Best OKR Software: 9 Tools Compared for Growing Teams

By Mariam Ayvazyan. Last reviewed: October 2026. Prices and features can change; confirm your required package with the vendor.

The best OKR software should help your team connect priorities, update measurable results and act when progress falls behind. A goal-setting screen is only the start. The more useful test is whether managers and teams can keep objectives part of their regular work without spending hours maintaining reports.

For a growing company, the choice usually comes down to three needs: a focused goal tool, goals connected to people processes, or a broader system linking OKRs to KPIs and initiatives. This guide compares nine options across different organisational needs, from focused goal tracking to connected HR and strategy management and enterprise execution.

Spark.work publishes this guide and is one of the platforms included. Our recommendations describe different use cases rather than ranking our own product first.

Quick answer: the best OKR software for different needs

There is no single best option for every company. Start with the process you need to improve and the systems you intend to keep.

These are starting points for a shortlist. Several tools serve more than one category; the entries below explain the differences.

How we compared the tools

We reviewed vendor pricing pages and publicly documented capabilities, using the following buying criteria:

• Alignment: can teams see how their objectives support company priorities?
• Check-ins: can owners update results, explain blockers and keep a useful progress history?
• Reporting: can managers identify risks and make decisions without rebuilding a separate report?
• Execution: can goals connect to KPIs, initiatives or the work that advances them?
• People workflows: can goals support manager conversations, and what HR or talent capabilities are available?
• Integration and adoption: does the tool fit the systems and routines you already use?
• Total cost: what do required modules, minimums and billing terms mean at your headcount?

This is a research-based comparison, not a hands-on test. Public documentation cannot establish implementation speed, usability or the quality of a specific integration. Validate those points in a demonstration or pilot using your own workflow. Prices are shown in the vendor's listed currency; we have not converted currencies or assumed negotiated discounts.

OKR software comparison: pricing and platform scope

Trial terms and promotional offers differ from permanent free plans. An entry-level price also does not mean every feature described below is included at that price.

Which type of OKR platform do you need?

A focused goal and check-in tool makes sense when your immediate problem is unclear priorities or inconsistent progress updates, and you want to keep your existing HR and work systems. Weekdone, Mooncamp and Tability are worth evaluating here. A narrower scope can reduce the amount of organisational change required, but you still need to test the reporting and integrations you depend on.

An HR or talent platform with goals is worth considering when managers need goals alongside feedback, 1:1s and reviews. Leapsome and Lattice approach the category from this direction, although their platform scope differs: Leapsome includes an HRIS, while Lattice focuses on talent and performance. Check the full package rather than comparing the price of the goal module alone.

A strategy execution platform is useful when leadership needs to connect objectives to KPIs, initiatives and wider planning. Perdoo, Profit.co, Spark.work and WorkBoard address this need in different ways. Spark.work also includes core HR capabilities. Choose based on the relationships you need to manage, not the number of frameworks on a feature list.

The tools

Weekdone

Weekdone combines OKRs with weekly planning. Teams write weekly plans that link to their objectives, which keeps OKRs part of the regular work rhythm.

• Best for: small teams starting with OKRs who want a free option and guidance.
• OKR features: OKRs and weekly planning, alignment, progress dashboards, custom reports.
• HR features: conversations, feedback and recognition. No core HRIS listed on the pricing page.
• Price: free for up to 3 users. Paid price per user drops as the team grows and is shown in a calculator on the site. 14-day trial for 4 or more users.
• Where it stands out: every plan includes a personal OKR coach and team training, which helps first-time OKR users.
• What to check before buying: Use its calculator at your actual headcount, and ask how coaching will support your first quarterly cycle. The free plan covers only three users.

Source: Weekdone pricing

Perdoo

Perdoo is an OKR and strategy tool built around strategy maps, OKRs and KPIs.

• Best for: small and mid-sized teams that want a free start and room to grow.
• OKR features: strategy maps, OKR and KPI tracking, meetings, Slack and Teams integration on all plans. Dashboards on Premium; custom dashboards and reports on Supreme.
• HR features: user and team reviews, performance reviews (Supreme plan) and pulse engagement surveys. Confirm plan availability with the vendor.
• Price: free for up to 5 users. Premium €6.40 and Supreme €8.00 per user per month, billed annually.
• Where it stands out: the free plan combines strategy maps with OKR and KPI tracking.
• What to check before buying: Compare Premium with Supreme against your needs for custom reporting, HRIS integrations and performance reviews. A free pilot does not show the full cost of those requirements.

Source: perdoo.com/pricing

Mooncamp

Mooncamp is a dedicated OKR and goal tool with a flexible goal structure.

• Best for: growing teams that want a flexible OKR and strategy execution tool and already have HR software.
• OKR features: unlimited goals, initiatives and hierarchy levels, a customisable goal system, private goals, check-ins and reminders, progress dashboard. Goal tree and health dashboard on Professional.
• HR features: a core HRIS is not listed. Mooncamp focuses on goals and strategy execution.
• Price: Essential €7 and Professional €10 per user per month, billed annually, with a 5 user minimum. Enterprise is custom, from 100 users. 14-day free trial.
• Where it stands out: a flexible goal setup that adapts to how your company already plans.
• What to check before buying: Check whether you need Professional for the goal tree, health dashboard and advanced alignment rules. Essential and Professional both require annual billing and at least five users.

Source: mooncamp.com/pricing

Tability

Tability is an OKR tool with a strong focus on AI and integrations with product and engineering tools.

• Best for: product and technology teams that work in Jira or Linear and want AI help with goal writing and reporting.
• OKR features: OKRs, check-ins, strategy map, initiatives and dependencies. Slack, Teams, Jira and Linear integrations on all plans.
• HR features: none listed.
• Price: Basic $6 and Premium $10 per user per month, billed annually ($7 and $12 monthly). Enterprise is custom. 14-day free trial.
• Where it stands out: AI features across plans, including an AI assistant on Premium.
• What to check before buying: Check whether Basic covers your workflow or whether you need Premium for advanced reporting, data connectors and the AI assistant. Ask which updates your specific integration can automate.

Source: tability.io/pricing

Profit.co

Profit.co is a broad strategy suite that covers OKRs and several other planning methods.

• Best for: organisations that use more than one framework, such as OKRs with a Balanced Scorecard or Hoshin Kanri.
• OKR features: OKRs and goals, strategy roadmap, Balanced Scorecard, Hoshin Kanri.
• HR features: performance reviews, calibration, compensation and development plans, plus recognition and pulse surveys.
• Price: request a quote. The pricing page reviewed for this revision did not expose a numeric Essentials rate. A 30-day free trial is advertised.
• Where it stands out: multiple strategy frameworks alongside project and portfolio modules.
• What to check before buying: Request a quote for the exact Strategy, Performance and Projects combination you need. Ask which capabilities are included and how additional AI credits are charged.

Source: profit.co/pricing

Leapsome

Leapsome is an HR platform with an HRIS and a set of talent modules. Goals and OKRs is one of those modules.

• Best for: companies that want an HRIS and talent tools from one vendor, with goals as part of the package.
• OKR features: individual, team and company goals and OKRs (Goals and OKRs module).
• HR features: HRIS (employee profiles, absences, documents, payroll preparation), performance reviews, engagement surveys, learning, compensation, recruiting.
• Price: Goals and OKRs adds €4 per employee per month; Performance Reviews adds €7; HRIS Pro is €10. Foundation is shown at €0 under a launch offer ending 31 December, with inconsistent reference prices elsewhere on the page. Confirm eligibility, ongoing charges and the required package with sales. A 14-day trial is listed.
• Where it stands out: a deep set of talent modules, so goals, reviews and learning sit together.
• What to check before buying: Confirm the required HRIS tier, module costs and eligibility for any launch offer. Its pricing page currently shows inconsistent Foundation reference prices; obtain a written quote before comparing totals.

Source: leapsome.com/pricing

Lattice

Lattice is a performance and talent platform. Goals and OKRs is sold as its own product or as part of a bundle.

• Best for: companies that want a strong performance review process and run their HRIS elsewhere.
• OKR features: goals and OKRs, with 1:1s, weekly updates and feedback included in all products.
• HR features: performance reviews, engagement surveys, compensation and growth add-ons. Plan for employee records to live in a separate HRIS; confirm the integration with the system you use.
• Price: Goals and OKRs $8 per seat per month; Performance is listed at $10 in the product section, while the FAQ gives a different standalone figure. Confirm the final Performance or bundle quote. Annual billing only, with a $4,000 yearly minimum.
• Where it stands out: performance reviews and manager tools are its core strength.
• What to check before buying: Compare Goals and OKRs alone with a package that includes Performance. Confirm the annual minimum and the final bundle price rather than adding list prices without checking.

Source: Lattice pricing

Spark.work

Spark.work combines an HR system with strategy management. OKRs sit next to KPIs, initiatives, employee records and appraisals in one platform.

• Best for: organisations that want to connect OKRs, KPIs and initiatives with HR and performance management, and leaders who need a shared view of strategic priorities, people and progress.
• OKR features: company, department, team and individual OKRs that link to each other. Key results carry a target and current value, and owners update them through check-ins with progress, confidence and comments. OKRs connect to KPIs, initiatives, strategy maps and a Balanced Scorecard. Annual North Stars sit above quarterly cycles.
• HR features: employee records, org setup, documents, leave and time tracking in the base platform. Appraisals and 180/360-degree reviews are in the Career and Capability Development module, and an appraisal can include the OKRs a person contributed to. 1:1s, feedback and recognition are in the Performance and Communication module.
• When Spark.work may not be the right fit: if you only need goal tracking and already have an HR system you want to keep, compare a focused OKR tool before committing to a broader platform. If portfolio planning is your main requirement, ask vendors to demonstrate the business-unit governance, reporting and permissions your organisation needs before choosing a platform.
• Price: modular, per employee per month. No free plan or free trial. A 14-day pilot is available after a demo, when both sides agree Spark.work fits the company's needs.

For 50 or more active employees, the base plus Strategy and Execution is $6 per employee per month. Adding Career and Capability Development brings that to $8; adding Performance and Communication as well brings it to $8.50. Confirm the minimum-spend calculation and active/passive employee mix in your quote.

• What to check before buying: Include the required base platform and every module your workflow needs. If you are keeping an existing HRIS, ask what data would need to be maintained in both systems and whether that additional work is justified.

Sources: spark.work/pricing; OKR management in Spark.work

WorkBoard (including Quantive)

WorkBoard is an enterprise strategy execution suite. Quantive, formerly a separate OKR vendor, is now a WorkBoard trademark.

• Best for: large enterprises running strategy across many business units.
• OKR features: OKRs, OGSM, Play to Win and Hoshin Kanri frameworks, scorecards and business review automation, and alignment of strategy pillars, outcomes and investments.
• HR features: talent alignment as part of the enterprise suite.
• Price: not published. Demo on request.
• Where it stands out: built for enterprise scale and complex portfolios.
• What to check before buying: Ask for a demonstration using your business-unit structure, reporting requirements and permissions. Request a complete quote covering implementation, support and the proposed deployment.

Source: workboard.com

Compare the cost at your actual headcount

For an illustrative company with 100 paid users or active employees, the following arithmetic shows how selected published rates scale. These are subscription illustrations, not quotes or like-for-like feature packages. Annual-plan figures are monthly equivalents, not monthly billing options.

Sources: Perdoo pricing, Mooncamp pricing, Tability pricing, Lattice pricing and Spark.work pricing.

Leapsome is excluded from this illustration because its Foundation promotion and inconsistent reference prices require clarification. Weekdone uses a headcount calculator; Profit.co and WorkBoard require a quote for a dependable comparison.

Ask vendors to price the same requirement set: users, reporting, integrations, onboarding and support. For a broader platform, compare the complete cost with the systems it would actually replace. Buying more modules does not create savings if you continue paying for all your existing tools.

How to choose: test one real workflow

Before choosing a platform, ask each shortlisted vendor to demonstrate the same scenario. For example, your company wants to improve customer retention. Customer Success owns a key result to reduce churn from an illustrative 8% to 6%, while Product owns an initiative to address a recurring onboarding issue.

Check whether the demonstration answers these questions:

1. Alignment: can both teams see how their work supports the company objective, without duplicating it?
2. Updates: can the owner record the current result, explain a blocker and preserve earlier check-ins?
3. Data: will churn update from your existing system, or will someone enter it manually? Which plan supports the connection?
4. Execution: can leadership distinguish progress on the initiative from improvement in the actual result?
5. Reporting: can a manager identify the risk and follow up without rebuilding a slide deck?
6. Adoption: can the people responsible complete their weekly update within their normal routine?

If people workflows are also a buying priority, extend the demonstration to a 1:1 or review. Ask what a manager can see, what must be copied and which permissions apply. This gives you more useful evidence than a feature checklist alone.

Where HR integration helps, and where to draw the line

Connecting goals to employee records and manager conversations can reduce duplicate administration and give people clearer context for their contribution. That connection is especially relevant if you are replacing an HR platform or already struggle to bring goal progress into 1:1s. If your HR system works well, a dedicated OKR tool with the right integrations may be a better fit. Our guide to HR software with OKRs explores that decision in more detail.

There is an important distinction between discussing OKRs and using completion percentages to score employees. OKRs describe selected priorities, often involving shared outcomes and ambitious targets; they do not capture every responsibility in a role. Bringing goal context into a conversation should help managers discuss progress, obstacles and support, without making an OKR score the employee's performance rating.

What Matters advises against directly linking OKRs to individual reviews and against using OKRs to determine compensation. When evaluating a platform, check that its flexibility supports the distinction your organisation wants to maintain.

Choosing the right fit

Choose the tool that solves your most important operational problem. If teams do not update goals, prioritise the check-in workflow. If leadership cannot connect results to work, prioritise alignment, reporting and initiatives. If goal context is lost between systems, examine integrations and connected people workflows.

Build a shortlist, compare complete costs and test the same scenario in each platform. The right choice should make your existing management process clearer and easier to sustain.

See the connected approach in practice: explore OKR management in Spark.work, or request a demo using your own goals, KPIs and initiatives.

Sources

Vendor pages reviewed for the 14 October 2026 revision. Confirm rates, package requirements and terms before purchase or publication.

• Weekdone pricing
• Perdoo pricing
• Mooncamp pricing
• Tability pricing
• Profit.co pricing
• Leapsome pricing
• Lattice pricing
• Spark.work pricing
• WorkBoard platform
• What Matters: individual OKRs and performance reviews
• What Matters: OKRs and compensation