Cooperly vs Lattice
Cooperly is a Lattice alternative for small teams that need better conversations and clearer ownership now. Bring working profiles, team signals and next actions together, with a fixed company price instead of adding another seat charge each time you hire.
30 days free. No card.
See the bottlenecks no performance report can explain.
A missed handoff can look like low performance. Cooperly finds the unclear owner, unresolved conflict or key-person dependency behind it, then gives the team an agreement to test.
See the relationship behind the result
Profiles and Fundamentals show where expectations diverge.
Find where growth gets stuck
Pulse connects a missed handoff to its pressure or dependency.
Build the capability into the team
The roadmap gives the agreement an owner and follow-up.
Lattice vs Cooperly: features and fit
Cooperly connects each signal to the people, pressure and handoff behind it, then gives the team a next step. See where Lattice is built for a different job.
| Dimension | Cooperly | Lattice |
|---|---|---|
| Primary workflow | Working profiles, team health and a leader’s next action. | Starts with formal performance, goals and development processes. Cooperly starts with the working pattern producing the result. |
| Manager conversations | Use individual profiles and team context to prepare. | Keeps 1:1s, feedback and updates inside the performance record. Cooperly prepares the conversation from both people's working profiles and the team's current context. |
| Employee listening | Regular Pulse and deeper Fundamentals team review. | Measures employee experience through Pulse, eNPS and lifecycle surveys. Cooperly uses a signal to locate the relationship, expectation or dependency that needs to change. |
| Action after feedback | A shared team roadmap with suggested next steps. | Turns survey findings into suggested actions and plans. Cooperly makes the response a visible agreement owned by the people involved in the work. |
| Formal people processes | Team leadership is the scope covered here. | Runs performance cycles, career growth and compensation. Cooperly does not recreate those HR processes; it works on team relationships between them. |
| Goals and OKRs | Goals sit beside the people and team context that may help or block delivery. | Connects goals and OKRs to reviews and manager tools. Cooperly uses goals as context for clarifying ownership, handoffs and the next team agreement. |
| Career and compensation | Cooperly focuses on working relationships rather than career ladders or pay reviews. | Extends the employee record into development and compensation. Cooperly stays focused on the human bottlenecks that a career or pay workflow cannot explain. |
| AI portability | Selected team context can travel read-only into approved AI tools through MCP. | Publishes MCP alongside its platform capabilities; confirm which records and actions leave Lattice. Cooperly's MCP is read-only and built to carry team relationship context into approved AI tools. |
| Commitment | Start a team trial without choosing a paid plan. | Begins with a $4,000 annual minimum before the selected products and seats raise the contract. Cooperly uses Up to 10 people: £240/year (£25/month billed yearly). 11–50 people: £948/year (£99/month billed yearly). MCP and approved integrations are included in both team-size plans. |
Primary workflow
- Cooperly
- Working profiles, team health and a leader’s next action.
- Lattice
- Starts with formal performance, goals and development processes. Cooperly starts with the working pattern producing the result.
Manager conversations
- Cooperly
- Use individual profiles and team context to prepare.
- Lattice
- Keeps 1:1s, feedback and updates inside the performance record. Cooperly prepares the conversation from both people's working profiles and the team's current context.
Employee listening
- Cooperly
- Regular Pulse and deeper Fundamentals team review.
- Lattice
- Measures employee experience through Pulse, eNPS and lifecycle surveys. Cooperly uses a signal to locate the relationship, expectation or dependency that needs to change.
Action after feedback
- Cooperly
- A shared team roadmap with suggested next steps.
- Lattice
- Turns survey findings into suggested actions and plans. Cooperly makes the response a visible agreement owned by the people involved in the work.
Formal people processes
- Cooperly
- Team leadership is the scope covered here.
- Lattice
- Runs performance cycles, career growth and compensation. Cooperly does not recreate those HR processes; it works on team relationships between them.
Goals and OKRs
- Cooperly
- Goals sit beside the people and team context that may help or block delivery.
- Lattice
- Connects goals and OKRs to reviews and manager tools. Cooperly uses goals as context for clarifying ownership, handoffs and the next team agreement.
Career and compensation
- Cooperly
- Cooperly focuses on working relationships rather than career ladders or pay reviews.
- Lattice
- Extends the employee record into development and compensation. Cooperly stays focused on the human bottlenecks that a career or pay workflow cannot explain.
AI portability
- Cooperly
- Selected team context can travel read-only into approved AI tools through MCP.
- Lattice
- Publishes MCP alongside its platform capabilities; confirm which records and actions leave Lattice. Cooperly's MCP is read-only and built to carry team relationship context into approved AI tools.
Commitment
- Cooperly
- Start a team trial without choosing a paid plan.
- Lattice
- Begins with a $4,000 annual minimum before the selected products and seats raise the contract. Cooperly uses Up to 10 people: £240/year (£25/month billed yearly). 11–50 people: £948/year (£99/month billed yearly). MCP and approved integrations are included in both team-size plans.
Why choose Cooperly as a Lattice alternative?
Start with the outcome you need.
Context for a conversation, or a system for a review cycle?
Cooperly starts with understanding the team and its working relationships. Profiles add guidance for communication; team signals give the leader a reason to revisit a concern before deciding what to do.
Lattice makes the conversation part of a formal people record connected to goals, reviews and engagement. That records the outcome for the organisation; Cooperly keeps the working relationship in view: what the people need from each other, what is blocking the work and what they agreed to change. Source for Context for a conversation, or a system for a review cycle?
Choose Cooperly when the conversation needs to change the relationship and the next piece of work. Use Lattice when it must become part of a formal performance record.
Engagement reports can lead to action in both.
Cooperly gives a leader recent Pulse context and a deeper Fundamentals view, alongside profiles. The next step is to discuss the concern, agree ownership and return to it with the team.
Lattice moves from survey themes to manager actions inside its engagement programme. Cooperly moves from the signal to the people and working pattern behind it, then gives that team a concrete agreement to test. Source for Engagement reports can lead to action in both.
Choose Cooperly when the people involved need direct ownership and follow-up. Use Lattice when post-survey action must stay inside the people programme.
The review is weeks away. The relationship is failing now.
Feedback between two colleagues keeps arriving late and landing badly. Cooperly puts their working profiles beside current signals so they can agree a better way to give feedback.
default gear, shows under stress first
Drive 1 · Punch
Takes responsibility, makes decisions, holds boundaries, and moves things forward. In a team, this gives leadership, speed, and crisis stability.
Priya Dawson
Product Manager
Reasoning 1 · Punch
Speaks in conclusions, models, arguments, and criteria. In a team, this gives clarity and intellectual direction.
Adrian Cole
Team Lead
Julian Park
Engineer
Connection 1 · Punch
Sets the tone, reads the room, and influences atmosphere. This brings energy, emotional presence, and engagement.
Serena Holt
Designer
Felix Mercer
Front-End Developer
Capacity 1 · Punch
Strongly notices resources, body, money, conditions, comfort, and capacity. This brings realism and sustainable limits.
strong, steady, process-oriented
Drive 2 · Foundation
Helps the team agree on responsibility: who leads, who decides, who owns what. This prevents chaos and power struggles.
Adrian Cole
Team Lead
Reasoning 2 · Foundation
Thinks well with others, asks questions, builds shared criteria, and creates common understanding.
Priya Dawson
Product Manager
Felix Mercer
Front-End Developer
Connection 2 · Foundation
Naturally hears people, bridges positions, and keeps conversations human. Valuable for feedback, conflict, and difficult conversations.
Capacity 2 · Foundation
Naturally makes the environment workable: rhythm, comfort, tools, operations, and practical stability.
Serena Holt
Designer
Julian Park
Engineer
cares, doubts, needs kind feedback
Drive 3 · Sensitive
Sensitive to pressure, public challenge, humiliation, or status games. Use one-to-one conversations, pauses, and small confidence-building steps.
Serena Holt
Designer
Felix Mercer
Front-End Developer
Reasoning 3 · Sensitive
Sensitive around competence, reasoning, and whether the argument is clear enough. Give examples, preparation time, and safe wording.
Connection 3 · Sensitive
Sensitive to tone, reactions, public comments, and emotional judgement. Feedback about tone should be private and gentle.
Julian Park
Engineer
Capacity 3 · Sensitive
Sensitive to fatigue, workload, money, and practical chaos. Use predictable rhythm, soft pacing, and clear resource templates.
Adrian Cole
Team Lead
Priya Dawson
Product Manager
follows, keeps it simple
Drive 4 · Background
Does not naturally want to carry leadership or push decisions. Give clear tasks, deadlines, and success criteria.
Julian Park
Engineer
Reasoning 4 · Background
Prefers a ready-made model, checklist, or decision structure instead of building complex reasoning from scratch.
Serena Holt
Designer
Connection 4 · Background
Does not naturally hold the emotional fabric of a conversation. Give simple scripts for opening, closing, and asking for feedback.
Adrian Cole
Team Lead
Priya Dawson
Product Manager
Capacity 4 · Background
Does not naturally want to think much about logistics, schedule, or physical resources. Use checklists, budgets, and weekly plans.
Felix Mercer
Front-End Developer
Read the team signals
Read the working preferences of the people involved.
Prepare the conversation
Discuss the current concern using recent team context.
Agree the next step
Record a practical next step and return to it together.
Bring your own AI. Keep the team context.
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.
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, ClickUp, Asana
When to choose Cooperly
Cooperly is a Lattice alternative for small teams that need better conversations and clearer ownership now. Bring working profiles, team signals and next actions together, with a fixed company price instead of adding another seat charge each time you hire.
Choose
Cooperly
- Growth is being slowed by a specific relationship, dependency or handoff.
- You need teams to change how they work before the next review cycle.
- You want company-wide context without formalising a larger HR system.
Choose
Lattice
- Formal reviews, goals and employee records must run consistently across the business.
- Engagement, growth and compensation need to connect inside one people programme.
- You already use Lattice and want manager conversations to become part of that formal record.
Lattice 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
Lattice
Foundations + Compensation + Grow
Calculated for 30 people
Bring the same weekly rhythm to several teams, with shared reporting and monthly reviews. Up to 5 teams, up to 50 people. MCP and approved integrations are included.
Lattice lists Foundations at $13 per seat per month, plus Compensation at $6 and Grow at $4; the comparison uses the $23 public package combination and applies Lattice's $4,000 annual minimum. Foundations alone is also available in the plan selector. Cooperly includes profiles, team signals, Roadmap, MCP and approved integrations in its team-size plan.
Official Lattice pricingCooperly keeps the company budget tied to team size, with the full Cooperly context layer included in both plans. The comparison uses Lattice's published package combination with its add-ons rather than the lowest Foundations entry point.
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 Lattice
Cooperly helps a small company improve everyday teamwork before a formal review cycle. Working profiles, team signals and owned actions give managers context for the conversation that needs to happen now. You can keep your existing review process while using Cooperly for ongoing team context at one fixed company price.
Cooperly works on the relationships and dependencies that affect delivery between reviews. Use it to prepare a conversation, agree a change and follow up with the team. Your company can keep its existing review process while testing whether this work reduces a recurring handoff or ownership problem.
Cooperly uses Up to 10 people: £240/year (£25/month billed yearly). 11–50 people: £948/year (£99/month billed yearly). MCP and approved integrations are included in both team-size plans. The selected Lattice comparison uses Foundations plus Compensation and Grow at $23 per person each month, billed annually: $8,280 a year for 30 people. Lattice also has a $4,000 annual minimum, which the calculator applies when the headcount total is lower.
Compare prices at your headcountCooperly can bring approved, read-only team context into ChatGPT or Claude through MCP. Use your existing AI as a personal HR assistant to work through a feedback conversation or delegation decision with the actual team in view. Cooperly does not sell a separate conversation allowance; your AI provider's terms apply.
Connect Cooperly to ChatGPTCooperly helps the owner and team examine where a decision keeps coming back: unclear ownership, a difficult handoff or reliance on one person's knowledge. Use the working profiles and team context to discuss a different agreement. The roadmap gives you somewhere to record it and check back with the team.
Cooperly gives teammates working profiles to explain their preferences and shared agreements they can use in everyday collaboration. A person can ask for a clearer brief or discuss how a handoff should work. The owner sees the wider pattern while the people involved work on the relationship themselves.
Resolve the pattern while the team can still change the result.
Try Cooperly with a real team.
30 days free. No card.
