Hey, we’re hive! Hive is an employee feedback platform and strategic HR partnership. We give our customers the tech, the insight…
4.8
30 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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4.8
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4.8
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4.8
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4.8
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4.8
42 reviews
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4.8
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4.8
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4.8
657 reviews
Subscription
Engage your people with kudos® The modern workplace culture is changing - employees demand meaningful appreciation while…
4.8
1261 reviews
Leapsome is the AI-powered people platform for HR excellence and high-performing teams. It automates, connects, and simplifies…
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4.8
19 reviews
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4.8
14 reviews
People element is a Denver-based HR technology company providing employee survey software for mid-market organizations. We help…
4.8
14 reviews
Rallyware’s all-in-one platform transforms every seller into a top performer. As a leader in direct selling, retail, and…
4.8
36 reviews
Rapl drives people (employee) productivity by fixing knowledge gaps and delivering the right information to the right people on…
4.8
19 reviews
𝐁𝐮𝐢𝐥𝐝 𝐋𝐞𝐚𝐝𝐞𝐫𝐬. 𝐆𝐫𝐨𝐰 𝐭𝐞𝐚𝐦𝐬. 𝐃𝐫𝐢𝐯𝐞 𝐑𝐞𝐬𝐮𝐥𝐭𝐬. Redseed helps organisations improve performance by…
4.8
14 reviews
Relode is built for the hard roles. We connect dedicated healthcare professionals with the organizations that need them most -…
4.8
13 reviews
Ripplematch is the recruitment automation platform changing how gen z finds work. By replacing job boards with matching and…
4.8
17 reviews
We empower organizations to create, manage, and verify digital certificates and badges. Join us in revolutionizing the way skills…
4.8
133 reviews
Leverage the power of AI and deep learning to transform recruitment Skillate is an advanced decision-making engine to make hiring…
4.8
26 reviews
Tigerhall is the automated system built for transformation leaders to scale always-on change. Whether it's one large-scale…
4.8
22 reviews
The fastest way 🚀 to get your team aligned! Whale 🐳 is AI-powered software for documenting processes and training employees. It…
4.8
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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.