Compare · 360 feedback
360 feedback software compared
For a leader, an HR team or a coach choosing a 360. Facets’ Leadership 360 beside eight tools: who can run each, how raters are protected, what comes after the report, and the published prices.
Checked against each vendor’s public pages on . Sources at the foot.
What to compare
Whichever 360 you choose, check these before anyone is asked.
- Who can run it. Some 360s are bought and run by anyone; others go through a certified practitioner. That decides the cost, the wait, and who reads the results first.
- How many raters before anything is shown. With too few raters, a leader can work out who said what. Ask for the minimum, and whether it is higher for question-by-question detail.
- Comments as written, or summarized. A rater's exact words can give them away, especially on a small team. Ask whether comments reach the leader as written.
- Whether the leader predicts first. A leader who guesses how they were rated before seeing it learns where their view of themselves is off, which a score alone does not show.
- What comes after the report. A plan for talking with the people who answered, and a short check with them months later, are what turn a report into change.
- Where the results go. Once a 360 feeds pay or promotion, raters soften or sharpen their answers. Ask whether results stay with the leader, and who decides who else sees them.
Side by side
Facets first, then each tool, on the rows at least half of them document. What Facets does on the rows left out is described below.
| Row | Facets | Spidergap | Culture AmpCulture Amp Perform | LatticeLattice Performance | 15Five15Five Perform | Leapsome | Small Improvements | Leadership CircleLeadership Circle Profile | Hogan AssessmentsHogan 360 |
|---|---|---|---|---|---|---|---|---|---|
| Who can run itBought and run by anyone, or only through a certified practitioner. | Yes · Anyone, self-serve, or a coach for a leader who accepts; under 5 responses the brief waits for a facilitator | Anyone; self-serve sign-up | Companies, in Perform | Companies, in Performance | Companies, in Perform | Companies, in Performance Reviews | Companies, Grow plan and up | Through a coach; certification offered | Most products need certification |
| Smallest rater group shownHow many raters must answer before the leader sees results. | Nothing below 3; question detail from 5 | A setting: groups under 3 combined | No reporting minimum (Effectiveness 360) | Not listed | Not listed | 2 per peer or direct-report group | Not listed | Groups under 3 hidden, except boss | Not listed |
| Raters' commentsWhether the leader reads comments as written or summarized. | Summarized in other words; never quoted | As written; named or anonymized | Unattributed, grouped by reviewer type | Anonymous or named; the admin chooses | As written; the admin sets visibility | Name hidden, or scores averaged | AI summary of peer feedback | Anonymous unless the rater adds a name | Not listed |
| Leader predicts firstThe leader guesses how they were rated before seeing it, which shows the gap as well as the score. | Yes · Before seeing results | Self-rating | Self-rating, mandatory | Self-rating | Self-rating | Self-rating | Not listed | Self-rating | Self-rating beside raters' scores |
| Written reportWhat the leader receives. | Yes · A written brief: self, expected and actual | Yes · Report; Pro can hide pages | Report by reviewer type; a coach shares it | Review packet; the manager shares results | A summary the manager writes and shares | Radar chart, comments, optional AI summary | Feedback summary; AI suggests objectives | Percentiles against a global norm | Report vs global manager benchmarks |
Not listed: we did not find it on that vendor’s public pages on 29 October 2026; it may exist.
Published prices
| Tool | Published prices |
|---|---|
| Facets |
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| Spidergap |
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| Culture AmpCulture Amp Perform |
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| LatticeLattice Performance |
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| 15Five15Five Perform |
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| Leapsome |
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| Small Improvements |
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| Leadership CircleLeadership Circle Profile |
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| Hogan AssessmentsHogan 360 |
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Each price is printed in the vendor’s own unit, as published: per seat, per person reviewed or per report. We do not convert one into another, so compare totals for the number of leaders you will review.
Where Facets is different
- A price per leader, and self-serve. Anyone can buy and run a Leadership 360 with no certification, and a coach can set one up for a leader who accepts it. A Leadership 360 is $99 a leader, its follow-up pulse included. The Practitioner plan includes as many as a coach runs.
- The leader predicts first. Before seeing anything, the leader rates themselves and predicts how their raters answered. The brief sets the three side by side, so the gap between how they see themselves and how they are seen is part of the result.
- Nothing below the floor, and no comment quoted. A review invites 3 to 25 raters. Nothing is shown to the leader below 3, question-level detail needs 5, and raters' comments are summarized in other words, never quoted.
- Since 29 October 2026, a follow-up and a comparison, included. The brief comes with a plan of about an hour for taking the results back to the people who answered. A Leadership 360 also includes one follow-up, 60 to 90 days after the brief: two to four questions to the people who answered, on the behaviors the leader chose to work on. A review linked to the leader's earlier one is compared with it, behavior by behavior, with a change marked only when it is reliable.
- Developmental, and the leader decides. Facets does not add 360 feedback to performance records. The one route is the leader's own choice: they may send a summary to someone they pick, and if that person attaches it to a record, it is used when drafting an assessment.
When another tool fits better
Where each of these may suit you better, from what its own pages say.
- Spidergap. Spidergap puts your logo, colors and wording on its 360s, for a coach or consultant who wants their own brand in front of clients. One 360 is free to try, and a license lets you assess the same person again within 12 months.
- Culture Amp. Culture Amp runs leadership, manager and individual effectiveness 360s in Perform, beside its reviews, for a company that wants them in one place.
- Lattice. Lattice collects self, peer and upward reviews inside the same cycles as its performance reviews, for a company that wants 360 input in formal reviews.
- 15Five. 15Five includes 360 reviews from managers, peers and direct reports in Perform, beside its performance reviews and goals.
- Leapsome. Leapsome builds 360 feedback into its Performance Reviews module, with a 14-day free trial before you buy.
- Small Improvements. Small Improvements adds 360 feedback to its reviews from the Grow plan, and a model summarizes the key points across peer feedback. It offers a 30-day free trial.
- Leadership Circle. The Leadership Circle Profile reports a leader's scores as percentiles against a global norm base, for a coach who wants norms. Its Pulse process surveys the same raters again over the following months and compares the results with the baseline.
- Hogan Assessments. Hogan compares a manager's overall 360 score with its global database of managerial benchmarks by industry and job level. It sets the manager's self-rating beside ratings from managers, peers, direct reports and others.
What Facets does not do
- Facets reports no norms, by decision: a leader's results sit beside their own prediction and their last review, rather than beside a sample of other leaders you cannot inspect.
- Facets' Leadership 360 runs in English only.
- There is no white-label: on the Practitioner plan, a coach's name and logo appear beside Facets' attribution, never in place of it.
Questions
What does 360 feedback software cost?
Check the unit first: a price per employee covers everyone, a price per leader only the people reviewed. A Facets Leadership 360 is $99 a leader, its follow-up included; the Practitioner plan includes as many as a coach runs.
How many raters does a 360 need?
Enough that no single rater can be picked out. Facets invites 3 to 25 raters, shows the leader nothing below 3, and needs 5 before showing question-level detail; more raters give a steadier picture.
Should 360 comments be shown word for word?
Exact wording can give a rater away, especially on a small team. Facets summarizes raters' comments in other words and never quotes them; a separate confidential box goes only to the review's facilitator, when there is one.
Do I need a certified coach to run a 360?
It depends on the tool. A Facets Leadership 360 needs no certification: a leader can run their own, though under 5 responses the brief waits for a facilitator, and a coach can set one up for a leader who accepts.
How often should a 360 be repeated?
About once a year for each leader, with a shorter check in between. Facets includes one follow-up 60 to 90 days after the brief, and a later review linked to the first is compared with it, behavior by behavior.
Sources
- Spidergap: www.spidergap.com/pricing, read ; docs.spidergap.com/protect-the-anonymity-of-feedback-providers, read ; docs.spidergap.com/review-your-360-feedback-report, read ; www.spidergap.com/consultants, read ; docs.spidergap.com/learn-why-we-do-not-support-comparing-scores, read
- Culture Amp: www.cultureamp.com/platform/engage, read ; support.cultureamp.com/en/articles/7048501-effectiveness-360-faq-for-employees, read ; support.cultureamp.com/en/articles/7048503-guide-to-understanding-your-individual-effectiveness-360-report, read ; support.cultureamp.com/en/articles/7048486-set-up-and-configure-individual-effectiveness-360-surveys, read ; support.cultureamp.com/en/articles/7048466-welcome-to-the-culture-amp-individual-360-effectiveness-survey, read ; www.cultureamp.com/pricing, read
- Lattice: lattice.com/pricing, read ; help.lattice.com/en-us/articles/15179599-configure-peer-reviews-in-an-org-chart-review-cycle, read ; help.lattice.com/en-us/articles/15178780-create-a-review-cycle, read ; help.lattice.com/en-us/articles/15178863-navigate-reviews-as-a-manager, read
- 15Five: www.15five.com/pricing, read ; success.15five.com/hc/en-us/articles/50988326579227-Configure-peer-and-upward-review-settings-Admin, read ; success.15five.com/hc/en-us/articles/50989074170395-Review-types-in-a-performance-review-cycle, read ; success.15five.com/hc/en-us/articles/50988265822107-Complete-share-and-finalize-review-summaries, read
- Leapsome: www.leapsome.com/pricing, read ; help.leapsome.com/hc/en-us/articles/37572262709405-Troubleshooting-review-visibility-why-can-someone-see-or-not-see-results, read ; help.leapsome.com/hc/en-us/articles/360018825877-FAQ-s-Reviews, read ; help.leapsome.com/hc/en-us/articles/14849971559965-How-to-use-AI-summaries-in-Reviews, read ; help.leapsome.com/hc/en-us/articles/360007230718-Review-analytics, read
- Small Improvements: www.small-improvements.com/pricing, read ; www.small-improvements.com/features/ai, read ; intercomdocs.small-improvements.com/en/articles/12020497-ai-objectives-assistant, read
- Leadership Circle: leadershipcircle.com/leadership-assessment-tools/leadership-circle-profile, read ; leadershipcircle.com/wp-content/uploads/2024/12/LCP-Feedback-Anonymity-2024.pdf, read ; leadershipcircle.com/wp-content/uploads/2024/02/LCP-Quick-Guide-How-To-Read-Your-LCP.pdf, read ; leadershipcircle.com/leadership-assessment-tools/pulse, read
- Hogan Assessments: www.hoganassessments.com/about/faq, read ; www.hoganassessments.com/products/hogan-360, read ; www.hoganassessments.com/certifications/hogan-certification-advanced-interpretation, read
“Not listed” means we did not find it on that vendor’s public pages on 29 October 2026; it may exist.
Prices are as each vendor published them on 29 October 2026, in their own units, and they change.
Spidergap, Culture Amp, Lattice, 15Five, Leapsome, Small Improvements, Leadership Circle and Hogan Assessments are trademarks of their owners. Facets is not affiliated with any of them.
If something here is wrong or out of date, tell us and we will correct it.
See what a Leadership 360 gives a leader.
How raters are invited and protected, what the brief says, the follow-up, and how it is priced.