Eletive is a people success platform. With eletive, you can measure and increase engagement and performance in your organisation…
4.5
90 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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4.5
34 reviews
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Freemium
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4.5
1 reviews
Most organisations don't actually know what their people can do. Muchskills fixes that. We're an AI-powered skills intelligence…
4.5
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Nvolve helps you improve your operational results by removing inefficiencies, increasing productivity, reducing your costs…
4.5
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A human capital platform, built for the next decade, we're on a mission to transform "the future of work". The winner of the 2019…
4.5
22 reviews
Perkbox is a global rewards and benefits platform that helps companies to care for, connect with and celebrate their employees…
4.5
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4.5
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4.5
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4.5
323 reviews
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4.5
1 reviews
Quodeck is a B2B SaaS digital learning and engagement platform that enables organizations to use interactivity and games to…
4.5
1 reviews
Simoona is a cloud-based social intranet, that has essential features to boost your employee engagement. It is an inclusive…
4.5
4 reviews
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4.5
45 reviews
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4.5
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4.5
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4.5
8 reviews
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4.5
511 reviews
Subscription
Bi worldwide is a global engagement agency that uses the principles of behavioral economics to produce measurable business…
4.4
Engagedly is an AI talent management platform built for the modern workforce. We go beyond traditional appraisals by combining…
4.4
430 reviews
Learnerbly is a workplace learning platform. We work with organisations to create a progressive learning culture that empowers…
4.4
479 reviews
Butterfly is an employee feedback platform that helps frontline managers understand and improve the level of engagement and…
4.3
6 reviews
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4.3
15 reviews
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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.