AI-powered performance management platform for effective managers, engaged employees, and high-performing organizations, driving business impact.
Features
- AI-Powered Performance Reviews (Perform) — Intelligent performance management system that transforms raw data into actionable insights. Uses AI to accelerate review writing, reduce bias, and develop consistent and fair measures of performance. Enables managers to track progress over time and learn from aggregated insights to make better talent decisions.
- Employee Engagement Analytics (Engage) — AI-powered engagement platform that collects employee feedback, surfaces predictive analytics on key engagement drivers, and provides flexible surveys for every stage of the employee lifecycle. Includes built-in action planning tools to help HR teams and managers take confident, measurable steps to boost performance and retention.
- Compensation Management — Bridges pay and performance by integrating performance insights directly into compensation decisions. Features include compensation insights, pay ranges management, real-time benchmarking, and an employee total rewards dashboard—empowering HR to drive fair pay practices and improve retention.
- Manager Enablement Suite (Kona AI Coach) — Comprehensive manager development toolkit featuring Kona, an AI assistant and coach that provides real-time guidance. Includes group and 1:1 coaching capabilities, an on-demand content library, and data-driven tools designed to upskill managers at all levels and turn them into a strategic growth engine for the organization.
- Growth Studio (Talent Planning) — A new integrated module combining Performance Improvement Plans (PIPs), Individual Development Plans (IDPs), and Succession Planning into one unified workspace. Features a customizable 9-box Talent Matrix that helps leaders visualize talent distribution, drill into individual profiles, and make informed development and succession decisions.
- Outcomes Dashboard — HR's strategic command center that centralizes employee performance, retention, and engagement metrics in one place. Provides trending insights, data visualizations, demographic and performance filters, shareable executive dashboards, and centralized action planning with impact reporting for data-driven people strategy.
Use Cases
Reducing Regrettable Turnover
Organizations experiencing high attrition use 15Five to spot retention risks early through predictive engagement analytics and regular check-ins. The platform enables managers to identify disengaged employees, understand root causes through AI-powered insights, and take proactive action. As demonstrated by Kreg Tools, companies have reduced turnover from 40% to 32% using 15Five. Target Audience: HR leaders, VP of People, and CHROs at mid-size to enterprise companies struggling with employee retention and seeking data-driven solutions to keep top talent.
Scaling Manager Effectiveness Across the Organization
Companies use 15Five's Kona AI Coach and manager enablement tools to build consistent leadership capabilities at scale. Managers receive AI-powered coaching, structured 1:1 frameworks, and on-demand learning resources to improve their effectiveness. ReUp Education leveraged Kona AI to empower managers and strengthen relationships across the company. Target Audience: People Operations teams, L&D leaders, and organizational development professionals responsible for upskilling frontline and mid-level managers across growing organizations.
Aligning Individual Performance with Business Objectives
Organizations use 15Five to connect individual contributions to company OKRs through regular check-ins, continuous feedback loops, and AI-powered performance reviews. The platform helps HR teams create tangible data that tells the story behind performance metrics, enabling leaders to justify new programs, policies, and strategic shifts with concrete evidence. Target Audience: HR business partners, team leads, and executive leadership at companies seeking to improve goal alignment, measure individual impact, and drive accountability across distributed or hybrid teams.
Building a Fair and Transparent Compensation Strategy
HR teams use 15Five's compensation module to tie employee pay directly to performance data, ensuring fair and equitable compensation decisions. Features like pay ranges management, real-time benchmarking, and total rewards dashboards help organizations communicate compensation transparently and reduce pay equity gaps. Target Audience: Total Rewards managers, compensation analysts, and HR directors at mid-size to enterprise organizations looking to modernize their compensation processes and link pay decisions to objective performance data.
Pros
- All-in-one integrated platform that unifies performance reviews, engagement surveys, compensation management, manager coaching, and talent planning—eliminating the need for multiple disconnected HR tools and reducing data silos.
- Proven track record with over 3,000 customers and 250,000 employees served, with real customer testimonials demonstrating measurable results including 94% retention rates and significant turnover reductions.
- Deep AI integration across the entire platform—from AI-assisted review writing that reduces bias, to Kona AI coaching for managers, to predictive engagement analytics—making workflows faster and insights more actionable.
- Enterprise-grade security with scalable architecture suitable for organizations of all sizes, from growing mid-market companies to large enterprises with complex people management needs.
- Strong focus on manager enablement as a strategic differentiator, recognizing that managers are the primary driver of engagement, performance, and retention—providing them with AI coaching, structured 1:1 frameworks, and actionable insights.
Cons
- Pricing is not transparent on the website—requires booking a demo or contacting sales, which can slow down the evaluation process for budget-conscious buyers or smaller organizations comparing multiple tools.
- The breadth of the platform (performance, engagement, compensation, coaching, talent planning) may present a steep learning curve for smaller HR teams or organizations new to structured performance management, potentially requiring significant change management effort.
- Heavy reliance on manager adoption and consistent usage—since the platform's effectiveness depends on managers regularly conducting check-ins, 1:1s, and leveraging AI tools, organizations with resistant or overwhelmed managers may struggle to realize full value.
- May be more functionality than needed for very small businesses or startups with fewer than 50 employees, where simpler lightweight tools might be more cost-effective and easier to implement.
