Lattice is a dedicated performance management and engagement platform focused on employee development and retention, while Rippling is an integrated HR operating system that combines HRIS, payroll, benefits, IT management, and compliance tools in one platform. Rippling offers broader functionality across the entire HR tech stack, whereas Lattice specializes in performance and culture.
Lattice vs Rippling — Side-by-side comparison on A Versus B
Choose Lattice if your priority is building a high-performance culture with sophisticated performance management, continuous feedback, and employee engagement—especially if you already have strong payroll and HRIS solutions in place. Choose Rippling if you need to consolidate your entire HR tech stack (HRIS, payroll, benefits, IT management) into a single platform and want to reduce vendor complexity and integration overhead, accepting that performance management is less specialized.
Comprehensive people management platform combining performance management, engagement, learning, and surveys.
All-in-one HR operating system combining HRIS, payroll, benefits, IT management, and compliance.
Typical Implementation Cost (Annual for 500 employees)
Structured comparison data for Lattice vs Rippling with 177 attributes.
Employee Engagement Pulse Survey Response Rate
Annual Cost (500 employees, standard tier)
Typical Vendor Integration Count Eliminated
Base Price Per Employee Per Month (PEPM)
Lattice vs Rippling — Attribute Category Vocabulary
Taxonomy of attribute categories used to classify comparison data for Lattice vs Rippling.
Can I use Lattice and Rippling together?
Yes, many companies do. Rippling can serve as the core HR/payroll/IT system while Lattice layers on advanced performance management and engagement capabilities. Rippling integrates with Lattice via API, though this creates a two-vendor model that increases costs ($150K-$300K annually for both platforms at 500 employees).
Which platform is better for remote-first companies?
Lattice has a slight edge for remote-first cultures due to superior engagement surveys, pulse checks, and asynchronous feedback tools that work well distributed. Rippling's strength is equally valuable for remote companies (IT device management, single sign-on, compliance)—so the choice depends on your primary pain point (culture vs. operations).
How long does it take to see ROI from each platform?
Lattice typically shows retention and engagement ROI in 6-9 months as improved feedback practices reduce turnover. Rippling shows faster financial ROI (4-6 months) through payroll/benefits consolidation savings and IT overhead reduction. Rippling's ROI is more quantifiable; Lattice's is more strategic.
Which is better for companies with international employees?
Rippling is significantly better for international operations—it handles payroll in 160+ countries, multi-currency, and localized tax compliance automatically. Lattice works globally but requires separate payroll integrations for each country. If you have 50+ employees across 5+ countries, Rippling's international payroll is a major advantage.
Can I switch from one platform to another later?
Switching from Lattice is easier (it exports performance/engagement data; you move to another system with minimal operational disruption). Switching from Rippling is harder because payroll and benefits data is deeply embedded and requires significant migration effort. Choose Rippling if you plan to stay; choose Lattice if you value flexibility.