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.
360 Feedback Tools Software 22Compensation Management Software 42Corporate Learning Management Systems 256Course Authoring Software 77eLearning Content Software 73Employee Engagement Software 250Employee Recognition Software 86Learning Experience Platforms (LXP) 43Mentoring Software 53Microlearning Platforms 44Performance Management Systems 117Relocation Management Software 3Talent Intelligence Software 25Training Management Software 2Training Management Systems 67
Grovo is the world’s leading microlearning® solution, providing modern learning that employees actually like. Grovo helps l&d…
4.2
13 reviews
HR-survey; human resources surveys on the internet; resources and tools
4.2
3 reviews
The latitudelearning lms helps you manage partner training programs and ensure that your partners have the skills necessary to…
4.2
101 reviews
Leadr | software & coaching that enables your managers to lead high-performing teams. The leadr manager enablement solution: ->…
4.2
3 reviews
Litmos develops learning solutions for top-performing companies. An established leader since 2007, litmos offers the world’s…
4.2
495 reviews
Quote-based
At mesh, we’ve reimagined boring old corporate software for managing goals/okrs, feedback & performance reviews into a simple…
4.2
235 reviews
Our mission at ouroffice, inc is to build highly engaged and high performing teams with practical and easy to use tools to…
4.2
3 reviews
Raptivity is a globally acclaimed rapid interactivity builder that allows for quick and easy creation of interactive learning…
4.2
3 reviews
Reflektive is a performance management company built for top performers and growing businesses. With reflektive, you can scale…
4.2
429 reviews
Skillsoft (nyse: skil) is a global leader in AI-native skills management for the human + AI era. By unifying learning, real-time…
4.2
83 reviews
Purpleframe (a talentquest company) since its inception in 2008 has grown in leaps and bounds. Purpleframe has a global presence…
4.2
20 reviews
Accord provides a cost-effective enterprise class learning management system to organizations of all sizes, regardless of their…
4.1
26 reviews
With more than 25 years in the business and our learner-centric approach to authoring software for content development, dominknow…
4.1
14 reviews
Emplysight was founded to give you better insight in your employees. The company aims to use both simply analytics as more…
4.1
4 reviews
Since 1992, hsd metrics® has used survey guided, fact-based data to help organizations of every size measure and achieve high…
4.1
5 reviews
In today’s fast-paced and ever-evolving business landscape, glassfrog emerges as a transformative force, reshaping the way…
4.1
6 reviews
Go1 is the content aggregator for people-first l&d leaders. With learning content from more than 250 providers under a single…
4.1
17 reviews
Goalspan is creating tools for improving feedback, setting and managing goals, and assessing performance. We help you…
4.1
71 reviews
Small improvements is a lightweight performance management platform for small and mid-sized companies. It helps teams run…
4.1
29 reviews
Per user
We see people development as a crucial investment in driving business success. Our approach enables organizations to continuously…
4.1
8 reviews
Theemployeeapp by engagedly is an all-in-one mobile-first frontline experience platform that combines internal comms, training…
4.1
15 reviews
Meaningful employee rewards for meaningful moments. Show appreciation for employees while driving business results. Learn more…
4.1
8 reviews
Founded in 1999, workhuman has been committed to building human workplaces that recognize the value and potential of every…
4.1
40 reviews
View more RevAgents
Showing 456 of 548 — 92 more to see.
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.