Fintra vs Lattice
Lattice is a strong performance management and people-development platform. Fintra ties compensation and workforce planning to the actual ledger and to ASC 718 equity. Two different anchors.
TL;DR verdict
Lattice is genuinely good at what it does: performance reviews, goals and OKRs, engagement surveys, and increasingly compensation and people analytics, all wrapped in a product managers actually adopt. Its anchor is people development. Fintra’s anchor is finance. Where the two meet - compensation planning and workforce planning - Fintra ties those decisions to the real ledger and to equity, so comp budgets, headcount, and ASC 718 stock comp all reconcile against the books.
What Lattice does well
- Well-adopted performance reviews, 1:1s, and goal/OKR tracking.
- Engagement and pulse surveys with useful people analytics.
- Career and development frameworks that help managers grow their teams.
- A growing compensation planning module for merit and promotion cycles.
- A polished experience that drives real manager and employee adoption.
Where Fintra differs
Lattice plans comp and performance in an HR system, then exports decisions for finance to fund. Fintra keeps comp and workforce planning inside the finance system, so a raise or a new hire is measured against the actual budget and forecast, and equity grants flow through ASC 718 to the general ledger.
- Compensation and workforce planning reconciled against the real ledger and budgets.
- Equity built in: cap table and ASC 718 stock comp posting to the GL, tied to comp decisions.
- Pay-equity analysis on the same data as payroll and the ledger.
- A full AI-assisted GL, budgeting, and forecasting around the workforce module.
- Compliance via SentriAI and AI governance via AgentFence; free to start, license-gated add-ons.
Side-by-side comparison
| Category | Lattice | Fintra |
|---|---|---|
| Performance management | Strong reviews, goals, and 1:1s | Not the focus |
| Engagement & surveys | Well-developed people analytics | Not offered |
| Compensation planning | HR-side comp cycles | Comp tied to the ledger and budgets |
| Workforce planning | Headcount from an HR view | Headcount reconciled against the forecast |
| Equity & stock comp | Not offered | Cap table and ASC 718 to the GL |
| Accounting & FP&A | Not offered | Full AI-assisted GL, budgets, forecasting |
| Compliance & AI governance | HR compliance focus | SentriAI compliance plus AgentFence governance |
| Pricing model | Per-employee-per-module, as published | Free to start; license-gated add-ons |
Who should choose which
- Choose Lattice if performance reviews, goals, and engagement are the core need.
- Choose Lattice if you want a dedicated people-development platform managers will adopt.
- Choose Fintra if comp and workforce planning must reconcile against budgets and the ledger.
- Choose Fintra if equity and ASC 718 should be tied to the same comp decisions.
- Consider both if you keep Lattice for performance while Fintra owns comp planning tied to finance.
Frequently asked questions
Is Fintra a Lattice alternative?
Partly. For compensation and workforce planning, Fintra offers a finance-anchored alternative that ties comp to the ledger and equity. But Lattice’s core - performance reviews, goals, and engagement surveys - is not Fintra’s focus, so the two overlap mainly on comp planning rather than across the whole product.
Can Fintra replace Lattice?
For comp planning and workforce planning, Fintra can replace the finance-facing part of Lattice and add ledger and equity ties. It will not replace Lattice’s performance management and engagement tooling, so teams that depend on those typically keep Lattice for people development and use Fintra for the money side.
How does Fintra tie compensation to the ledger?
Because comp and workforce planning live in the same system as the general ledger and budgets, a proposed raise or new hire is measured against the actual forecast, and equity grants flow through ASC 718 to the GL. That removes the export-and-reconcile gap between an HR comp tool and finance.
How does Fintra pricing compare to Lattice?
Lattice generally prices per employee per module, as published. Fintra is free to start with no card required, and workforce and equity are license-gated modules within a finance OS. The comparison is really a people-development platform versus finance-anchored comp and workforce planning.
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Comp planning that reconciles to the books
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