Exitpro, the best exit interview software to automate exit surveys. Streamline employee exit interview processes & analyze…
4.2
13 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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4.2
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Skillsoft (nyse: skil) is a global leader in AI-native skills management for the human + AI era. By unifying learning, real-time…
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Purpleframe (a talentquest company) since its inception in 2008 has grown in leaps and bounds. Purpleframe has a global presence…
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Accord provides a cost-effective enterprise class learning management system to organizations of all sizes, regardless of their…
4.1
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4.1
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Goalspan is creating tools for improving feedback, setting and managing goals, and assessing performance. We help you…
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Theemployeeapp by engagedly is an all-in-one mobile-first frontline experience platform that combines internal comms, training…
4.1
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A globally trusted, cloud-based performance management software designed for modern teams. HR professionals around the world rely…
4.0
1 reviews
Take the suck out of growing & keeping large field teams. Conveyour is the rep experience platform ambitious companies rely on to…
4.0
1 reviews
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4.0
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4.0
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Enyota learning (pronounced as n-yota) is a 18+ year old learning solutions agency focused on providing online training solutions…
4.0
1 reviews
We know compliance training has a reputation problem-it's often seen as boring, time-consuming, and just another box to check…
4.0
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Lighthouse helps people managers with the essential soft skills needed to motivate their teams and prevent turnover. Whether…
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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.