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Buyer’s guide · OKR software

The best OKR software for HR teams, compared

Nine OKR tools an HR team is likely to shortlist, the criteria that matter when goals feed the performance review, an honest fit check and a checklist for the evaluation.

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Organisational goal cascade in CLEAR Talent

Most lists of the best OKR software are written for whoever runs strategy. HR teams buy OKR software for a slightly different reason: the goals people set at the start of a cycle are what they will be assessed against at the end of it, so the tool has to keep those goals connected to company objectives all year and then carry them into the review. That narrows the shortlist and changes what matters in a demo.

This guide compares nine tools that come up when HR teams shortlist OKR software: CLEAR Talent, Betterworks, Lattice, 15Five, Leapsome, Perdoo, Quantive, WorkBoard and Profit.co. Some are dedicated OKR and strategy-execution platforms; others manage OKRs inside a wider performance product. We build CLEAR Talent, so we describe it precisely and describe the others only as they describe themselves. Where we cannot speak for another vendor, the table says “Confirm” and the vendor notes give you the question to ask — never a claimed gap.

What to look for

What separates one OKR tool from another when HR owns the outcome.

Every tool on this list can record an objective and its key results. These are the questions that decide whether goals stay connected to strategy all year and reach the review intact.

  1. 01

    Linkage that holds

    An OKR tool earns its place by keeping individual goals tied to the objectives they serve. Ask whether a goal can exist without a parent, and what happens to the cascade when a parent objective changes mid-quarter.

  2. 02

    OKRs and KPIs in one place

    Most organisations run both: objectives that change each quarter, and measures a role carries all year. Check whether KPIs can be weighted, banded and linked to goals, or whether they live in a second tool.

  3. 03

    What happens at review time

    For an HR team the question is not only whether goals are tracked but whether goal results reach the performance review without being exported and retyped — and how much of the rating they carry.

  4. 04

    Check-ins people keep up

    A goal set at the start of the year and next opened at the end of it is documentation, not management. Look at check-in prompts, at-risk flags and how much effort a progress update takes on a phone.

  5. 05

    Priorities stated as weights

    Once someone holds more than two goals, the weights are the clearest priority signal they get. Ask how weighting works, whether weights can total more than 100%, and what happens when a new priority lands mid-cycle.

  6. 06

    Who will own it

    OKR programmes are often run by strategy or operations while HR runs reviews. Decide who will administer the tool, and ask each vendor to let that person build a goal cycle in the demo, without their consultant driving.

Capability comparison

9 tools, compared on the same criteria.

Listed in no ranked order. The CLEAR Talent column says what the product does; the others say where a vendor presents a capability itself, and where you should confirm it with them.

We can describe CLEAR Talent precisely, because we build it. We cannot describe other vendors’ current packaging with the same authority, and pretending otherwise would make this table useless to you. So the CLEAR Talent column states what the platform does today. The other columns say “Strong” only where that vendor presents the capability in its own public positioning, and “Confirm” everywhere else — which means ask them, never that the capability is missing.

OKRs cascaded from organisation objectives

Team and individual goals visibly serve what the company is trying to do.

CLEAR TalentStrong / native

Organisation objectives cascade to department, team and individual goals, with a visual cascade map.

Betterworks
Strong / native
Lattice
Strong / native
15Five
Strong / native
Leapsome
Strong / native
Perdoo
Strong / native
Quantive
Strong / native
WorkBoard
Strong / native
Profit.co
Strong / native

Individual goals that must link to a parent

Orphaned goals cannot quietly accumulate between planning and review.

CLEAR TalentStrong / native

Strategic Linked Goals will not accept an individual goal without a parent objective.

Betterworks
Confirm
Lattice
Confirm
15Five
Confirm
Leapsome
Confirm
Perdoo
Confirm
Quantive
Confirm
WorkBoard
Confirm
Profit.co
Confirm

Weighted KPIs alongside OKRs

Ongoing measures and quarterly objectives are scored on the same terms.

CLEAR TalentStrong / native

A KPI library of reusable, role-aware templates with performance bands, weightings and guardrails.

Betterworks
Confirm
Lattice
Confirm
15Five
Confirm
Leapsome
Confirm
Perdoo
Strong / native
Quantive
Confirm
WorkBoard
Confirm
Profit.co
Strong / native

Check-ins and at-risk flags during the cycle

A drifting goal shows up in month two, not at review time.

CLEAR TalentStrong / native

Check-in prompts per goal, at-risk flags from pace and check-in signals, and end-of-cycle score projections.

Betterworks
Strong / native
Lattice
Strong / native
15Five
Strong / native
Leapsome
Confirm
Perdoo
Confirm
Quantive
Confirm
WorkBoard
Confirm
Profit.co
Confirm

Goals and performance reviews in one platform

Goal results reach the review without being exported and retyped.

CLEAR TalentStrong / native

Goal scores roll into the review automatically; the weight goals carry against competencies is set per level.

Betterworks
Strong / native
Lattice
Strong / native
15Five
Strong / native
Leapsome
Strong / native
Perdoo
Confirm
Quantive
Confirm
WorkBoard
Confirm
Profit.co
Confirm

Competency assessment beside goal results

A rating reflects how someone worked, not only what they delivered.

CLEAR TalentStrong / native

Competency ratings against behavioural indicators form a second stream of the rating and can require written evidence.

Betterworks
Confirm
Lattice
Confirm
15Five
Confirm
Leapsome
Confirm
Perdoo
Confirm
Quantive
Confirm
WorkBoard
Confirm
Profit.co
Confirm

AI drafting with human approval

Help past the blank page, without goals nobody has checked.

CLEAR TalentStrong / native

Ava drafts goals, KPIs and weightings for a role; output is labelled, editable and can be switched off. AI scope varies by plan.

Betterworks
Confirm
Lattice
Confirm
15Five
Confirm
Leapsome
Confirm
Perdoo
Confirm
Quantive
Confirm
WorkBoard
Confirm
Profit.co
Confirm

Mobile and multilingual check-ins

People away from a desk, or not working in English, keep their goals current.

CLEAR TalentStrong / native

Check-ins on the web or the iOS and Android apps, in 16 languages; the mobile apps are included from the Pro plan.

Betterworks
Confirm
Lattice
Confirm
15Five
Confirm
Leapsome
Confirm
Perdoo
Confirm
Quantive
Confirm
WorkBoard
Confirm
Profit.co
Confirm

Strategy execution beyond people goals

Matters if OKRs run the business cadence as well as the people process.

CLEAR TalentLimited

Goals, OKRs and KPIs are managed as part of performance management. CLEAR Talent is not a standalone strategy-execution suite.

Betterworks
Confirm
Lattice
Confirm
15Five
Confirm
Leapsome
Confirm
Perdoo
Strong / native
Quantive
Strong / native
WorkBoard
Strong / native
Profit.co
Confirm

Status legend

Strong / nativeA clearly positioned core or native capability.
LimitedPublic information indicates narrower coverage than specialist or enterprise alternatives.
ConfirmScope, module, localization, or availability should be confirmed with the vendor.

The shortlist, tool by tool

How each describes itself, and when it belongs on your list.

Positioning is summarised from each vendor’s own public materials. The question beside it is the one most likely to settle the decision in a demo.

  • CLEAR Talent

    A performance and development platform that manages OKRs, SMART goals and weighted KPIs through Strategic Linked Goals, then carries goal scores into the performance review beside competency assessment and 360° feedback. Built to run alongside the HRIS you already have.

    Worth a look when

    Goals are meant to feed the review, you want individual goals that cannot exist without a parent objective, and you want OKRs and KPIs in the same tool as your review cycles.

    See the platform

  • Betterworks

    Enterprise goal and OKR management, with conversations, continuous feedback, performance reviews and calibration alongside, typically deployed in large organisations next to an existing HCM.

    Worth a look when

    An enterprise-scale goal programme across a large, structurally complex organisation is the outcome you are buying.

    Ask them

    Whether an individual goal can be required to link to a parent objective, and what implementation involves at your headcount.

    CLEAR Talent vs BetterworksBetterworks website

  • Lattice

    A people platform covering performance reviews, goals and OKRs, 1:1s, engagement surveys, career and development tracks and analytics, and it has extended beyond performance into core HR.

    Worth a look when

    You want OKRs, reviews and engagement surveys from one supplier and are comfortable consolidating more of the HR stack with it.

    Ask them

    How an individual goal is tied to a parent objective, and whether weighted KPIs with performance bands can be modelled.

    CLEAR Talent vs LatticeLattice website

  • 15Five

    Continuous performance and manager enablement: weekly check-ins, 1-on-1s, OKRs, performance reviews, engagement surveys, and manager coaching and training content.

    Worth a look when

    You want OKRs to sit inside a weekly check-in habit, and manager training content matters as much as the goal tracker.

    Ask them

    Whether the link from an individual objective to its parent can be enforced, and how goal progress is used in a review.

    CLEAR Talent vs 15Five15Five website

  • Leapsome

    A people enablement platform covering performance reviews, goals and OKRs, 360° feedback, engagement surveys, 1:1 meetings, and learning and onboarding.

    Worth a look when

    You want goals and OKRs inside a broader people platform, with engagement surveys and learning from the same supplier.

    Ask them

    Which modules sit in the tier you are quoted, and how goal progress is used in a review cycle.

    CLEAR Talent vs LeapsomeLeapsome website

  • Perdoo

    Goal and strategy-execution software built around OKRs and KPIs, with a strategy map that shows how goals connect and regular check-ins on progress.

    Worth a look when

    The main need is an organisation-wide OKR and KPI programme, and performance reviews are run elsewhere or are a secondary concern.

    Ask them

    Whether performance reviews are part of the product you are quoted, and how goal results would reach the system that runs your reviews.

    Perdoo website

  • Quantive

    A strategy-execution platform with OKRs at its core, positioned around connecting objectives to business data, planning and progress reporting.

    Worth a look when

    Strategy execution driven by business data is the priority, and the goal programme is owned by strategy or operations rather than HR.

    Ask them

    How individual goals and performance reviews are handled, or which system they would stay in.

    Quantive website

  • WorkBoard

    A strategy-execution platform built around OKRs, aimed at aligning large organisations on their objectives and the operating rhythm around them.

    Worth a look when

    You are a large organisation running OKRs as the operating cadence for leadership and teams, with reviews handled in a separate HR system.

    Ask them

    What the minimum contract and implementation look like at your headcount, and how goal data would reach your review process.

    WorkBoard website

  • Profit.co

    OKR software with KPI tracking alongside, and further modules offered around the OKR core.

    Worth a look when

    You want a dedicated OKR and KPI tool now, with the option of adding further modules from the same supplier later.

    Ask them

    Which modules your quote includes, and how OKR results are used in performance reviews.

    Profit.co website

The honest fit check

When CLEAR Talent is the right fit — and when it is not.

We would rather you shortlist the right tool than the one that wrote this page.

CLEAR Talent fits when

  • Goals are meant to feed the performance review. Goal scores roll in automatically and sit beside competency ratings and 360° feedback in one composite rating whose parts stay visible.
  • You want linkage enforced rather than requested. Strategic Linked Goals will not accept an individual goal without a parent objective, and the goal alignment view opens on cascade gaps, unlinked KPIs and goals without an owner.
  • You run OKRs and KPIs together. A central KPI library holds reusable, role-aware templates with performance bands, weightings and guardrails, and a person’s goal weights for a period cannot total more than 100%.
  • Different teams work to different rhythms. Quarterly OKRs and annual goals run side by side, with each quarter’s goal scores rolling up into the annual review.
  • You want a price to plan against before the first sales call. Goal and OKR management and KPI management are on every plan, from the Basic plan at USD 39 a month, and there is a free 1-month trial.

Look elsewhere when

  • You only need to track objectives and will never assess anyone against them. A dedicated OKR tool may be all you need — our own OKR page says the same.
  • OKRs mainly run the business cadence — strategy reporting and operating reviews for leadership — rather than the people process. Dedicated strategy-execution platforms are positioned around that.
  • Engagement or pulse surveys are part of this purchase. CLEAR Talent has no survey product.
  • You need goals to sync live with your HRIS. There is no prebuilt connector today: people and structure come in by CSV or Excel import or API access.
  • You are past 100 staff users and want a list price rather than a quote. Above that headcount CLEAR Talent is priced on the Enterprise plan.

Price at your headcount

Compare quotes at the same headcount, not headline prices.

A plan fee with per-user add-ons and a per-seat rate only become comparable once both are converted to a monthly cost for your own team.

CLEAR Talent published list price

CLEAR Talent monthly list price by plan and staff headcount
Staff usersBasic planPro plan
50$159 / month$295 / month
100$309 / month$545 / month
101+Enterprise plan, quoted to your scope

CLEAR Talent publishes a list price rather than quoting from scratch: the Basic plan is USD 39 per month and covers 1 admin user and 10 staff users, with each additional staff user at USD 3 per month and each additional admin user at USD 9, up to the maximums stated on the plan. The Pro plan is USD 295 per month and covers 3 admin users and 50 staff users. Past those limits the Enterprise plan is quoted. Goal and OKR management and KPI management are included on every plan, Basic included. At 50 staff users that is USD 159 a month on Basic or USD 295 on Pro; at 100 staff users, USD 309 on Basic or USD 545 on Pro. Annual billing takes 15% off the plan price, and there is a free 1-month trial. Past 100 staff users the Enterprise plan is quoted to your scope.

See what each plan includes

Everyone else: ask, in writing

We do not quote other vendors’ prices here. Published pricing changes, some vendors quote rather than publish, and a figure repeated on this page would be out of date before you read it. Read each vendor’s current pricing page, then get a written quote at the same headcount, term and module list as every other vendor on the shortlist.

  • Which modules are inside the quoted price, and which are licensed separately?
  • Is the price per employee, per active user, or per licence — and how are leavers treated mid-term?
  • What is the minimum seat count, and what happens to it if headcount falls?
  • What is the implementation fee, what does it cover, and what is billed hourly afterwards?
  • What is the contract term, and what is the uplift at renewal?

Buyer checklist

Run the evaluation the same way for every vendor.

A repeatable process for an OKR evaluation — and the one that stops the most polished goal dashboard from winning by default.

Before the demos

  • Decide who owns the goal programme — HR, strategy or operations — and whether goals will feed performance reviews. The answer changes the shortlist.
  • Write down your cadences: which levels work to quarterly OKRs, which to annual goals, and which KPIs roles carry all year.
  • Write three to five scenarios every vendor must show live: a company objective cascaded to one individual, a goal re-weighted when a new priority lands mid-quarter, a check-in on a phone, and goal results reaching a review.
  • Ask for every quote at today’s headcount and your expected headcount in three years.

In the demo

  • Try to create an individual goal with no parent objective, and see what happens.
  • Ask how progress on a parent objective is calculated from its child goals, KPIs and key results.
  • Ask what the AI drafts, whether its output is labelled, and whether it can be switched off per team or cycle.
  • Put a manager who will actually run check-ins in the room.

Before you sign

  • Get the module list, how a user or seat is counted, any minimum seat count, the implementation fee and the renewal terms in writing.
  • Confirm how goal data comes out — formats, and what happens at the end of the contract.
  • Pilot one quarter with one department before rolling out to everyone.

Buyer questions

Questions HR teams ask about OKR software.

The answers an OKR shortlist usually turns on.

What is the best OKR software for HR teams?
There is no single winner, and the answer depends on what the goals are for. If goals are meant to feed performance reviews, look for a tool where reviews live on the same platform and goal results reach the review without being retyped — CLEAR Talent, Betterworks, Lattice, 15Five and Leapsome all present reviews alongside goals. If OKRs are mainly a strategy and operating cadence owned outside HR, strategy-execution platforms such as Perdoo, Quantive and WorkBoard are positioned around that. CLEAR Talent is built for the first case: it will not accept an individual goal without a parent objective, and goal scores sit beside competency ratings in the review.
Should OKR scores decide performance ratings?
They usually inform the rating rather than make up all of it. A goal score says what was delivered; it says nothing about how. In CLEAR Talent goal scores roll into the review automatically and form one stream of a composite rating, competency assessment forms the other, and the weighting between them is configurable per level — so you decide how much of the rating goals carry, and a calibration session can question a goal score without disturbing the rest of the rating.
What is the difference between OKR software and KPI software?
OKRs describe change: an objective and the measurable key results that show it was achieved, usually on a quarterly rhythm. KPIs describe the health of ongoing work and are carried by a role all year. Some tools handle one far better than the other. CLEAR Talent holds both on one platform: OKRs, SMART goals and weighted KPIs, with KPIs drawn from a central library with performance bands and guardrails, all rolling up to the same organisation objectives.
How much does OKR software cost?
Pricing models differ — a plan fee with per-user add-ons, a per-seat rate, modules sold separately — so headline figures mislead. CLEAR Talent includes goal, OKR and KPI management on every plan: at 50 staff users that comes to USD 159 a month on the Basic plan or USD 295 on Pro, with 15% off the plan price for annual billing, and past 100 staff users the Enterprise plan is quoted. For other vendors, read their current pricing page and get a written quote at the same headcount, term and module list before comparing.
Is CLEAR Talent a dedicated OKR tool?
No. It manages OKRs, goals and KPIs as part of a performance management platform, so the same goals connect to reviews, 360° feedback, competency assessment and development plans. If you only need to track objectives and never assess anyone against them, a dedicated OKR tool may be all you need.

Keep reading

Bring your own goal cascade to the demo.

Show us one company objective, the teams that serve it and the way goals reach your reviews, and judge CLEAR Talent on how it handles them — with the same scenarios you give every other vendor.

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Comparison note: this page is written and published by CLEAR Talent. Statements about CLEAR Talent describe the product and its published pricing as they stand today. Statements about other vendors summarise their own public positioning at the date below, are limited to capabilities they present themselves, and are not an assessment of anything they do not cover. The table ranks no one. Packaging, capabilities and pricing change — verify every shortlist requirement directly with each vendor.

Last reviewed: . Sources: CLEAR Talent OKR & goal setting software, CLEAR Talent pricing, Betterworks, Lattice, 15Five, Leapsome, Perdoo, Quantive, WorkBoard, Profit.co.