People analytics software, sorted by what each product can read

Products differ by which of your systems they can read, so start from where your people data sits. You may already own enough. Many vendors quote only, so you will need a quote for your own headcount. The contract and the law leave AI-informed decisions, price rises and your exit with you. Building it yourself is hard in three places.

By Ashish Manchanda Published 9 Nov 2026 Last updated 9 Nov 2026 33 vendors compared

These products share one promise. They turn people data into numbers you can use. A product only counts what it can read, so the places it reads decide what it is worth to you.

Pick one question you cannot answer today and test each kind against it. The kind that can read the systems holding that answer is the one worth a demo.

Which of your systems holds the data decides the kind of product

Start with where your people data sits now, not with a brand. Then ask whether one vendor runs most of those places. That gives five kinds of product. Each kind reads a different set of data, and each has a question you should put to it first.

Inside your HR or payroll system

It reads the system it belongs to

Workday People Analytics analyses Workday HCM and talent data. Zoho People gives reports for every HR process in one consolidated space. For this kind, the first question is how much of what you want to count sits inside that one system.

If most of it does, you may already own enough. Some of these products come inside a plan you already pay for, and others are sold as an extra.

What the analytics in your HR system cover

Ask first. Which outside data can it load, and what does that cost?

A separate platform that joins many systems

It reads whatever it has a link to

Crunchr takes workforce data from 150+ systems across six source types. SplashBI has 100+ ready-made links to HR systems, Praisidio has 50+ and MeVitae links to 40+ HRIS. A bigger count does not mean your systems are on the list, so ask for yours by name.

Links run on a schedule. Visier’s links to source systems run in batches, not in real time. Visier recommends a daily extraction job, which means a copy of the data once a day. A number from this kind is as fresh as its last copy.

Ask first. Which of my systems can you read today? How often does each one refresh? Who builds a link that is not on your list?

Built around planning roles and structure

It starts from the org chart

ChartHop’s platform is one data model for headcount planning, HRIS, compensation, performance, engagement and goals. It also sits as a layer on top of an existing HRIS. Orgvue analyses structure, how many people each manager leads, management layers and costs.

The two differ on what happens to a plan. In ChartHop’s ADP Workforce Now link, pay, name, address, contact and manager changes made in ChartHop go back to ADP. Orgvue does not write to the HR system directly. Agreed changes leave it as structured files. Decide who approves a change before you choose.

Ask first. Who may change the live HR record from a plan, and who approves it?

Inside a survey or performance tool

It reads what that tool collects

Amaya, the assistant in 15Five, draws on the account’s 15Five data, help articles and attached files. It uses no other external sources. Lattice brings performance, engagement and talent data together. Leapsome connects HRIS, performance, engagement, goals, learning and compensation data. Qualtrics joins employee experience data with operational data such as attrition and performance.

If you already run one of these tools, ask how far its analytics reaches past its own surveys and reviews.

Ask first. What does it read beyond its own surveys and reviews, and which plan carries the analytics?

It reads how people work together

It reads email, chat and calendar activity

Humanyze may read email and chat logs with names replaced by codes and no message content. It may also read calendar events and limited HR data. Worklytics connects to Google Workspace, Microsoft 365, Slack and Zoom. Glickon’s passive data is digital exhaust collected anonymously from email, chat, calls and calendar.

Glickon provides the tools for active and passive analysis of who works with whom. The customer alone judges the legal duties in either case. Under its English General Terms, Glickon may suspend the service if it suspects use for any purpose of monitoring users.

Ask first. Which data does it read? At what level does it report? What can you give a works council to review?

For most readers the real choice is between the first two kinds. If one system holds nearly all the data you want to count, start with the analytics inside it. Some vendors include reports at no additional cost, and others sell the analytics as a separate plan. If your data sits in three or four systems, a separate platform joins them for you.

One question for every first call. Name three of my systems you read today, and tell me how often each one refreshes. Then ask which of my systems you do not read.

Seven jobs people buy this for, and what each one needs

Vendors sell these products for seven jobs. The kind of product that fits changes with the job. Start from the question you want answered.

Count headcount, turnover and hiring in one place

Your HR system’s own reports

This is the plainest job, and it may need nothing new. BambooHR’s Elite plan builds dashboards that combine headcount, turnover, diversity, hiring and engagement-score metrics. SAP includes Story Reports in its SuccessFactors Platform and embedded reports in Employee Central at no additional cost. Paycom includes IWant at no additional cost for all users. IWant is an AI engine that answers from HR policies and employee data. If one system holds the data, check what you already pay for before you shop.

Join data from several systems into one set of numbers

A separate platform

Crunchr’s customers include Cosun and Dura Vermeer. Cosun came from Workday reports and Excel analysis, and Dura Vermeer came from Power BI dashboards. Cosun took 4 weeks to implement and Dura Vermeer took 10 weeks. Joining systems is the job this kind exists for, so test it on your own data.

Forecast who may leave

Any kind, fed by different data

Several kinds sell this, and they forecast from different data. ADP’s AI generates headlines on payroll, time and attendance and turnover risk for managers. Darwinbox uses machine learning models to detect signals associated with outcomes such as attrition risk. Worklytics combines anonymised HRIS data with collaboration signals to find drivers of regrettable attrition. So ask what data feeds the forecast. The kinds differ most there. The comparison page sets out what vendors say about using the results.

Plan roles, structure and cost

A planning tool

Dayforce prices Strategic Workforce Planning at $54.00 per employee per year in its published price book. A plan can change someone’s pay or manager in the HR record, and ChartHop’s ADP link sends those changes back. So ask who signs a plan off.

Ask a question in your own words and get a chart

Your HR system or a separate platform

Deel and Rippling both sell this. Deel advises checking its reports by starting with a question whose answer you already know. One Model advises cross-checking critical figures. A language model composes its answers. So there is always a small risk of translation errors or hallucinations, which means invented answers. Try Deel’s test with any vendor in the first demo.

See how people work together

A tool that reads collaboration data

Humanyze aggregates all metrics to the team, function or organisation level, never to individuals. Worklytics gives two answers about individuals. On its privacy page, Worklytics does not track individual employee activity. It does not try to measure productivity. In its privacy policy of July 2023, Worklytics analyses work information for individuals and for the company. Ask Worklytics which one applies to your contract.

File the pay and workforce numbers the law asks for

Whichever product holds your pay data

If one of these laws covers you, you must produce a pay gap report by sex from your own data. The UK asks employers with 250 or more employees to publish pay figures each year. They cover the mean and median hourly pay gap and the bonus pay gap. They also cover who receives bonus pay and pay quartiles by sex. The EU pay transparency directive asks employers with 250 workers or more for pay gap information. The first date is 7 June 2027, then every year. Employers with 150 to 249 workers give it by the same date, then every three years. Crunchr warns on its pay transparency example that the insights are AI-generated and may not be accurate. Ask each vendor to produce last year’s report from your data.

How the 33 vendors differ inside each kind

Once you know your kind, the next question is how the vendors inside it differ. Each group below covers what separates its vendors and what to check when you choose between them. Price facts sit in the next section.

Inside your HR or payroll system

These sixteen differ first in how much of the analytics comes with the plan. In ADP, saving, exporting and sharing data in DataCloud needs the paid Enhanced Insights layer. Rippling includes ready-made dashboards that are not customisable, and a Rippling AI subscription adds new dashboards with custom reports. SAP People Intelligence is an add-on licence to SAP Business Data Cloud and needs SAP SuccessFactors Employee Central.

Deel’s Core plan covers people analytics, and Paycor’s Complete bundle carries Paycor Analytics for businesses under 50 employees. Keka places People Analytics in the Strength plan on its global pricing. On its US pricing, Keka places it in the Growth plan.

The rest differ in which data they pull together and how you get answers from it. They mostly read one suite, so ask how current the numbers are and how far back they go. Workday People Analytics refreshes monthly and holds 4 to 36 months of history that the customer chooses. Outside data goes through Prism, and using Prism beyond a limited licence needs its own order with Workday.

Oracle builds Fusion HCM Analytics on top of its HCM Cloud application and offers to start it for free. UKG’s Workforce Intelligence Hub brings HR, pay and workforce management data into one experience. UKG does not require a dedicated data team. Its ready-made dashboards and guided views address common workforce questions from day one. Dayforce sells ready-made dashboards built by its data scientists. isolved connects payroll, HR, benefits and workforce data in one view.

For answers, Personio lets users ask its Assistant questions from headcount to turnover trends. Darwinbox adds machine learning models that detect attrition signals.

A separate platform that joins many systems

These seven differ in who does the work and where you can buy them. Crunchr puts the customer’s share of set-up at a few hours a week. HireRoad includes analyst support and serves teams of 300 to 3,000 employees. One Model can blend HR data with surveys, pay benchmarks and finance data. Visier offers a 30-day free trial on sample data or data you load.

Some reach you through a marketplace. Praisidio and HireRoad’s PeopleInsight reach ADP clients through ADP Marketplace. SplashBI reaches UKG customers through the UKG Marketplace. MeVitae links to 40+ HRIS and builds the connections itself. If your HR system is ADP or UKG, the marketplace route is the one to price first.

Built around planning roles and structure

ChartHop and Orgvue split on how they connect. Orgvue connects directly to named HR systems, file shares and data warehouses. The customer picks the reports, fields and refresh schedule. ChartHop sits on top of your HRIS. Choose between them by where the plan will live and who keeps the data current.

Inside a survey or performance tool

These five differ in how far their analytics reaches past the tool itself, and in who can see it. 15Five’s Insights Dashboard comes on the Perform and Total Platform packages only, and only Account Admins can see it. Analytics comes with all of Lattice’s base products. Culture Amp’s API supports one-way outbound data retrieval only. Leapsome’s connection for AI tools such as Claude and ChatGPT is currently in beta. Qualtrics joins its employee experience data with operational data on one platform.

It reads how people work together

These three differ in what they connect to and who carries the responsibility. Humanyze syncs with 220+ HRIS and collaboration platforms. Under its terms Humanyze makes no representations about the accuracy or reliability of the insights. They depend on employer data and data quality. Worklytics ingests data from over 25 work tools. Glickon’s Mine is its platform that uses survey data to monitor the workforce and people experience. The customer decides what to do about the people who took part, with no involvement of Glickon.

The comparison page puts all 33 vendors against the same questions.

Only some vendors publish a price, and each price buys a different bundle

Only some vendors publish a price, and each price buys a different bundle. Read the line under each price for what it covers. Then ask every vendor for a quote against your own headcount.

ADP Enhanced Insights $3.00 per employee per month ADP sells one edition on ADP Marketplace at this price. It takes 100% off the first payment. Saving, exporting and sharing data in DataCloud needs Enhanced Insights.
Deel Core $5 per employee per month Core covers people analytics and includes HRIS. Advanced costs $19 and Elite $29. Hiring is priced separately.
BambooHR Elite from $25 per employee per month Core starts at $10.25 and Pro at $17.50. A company with 25 employees or fewer pays a flat $650 a month for Elite.
Dayforce People Analytics $28.80 per employee per year Dayforce’s published price book also prices its core platform package. That package includes analytics and costs $171.96 per employee per year. Dayforce’s llms.txt, a file that summarises its site for AI tools, calls pricing not publicly available. Ask which applies to your contract.
15Five Perform $11 per user per month, billed annually Perform includes Amaya and the Insights Dashboard. Total Platform costs $16. 15Five updated its prices in February 2026 and they are subject to change.
Lattice Foundations $13 per seat per month Foundations includes Analytics. The minimum annual agreement is $4,000. Lattice bills in US dollars only and bills all contracts annually.
Worklytics Business from $2,500 per month This covers up to 200 users and up to 5 integrations. Enterprise pricing is custom.
HireRoad PeopleInsight $250 per week, billed monthly Essentials starts at this price and a customer can cancel anytime. Add-ons include data feeds, users and AI chat prompts.
MeVitae People Analytics £6,600 a year, up to 500 employees The next band costs £15,300 for 501 to 1,000 employees. The band after costs £38,400 for 1,001 to 5,000. It reaches £54,400 for 5,001 to 10,000 and £72,000 above that. Implementation costs £10,000 a month and averages 3 months, depending on the applicant tracking system. Prices exclude VAT or sales tax.
SAP People Intelligence £2.30 per user per month, 1 to 2,000 users NTT DATA resells it at these prices. Above 200,000 users the price falls to £1.04. It needs SAP Business Data Cloud and SuccessFactors Employee Central. Prices rise 3.3% a year on the contract anniversary and solution support is not included.
Paycor Complete $7 per employee per month, plus $199 a month, under 50 employees The Complete bundle includes Paycor Analytics. Paycor adds a $199 setup fee. Its offer also includes a free payroll month and a waived fee. Ask whether the setup fee is waived for you. Businesses with 50 or more employees call for a price.
Rippling from $8 per employee per month, plus a monthly base fee A Rippling AI subscription adds new dashboards. They come with custom reports.

These vendors quote only. Visier prices by the number of employees and the products bought. Where it uses employee capacity, additional employees may be bought in minimum blocks of 1,000. Crunchr charges one fee for the full platform, based on workforce size, with unlimited users. One Model sells three editions, each by quote.

Darwinbox typically prices People Analytics per employee per month, scaling with workforce size and how the product is set up. Paycom, isolved, Humanyze, Culture Amp and Qualtrics ask you to request a quote. Their prices depend on headcount or organisation size. In April 2026, Personio priced by employee numbers and asked buyers to book a demo for a quote. ChartHop asks three questions and then prepares a proposal. Praisidio prices by organisation size, data sources and feature needs.

SplashBI gives two answers. Its plain-text reference for AI tools makes pricing depend on user count and data volume. It also depends on the parts bought and the deployment model. Its data-pipeline page puts billing on the selected plan, not on data volume. Ask SplashBI which applies.

What you take on once you sign

A demo does not show the contract. Three things decide what you carry afterwards. The first is who answers for what the AI output leads to. The second is what the law adds. The third is what happens to your data and your price over time.

Decisions

Treat what the AI produces as an input, because several vendors’ terms put the decision on you. Under BambooHR’s AI Addendum, use of Bamboo AI is barred for high-risk, significant or consequential decisions under applicable law. The customer is solely responsible for human oversight.

Under Lattice’s terms, the customer is solely responsible for AI-use policies, notices, consents and human oversight. Under Visier’s AI Addendum, the customer may not use the AI to make automated or “over-reliant” decisions about personnel. That covers hiring, ending employment, discipline, promotion and pay.

Under Paycor’s Services Appendix, the client shall not rely on any AI output for significant decisions. These include legal, financial, health and employment decisions. Under Keka’s US terms, Keka has no liability for claims arising from use of its AI tool. Name the person who owns each decision a forecast informs.
EU and UK law

If you employ people in the EU or UK, the law adds duties to the vendor’s. The EU AI Act includes some workplace AI among its high-risk systems. That covers AI intended to monitor and evaluate performance and behaviour. It also covers AI intended to decide promotion or termination.

An exemption can apply under Article 6(3) when a system poses no significant risk of harm. A listed system that profiles people is always high-risk. The duties for these systems start on 2 December 2027. An employer that uses one at work must inform workers’ representatives and the affected workers first.

GDPR Article 22 gives people a right not to be subject to a decision based solely on automated processing. That includes profiling when the decision has legal or similarly significant effects. In the UK, new rules on decisions made without a person came into force on 5 February 2026. For a significant solely automated decision they require four safeguards. These are information, the chance to make representations, human intervention and a way to contest.
Works councils

In Germany, a works council can have a say in tools that monitor staff. It has a co-determination right. The right covers introducing and using technical devices designed to monitor employees’ behaviour or performance. If the employer and council do not agree, a conciliation board decides. Personio recommends aligning with the works council before connecting AI providers.
US law

US rules are arriving state by state. Illinois law, in force from 1 January 2026, covers AI used at work. It is a civil rights violation for an employer to use AI that has the effect of discriminating. That covers recruitment, hiring, promotion, discharge, discipline and the terms of employment. It is also a violation not to tell employees that AI is used for those purposes.

Colorado’s SB26-189 takes effect on 1 January 2027 and applies to decisions made on or after that date. It covers employees and job applicants who live in Colorado. It also covers tools that materially influence employment decisions. It requires notice before use.
Renewal

Budget for the price to rise at renewal. Under Orgvue’s order forms, prices carry an annual increase of 7%. Personio may raise fees by up to 5% on renewal. SAP’s reseller price rises 3.3% a year on the contract anniversary.

You may also be unable to shrink what you bought. Under 15Five’s terms, renewed services cost the current price at renewal and seats cannot be reduced during the current term. Under UKG’s agreement, UKG may increase fees for each renewal term as set out in the Order. Minimum quantities cannot be decreased during the current initial or renewal term.
Vendor changes

Do not build a process on a feature the vendor may change. BambooHR may change, suspend or discontinue any Bamboo AI feature at any time. Visier may suspend or withdraw an AI system, and you may end the affected order if it is permanently withdrawn. Worklytics may terminate or suspend an account at once, without notice, for any reason. Orgvue may discontinue its API at any time.
Leaving

The comparison page sets the exit windows side by side. Two points matter before you sign, which are who does the export and what it costs. NTT DATA resells SAP People Intelligence. There, the customer is responsible for extracting the data before the contract ends. Extra costs apply if you need support from SAP or a partner.

After termination, Paycor may provide your data and standard reporting on request, and may charge professional-services rates. Qualtrics charges no extra fees for extraction with its self-service tools at the end of the contract. A manual export or return of personal data by Qualtrics may carry professional service fees. Ask each vendor who does the export, in what file format, and at what price.

If you build it yourself, three parts are hard

You can build people reports on your own systems, and the charts are the easy part. Three things are hard. You must match the same person across systems. You must keep history, so last year’s number still means what it meant. You must decide who sees which person’s data.

Vendors show how much work each one is. Visier turns the same person across five systems into one record. Rippling keeps what was true at past dates, so its dashboards can answer historical questions. Workday lets the customer choose 4 to 36 months of history to load. One Model advises that by-name and employee-level results need internal approval first.

Vendors also argue for buying, so weigh their words. In its manufacturing material, Visier puts its cost at 30 to 50 percent below a custom build. Printpack chose Visier over an in-house build and Workday Prism. Buying is a project too. Dayforce typically takes 3 to 6 months for mid-sized companies and needs 2 to 3 dedicated internal resources. MeVitae puts it at 1 to 3 months. HireRoad builds dashboards in as little as 5 days after it receives your data. SplashBI puts first answers at three weeks for most teams.

A middle path is to buy the data and build the reports. Workday data is available in Google BigQuery, Salesforce Data 360 and Snowflake through zero-copy federation. That means another system reads the data where it sits. Orgvue can draw from a warehouse or lake that the customer holds today.

Connections that let your own AI tool read vendor data are still early, and several are in beta. The page for companies using their own AI tool or data warehouse covers each one.

A build is most realistic where you already own a warehouse and a person who maintains it. Buying is most realistic where time to the first number is your limit. Either way you stay the employer. The human oversight, the notices to employees and the works council talks stay with you.

Pick by your situation

Find the row that matches your situation. Two things would change the answer. One is finding that your data sits in one system after all. The other is a vendor that does not read the systems you named.

Buying is one route. You could also build agents that answer people questions on your own systems. The HR Agent Map

Sources Vendor facts come from each vendor’s own site, help centre, legal terms and marketplace listings. The law is read on the legislature’s or regulator’s own text. Read dates are shown after each link.

Vendors Law