PeopleFluent and Reflektive, two performance products from one owner

PeopleFluent sells two performance products, PeopleFluent Performance and Reflektive. Learning Technologies Group (LTG) owns both. The two products have separate contract terms, so ask which set covers your order.

By Ashish Manchanda Published 16 Oct 2026 Last updated 16 Oct 2026

PeopleFluent and Reflektive in short

In one line

PeopleFluent Performance handles reviews and calibration. It sits inside a larger talent suite. Reflektive is a separate product for continuous feedback and review rounds.

Buy it if

You want reviews, calibration, pay and succession in one suite. You work in a highly regulated industry. PeopleFluent builds its suite for HR leaders there. You want the option to turn AI off.

Do not buy it if

You need Reflektive to promise uptime with a remedy beyond cancelling. You need LTG to sign your own data protection agreement. LTG answers no to that request.

Price

Ask PeopleFluent for a written price for each product. Reflektive bills users above the minimum in your order each quarter. The rate is the list price per user per month, unless your order sets another price.

Review rounds, calibration and AI in two separate products

PeopleFluent Performance sits inside PeopleFluent Talent Management. That suite covers performance, succession planning, compensation, learning, skills and org charts. You can use the products on their own or as a suite.

In PeopleFluent Performance, you can launch manager, self and 360 reviews. In a 360 review, several colleagues who work with the employee give feedback. You can target reviews by department and location. Goals can follow several methods, including objectives and key results (OKRs). A review form can pull goals in. The overall score on the final form combines the competency average with the goals average.

Calibration runs in a grid. With interactivity on, a user drags employees between boxes to compare a rating with the rest of the group. A template can carry recommended percentages for each row and column. They start as an even spread, and you can change them. The distribution curve lets a manager see where peers were rated. Clients that also buy Compensation can use the final calibrated rating in their pay plans. Release 25.04 added one-to-one meetings that run outside the review cycle. Users get a Slack or Microsoft Teams message when a teammate adds an agenda item.

The AI works inside the review form. An administrator can switch on an AI rewrite of comments, which suggests clearer wording and tone. It covers the Goals, Competencies and Overall sections. Goal rating comments can be drafted from the goal name, measure, expected results and rating. The AI personalises comments from data held in your own connected systems. The 26.07 release added a Virtual Assistant that answers questions in plain language from your Talent Management documentation.

Release 26.11 is due on 3 November 2026. It adds AI Performance Context, which writes an employee summary from past reviews and recent feedback. A chat box can then pull up records such as earlier goal comments. The rewrite reaches every text area on performance forms. Users can then shorten the text, make it formal, elaborate or refine it. Your administrator chooses which roles can use AI Performance Context.

Reflektive is a separate continuous performance platform that goes beyond the annual review. It launches self, manager and 360 reviews with custom questions, and you can target them by department and location. Check-ins are a lighter option that can run more often. Review forms can use rating scales of any length between 1 and 10 points. Upward feedback in a review defaults to anonymous. A manager’s review is marked complete, and the manager still has to share the report with the employee.

Reflektive Calibration is a tool inside the app. It helps keep ratings consistent. Reflektive also has a Nine-Box question type. This is a grid that places each employee by performance and potential. Answers to it are typically not shared with the employee. Its survey feature uses natural language processing to judge the sentiment of comments. That is software that reads written text. People Intelligence keeps all of a customer’s people data in one place. It is for deeper insight and predictive analytics.

Reflektive links to Workday, ADP, Namely and BambooHR for employee records. It also links to Gmail, Slack, Microsoft Office and Microsoft Teams. Thanks given in Slack appear on the Reflektive Recognition Wall. It gives interested customers an API, the tool developers use to build custom links. It supports single sign-on, which lets staff log in with their company login. Full Administrators can export feedback, goals and review or check-in data.

Learning Technologies Group (LTG) completed its purchase of PeopleFluent on 31 May 2018. It completed its Reflektive purchase on 1 February 2021. General Atlantic later acquired LTG, which moved to private ownership. PeopleFluent contracts are with PeopleFluent Limited, or with Learning Technologies Group Inc. through its PeopleFluent division. To see how the rest of this market handles reviews and AI, read the guide to performance management software.

What PeopleFluent and Reflektive do well

PeopleFluent promises a choice on AI

PeopleFluent promises you can opt in or out of AI features. It does not implement AI in a way that trains the model. Data sent to the model and back from it stays in your own deployment.

LTG owns PeopleFluent and limits AI training on your data

Under its data protection addendum, LTG must not use your data to train, test or improve an AI model. It needs your written permission first. Its sub-processors must not either. A sub-processor is a firm that LTG passes your data to.

Calibration tools check ratings by group

In calibration, leaders meet to compare ratings. This helps managers score people the same way. PeopleFluent’s calibration tools show ratings by employee demographic. A manager can see how an employee’s peers were rated. This comes before the manager picks an overall rating. Reflektive adds its own calibration tool. Its customisable dashboards let customers look for hidden bias.

LTG holds security and privacy certificates

LTG holds an ISO 27001 certificate, 2022 edition. It also holds an ISO 27701 privacy certificate, 2019 edition. It offers a 2026 security audit report, called SOC 2 Type II, on request. You sign a non-disclosure agreement first.

PeopleFluent’s AI runs on Amazon’s service by default, or on your own keys

By default, PeopleFluent’s AI features run on Amazon Web Services (AWS) Bedrock. Administrators can use their own access and security keys.

Reflektive works in tools staff already use

Reflektive links to Gmail, Slack, Microsoft Office and Microsoft Teams. Staff can add one-to-one meeting topics from their inbox, Slack, Teams or a phone. It has a mobile app for iOS and Android. Reflektive support is available 24 hours a day, 5 days a week. Its team watches the sites every hour of every day.

Which employers use these products?

Large employers with complex needs

PeopleFluent sells to mid-sized and large companies with advanced needs. It aims its performance, succession and development tools at HR leaders. Those leaders work in highly regulated fields. Its products have more than 25 million users. It has 1,500 clients in over 200 countries and territories. Its support satisfaction scores are above 93%.

A US clinic system with Performance open to about 3,500 people

This clinic system had run a home-grown performance system. It then chose PeopleFluent’s performance and pay products. Performance started in late 2021 and Compensation in early 2022. Its team estimates that time spent running appraisals fell by 40%.

A US utility that held four times more conversations

This utility had used PeopleFluent Performance for nearly ten years. It ran its traditional review process there. After a new programme, managers and staff hold four times more talks about performance.

Reflektive for employers on Workday, ADP, Namely or BambooHR

Reflektive pulls staff records from Workday, ADP, Namely and BambooHR. Once the Workday link is set up, data syncs daily or weekly. For ADP Workforce Now, a scheduled job brings data in daily.

Where PeopleFluent and Reflektive stop

The two products have separate terms and different sub-processors. Read both sets of terms before you sign. PeopleFluent designs its AI to complement the judgement of its users, not replace it.

PeopleFluent switches on its AI features for you

PeopleFluent must switch on its AI services for you. It must also switch on the Virtual Assistant and AI Performance Context. Your administrator then picks which comment fields get the AI rewrite. AI Performance Context arrives with release 26.11, due on 3 November 2026.

Recovery after a failure can take three days

For PeopleFluent and Reflektive, LTG sets a recovery time objective of 72 hours. That is the target time to restore service, which is three days. Its recovery point objective is 2 hours. Up to 2 hours of data may be lost. Ask whether your contract can set shorter targets.

Reflektive’s uptime promise has one remedy

Reflektive promises commercially reasonable efforts to reach 99% uptime in a calendar month. In a 30-day month, 1% is about seven hours. Cancelling the service is the client’s sole and exclusive remedy. Ask what uptime promise PeopleFluent Performance has.

Two products have two sets of data terms

Reflektive may use client data in anonymised, aggregated form, with no personal details, for research and development. Under its standard terms, PeopleFluent may use customer data only to provide the services. PeopleFluent and Reflektive each have their own terms. Ask which set covers your contract.

LTG answers no to signing your data protection agreement

Asked whether it can sign a client’s data protection agreement, LTG answers no. LTG’s own agreement is tailored to the services it provides. If you need your own data protection terms, raise this early.

Liability stops at a year of fees

PeopleFluent caps a party’s total liability in its standard terms. The cap is the fees paid for the relevant services. The period is the twelve months before the event. Reflektive caps liability at the amounts paid and payable for the Reflektive platform. The period is the 12 months before.

The vendor is not liable for claims about your HR decisions

Under both sets of terms, the vendor is not liable for legal action. This covers your HR policies and employment decisions. Reflektive also makes the client responsible for checking results before use.

Reflektive pulls goals into reviews only with the Goals Platform

Reflektive can pull goals into review forms only if you have bought the Goals Platform. Reflektive’s language support costs extra. Ask for both in the quote.

Different providers sit behind each product

A sub-processor is a company the vendor passes your data to. Reflektive uses four sub-processors, all in the USA. Amazon Web Services does hosting. Filestack handles files. LaunchDarkly handles feature management. Pendo.io handles analytics. OpenText provides integration services for PeopleFluent Performance, in the UK for EU customers and in the USA.

What the contracts cover and what to get quoted

Ask for a written price for each product, and ask what unit each one counts. Reflektive invoices the annual payment in advance. It invoices quarterly for users above the minimum in your order. The rate is the list price per user per month in effect, unless your order sets another price. If you use Reflektive’s optional microbonus system, it adds an administrative fee of 5% of the total amount.

Reflektive renews your agreement for successive one-year terms. Either side can stop it with written notice at least 30 days before the term ends. A renewed order sets the minimum user count to your current count when that is higher than the old minimum. Unless your order sets the fees, renewal fees are Reflektive’s prices at that time.

PeopleFluent charges extra for use above the ordered quantity. The charge is proportionate and comes in blocks of at least 10% of the quantity. Payments are due within 30 days of the invoice. They are non-cancellable and non-refundable.

On leaving, Reflektive will destroy client data within 30 days after the order ends. PeopleFluent will do the same within 30 days, with a proviso. Ask what the proviso allows it to keep. If you need help retrieving data, you and the vendor agree the fees, format and timeline. PeopleFluent keeps your data until you confirm you have received your export. It also keeps it for 30 days after the service ends. LTG may in some cases keep encrypted backups for up to 13 months.

You could also run review steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Twelve questions to ask PeopleFluent

Which product’s terms will cover our contract, and do they differ on data use? Good answer: One named set of terms, with the data-use clause written in.
Reflektive may use anonymised data for research and development. Will you remove that clause from our order? Good answer: Yes, in the order form.
What uptime figure and remedy will you put in the PeopleFluent Performance contract? Good answer: A monthly figure and a remedy beyond cancelling.
You answer no when asked whether you can sign a client’s data protection agreement. Which of our required terms will you add to yours? Good answer: Our required terms added to your agreement, in writing.
Which AI features are on from the first day, and who at PeopleFluent switches on the rest? Good answer: A written list with dates, and no feature on without our administrator’s approval.
AI Performance Context arrives in release 26.11. Does it cost extra? Good answer: A price in the order form, or a written statement that it is included.
What does the Goals Platform cost for Reflektive, and what does it add? Good answer: A price for the Goals Platform in the quote.
Can we lower our Reflektive minimum user count at renewal? Good answer: A written right to lower the minimum.
Where is PeopleFluent Performance hosted, and can we choose the region? Good answer: A named region, written into the contract.
How long do you keep encrypted backups after we leave, and can they be deleted sooner? Good answer: A set date in the contract, not a range that runs to 13 months.
What is the year-one total with implementation, language support and integration services? Good answer: A single figure, with every item priced separately.
Which support hours cover our working day? Good answer: Hours that match our time zone, written into the order form.

Alternatives to PeopleFluent

Betterworks, ClearCompany, Workday, SAP SuccessFactors and ADP Workforce Now all sell performance reviews. Buying nothing is another route.

Betterworks charges $8 per user per month for Performance, and $9 with Talent Intelligence. It aims at mid-market and enterprise organisations. Its AI features stay off until an administrator turns them on. Put its prices beside the quotes you get from PeopleFluent.

ClearCompany lets you start with the stage that matters most and expand across the talent lifecycle later. Its Review Agent drafts reviews from goals, one-to-one notes and shoutouts. Its calibration feature lets leaders review and align ratings across teams.

Workday’s Sana Coach entered early access at Workday Rising. It covers performance reviews, feedback and talent sentiment. Its Goals and Check-Ins feature is coming soon. Workday charges through Flex Credits for the work its AI completes, not by employee count.

SAP SuccessFactors sells Performance and Goals as an AI-powered performance product. Ask SAP for a quote. AI-assisted writing and performance insights need an AI units licence, which is a separate licence for AI use.

ADP aims Workforce Now at midsized and large businesses. Ask ADP for the price of its performance app.

If an HR system you pay for already runs reviews, compare what it includes before you buy a second product. If you want the whole market laid out, start with the market guide.

More in this guide

The Performance management software guide
Compare the 33 researched products how each of the 33 researched performance management products runs reviews, what its AI does, what it costs and what its contract says.
Mid-market companies which performance management products suit a company of 200 to 2,000 people, what they cost and what to ask before signing.
Enterprise companies which performance management products suit a company of 2,000 people or more, what they cost, how the contracts run and what to ask.
Frontline and deskless teams how performance reviews reach staff who do not work at a desk, what that costs and what to ask vendors.