Leapsome
Leapsome is a people suite. Its analytics read across the reviews, surveys, goals, learning and pay you run inside it. How much you see depends on the tier you buy and on whether Leapsome is also your HR system. Several reports reach more people than their builder may intend, so check who can open each one. AI features arrive switched on, and a few process data outside the EU. The licence count is fixed for the term, so settle your renewal terms before you sign.
Leapsome gives you analytics across the people work you run in it
Leapsome is a people suite for reviews, surveys, goals, learning and pay. Its analytics combine the data from those areas. Since 2024 it also sells an HR system.
You already run, or plan to run, reviews, surveys or pay reviews in Leapsome. The analytics then come from the same records. You also want managers to see their own team’s numbers, because managers get a team dashboard on their direct reports.
Your main need is analytics that combine data from many outside systems. Leapsome’s analytics combine data from its own areas. The employee record in its HR system does not provide advanced workforce planning.
The platform costs €7 per employee a month on Foundation and €10 on Pro. Each product area costs extra. Foundation is free if you buy by 31 December.
How Leapsome gets its data and what it reports
Leapsome analytics work on the data Leapsome already holds. That means the employee record, reviews, engagement surveys, goals, learning and pay. Leapsome brings these together in one platform. You can cut the numbers by team, role, tenure or any custom field. The data starts in Leapsome, so most of what you see depends on which areas you buy.
Employee data reaches Leapsome from your HR system. Leapsome has direct links to Workday, BambooHR, HiBob and ADP Workforce Now. A connector service called Merge covers systems such as SAP SuccessFactors, Paychex, SageHR and UKG. Workday data syncs every 24 hours by default, with manual sync available. BambooHR and HiBob changes are reflected within 24 hours. Merge data updates every 24 hours. Leapsome does not charge for the Merge links, but your HR system may. The main job of these links is to create user accounts.
Admins get ready-made reports that answer basic questions about headcount, hiring and leaving. The HR Analytics area has pre-defined reports such as Growth and Demographics. The Growth view covers headcount, growth rate, new joiners, leavers, managers, managers to employees, nationality diversity and average salary. The Retention view reports retention, attrition, turnover rate and tenure. Reports can be ready-made or custom, and they are easy to share.
Vibe Dashboards let someone describe a dashboard in plain words. Leapsome then builds it from live people data. One dashboard can combine several areas, such as goal completion next to engagement for each team. No AI runs when someone opens it, because the dashboard only displays data.
If you want answers from your people data without an analyst, test the AI helpers. Leapy answers questions about people data and HR policy. It can retrieve, add up and analyse data in Leapsome. Its AI agents include a Data Analyst, a PeopleOps Partner and an HR Helpdesk. The Data Analyst returns analyses with every source cited. The PeopleOps Partner runs multi-step processes and hands the admin the sign-off. The HR Helpdesk answers from policies and each person’s record. Agents work inside the access you set, with human sign-off on consequential steps.
If your analysts work in their own BI tool or data warehouse, check how Leapsome data reaches them. Leapsome offers several routes. Admins can schedule reports by email or SFTP, a secure file transfer, as .csv or .xlsx files. A Content API extracts Leapsome data one way. Review analytics export to Excel or as a chart, and admin access is needed to export most data. An MCP connector lets AI tools such as Claude and ChatGPT read what a user can see in Leapsome. It is included in all plans, and Leapsome currently calls it beta. Write access is off by default, and payroll data needs an explicit opt-in.
Our guide to people analytics covers how the rest of this market handles the same job.
What the survey and pay benchmarks compare you with
Leapsome offers two kinds of benchmark, and they work differently. Both matter if you want to tell your board how you compare. Survey benchmarks compare your results with similar companies that use Leapsome. A benchmark appears only if at least 20 companies and 500 users responded. It uses responses from the last 12 months. Leapsome itself tells users not to aim for the benchmark.
Pay benchmarks come from Mercer. They are an add-on that connects with Compensation. You must buy at least one Leapsome product and the Mercer benchmarking. They cover over 250 job functions, over 20 job levels and over 100 locations. You filter by job function, job level, location, industry and company size. The data includes a subset of Comptryx data relevant for tech companies. If your roles are not in tech, ask what they are compared against.
Leapsome’s own pages give two refresh schedules. Its pricing page says the data is refreshed twice a year. Its help article says Mercer data is updated once a quarter, in March, June, September and December. Ask which one your contract will state.
Where Leapsome analytics helps
The numbers come from work you already run in it
Reviews, surveys, goals, learning and pay sit in one place. So one dashboard can put goal completion next to engagement for each team. Managers see team performance and engagement as it happens. A team dashboard covers each manager’s direct reports.
Pay gap reports are built for the EU pay transparency rules
The default Pay Gaps dashboard has 13 ready-made widgets. They cover the metrics of the EU Pay Transparency Directive. Leapsome flags gaps above 5%. It has no built-in tool for modelling how to close a gap, so that work stays with your team. The reports are open to customers of its HR system or its Compensation product.
Resilience Signals finds patterns by fixed rules and has a switch for each source
For customers who use Leapsome as their HR system, Resilience Signals reads HR and survey data together. It puts team patterns on the home dashboard. Under Leapsome’s data protection agreement, patterns are found by fixed rules and thresholds, without machine learning, scoring or prediction. The AI services that write the explanatory text get only a name and two labels. The name is the team or employee. The labels are the signal type and level. They get no numbers, dates or underlying records. Each optional data source can be switched on and off on its own. So can the AI-written text for each signal level. Changes are logged.
Data is hosted in Germany and is not used to train AI
Leapsome hosts and processes platform data in Germany. No foundation model is trained on customer data. ISO 27001 and SOC 2 Type II certification and EU AI Act compliance are always included. Leapsome’s AI terms do let it use feedback to improve its models. An example is a thumbs up or down on an output. It may do that only if the data reveals nothing personally identifiable.
Who gets the most from it
You run Leapsome as your HR system
Three reports depend on this. The Retention dashboard is open to customers of its HR system only. Resilience Signals is available to customers who use Leapsome as their HR system. Pay Gaps is open to customers of its HR system or its Compensation product. If your HR system sits elsewhere, ask which of the three your plan includes.
Companies of very different sizes run it
More than 2,000 organisations use Leapsome. StringCan Interactive in Arizona has 10 or more staff and uses Reviews, Goals and OKRs, Surveys and Learning. MKC in Kansas has 500 staff. Generali Switzerland has 1,300 employees, and ABOUT YOU has 1,500 or more.
Two customers say what they use the analytics for
MKC uses Analytics, Meetings and Career planning in Leapsome. MKC says the analytics have helped it better understand what is working. At ABOUT YOU, Leapsome’s people analytics give HR and managers an overview of performance and development needs.
Who sees what, and where the analytics stop
This section covers where Leapsome’s analytics stop and where a Head of HR carries the risk. It covers who can see a report and what the HR system link keeps current. It also covers how the turnover forecast works and what the AI does with people data. The HR system is also the newest part of Leapsome. The company spent nearly a decade in talent management. In 2024 it expanded into a platform that includes an HR system. Retention and Resilience Signals both need that HR system. Ask its customers how those two reports work for them.
Its analytics combine data from its own areas
Leapsome’s analytics combine data from performance, goals, engagement, learning and compensation. The employee record in its HR system does not provide advanced workforce planning or complex analytics beyond data management. If your analysts need data from many outside systems in one model, test that case in the free trial.
The way your HR system connects decides which fields stay current
Custom reports can use any employee attribute stored in Leapsome, including custom attributes. Links made through Merge, a connector service, do not update custom attributes or additional managers. A secure file transfer link, called SFTP, syncs almost all attributes. That includes custom attributes and pay data. Ask which link your HR system would use.
Several reports reach more people than their builder may intend
Who can open a report is set in more than one place. The turnover dashboard is open by default to every user with admin rights. A vibe dashboard fetches data with the permissions of its builder for every viewer. Everything in it is visible to everyone who can open it. So a builder with wide access can show a viewer data that the viewer’s own access would hide. Users in a report’s visibility group can see all the data the report gives them. That holds even where read-access settings for attributes would restrict them. Some reports are tighter. HR dashboards are visible only to Super-Admins, and only Super-Admins can create custom dashboards. Survey anonymity thresholds do apply to vibe dashboards. When you export survey data, the threshold applies only at survey level.
Resilience Signals can use chat activity and sickness-absence data
Where Resilience Signals is used, its input can include activity data from tools you connect, such as Slack. That means how often, when and in which direction people interact. Message content is not processed. It may also process health-related data. That data can be inferred from sickness-absence records, where absence data is an input. Patterns can be found at employee level, not only team level. If you have a works council or tell employees how their data is used, brief them first. Decide which optional sources to switch on before launch.
The turnover forecast works by team and needs complete dates
Leapsome’s predictive models help spot potential turnover risk. A proprietary algorithm calculates a score from several engagement factors and groups the result by team. A wider “employees at risk” range means a smaller sample and a less precise forecast. The calculation needs a start date and a termination date for every employee, including deactivated users. In a separate description, Leapsome’s AI insights feature focuses on trend spotting and does not include predictive modelling. Ask which statement applies to the plan you would buy.
AI arrives switched on, and a few features process data outside the EU
AI features are on for new customers. A super admin can switch any of them off, by role. A few features use a provider that processes data outside the EU. Leapsome uses OpenAI, which processes data in the US. It also uses AWS, Google Cloud and Cloudflare for generative AI, each with global processing. The AI provider keeps a prompt for up to 30 days to watch for abuse, then deletes it.
AI suggestions about people need a person to decide
Leapsome’s AI drafts and summarises and does not evaluate people or make decisions. In calibration, AI flags appear on employee cards and the AI suggests rating changes. Calibration pre-reads are labelled AI-generated. They are not applied automatically to any calibration outcome. The review heatmap insight cards also include the question “Who are the top and bottom performers overall?” Under its North America terms, you may not use Leapsome for automated employment decisions without meaningful human review. Those terms also require independent decision-making.
The platform costs €7 to €10 per employee a month, and each product area adds more
Leapsome charges per employee per month, with no set-up fees. Its HR system plans are Foundation at €7 and Pro at €10, sold as Agentic HRIS. Foundation includes limited analytics and reporting. Pro includes unlimited analytics with custom reports and advanced AI agents. Every product area costs extra. Performance Reviews are €7. Engagement Surveys, Goals and OKRs, and Learning are €4 each. Compensation and Time Tracking are €3 each, and Recruiting is €5. Mercer pay benchmarks add €3. The platform is always part of the plan, because every area reads from the employee record.
Say prices simply add up. Pro at €10, Performance Reviews at €7 and Engagement Surveys at €4 then come to €21 per employee a month. For each 1,000 employees that is €21,000 a month at list price. The calculator gives an estimate and does not reflect multi-area and volume discounts.
Foundation is included free when you buy by 31 December. After that date Leapsome charges the list price of €7. Pro costs €10. Confirm in writing whether the launch offer also covers Pro. Under Leapsome’s terms, a discount does not apply automatically to the next renewal term.
Some set-up help costs nothing, and some of it is free only for a limited time. A 14-day free trial is always included. Free access to a test copy may be available after a talk with sales. Migration support worth $4,500 is included at no extra cost for a limited time. The six-month Agentic HR Accelerator Program costs €24,000 one time, and €0 under the offer that ends 31 December. Dedicated services come with its HR system. They also come with a Talent Suite contract of €9,600 or US$9,600 a year or more. Set-up usually takes 1 to 4 weeks. That depends on how many areas you start with and how your data is structured.
The contract matters as much as the price. Under Leapsome’s terms, fees are non-refundable and the number of licences cannot be decreased during the term. A customer that ends early stays liable for all fees to the end of the term. The fee per user is fixed for the initial term. It may rise by up to 5% at a renewal, with at least 90 days’ notice. A fee-based agreement ends with two months’ notice, effective at the end of the initial term or a renewal term. Monthly contracts need two weeks’ notice and renew automatically each month.
For 30 days after termination you may download user data in csv or similar files within the software. Under Leapsome’s data protection agreement, after termination, at your choice, it deletes all personal data and certifies it. Or it returns all personal data and deletes the copies. Both are subject to any law that requires storage.
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
Eleven questions for the demo
- Which of Foundation and Pro carries the launch offer, and what does each cost after 31 December? Good answer: A written price for both tiers, before and after the offer, in the order form.
- Will the discount carry into the first renewal term? Good answer: Yes, written into the order form, because the terms do not carry discounts over on their own.
- Can we reduce our licence count at renewal? Good answer: A written right to reduce at each renewal date.
- Which reports are in our plan if our HR system sits elsewhere? Good answer: A named list that covers Retention, Resilience Signals, Pay Gaps and custom reports.
- Which link would our HR system use, and which fields does it keep current? Good answer: A named link that updates custom attributes and additional managers.
- Which inputs does the turnover forecast use, and how big must a team be for it to run? Good answer: A written list of inputs and a minimum group size.
- Which AI features send data outside the EU, and can we switch them off by role? Good answer: A named list of features and providers, and the switch shown live in our own account.
- Who can open a dashboard that one of our admins builds? Good answer: Only the people we named, shown in a live test with our own permissions.
- How does our analytics data reach our own BI tool or data warehouse? Good answer: A named method with the fields it carries, such as the Content API or scheduled reports.
- Which refresh schedule applies to the Mercer pay benchmarks? Good answer: A schedule written into the contract.
- How do we take all our data out when the contract ends? Good answer: Files in a stated format, with a window longer than 30 days if we ask for it.
Alternatives to Leapsome
If Leapsome comes off your shortlist, Culture Amp, Lattice and 15Five put analytics on the same kind of people data. Visier and One Model load data from several systems. Personio is an HR system with analytics built in, and buying nothing is a further route.
Culture Amp, Lattice and 15Five are the closest match. Each builds analytics on engagement and performance data, joined with other people data. Compare three things with Leapsome. Which areas feed the analytics? Do the analytics need that vendor to be your HR system? What does a manager see? Culture Amp’s Multi-Signal Intelligence connects engagement, performance and HR system data to flag where retention risk is building. Lattice’s People Analytics brings performance, engagement and talent data together. 15Five’s HR Outcomes Dashboard connects HR system data with performance review, engagement and compensation data.
Leapsome’s analytics rest on its own areas, and its Retention and Resilience Signals reports need Leapsome as your HR system. If your HR system is elsewhere and stays there, look at Visier and One Model. Visier can load records from more than one system, such as Workday and an ATS, into one employee record. One Model’s Data Mesh takes headcount from Workday or SAP SuccessFactors and recruiting data from Greenhouse or iCIMS. Visier documents several of its pre-built connectors, including BambooHR and Dayforce, as Beta. Check the status of the one you would use. One Model’s AI answers are visible only to users who can view the underlying dashboard tile. One Model calls that tile part of a storyboard. Compare that rule with the one Leapsome applies to a vibe dashboard.
Personio’s People Analytics brings essential HR data together in one place. Personio suits companies with 10 to 5,000 employees. If you already run reviews and surveys somewhere, ask that system what it reports before you add another tool. Our guide for companies whose HR system has analytics covers that case.
https://site.leapsome.com/product/analytics · Leapsome people analytics page and its questions and answers · read 6 and 9 Nov 2026
https://site.leapsome.com/pricing · Leapsome pricing and its questions and answers · read 6 and 9 Nov 2026
https://site.leapsome.com/product/ai-agents · Leapsome AI agents · read 6 Nov 2026
https://site.leapsome.com/ai-trust · Leapsome AI trust page · read 6 Nov 2026
https://site.leapsome.com/product/mcp · Leapsome MCP connector · read 6 Nov 2026
https://site.leapsome.com/llms.txt · Leapsome site summary for AI tools · read 6 and 9 Nov 2026
https://site.leapsome.com/customer-experience · Leapsome customer experience and dedicated services · read 6 Nov 2026
https://site.leapsome.com/hris-migration-support · Leapsome HR system migration support · read 6 Nov 2026
https://site.leapsome.com/legal/terms · Leapsome Terms of Service, last updated July 2026 · read 9 Nov 2026
https://www.leapsome.com/legal/terms-of-service · Leapsome Terms of Service, monthly subscriptions · read 6 Nov 2026
https://site.leapsome.com/legal/na-terms · Leapsome North America Terms of Service, last updated July 2026 · read 9 Nov 2026
https://site.leapsome.com/legal/terms-ai · Leapsome AI Terms · read 9 Nov 2026
https://site.leapsome.com/legal/dpa · Leapsome data processing agreement · read 9 Nov 2026
https://www.leapsome.com/legal/subprocessors · Leapsome sub-processor list · read 6 Nov 2026
https://site.leapsome.com/blog/announcement-us-growth · Leapsome US growth announcement · read 9 Nov 2026
https://site.leapsome.com/customers/about-you · ABOUT YOU customer page · read 6 Nov 2026
https://site.leapsome.com/customers/generali-switzerland · Generali Switzerland customer page · read 6 Nov 2026
https://site.leapsome.com/customers/mkc · MKC customer page · read 9 Nov 2026
https://site.leapsome.com/customers/stringcan-interactive · StringCan Interactive customer page · read 9 Nov 2026
https://help.leapsome.com/hc/en-us/articles/20878311996317-HR-Analytics · Leapsome help, HR Analytics · read 6 and 9 Nov 2026
https://help.leapsome.com/hc/en-us/articles/22934293626781-Creating-dashboards-in-Analytics · Leapsome help, creating dashboards in Analytics · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/28866109926557-Create-Custom-Reports · Leapsome help, custom reports · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/37314996447773-Pay-Gap-report-analytics · Leapsome help, Pay Gap report analytics · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/5782644315549-Turnover-analysis-dashboard · Leapsome help, turnover analysis dashboard · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/37522874785437-Vibe-Dashboards · Leapsome help, Vibe Dashboards · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/4402770170257-Utilizing-the-team-dashboard · Leapsome help, the manager team dashboard · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/38176995079709-AI-in-Leapsome-Overview-Settings · Leapsome help, AI in Leapsome settings · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/19988784826013-Leapy-Your-AI-Copilot · Leapsome help, Leapy · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/39194698544029-AI-in-Calibrations · Leapsome help, AI in calibrations · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/39245489939229-AI-insights-on-the-review-heatmap · Leapsome help, AI insights on the review heatmap · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/4409208042513-Using-benchmarks · Leapsome help, survey benchmarks · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/14671169305885-Mercer-Compensation-Benchmarking · Leapsome help, Mercer compensation benchmarking · read 6 and 9 Nov 2026
https://help.leapsome.com/hc/en-us/articles/7652069033757-Working-with-an-Anonymity-Threshold · Leapsome help, anonymity threshold · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/13517847287197-Further-HRIS-Integrations-via-merge-dev · Leapsome help, further HR system links through Merge · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/15743357110301-How-to-choose-the-right-HRIS-integration · Leapsome help, choosing an HR system link · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/360016931558-Workday-Integration · Leapsome help, Workday link · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/360008417974-BambooHR-Integration · Leapsome help, BambooHR link · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/360005818818-HiBob-Integration · Leapsome help, HiBob link · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/4413668496657-ADP-Integration · Leapsome help, ADP link · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/37637705235229-Leapsome-MCP-Model-Context-Protocol · Leapsome help, MCP connector · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/9251417820061-Content-API-Access-Reviews-Goals-Employee-Payroll-Time-Tracking · Leapsome help, Content API · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/36515746142621-Send-Scheduled-Reports-via-Email-and-SFTP · Leapsome help, scheduled reports · read 6 Nov 2026
https://help.leapsome.com/hc/en-us/articles/360015398918-Exporting-data-from-Leapsome · Leapsome help, exporting data · read 6 Nov 2026
https://www.cultureamp.com/platform/multi-signal-intelligence · Culture Amp Multi-Signal Intelligence · read 6 Nov 2026
https://lattice.com/platform/analytics · Lattice People Analytics · read 6 Nov 2026
https://www.15five.com/products/hr-outcomes-dashboard · 15Five HR Outcomes Dashboard · read 6 Nov 2026
https://www.onemodel.co/products/data-mesh · One Model Data Mesh · read 6 Nov 2026
https://help.onemodel.co/hc/en-us/articles/14506221828879-One-AI-Assistant-Answers-Best-Practices-Guide · One Model, One AI Assistant answers · read 6 Nov 2026
https://docs.visier.com/visier-people/Studio/data/data%20connectors/data-connectors.htm · Visier data connectors · read 6 Nov 2026
https://web.archive.org/web/20261002155316/https://www.personio.com/product/people-analytics/ · Personio People Analytics, archived copy · read 6 Nov 2026
https://web.archive.org/web/20260417215751/https://www.personio.com/pricing/ · Personio pricing, archived copy · read 6 Nov 2026