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Data & Analytics
15Five
15Five logo
Data & Analytics

15Five

15Five operates in the people analytics and employee experience space, where platforms aggregate HR and feedback data to give organizations insight into their workforce. These tools typically support engagement surveys, performance or goal tracking, and dashboards that help leaders interpret trends. They are intended to augment HR and management decisions, not to replace professional judgment or context. For specific information about 15Five's metrics, integrations, and privacy safeguards, you should refer to the vendor resources published at https://www.15five.com.

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📊 At a Glance

Pricing
Free / Paid
Reviews
No reviews
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Engagement
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Categories
Data & Analytics
Data Analysis Tools

Key Features

Workforce dashboards and insights

Aggregates people data into dashboards that highlight trends such as engagement or attrition.

Feedback and survey programs

Supports structured ways to collect feedback from employees or managers over time.

Goal or performance tracking

Some platforms help teams track goals, OKRs, or performance conversations in one place.

Pricing

Standard Plan

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  • ✓Access to the platform’s core capabilities within its focus area
  • ✓Seats, environments, or usage limits that vary by plan or enterprise agreement
  • ✓Support, onboarding, and governance features that depend on subscription level

Use Cases

1

Tracking engagement and sentiment over time

HR teams use 15Five to run recurring surveys and analyze how engagement shifts across different parts of the organization.

2

Supporting performance and development conversations

Managers and employees use 15Five to document goals, feedback, and growth discussions in a more structured way.

3

Informing workforce planning decisions

People analytics functions use data from 15Five to highlight trends that may inform hiring, retention, or organizational design decisions.

How to Use

  1. Engage HR, legal, and analytics stakeholders to review 15Five's capabilities and data protections at https://www.15five.com, and agree on the initial questions you want to answer.
  2. Connect {name} to relevant systems such as HRIS or survey tools, ensuring that data mapping and anonymization rules follow your organization’s policies.
  3. Design an initial set of dashboards or survey programs in {name}, and communicate clearly with employees and managers about how the data will be used.
  4. Roll out access to a small group of HR and business leaders, provide training on interpreting metrics responsibly, and gather feedback on usefulness.
  5. Expand access and scope within {name} once you have validated that the insights are reliable, well‑governed, and aligned with your people strategy.

Reviews & Ratings

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At a Glance

Pricing Model
Free / Paid
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