Founded in 1987, gyrus is a robust, modern, and future-ready learning management system. 600+ companies across 25+ countries…
4.7
19 reviews
Category
Talent Management Software
For HR teams whose performance reviews, training tracking, and career planning have outgrown spreadsheets and need a system that covers the employee lifecycle after hiring.
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83 reviews
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Subscription
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153 reviews
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4.7
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Recognize is an employee recognition and rewards platform built to help companies create stronger workplace cultures where people…
4.7
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Uptick is productivity software that uses 1:1 meetings, engagement tools and performance reviews to provide a unique blend of…
4.7
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4.7
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4.6
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Articulate develops e-learning software, content, and resources that change the way the world learns. More than 120,000…
4.6
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Blink is the mobile-first employee experience platform that connects your people, systems, and culture in one super-app. It…
4.6
133 reviews
Bonfyre is a workplace culture platform. We make it easy for teams to take the right actions to build workplace relationships…
4.6
12 reviews
Clear law institute provides online compliance training and advisory services for thousands of employers across the world…
4.6
37 reviews
We provide comprehensive compensation, and performance management software that helps leading organizations deliver world-class…
4.6
12 reviews
Compxl by salary.com is the leading product for automating the compensation planning process. Compxl is a flexible and affordable…
4.6
60 reviews
We moved 🎉 follow us here: https://www.LinkedIn.com/company/energage/
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99 reviews
Semos cloud is your strategic partner in connecting culture, people, and skills. Our people & culture intelligence platform…
4.6
45 reviews
My learning hub is a cloud-based suite of learning tools including lms and authoring tool that allows l&d and training managers…
4.6
44 reviews
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4.6
85 reviews
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4.6
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Buying into this category means paying for a system that runs the employee lifecycle after hiring: setting and tracking performance goals, delivering and recording training, running feedback cycles, planning who moves into which role next, and sometimes handling pay reviews and recognition too. Once it's in place, a manager can see a person's goals, course completions, feedback history and promotion readiness in one screen instead of piecing it together from email and spreadsheets, and HR can pull a company-wide view of skills gaps or engagement instead of guessing.
People start looking here once the informal way of running these processes breaks down. Reviews happen once a year, get written the night before, and change nothing afterwards. Training is scattered across PDFs and in-person sessions nobody tracks, so nobody can say who's actually completed compliance training or built a new skill. Managers can't say with confidence who's about to leave, who's ready for more responsibility, or what the team is actually capable of. Feedback, where it exists, only flows downward, and people who feel unseen start looking elsewhere. Often the trigger is growth — what worked at fifty people falls apart at two hundred, and someone gets told to find a system for it.
The providers here differ mainly in how much of that lifecycle they cover. Some are narrow and deep — just performance reviews, just course authoring, just recognition — built to sit alongside whatever HRIS you already run. Others bundle learning, performance, feedback and compensation into one suite, trading depth in any single area for one login and one set of reports. They also differ in how prescriptive they are about method: some enforce a specific framework (OKRs, continuous check-ins, forced calibration), others are configurable to fit whatever process you already run. Content is another split — some ship a library of ready-made courses, others just give you authoring tools and expect you to build your own. Compare them on whether they replace or integrate with your existing HR system, how the reporting holds up once real data is in it rather than the demo, how much admin time they take to keep current, and whether the per-seat pricing still makes sense once the company isn't ten people anymore.