Peoplelytics

Overview

Peoplelytics is web-based software for employee engagement, eNPS, pulse and other HR surveys. It is a good fit for HR teams building a recurring feedback program and wanting to examine results across employee groups. Its clear strength is pairing survey tools with segmented reporting; the main trade-off is that annual pricing rises by employee band.

Key features

More than 50 templates and 150 prebuilt questions give teams a head start on common HR surveys, rather than requiring every questionnaire to be built from scratch. Surveys can run on one-, three-, six- or twelve-month schedules, with automated reminder emails, and can be delivered by email or Slack. This combination suits teams seeking regular feedback cycles; those needing a different cadence may find the available intervals limiting.

Reports can segment employee responses by department, tenure, manager status and location, among other categories. That makes it possible to look beyond an organization-wide score when considering where engagement differs. AI-powered recommendations suggest ways to improve the lowest-rated items, offering a starting point for follow-up rather than a replacement for interpreting employee feedback. Teams can share private reports by URL or export them as CSV or PDF.

Optional HRIS connections through Finch refresh employee data weekly. They do not allow changes to be made in the original HRIS through the integration. Peoplelytics says the connection uses end-to-end encryption and does not share HRIS login credentials with the company. A five-response threshold prevents specific report data from appearing or being exported for smaller groups, a useful privacy safeguard that also means teams cannot inspect results for very small segments. The privacy policy identifies Peoplelytics LLC as the GDPR data controller and says it does not sell personal information to third parties.

Pricing

Peoplelytics uses employee-count tiers, with annual plans offering unlimited surveys, unlimited responses and multiple users. The free plan covers up to 35 employees at no cost (billed $0 / yr), but has no Employee API. It is a practical way for a small organization to use the core survey allowance without a subscription; the employee ceiling and missing API matter if the organization grows or needs that connection.

The 0–100 Employees plan costs $750 a year (billed $750 / yr) and includes the Employee API. The 101–500 Employees tier costs $2,000 a year (billed $2,000 / yr), while the 501+ Employees tier costs $10,000 a year (billed $10,000 / yr). All retain unlimited surveys and responses, so the key pricing distinction is the employee band, not a response quota. Organizations near a tier boundary should weigh the annual step-up against their headcount. A 14-day trial is offered; support includes Zoom and email.

Platforms

Peoplelytics runs on the web. Survey delivery through Slack is supported, but the product itself is web-based.

Who it's for

Peoplelytics is best suited to HR teams and organizations that want recurring engagement or pulse surveys, employee-group reporting and a straightforward path from feedback to potential follow-up. Small organizations can start on the free tier, while larger teams have paid bands with unlimited surveys and responses. It is less suitable for organizations that need HRIS data refreshed more often than weekly, survey schedules outside the stated intervals, or reliable reporting on groups with fewer than five responses.

Pros and cons

• Pros: 50+ templates and 150+ questions reduce setup effort for common employee surveys.
• Pros: Scheduled surveys, reminder emails and email or Slack delivery support repeat feedback cycles.
• Pros: Group segmentation, private report links and CSV or PDF exports give HR teams several ways to review and share results.
• Pros: The five-response threshold helps avoid exposing specific data from very small groups.
• Cons: Reports and exports require at least five responses, limiting analysis of smaller teams or segments.
• Cons: HRIS data refreshes weekly, and the integration cannot write changes back to the original system.
• Cons: The free tier stops at 35 employees and excludes the Employee API; paid pricing increases with employee band.

Alternatives

For survey-focused needs, Qualtrics is another option, with a free individual plan limited to one user, three active surveys and 500 total responses. Choose it when those individual-scale limits suit better than Peoplelytics' employee-count tiers. Worklytics may suit teams seeking workforce analytics rather than employee survey workflows: its free plan covers up to 100 users with calendar data, 30 days of history, dashboards and basic meeting insights, while its Business plan is $2,500 a month.

ActivTrak is another freemium alternative, with work activity tracking and workforce management plans; consider it when those categories are a closer match than employee surveys. For enterprise options with custom or quote-based pricing, Perceptyx, Gallup Access and Culture Amp are alternatives. TalentNeuron and TechWolf are paid alternatives.

See the Workforce Analytics Software directory for more options.

Verdict

Peoplelytics is a sensible choice for organizations that want recurring employee surveys, useful segmentation and unlimited survey volume within an employee-based annual tier. Its templates, scheduling and reporting make it particularly suitable for HR teams establishing a repeatable feedback process. Look elsewhere if five-response reporting blocks the analysis you need, weekly HRIS refresh is too slow, or the employee-band pricing does not fit your headcount.