run 360-degree reviews with competency assessments and calibration.
1-on-1s: Create meeting agendas, document discussions, and assign follow-up actions.
OKRs & Goals: Align individual objectives with wider business priorities.
Growth Studio: Manage development plans, PIPs, talent reviews, and succession nominations.
AMAYA & AI-Assisted Reviews: Analyse people data and draft performance feedback.
Kona AI: Record 1:1 meetings, summarise actions, and provide manager coaching through paid add-ons.
Engagement Surveys: Measure employee sentiment, eNPS, and engagement drivers through Engage.
Pros
Weekly check-ins help managers identify employee challenges before formal reviews.
Best-Self Review® connects continuous feedback with structured performance assessments.
Includes competency assessments, calibration, career development, and succession planning.
AI-Assisted Reviews and AMAYA are included in Perform.
Engagement surveys and benchmarking are available through Engage.
Cons
Engagement surveys require Engage or Total Platform.
Kona Meeting Assistant and Kona Coach have separate subscription costs.
Manager training and advanced coaching services cost extra.
Doesn't replace a core HRIS for payroll, leave management, or employee administration.
15Five pricing
Engage: $4/user/month for engagement surveys and analytics.
Perform: $11/user/month for reviews, goals, check-ins, and talent management.
Total Platform: $16/user/month for both products and additional manager tools.
Kona Meeting Assistant: +$2/employee/month.
Kona Coach: +$19/manager/month.
5Performance & core HR
BambooHR
Most suitable forSmall and mid-sized businesses that want performance management, employee records, onboarding, and everyday HR tasks in one system.
BambooHR helps HR teams manage hiring, onboarding, employee records, time off, and employee satisfaction from one place. Its Pro plan adds performance management tools such as 360-degree feedback, custom review cycles, goal tracking, and 1:1 meetings. Payroll and time tracking are available as separate add-ons.
Why BambooHR is a strong Appraisd alternative
BambooHR is a better fit when you want performance management alongside everyday HR operations. While Appraisd relies on HRIS integrations, BambooHR lets you manage employee records, onboarding, leave requests, and performance reviews in one system.
HR can handle a new hire's paperwork, assign onboarding tasks, and later conduct reviews using the same employee record, reducing manual work across platforms.
Its Performance Management tools include custom review cycles, 360-degree feedback, goals, and 1:1 meetings. Managers can also document conversations and monitor progress through reports.
BambooHR's Employee Satisfaction with eNPS collects anonymous feedback and uses AI to identify recurring themes, providing engagement insights Appraisd doesn't offer natively.
The limitation is talent planning. Appraisd offers a dedicated 9-box grid, while BambooHR focuses more on core HR and standard performance processes. Performance management also requires Pro or higher, with payroll, benefits, and time tracking charged separately.
Time-Off Management: Handle leave requests, approvals, balances, and absence calendars.
Employee Satisfaction: Collect eNPS feedback and identify recurring concerns using AI.
HR Reporting: Create custom reports and monitor employee and workforce data.
Compensation Management: Plan salary reviews, manage pay bands, and access benchmarks through Elite.
Pros
Performance reviews and everyday HR processes use the same employee records.
Custom review cycles support different departments, roles, and locations.
Employee satisfaction surveys and eNPS are available in Core.
Includes applicant tracking, onboarding, and time-off management.
Offers flexible month-to-month or longer-term subscriptions.
Cons
Performance management isn't included in the entry-level Core plan.
Payroll, benefits administration, and time tracking are paid add-ons.
Compensation planning and salary benchmarking require Elite.
BambooHR pricing
Core: From $10.25/employee/month for foundational HR, onboarding, and employee satisfaction.
Pro: From $17.50/employee/month, adding performance reviews, goals, 1:1s, and recognition.
Elite: From $25/employee/month, adding compensation planning and advanced analytics.
Payroll, Benefits & Time Tracking: Additional charges.
Small businesses: Flat monthly rates apply for organisations with 25 or fewer employees.
6Performance & compensation
Lattice
Most suitable forMid-sized and enterprise organisations that need structured performance reviews, talent planning, succession management, and AI-powered manager support.
Lattice supports the entire employee performance cycle, from regular feedback and 1:1s to formal reviews, promotions, and succession planning. HR can also manage talent assessments, performance improvement plans (PIPs), and career development, while its AI Agent uses existing performance data to draft reviews, summarise meetings, and suggest follow-up actions.
Why Lattice is a strong Appraisd alternative
Lattice is useful when performance reviews inform decisions about promotions, succession, and employee development.
While Appraisd offers 9-box talent assessments, Lattice's Talent Reviews and Succession Planning help HR identify potential successors, assess their readiness, and track attrition risks.
Its Performance module also includes calibration, promotion workflows, and PIPs, allowing managers to use review data for promotion decisions and structured improvement plans.
Lattice AI Agent can draft reviews, summarise 1:1s, and identify follow-up actions using existing employee data, without a separate AI fee.
For career development, Lattice Grow offers competency matrices, career tracks, and individual development plans. Grow, Engagement, and Compensation are separately priced modules.
Lattice AI Agent: Generate review drafts, meeting summaries, and personalised coaching insights.
Lattice Grow: Create competency matrices, development plans, and career pathways.
Engagement Surveys: Collect pulse feedback, eNPS, and employee sentiment data.
Pros
Succession planning, talent reviews, promotions, PIPs, and calibration are included in Performance.
AI Agent uses existing performance data to prepare reviews and provide manager coaching.
Succession plans connect with calibrated reviews and employee development information.
1:1s, weekly updates, and feedback are included with the main products.
Offers engagement surveys and compensation planning through additional modules.
Cons
The $4,000 minimum annual agreement may be expensive for smaller organisations.
Competency matrices, career tracks, and IDPs require the paid Grow module.
Engagement surveys and compensation planning cost extra.
Payroll, leave management, and core HR administration still require a separate HRIS.
Annual contracts limit flexibility for organisations wanting monthly billing.
Lattice pricing
Foundations: $13/seat/month for performance, goals, and manager tools.
Performance: $10/seat/month for reviews, talent management, and succession.
Goals & OKRs: $8/seat/month.
Engagement: $4/seat/month.
Grow: +$4/seat/month.
Compensation: +$6/seat/month.
Enterprise: Custom pricing.
7Reviews inside Microsoft Teams
Teamflect
Most suitable forOrganisations using Microsoft 365 that want to manage performance reviews, goals, and employee feedback directly within Teams and Outlook.
Teamflect lets employees complete performance reviews, give feedback, track goals, and manage 1:1 meetings without leaving Microsoft Teams or Outlook. It also offers engagement surveys, employee recognition, and AI-powered talent management tools.
Why Teamflect is a strong Appraisd alternative
Teamflect makes performance management easier for organisations using Microsoft 365. Employees can complete reviews, update goals, and request feedback directly within Teams.
While Appraisd integrates with Teams and Outlook, Teamflect is built specifically for Microsoft 365, allowing users to manage entire review workflows without switching platforms.
Its Goals & OKRs module connects employee objectives with department priorities and Microsoft Planner tasks. Managers can monitor progress and use these updates during 1:1 meetings.
Teamflect also includes Engagement Surveys for anonymous pulse feedback and AI-generated summaries, plus competency assessments, development plans, and 9-box succession planning.
The main limitation is its reliance on Microsoft 365, making it less suitable for Google Workspace users. HRIS integrations, development plans, and succession planning also require the Professional plan.
Key features
Performance Reviews: Run custom appraisals, 360-degree reviews, and rating calibration.
Goals & OKRs: Track objectives and connect them with Microsoft Planner tasks.
1-on-1 Meetings: Prepare agendas, record notes, and assign follow-up actions.
Engagement Surveys: Collect anonymous feedback through scheduled pulse surveys.
Rewards & Recognition: Recognise achievements using badges, points, and leaderboards.
Teamflect AI Agent: Analyse employee data and assist with feedback, reviews, and talent decisions.
Career & Succession Planning: Assess competencies, create development plans, and identify successors.
Microsoft 365 Integration: Complete performance tasks within Teams and Outlook.
Pros
Reviews, goals, feedback, and 1:1s can be completed directly within Microsoft Teams.
Built-in engagement and pulse surveys are available without a separate survey product.
Free plan includes core performance features for up to 10 users.
Integrates with Microsoft Planner, Outlook, and To Do.
Offers 360-degree feedback, recognition, and custom review workflows.
Cons
Deep Microsoft 365 integration offers less value to organisations using other workplace software.
External Microsoft tenant guest users cannot access Teamflect.
Succession planning, individual development plans, and HRIS integrations require Professional.
Teamflect pricing
Starter: Free for up to 10 users, including reviews, goals, feedback, and surveys.
Essential: $7/user/month, adding usage analytics, data exports, and dedicated support.
Professional: $11/user/month, adding succession planning, development plans, advanced AI, and HRIS integrations.
Enterprise: Custom pricing for advanced security, infrastructure, and implementation requirements.
8HR & performance for global teams
HiBob
Most suitable forGrowing and international organisations that want performance management, core HR, compensation, and workforce planning in one system.
HiBob is an HR management platform designed for companies managing employees across multiple departments, locations, and countries. Its Bob platform handles employee records, onboarding, time off, performance reviews, and people analytics, with additional tools for compensation, payroll, and workforce planning.
Why HiBob is a strong Appraisd alternative
HiBob is particularly useful for organisations managing employees across multiple countries, policies, and reporting structures.
Unlike Appraisd, which relies on HRIS integrations, HiBob manages employee records, performance data, leave policies, and approval workflows in one system.
Its Performance Management tools cover 360-degree reviews, goals, 1:1s, calibration, and succession planning. AI also helps managers summarise feedback, prepare reviews, and assess employee potential.
HiBob's engagement surveys provide anonymous feedback, sentiment analysis, and heatmaps, while People Analytics and Workforce Planning help HR monitor headcount, retention, and future hiring needs.
One thing to consider is the subscription structure. Performance Management requires Bob's Core HR platform, while Learning, Compensation, and Workforce Planning are separately priced products.
Key features
Performance Reviews & Calibration: Run 360-degree assessments and standardise ratings across departments.
People Analytics: Track headcount, retention, absenteeism, and workforce trends.
Workforce Planning: Forecast staffing needs and manage position approvals.
Compensation Management: Plan salary reviews, pay bands, and compensation cycles.
Pros
Performance and HR data use the same employee records, reducing duplicate administration.
Supports location-specific policies, workflows, and reporting for international organisations.
Offers engagement surveys, sentiment analysis, and workforce insights.
Includes 9-box calibration, succession planning, and AI-assisted performance reviews.
Integrates with Slack, Microsoft Teams, Google Workspace, and payroll providers.
Cons
Performance management requires the Core HR platform, even if you only need reviews.
Learning, compensation, and workforce planning require additional products.
No public pricing makes it difficult to estimate costs without a quote.
HiBob pricing
HiBob pricing is customised based on employee count and selected products.
Core HR: Required foundation covering employee records, documents, time off, and reporting.
Talent Management: Additional product for reviews, goals, surveys, and succession planning.
Optional products: Learning, Compensation, Workforce Planning, and Payroll.
Final pricing: Available through a personalised sales quote, including applicable implementation and support costs.
9Customisable review workflows
PerformYard
Most suitable forOrganisations that need flexible performance review cycles, custom appraisal forms, and detailed control over review workflows.
PerformYard gives HR teams control over how employee evaluations are created, assigned, and completed. It supports annual and project-based reviews, 360-degree feedback, goals, engagement surveys, and performance reporting. Its AI tools also help build review forms, draft feedback, and summarise employee performance.
Why PerformYard is a strong Appraisd alternative
PerformYard gives HR more control over how reviews work across different departments. While Appraisd supports custom forms and schedules, PerformYard's Review Templates and Cycles let you configure questions, reviewers, approval steps, deadlines, and feedback visibility.
You can run quarterly reviews for sales, annual appraisals for office employees, and project-based evaluations for consultants, each with its own workflow. Its 360-degree feedback supports nominated and external reviewers, with options to control reviewer anonymity.
PerformYard AI can generate review forms, summarise feedback, and analyse performance data. Built-in Engagement Surveys also collect anonymous responses and provide department-level insights, which Appraisd doesn't offer natively.
For more advanced development needs, competency management, career pathways, compensation, and succession planning require PerformYard's separately priced Talent Development product.
Key features
Custom Performance Reviews: Create annual, quarterly, and project-based appraisal cycles.
Review Templates & Workflows: Set reviewers, deadlines, approval steps, and feedback visibility.
360-Degree Feedback: Collect input from managers, peers, employees, and external reviewers.
Goals & Continuous Feedback: Track objectives and record feedback throughout the year.
PerformYard AI: Generate review forms, summarise evaluations, and create reports.
Engagement Surveys: Collect anonymous feedback and compare results across departments.
Talent Development: Manage competencies, succession, career paths, and compensation through a separate product.
Pros
Highly configurable review forms, schedules, and approval workflows.
Supports multiple reviewers, external feedback, and anonymous 360-degree assessments.
AI helps HR create forms and analyse performance data.
Engagement surveys and performance reporting are available within the platform.
Dedicated customer success, onboarding, and training are included.
Cons
Complex review configurations can take time to set up and learn.
No built-in payroll or core HRIS, so employee administration requires another system.
Annual billing limits flexibility for businesses seeking monthly contracts.
PerformYard pricing
Performance: $15/person/month for reviews, goals, feedback, meetings, and surveys.
Talent Development: $15/person/month for competencies, succession, coaching, and compensation.
PerformYard AI: Included with the relevant products.
Setup & Training: Included at no additional cost.
Billing: Annual, with volume pricing based on headcount and selected products.
10Performance, payroll, HR & IT
Rippling
Most suitable forGrowing organisations that want performance management, payroll, HR, and IT administration in one system.
Rippling manages the employee lifecycle, from hiring and onboarding to performance reviews, compensation, and offboarding. Its Performance Management product supports 360-degree feedback, goals, calibration, and 1:1s, while Rippling AI helps HR analyse performance and workforce data.
Why Rippling is a strong Appraisd alternative
Performance reviews often lead to promotions, salary increases, or changes in employee responsibilities. Rippling helps HR manage these decisions within the same system used for employee records, compensation, and payroll.
Its Review Cycles can be configured by department, role, or tenure. Once a salary increase is approved, the updated compensation can flow into the employee's HR record and Rippling Payroll, reducing manual updates across systems.
Rippling also offers Calibration with 9-box talent grids and compensation recommendations based on performance and salary data. Its Surveys feature adds anonymous feedback, AI sentiment analysis, and engagement reporting across departments.
The catch is its modular structure. Performance Management requires Rippling's core platform, while payroll, surveys, and IT products cost extra. Organisations focused mainly on performance reviews may end up paying for a broader system than they need.
Key features
Review Cycles: Run custom and 360-degree reviews based on employee roles, departments, or tenure.
Goals & OKRs: Track individual objectives and link progress to performance reviews.
Employee Surveys: Collect anonymous feedback and analyse engagement using AI.
HRIS & Workflow Automation: Manage employee records and automate onboarding, promotions, and offboarding.
IT Management: Provision employee apps, devices, and access permissions through additional products.
Pros
Performance reviews, compensation, and payroll can share employee data without manual syncing.
Review cycles can automatically include employees based on their role, department, or tenure.
Offers 9-box calibration and compensation recommendations linked to performance ratings.
HR, payroll, and IT workflows can be managed from one platform.
AI reporting can analyse performance alongside compensation and workforce information.
Cons
Requires the core Rippling platform, even when performance management is the main priority.
Payroll, surveys, and IT management require additional products.
No public pricing makes it difficult to compare costs upfront.
Rippling pricing
Rippling pricing is available through a custom quote.
Core platform: Required for all Rippling products.
Performance Management: Separately priced.
Additional products: Payroll, Surveys, IT Management, and other modules have additional costs.
Billing: Primarily per employee/month, with possible monthly base fees.
How to choose an Appraisd alternative
Start with what Appraisd is missing. It already covers reviews, goals, feedback, and talent assessments, so the right alternative should solve a specific problem or offer capabilities your organisation needs.
If you need…
Start with…
Why
Performance and development for frontline employees
For organisations with 50–1,000 employees, consider how employees access the platform. StaffCircle suits mixed office and frontline workforces, while Teamflect works well for Microsoft 365 users.
If your current HRIS works well, a specialist platform may be enough. BambooHR, HiBob, and Rippling are better options when you also want to replace core HR systems.
Before switching, test the workflows Appraisd isn't meeting, particularly multi-manager reviews, engagement reporting, and integrations. Compare total costs, as several platforms charge separately for additional modules.
Our verdict
StaffCircle: the best Appraisd alternative for performance management and employee development
Appraisd handles reviews, goals, and talent assessments well, but StaffCircle offers a more connected approach to employee development, skills tracking, and succession planning.
With StaffCircle, HR can identify competency gaps, link them to development plans, and use Success Circles™ to assess succession readiness as employee data changes.
This approach has worked for Siderise, which adopted StaffCircle to manage competencies, training, and development in one system. Its HR team gained clearer visibility into skills gaps, employee progress, and future talent needs.
StaffCircle also works across office, hybrid, and frontline workforces, giving employees mobile access to reviews, objectives, and development plans without requiring an Office 365 licence.
If you want performance management to support measurable employee growth and career progression, book a StaffCircle demo to see how it could work for your organisation.
Frequently asked questions
Is Appraisd now called Talos Perform?
Yes. Appraisd was rebranded as Talos Perform in April 2026 following its acquisition by Talos360. It continues to offer performance reviews, goals, feedback, and talent development, alongside newer AI capabilities.
Which Appraisd alternatives offer employee engagement surveys?
StaffCircle, Culture Amp, Lattice, Leapsome, and 15Five offer engagement surveys, although some require paid modules. Appraisd offers surveys separately through Talos Engage.
What is the best Appraisd alternative for frontline employees?
StaffCircle is a strong choice for organisations with 50–1,000 employees. It supports mobile reviews, goal tracking, competency assessments, and career development without requiring employees to have laptops or Microsoft 365 licences.
See why teams switch from Appraisd to StaffCircle
Book a 30-minute walkthrough and we'll show you exactly how StaffCircle compares for your organisation.
