Pulseri vs employee platforms

A pulse and a platform are different sizes of tool

Culture Amp, Lattice and 15Five are people platforms. Each bundles engagement surveys, performance reviews, goals and one-to-ones. Culture Amp's Perform product lists continuous feedback, reviews with calibration, one-to-ones and goals ². Lattice Performance covers reviews, with an AI first draft, and one-to-ones ⁶. 15Five's Perform plan lists performance management, OKRs and 360 feedback ⁹.

Pulseri covers one slice: a short survey to your team every few months, such as eNPS, and the trend. It sends the same kind of survey to your customers, so you can read both side by side.

What each one costs

Read each plan page on the day you buy, because figures move.

Culture Amp sells on quotes. Its page says the price depends on the number of employees, the product and the service tier, billed yearly ¹. It shows no figures.

Lattice prices per seat per month, billed yearly. The page lists USD 10 for Performance, USD 8 for Goals and OKRs, and USD 4 for Engagement, with a USD 4,000 minimum agreement a year ⁴.

15Five also prices per user per month, billed yearly. The page lists USD 4 for Engage, USD 11 for Perform and USD 16 for the Total Platform ⁷.

In all three, cost follows headcount. Pulseri counts People, the team members and customers you choose to track, and includes every answer. Larger teams can talk to us about an Enterprise plan.

Pulse surveys and eNPS

Culture Amp lists engagement and pulse surveys, with benchmarks drawn from over a billion survey responses ³. Lattice lists pulse surveys and a one-question eNPS ⁵. 15Five lists benchmarking and eNPS, plus surveys on a timetable from onboarding to exit ⁸.

Benchmarks are a real strength of the platforms. They tell you whether a score of 20 is good for a company like yours. Pulseri publishes no benchmarks. It shows your own trend.

What happens after a low score

In Pulseri, a rule decides what counts as low, and a chat channel gets a message when an answer matches. The picture shows a team pulse reaching a channel, so a person can follow up.

Five steps: a team member scores a quarterly check-in 4, a rule for scores of 5 or lower matches, an alert is created, a message appears in the people team chat and the team can talk with them. A switch shows a score of 9: a thank-you note goes out instead.

Johanna BergCopperleaf

4

“My workload has been too heavy this month.”

Rule

Matches

Score 5 or lower

Low check-in from Johanna Berg

New heads-up

#people-team · Pulseri

A quarterly check-in from Johanna Berg scored 4 out of 10. Workload is the reason given.

Owner: Priya Raman

Because answers are tied to the person, you can follow up with whoever wrote the comment. Some people answer more freely when nobody can see who they are. Pulseri has no anonymous mode. If anonymity matters to your team, ask every vendor exactly how they protect it.

Keeping the two audiences apart

Pulseri holds customers and team members in one list of People but keeps their surveys apart. A team survey goes only to team members and never appears in a customer report.

When a people platform is the better choice

Choose a people platform if your managers need reviews, goals and one-to-ones in one place, you want benchmarks against other companies, or you have a people team that will run action plans after each survey.

Choose Pulseri if you are a small team that wants a short pulse every few months, next to your customer feedback, and a message when something looks wrong. If you grow into a full program, add a platform later and keep Pulseri for the customer side.

Moving a pulse over

1. Export your last pulse results and keep the file.
2. Add your team to Pulseri as People, with facts such as team or start date.
3. Ask the same question, so scores stay close to your old ones.
4. Choose a low-score rule and the channel that should hear about it.
5. Mark the switch date on any chart you share.

Pulseri does not import old scores. Compare by date, so two ways of asking never share one trend line.

Keep reading

• Employee feedback surveys: how eNPS and ESAT check-ins work in Pulseri.
• eNPS for small teams: a steady check-in without a big HR project.
• Pulseri vs enterprise experience suites: the other whole-company option.