Workleap starts at $4,999 a year, plus $32 per manager per month

Workleap Performance runs your review rounds and calibration. Its AI assistant helps managers and staff write reviews from work they have already done. A person makes every judgement. Plans start at $4,999 a year plus $32 per manager per month. Check the AI use limit and the contract terms before you sign.

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

Workleap suits a team that wants AI to draft reviews, if the cap and the contract fit

In one line

Workleap Performance runs review rounds, calibration and goals. Its AI assistant drafts reviews in the reviewer’s voice from goals, 1-on-1s, recognition and connected work apps.

Buy it if

You want managers to start from a draft built on evidence. You want to buy one product and add others later. You can price your AI use against the monthly cap.

Do not buy it if

You need a refund when you leave early. You need every employee to see their own score.

Check first

Ask Workleap how staff who work in languages other than English or French complete a review.

Price

The Standard plan starts at $4,999 a year plus $32 per manager per month. The Pro plan starts at $11,999 plus the same $32. Plans are billed annually. Organisations with more than 250 employees get an Enterprise plan at a custom price.

How a review round runs, and what the AI does in it

A performance review tool sits at the core of the Workleap suite. Every self, peer, manager and upward review belongs to a review round. An upward review is feedback from employees about their manager. A manager review is the manager assessing the employee. Each question can be a rating scale, open text or multiple choice. The wording can differ for each type of review. Only the admin roles, Executives and Collaborators, can create, edit, delete or copy a review round. Direct managers track their own reporting line. Employees complete the reviews they are given.

When you build a round, Workleap produces a full AI draft of it. The AI can also suggest 3 to 6 goals for each person. It bases them on role, past goals and team context. Goals feed reviews, feedback and conversations. The AI summarises reviews for direct managers and Executives. Reminders go out 3 business days before the due date, on the due date and 1 business day after it.

A review score is worked out for each person in each round. The reporting scale can be any value from 2 to 10. If the round has a manager review, the default score is the average of the manager’s rating questions. The formula can be changed on a live round, and every score recalculates. The AI also reads the written comments and rates them as positive, negative or mixed against 12 performance themes. This reduces bias from writing style or review length. The Performance overview includes the three highest and three lowest rated teams, managers or individuals.

Managers can reach the agent in Slack or Microsoft Teams. Workleap also has a link that lets other AI tools, such as Claude, ChatGPT and Gemini, work with Workleap data. Through that link the agent can draft answers, save context, and share or submit a review. When data goes to one of those tools, that provider may process, store or keep it under its own terms. Workleap’s help centre opens the link to anyone with Workleap access. Workleap’s pricing page puts the link in the Pro plan. Ask Workleap which applies to you.

The main HR system connection retrieves changes every 24 hours. Only one active staff-account connection is allowed at a time. Workday, SAP SuccessFactors and UKG Pro each need the customer to create accounts, permissions and credentials first. Paycom credentials carry a fee charged by Paycom. The time to build the first connection varies a lot with the system and the size of the account. The Pro plan includes single sign-on, which lets staff sign in with the company’s own login. Workleap activates it only on a support request.

The AI may be switched on for your staff from day one. Workleap may make AI features available to users by default in certain products, including on a trial basis. Access is managed in the Users tab. Workleap AI sees only what each person can already see. It does not extend access beyond that. Admins can switch personal app connections on or off for the whole organisation. They cannot see which apps a person connected, and they cannot disconnect them. Decide before the first round whether to allow personal app connections at all.

To see how other vendors use AI in reviews, read our guide to performance management software.

The AI drafts from real work and a person decides

The AI helps with the blank page, and the reviewer keeps the judgement

The Review Agent helps a reviewer prepare and write a review in one conversation. It drafts in the reviewer’s own voice, based on their past reviews. It never overwrites an edit. It tells the reviewer which answers have thin evidence. By default it proposes no rating. It can lay out what the evidence supports under each plausible rating. It submits or shares a review only when asked.

It reads the work records people already have

The Review Agent reads current and past reviews, goals, recognition sent and received, and 1-on-1 agendas. Each person can also connect their own apps. These include Slack, Microsoft Teams, Jira, Notion, Outlook, Google, Confluence, Gong, Zoom and GitHub. The agent pulls only from apps that person connected, and it asks before pulling more. An administrator first has to allow personal app connections for the whole organisation.

Calibration comes with an AI brief for each manager

Calibration is the meeting where leaders compare ratings across teams before decisions on pay, promotion and retention. Direct managers prepare their team’s ratings in the Calibration tab. The AI brief sets out the person’s position, the key evidence, comparisons and the areas that others may challenge. Calibration data can be filtered by gender to check representation across gender groups. Each manager can keep private notes that no one else sees.

Review rounds can follow each person’s hire date

A company-wide round starts everyone together with shared deadlines. A hire-date round starts each person once, a set time after they join. An anniversary round starts each person on their work anniversary every year. These schedules also cover probation and new-hire check-ins. A repeating round prepares its own next run, and an administrator reviews it and launches it.

Teams that want AI help writing reviews

A company that wants managers to start from a draft

The agent drafts, the manager edits, and the evidence comes from work the person already did. One customer reports that managers used Workleap to draft reviews. The suite is for growing businesses with a small or generalist HR team.

QS ran two company-wide rounds in five months

QS is a company based in London with 850 employees worldwide. It launched 2 company-wide review rounds in 5 months. It reports 100% of reviews completed within one month. It moved its performance data and goals from its previous provider within a 90-day window. QS managers give a provisional rating by a short deadline for calibration. Then they write the longer review. QS reports that Workleap AI gives managers, especially newer ones, extra support to turn examples into feedback.

A team that wants to start with one product

Workleap advises starting with one product instead of buying the whole platform. Workleap sells other products too, including Compensation, Onboarding, Skills, Pingboard and a learning management system.

More than 70,000 leaders use Workleap. It was called GSoft until it changed its name. It funded itself for 17 years before its first outside investment of CA$125 million from CDPQ, a global investment group. It bought Pingboard in December 2023 and Barley, a pay management product, in July 2025.

Language support, an AI cap and non-refundable payments

Language support needs a straight answer

Workleap’s help centre puts Workleap Performance at English and French only. Its product page promises review questions in every language a team speaks. Workleap AI can translate a whole review round into the other supported language. Ask Workleap which statement applies to your staff.

Free AI use is capped, and the cap runs out

Each person gets 3 AI uses a month. The whole organisation gets 1,000. A use is counted when someone starts a new conversation with the AI. A use is also counted when someone uses an AI feature built into a screen. At about 334 people, the organisation cap is reached before every person has used their 3. When the uses run out, the AI features stop until the next billing cycle. An upgrade called Workleap AI+ removes the limits for $4 per user per month.

You pay for every manager, and the starting fee is yearly

The Standard plan starts at $4,999 a year and adds $32 per manager per month. The Pro plan starts at $11,999 plus the same $32. Plans are billed annually. These prices apply to new customers. At renewal, the fee becomes Workleap’s standard fee at that time, unless you agree otherwise in writing.

Employees do not see their own score

Workleap works out a Review Score for each person in each round from the rating questions answered in that round. It is the number used wherever an employee score is shown, and the pay tool uses it. In this release the score is stored but not shown to the employee. If your policy lets people see their rating, ask Workleap how that works in your round.

Calibration compares ratings but does not change them

Nobody adjusts a rating in the Calibration view. The change happens in the review itself. With fewer than 4 people in a round, calibration hides its averages.

Anonymity is limited on small teams

Executives and the manager in the reporting line can always see peer feedback. That holds whether or not the reviewers are identified. Anonymity is limited on small teams. Tell staff this before you ask for honest peer comments.

Three AI companies sit behind Workleap AI. Anthropic supplies an AI model behind it, and processes data in the USA. Microsoft hosts the service and processes data in several countries. They include the USA, Canada, France, Germany and the United Kingdom. Cohere ranks search results. Workleap AI does not use customer data to train its models. Workleap will not use inputs or outputs to train its AI features either. Workleap does not test or verify what the AI produces, so you should review it. AI answers may not always be perfect.

Workleap bars customers from using its AI for automated decision-making with legal or similarly significant effects on a person. The bar lifts only with adequate human review and compliance with applicable laws.

Workleap also sells a Manager Agent. You must make sure no employment, pay or disciplinary decision rests only on an AI output or action. A qualified person must review it. You also choose which autonomous actions are switched on. An autonomous action is a step the AI takes without being asked.

From $4,999 a year plus $32 per manager per month

Plans start with a yearly fee and add a monthly charge per manager. Here is a worked example for the lowest case. Suppose your organisation has 250 or fewer employees, and 20 people manage others. On Standard, the manager charge is $32 times 20 times 12, which is $7,680 a year. Add the $4,999 starting fee and the first year costs at least $12,679. On Pro it costs at least $19,679. Ask Workleap what the starting fee covers and who counts as a manager seat.

Past the free AI cap, the AI stops until the next billing cycle. Workleap AI+ removes the cap for $4 per user per month. Standard also includes team health and engagement reports, and AI analyses, summaries and chat. Organisations with more than 250 employees are asked to contact Workleap, and an Enterprise plan has a custom price.

Fees for an annual subscription are invoiced at the start of the year and are due within 30 days. Payments are non-refundable. There is no refund or other repayment for partly used periods or for fewer users. Annual and multi-year subscriptions renew for the same term unless you cancel at least 30 days before the renewal date. At each renewal the scope of use becomes the higher of your current scope and your actual use. You can instruct otherwise before the cutoff date.

Workleap may end the contract for convenience. It gives 30 days’ notice on monthly plans and 90 days’ notice on annual and multi-year plans. For certain listed terminations, it refunds prepaid fees for the unused term. For certain other terminations, Workleap sets a fee equal to the remaining fees not yet paid. Workleap may suspend the products without notice if invoiced fees are overdue. It may also change features at any time without notice, and temporarily limit or suspend availability at its discretion. It gives prior notice of a change that materially cuts a product’s purpose. Workleap does not promise the products will be uninterrupted, timely or free of errors.

Each side’s liability for proven direct damages is capped. The cap is what was paid and payable in the 12 months before the event. The Workleap company that signs, the governing law and the courts depend on where you are based. You also agree to let Workleap use your company name and logo as a reference in marketing.

Leaving takes planning. An employee can export their own review as a PDF. Review content can be exported as a CSV file from the Progression tab. Exports include only completed reviews and visible responses. Collaborators can export only the Progression report. Workleap’s user-status article keeps a deactivated person’s performance data for three years. Workleap’s Performance FAQ keeps it until the person is deleted. If a user is deleted, the reviews written about them are permanently removed. The reviews they wrote about others stay. After the terms end, Workleap securely deletes your personal information under its retention policy or on request. For performance data from the older Officevibe add-on, you need to contact Workleap Support.

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

Eleven questions to put to Workleap

What does the $4,999 starting fee cover, and who counts as a manager seat? Good answer: A written description of the period, the headcount and the seat rule, on the order form.
How would our staff who do not speak English or French complete a review? Good answer: A named way that works for every language we have, written on the order form.
How many AI uses will our organisation need in a review round, and what does Workleap AI+ cost for us? Good answer: A count based on our own numbers, and a written price for the whole round.
Can an employee see their own Review Score, and when will that change? Good answer: A date, or a setting that lets us show it.
Which plan do we need for the AI-tools link and for sign-in with our company login? Good answer: A written list of what each plan includes, and whether turning on single sign-on costs extra.
Can we take the Anthropic and Cohere AI providers out of our setup, or choose where our data is processed? Good answer: A clear yes or no for each provider, with the country of processing.
Which of our people can see which apps the AI reads for a review? Good answer: A plain description of who sees what, including administrators.
If we leave before the term ends, will you refund any of the first year? Can you limit the renewal to the scope we choose? Good answer: A written refund rule, and renewal at the scope on the order form.
What is the renewal price, and when will you tell us before it applies? Good answer: A cap in writing, and notice well before the 30-day cancellation deadline.
How do we export all our review history when we leave? Good answer: One export of every completed review in every round.
How long do you keep a deactivated person’s review data, and can we set it? Good answer: One stated period in writing, with a setting we control.

Alternatives to Workleap

PerformYard, Leapsome, 15Five and Quantum Workplace all run review rounds like Workleap. Risely’s Merlin coaches managers on writing reviews and runs no round. Buying nothing is the last option.

PerformYard costs $5 to $15 per person per month, billed annually. Its HR system connections and single sign-on come with every plan. Leapsome charges one price per employee per month with no set-up fees. Its Performance Reviews product costs €7 per employee per month. The platform base is called Agentic HRIS Foundation. Leapsome’s pricing page puts €7 on the plan card and €5 in the price estimator. It costs €0 with any Talent Suite product until 31 December. The platform is always part of a Leapsome plan.

15Five Perform costs $11 per user per month, billed annually. Its AI-assisted reviews left beta on 17 September 2026. They come with the Perform & Goals and Total Platform packages. Quantum Workplace has a minimum annual contract of $15,000, with its base price set by the number of employees. Workleap starts at $4,999 a year plus $32 per manager per month.

Risely’s Merlin is an AI coach for managers. A manager can ask it to help draft review feedback, or upload feedback already written. Merlin checks the wording against the company’s own feedback guidelines. It also coaches on how to give constructive feedback. An admin sets up those guidelines in Risely. Merlin leaves the rating to the manager. Review-feedback coaching is part of Risely’s enterprise plan. Merlin runs no review round, so it does not replace Workleap.

Buying nothing means keeping your current process. Work out your own total from the starting fee and $32 per manager per month. If that total is more than you want to pay, keeping your process is a real option.

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.