15Five

15Five’s people analytics is a reporting layer on top of its own review and survey tools. HR admins get one dashboard for engagement, performance and turnover, and an AI assistant that answers questions. It has data only after you have run reviews and surveys in 15Five. It also needs your employee records, sent from your HR system or uploaded as a file. Its analytics packages start at $11 a user a month on a yearly contract. The terms stop you cutting seats mid-term.

By Ashish Manchanda Published 10 Nov 2026 Last updated 10 Nov 2026

15Five reports on the reviews and surveys you run in 15Five

In one line

15Five gives HR admins one view of engagement, performance, turnover and adoption data. It draws on what your people do in 15Five and on a link to your HR system.

Buy it if

You already run reviews or engagement surveys in 15Five, or you plan to. You want HR to see manager and turnover signals without building reports. You can accept data stored in the United States.

Do not buy it if

You want analysis of recruiting or headcount data. Under its terms, 15Five is not meant for data unrelated to performance management and engagement. Also skip it if you may need fewer seats mid-term. Under 15Five’s terms, seats cannot be reduced during the current term.

Price

Perform costs $11 per user per month, billed annually. Total Platform costs $16. Pay analysis, Mercer salary benchmarks and manager coaching cost extra.

It joins 15Five’s reviews, surveys and your HR records into one HR view

People analytics should help you spot patterns across your workforce early. 15Five’s version works from a narrower base. It reports on the engagement surveys, performance reviews and turnover held in 15Five. It adds employee records from your HR system. HR admins see the result in the Insights Dashboard. They can also ask Amaya questions in plain language about performance, engagement or retention. Amaya is 15Five’s AI assistant. 15Five sells both on its Perform and Total Platform packages.

The two work in different ways. 15Five calls the dashboard system-led, because it decides what to display. It calls Amaya user-led, because Amaya answers what you ask. Both draw on engagement surveys, performance reviews, turnover data and employee attributes. Amaya answers from your 15Five data, the 15Five help centre and files you attach. It uses no other outside sources.

The link to your HR system (an HRIS) carries more weight than it first looks. 15Five’s HRIS Connector copies employee records into 15Five once a day, and an admin can run it on demand. The first pull takes 10 to 15 minutes for most companies. It can take a few hours for large ones. An admin sets filters for which employees come across. If your HR system is not on 15Five’s list, an admin can send a CSV file by SFTP. SFTP is a secure file transfer. Without the connector, employee attributes can also be kept by hand or sent through an API. The turnover tile takes its termination data from your HR system when it is connected.

What does HR get for that effort? Start with people leaving. The turnover insight tracks your turnover rate over time and the cost of voluntary turnover. That puts a price on departures. Then look at managers. The Manager Summary Report helps HR answer one question. Which managers need support first? It combines engagement results, Manager Effectiveness Indicator (MEI) scores, performance data and manager enablement activity. For each manager it gives a name, an MEI score, an urgency level and the risk areas. An AI summary explains why 15Five flagged them. Kona reporting, built on Kona’s analysis of 1-on-1 meetings, adds a manager table. It rates urgency High, Medium or Low, based on AI analysis of support need.

A third question is who you might lose over pay. The Pay and Performance Risk view plots employees on a three-by-three grid. One side is their latest performance designation. The other is their pay compared with market. The aim is to find high performers who may be underpaid and at risk of leaving. Clicking a cell opens the employees in that group. With the Compensation add-on, you also see each person’s compa-ratio. That is their pay as a percentage of market value. Employee names appear on the grid only with the Mercer or Salary.com Compensation add-on.

A fourth question is where to put effort to lift engagement. The Predictive Impact Model forecasts how your overall engagement score would change if you improved particular survey statements. It covers only the statements 15Five calls Engagement Driver statements. It reports by team, department or custom group.

15Five AI can also bring in data from work tools, such as Slack, Jira, GitHub, Salesforce and Calendar. That matters if you want signals from daily work and not only from reviews and surveys. 15Five turns that data into insights instead of keeping a raw log. It does not retain raw content after 30 days. It filters out private calendar events before it takes the data in. Connected work tools come with the Perform and Total Platform packages.

Our guide to people analytics covers how the wider market handles the same job.

HR can ask in plain words, and your own AI tool can read the data

HR can ask in plain words and trace the answer

Amaya lets HR type a question about performance, engagement or retention and get an answer without building a report. Where it applies, Amaya gives the sources behind the answer. That matters because HR can check an answer before anyone acts on it. The AI terms in the next section ask for exactly that. Amaya uses the permissions of the person asking, so it does not widen who sees what. It also respects the confidentiality of engagement survey answers. An answer can become a CSV, Excel, Word, Markdown or JSON file, so you can take it into other tools. Amaya needs no set-up, so HR can start asking questions straight away.

Your own AI tool can read the data at no extra cost

If your company already uses an AI tool, 15Five MCP lets that tool read your 15Five data. It is included at no extra cost in Perform and Total Platform. MCP is a standard link that lets an AI assistant read a system’s data. Claude, ChatGPT, Gemini and Microsoft Copilot can connect. Each request reads the latest data, with no sync delay. By default the tool can only read, and with updates switched on it can make limited changes. A connected tool never sees more than the person using it can see. So two people can get different answers to the same question. Each answer follows what that person can see. Your agreement with your AI provider sets how that provider handles the data, so check that contract too.

Survey answers stay private, and each role sees only its own slice

A group’s survey results stay hidden until 3, 4 or 5 people have answered. You choose the number. That protects people in groups of a few from being picked out. IT admins cannot see employee feedback, reviews or engagement data. That keeps the people who run your systems out of HR data. Managers get basic reporting on their own team’s engagement and performance trends, and they can export only their direct reports. Demographic attributes such as ethnicity and birth date appear only after an admin turns them on. Even then, only HR admins and the employee can view them.

The AI company may not train on your data, and you can switch the AI off

Your privacy lead will want to know where employee data goes inside an AI tool. 15Five’s agreement with the outside AI company that handles its requests (its sub-processor) prohibits using customer data for model training. That company does not keep submitted data after it answers. If your legal team is not ready for AI, an Account Admin can switch 15Five AI off for all users. For wider assurance, 15Five holds SOC 2 Type II and SOC 3, which are independent security audits. An independent firm audited it against SOC 2, and the report is available under a non-disclosure agreement.

Every customer gets a human contact and an account manager

Linking an HR system and running a first review cycle takes work, so support matters. Every customer gets dedicated human support and an account manager matched to the plan level. 15Five’s support covers onboarding, project management, change management and help connecting your HR system.

It has nothing to report until 15Five holds the data

The first limit decides whether the tool is worth buying. The dashboard can only report on data that 15Five holds. It gives no placeholder insights when data is missing. Each tile needs its data source switched on and filled. Performance insights need at least one completed company-wide review cycle. Only completed review cycles and closed survey campaigns feed the insights. Turnover insights need accurate termination data in 15Five. A company that has not yet finished a review cycle in 15Five sees no performance insights. Amaya’s insights depend on data quality, and small data sets may give limited results.

Amaya has a limit of its own. Its open-text analysis covers performance reviews only. So written comments from engagement surveys sit outside that analysis. The cards below cover the other limits to weigh before you sign.

Its AI terms bar using the output for decisions about a person

Under 15Five’s generative AI terms, one rule applies to output about a person. You must not use it for a purpose that could have a legal or material impact on that person. The output may not be accurate and is not a sole source of truth. You must check it, with human review as appropriate. The dashboard flags managers by urgency level and flags high performers who may be underpaid. Those are outputs about people, so the rule applies to the very reports you would buy this for. Ask 15Five whether using those flags in a promotion or pay decision would count as a legal or material impact.

A manager’s score can come from their use of the tool

The Manager Effectiveness Indicator scores managers on eight leadership competencies. When no manager review cycle or engagement survey has run, the score comes from the manager’s past use of 15Five. That means Check-ins, High Fives and 1-on-1s. So before HR acts on a score, ask which data sits behind it.

Your data is stored in the United States and handled by named AI providers

Where employee data sits and who handles it will be an early question. It matters most if you employ people outside the United States, or answer to a works council or privacy regulator. 15Five stores data in ISO 27001 compliant data centres in the United States. Data sent to its AI sub-processor travels entirely within the United States. 15Five’s AI features use Anthropic and OpenAI. Pinecone provides a searchable AI index built from employee feedback, performance data and engagement signals. Merge is a company 15Five uses to bring data together. Amazon Web Services hosts 15Five’s service in the USA. 15Five meets GDPR. GDPR’s Article 9 covers special categories of personal data. With 15Five, processing them is optional and needs an extra contract addendum. Ask your privacy lead whether that applies to you. If 15Five adds a sub-processor, you have ten days after notice to object in writing. That is a short window to review a new company.

The HR system link is slow, and only one can run at a time

Fresh HR data matters when you act on turnover figures, and this link is not instant. A change in your HR system can take up to 24 hours to reach 15Five. 15Five checks every 30 minutes, but the integration partner pulls data once every 24 hours. Only one HR system link can be active at a time. The Refresh Data button works 31 times a month, with 30 minutes between runs. ADP Canada is not supported by the connector. Demographic filtering needs the HR system link and demographic attributes switched on.

Pay analysis and employee names on the pay grid cost extra

If pay fairness is part of your reason to buy, budget for the add-on. Compensation Insights need the Compensation add-on. Employee names appear on the Pay and Performance Risk grid only with the Mercer or Salary.com Compensation add-on. The add-on is priced separately, as the cost section below sets out.

15Five may use your data for benchmarks and to improve its product

Under its master subscription agreement, 15Five holds a licence to combine anonymised usage data with other customers’ data. The result is aggregated datasets for benchmarking and research. Under its AI terms, 15Five does not use your AI content to train third-party AI models. It may use AI content to provide, maintain, develop and improve its own materials. Ask whether you can opt out of both.

Its terms limit it to performance and engagement data

Under its master subscription agreement, 15Five’s materials are not meant for data unrelated to performance management and engagement. That fits a tool built around reviews and surveys. It matters if you hoped to load recruiting or headcount data into it for wider analysis.

Perform costs $11 a user a month on a yearly contract

15Five sells its analytics inside packages. Perform costs $11 per user per month, billed annually. Total Platform costs $16 per user per month, billed annually. Per 100 users, Perform costs $13,200 a year and Total Platform costs $19,200. 15Five’s pricing page puts Amaya, the Insights Dashboard, AI-Assisted Performance Reviews and 15Five Agents under Perform. Its help centre counts Amaya among six add-on products, available only on Perform and Total Platform. It also puts the HR Outcomes Dashboard in the Perform section of its plan contents. Another help article calls it an add-on available on Perform and Total Platform. Ask whether either costs extra.

The dashboard is on the Perform and Total Platform packages only. 15Five sells Engage, its engagement surveys, at $4 per user per month. Check which package your survey purchase sits in. Other products cost extra. The Compensation Base Package costs $9 per user per month. Compensation plus Salary Benchmarking, with Mercer real-time salary benchmarking, costs $11. Kona Coach costs $19 per manager per month. Manager Products Content costs $49 per manager per month. Some add-ons may have minimums. 15Five updated its prices in February 2026, and they are subject to change.

The renewal terms decide what you pay in year two and whether you can shrink. The contract is billed annually, in US dollars. Payments are non-refundable and non-cancellable, and seats cannot be reduced during the current term. The agreement then renews automatically for terms equal to the first term. Either side can stop that with 30 days’ notice of non-renewal. Renewed services cost the current price on the renewal date, so a price rise reaches you at renewal. 15Five may also decline to renew on 30 days’ notice, based on outdated terms or pricing. On a renewal the most recent master agreement applies. It replaces the one you signed, unless your order form provides otherwise.

Renewal timing needs a diary date, because fees for new features can arrive late. 15Five offers the Context Layer and Agents under additional terms. The Context Layer gathers data from 15Five and from third-party tools you connect. Agents read from it and act on it. They may come at no extra charge beyond the base subscription. 15Five makes no commitment to keep it that way. Fees may be a flat fee, a fee per user, a fee per Agent run, or a mix. Access is optional and needs opt-in. 15Five gives at least 45 days’ written notice before a renewal term in which fees may first apply. Your own deadline to give notice of non-renewal is 30 days. So a pricing notice can leave you about two weeks to decide. If you give no notice of non-renewal after a pricing notice, you accept the new fees.

Late payment is costly. Interest runs at the higher of 1.5% a month, compounded monthly, or the highest rate the law allows.

If something goes wrong, the contract sets how much you can recover and where the dispute goes. 15Five caps its liability at the amount paid for all subscriptions. The cap covers the 12 months before the cause of action arose. For a breach of confidentiality or of the data protection agreement, the cap is $500,000 in US currency. Arbitration is held in San Francisco County, California. 15Five may also use your company name or logo in its marketing.

Leaving takes planning, because your data stays behind unless you take it. Access ends when the term ends, and you must download your customer data before it expires. Deactivating an account does not permanently delete the data, so 15Five tells admins to download records first. 1-on-1 notes stay until 15Five sanitises, or wipes, the company account 90 days after deactivation. Under its data protection agreement, 15Five deletes your personal data within 90 days of the contract ending. It may keep what the agreement permits it to retain. 15Five may provide help after termination for additional fees. Only Account Owners can use the Company data export. Tables export as CSV.

You could also get these reports and answers from agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Ten questions to put to 15Five before you sign

Which package and add-ons give us the dashboard, Amaya and pay insights? What is the total at our seat count? Good answer: One line in the order form for each item, each with its own price.
Who can open the dashboard? One help article limits it to Account Admins. Another gives Account and HR admins access by default. Good answer: A written list of roles that you set, with HR admins named.
Which reviews and surveys must we complete before each tile has data, and how long will that take us? Good answer: A list of tiles with the data each one needs, and a date we can plan around.
Does the HR system link work with our HR system, and how soon does a change reach 15Five? Good answer: Our system named, with an update time in writing.
Does the limit on decisions with a legal or material impact cover manager urgency flags and pay-risk flags? Good answer: A written answer that covers which uses are in and which are out.
Can we choose where our data and our AI requests are stored and handled? Good answer: A named region for storage and for every AI provider.
Can we leave our usage data out of your benchmarking and research datasets? Good answer: Yes, written into the order form.
Will you fix the price of the Context Layer and Agents for our whole term? Good answer: A fixed price, or a written promise that they stay free for the term.
Can we cut seats at renewal, and what price will apply? Good answer: A right to reduce seats and a capped renewal price, both in the order form.
What do we get when the contract ends, in what format and by when, and at what cost? Good answer: All our data in a named format, before access ends, at no extra fee.

Alternatives to 15Five

If 15Five is not the right fit, compare Lattice, Leapsome and Culture Amp. Each reports on the reviews and surveys it runs. Look at Visier if you want analysis that starts from data in your other systems. Buying nothing is a fifth route.

Start with one question. Which tool will your managers use for reviews and surveys? For 15Five, that history decides what the dashboard can show. Check the same for each one. Lattice includes Analytics and the AI Agent with all of its base products. So the question there is price, not an add-on. Its Foundations package costs $13 per seat per month. It sets a minimum annual agreement of $4,000 and bills in US dollars, annually. Leapsome prices each product separately, in euros, with no set-up fees. Performance Reviews cost EUR 7 per employee per month and Engagement Surveys EUR 4. Its analytics connects HR system, performance, engagement, goals, learning and compensation data. That suits a buyer who wants one vendor for all of those. Culture Amp prices by quote, based on employees, product and service tier, so you need a quote to compare it. Its Multi-Signal Intelligence feature combines engagement, performance and HR system data to flag where retention risk is building. It is a limited trial for select accounts. The planned end date is 30 April 2027. It does not convert to a paid subscription automatically, so do not budget on it yet.

Visier suits a different question. It unifies data across HR systems, payroll, recruiting systems, talent tools and data warehouses into one governed layer. It prices by number of employees and sends buyers to sales. Where the price is based on employee capacity, you buy extra employees in minimum increments of 1,000. A 30-day free trial is available, and Visier documents an MCP server for Claude Desktop and other AI tools. Choose a separate analytics product like this when your questions reach beyond reviews and surveys.

Buying nothing is the last route. If you do not run reviews or surveys in 15Five, the dashboard has little to report. Each tile needs its data source active and filled. 15Five offers built-in reports and CSV exports across every major feature area. Its Custom Reports combine check-in, review, objective and profile data in one export. Ask 15Five which of those reports come without Perform. If your HR system already includes analytics, read our guide for companies whose HR system has analytics. It covers what that analytics includes, what it costs and when to buy something separate. Using your own AI tool or data warehouse? Read the guide for companies using their own AI tool or data warehouse.

More in this guide

The People analytics guide
Compare the 33 researched products what each brings together, what its AI does, what it costs and the contract terms.
Mid-market companies which people analytics products suit 200 to 2,000 people, what they cost and what to ask.
Enterprise companies which people analytics products suit 2,000 people or more, what they cost, how contracts run and what to ask.
Companies whose HR system has analytics what the analytics in your HR system covers, what it costs and when to buy something separate.
Companies using their own AI tool or data warehouse how each product lets your own AI tool or data warehouse use the data, what it costs and what to check.