Cooperly vs 15Five
Cooperly is built for founder-led companies before management becomes an HR programme. 15Five helps HR standardise performance management; Cooperly helps a growing team preserve working context and act before every issue needs a formal process.
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Cooperly knows how your team really works.
Cooperly turns the people context founders keep in their heads into a living operating layer for your team — so ownership stays clear, friction shows up early and managers know when to act. Automate noticing, remembering and preparation. Never human judgement.
Notice the pattern
Profiles, Fundamentals and Pulse bring working preferences and recent signals into the same context.
Prepare the conversation
Use that context to ask about a handoff, decision or pressure before assigning a cause.
Keep judgement human
People agree what changes next. Roadmap keeps the action and follow-up visible.
15Five vs Cooperly: features and fit
Cooperly is built for founder-led companies before management becomes an HR programme. Compare that job with the one 15Five is designed to do.
| Dimension | Cooperly | 15Five |
|---|---|---|
| Primary job | Understand how a team works and decide what to address next. | Starts with an organisation-wide performance process. Cooperly starts with the human system beneath the result: who is blocked, what expectation diverged and which relationship needs work. |
| Regular feedback | Pulse adds recent team context to profiles and Fundamentals. | Collects regular check-ins, surveys and feedback for managers. Cooperly connects a weak signal to profiles, team context and the work affected by it. |
| People context | Coop Profiles explain communication and working preferences. | Builds manager context from goals, reviews and engagement data. Cooperly adds how people prefer to communicate, decide and respond under pressure before a formal assessment exists. |
| Taking action | A team roadmap with suggested actions and ownership. | Helps managers act through formal plans, prompts and AI. Cooperly turns the issue into a team-owned agreement instead of another manager-only performance record. |
| Formal reviews | The comparison here is about team leadership, not a formal review system. | Runs reviews, 360 feedback and talent calibration. Cooperly does not reproduce those HR processes; it works on the relationship causing the result between review cycles. |
| Goals and OKRs | Goals provide context for the team conversation and the roadmap action. | Connects goals and OKRs to the performance record. Cooperly uses goals as context for a conversation about ownership, dependencies and how the team will work differently. |
| Manager development | Working profiles and team context help a manager prepare the conversation in front of them. | Adds manager training to the performance system. Cooperly builds the capability into each team by giving everyone the same context and agreement to use in the work. |
| AI context | Bring selected team context into the approved AI client you already use through MCP. | Uses AI to support reviews, managers and the 15Five performance workflow. Cooperly makes permissioned relationship context available to the AI client the company already prefers through MCP. |
| Buying model | A subscription for your team, with a trial before choosing a plan. | Requires choosing the engagement, performance or combined programme per user. Cooperly includes its full relationship workflow in one company price for up to 50 people. |
Primary job
- Cooperly
- Understand how a team works and decide what to address next.
- 15Five
- Starts with an organisation-wide performance process. Cooperly starts with the human system beneath the result: who is blocked, what expectation diverged and which relationship needs work.
Regular feedback
- Cooperly
- Pulse adds recent team context to profiles and Fundamentals.
- 15Five
- Collects regular check-ins, surveys and feedback for managers. Cooperly connects a weak signal to profiles, team context and the work affected by it.
People context
- Cooperly
- Coop Profiles explain communication and working preferences.
- 15Five
- Builds manager context from goals, reviews and engagement data. Cooperly adds how people prefer to communicate, decide and respond under pressure before a formal assessment exists.
Taking action
- Cooperly
- A team roadmap with suggested actions and ownership.
- 15Five
- Helps managers act through formal plans, prompts and AI. Cooperly turns the issue into a team-owned agreement instead of another manager-only performance record.
Formal reviews
- Cooperly
- The comparison here is about team leadership, not a formal review system.
- 15Five
- Runs reviews, 360 feedback and talent calibration. Cooperly does not reproduce those HR processes; it works on the relationship causing the result between review cycles.
Goals and OKRs
- Cooperly
- Goals provide context for the team conversation and the roadmap action.
- 15Five
- Connects goals and OKRs to the performance record. Cooperly uses goals as context for a conversation about ownership, dependencies and how the team will work differently.
Manager development
- Cooperly
- Working profiles and team context help a manager prepare the conversation in front of them.
- 15Five
- Adds manager training to the performance system. Cooperly builds the capability into each team by giving everyone the same context and agreement to use in the work.
AI context
- Cooperly
- Bring selected team context into the approved AI client you already use through MCP.
- 15Five
- Uses AI to support reviews, managers and the 15Five performance workflow. Cooperly makes permissioned relationship context available to the AI client the company already prefers through MCP.
Buying model
- Cooperly
- A subscription for your team, with a trial before choosing a plan.
- 15Five
- Requires choosing the engagement, performance or combined programme per user. Cooperly includes its full relationship workflow in one company price for up to 50 people.
Why choose Cooperly as a 15Five alternative?
Start with the job you need the system to do.
Weekly check-ins are a starting point.
A change in Pulse gains context when you read it beside the team’s working profiles. Cooperly helps you prepare the conversation behind the update: what to clarify, who should be involved and what to revisit.
In 15Five, a check-in becomes part of goals, 1:1s and reviews: a continuous manager record. That records the signal but does not expose how the people involved need to change their next interaction. Cooperly makes that relationship the object of action. Source for Weekly check-ins are a starting point.
Choose Cooperly when the business needs to expose and repair the working relationship behind the update. Use 15Five when the difficult check-in must enter a performance record.
Team context or an organisation-wide review cycle?
Cooperly starts with a team’s working relationship. Profiles, Fundamentals and Pulse provide different views of that relationship; the roadmap is where a leader can organise a response.
15Five uses AI inside reviews, goals, 360 feedback and talent workflows, keeping the assistance anchored to its performance system. Cooperly carries permissioned relationship context through MCP into the AI tools the company already uses, where it can improve the next real decision or conversation. Source for Team context or an organisation-wide review cycle?
Choose Cooperly when the team needs portable relationship context without buying a review system. Use 15Five when calibrated reviews are the requirement.
The target was clear. The ownership was not.
Two teams missed a target because each expected the other to own the final handoff. Cooperly helps them name one owner now, before the review records the same failure.
Read the team signals
Read the latest Pulse for changes that need a conversation.
Prepare the conversation
Prepare the conversation with the relevant working profile.
Agree the next step
Agree an owner and revisit the action with the team.
Give the same trusted context to the AI tools your team already uses.
Cooperly makes selected profiles, signals, goals and agreements available read-only through MCP. Use that context in ChatGPT, Claude or another approved client while Cooperly keeps the permissions. AI helps with preparation; people keep the judgement.
Context Cooperly gathers
Cooperly
People Context Layer
The AI tools you already use
Claude
Claude chat and code access
ChatGPT
Contextual chat and commands
AI Agents via MCP
Linear, Notion, and compatible clients
When to choose Cooperly
Cooperly helps founder-led teams improve the work before it becomes a formal performance record. 15Five standardises reviews, goals and manager routines.
Choose
Cooperly
- The same ownership, feedback or handoff problem keeps hurting delivery.
- You want teams to improve the human system beneath performance.
- You need growth context before committing to a formal performance platform.
Choose
15Five
- Formal reviews, 360 feedback, goals and talent processes are the main requirement.
- HR needs one repeatable performance programme across the organisation.
- Managers already work in 15Five and the new capability should stay inside that record.
15Five vs Cooperly pricing
Your plan stays flat as your team grows.
One flat price for this team size. Full Cooperly access included: up to 10 people at the Teams rate, then up to 50 people across five teams at the Company rate.
Cooperly
For Companies
per person / month equivalent
15Five
Total Platform + Kona
Calculated for 30 people
Keep people context and the review rhythm connected across several teams as the company grows. Up to 5 teams, up to 50 people. MCP and approved integrations are included.
This comparison uses 15Five's highest public package combination: Total Platform at $16 plus Kona Meeting Assistant at $2 per person per month, billed annually. Engage is $4 and Perform is $11. 15Five does not list MCP on its pricing page; Cooperly includes MCP and approved integrations in both team-size plans.
Official 15Five pricingCooperly includes the whole team-context workflow at one price for the selected team size. The comparison uses 15Five's highest public package combination so its cheapest entry tier does not understate the relevant alternative cost.
Prices checked .
USD estimates use the 4 September 2026 reference rate (£0.7391 per $1), rounded only for display. Taxes and optional add-ons excluded. Rate source
Questions about Cooperly and 15Five
Cooperly gives a small company working profiles, Pulse, Fundamentals and owned actions without first setting up a formal performance-review programme. Up to 10 people: £240/year (£20/month billed yearly). 11–50 people: £948/year (£79/month billed yearly). MCP and approved integrations are included in both team-size plans. Choose it when improving everyday teamwork is the job you need done.
Cooperly helps the team work on a cause of poor delivery before the next review: a brittle handoff, unclear ownership or a conversation people avoid. Record an agreement and revisit it with the team. You can use that workflow while keeping any formal reviews your company already needs.
Cooperly uses a flat team-size price: Up to 10 people: £240/year (£20/month billed yearly). 11–50 people: £948/year (£79/month billed yearly). MCP and approved integrations are included in both team-size plans. This comparison uses 15Five Total Platform plus Kona Meeting Assistant at $18 per person each month, billed annually; the selector also shows the lower core packages.
Adjust the team sizeCooperly can provide approved, read-only profiles, current team signals and agreements to ChatGPT or Claude through MCP. Ask your AI to help prepare feedback about a recurring handoff problem using that context. You keep the conversation in your chosen AI tool and decide what to discuss with the team.
Use Cooperly with ClaudeCooperly gives an owner context from the teams involved, so the conversation can follow the work across reporting lines. If two teams both depend on one person, review their signals and working agreements together. The aim is to clarify that dependency and agree how the teams will handle it.
Cooperly is built for an owner and the people doing the work. Start with a team whose working relationship or handoff needs attention, use its profiles and signals to prepare a discussion, and agree the next step. A dedicated HR function is not required to run that routine.
Scale the team, not the management overhead.
Try Cooperly with a real team.
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