Best Quantive Alternatives in 2026: 12 OKR Platforms After the WorkBoard Acquisition

Updated September 2026

Quantive does not exist as a product you can buy today. WorkBoard acquired Quantive on May 28, 2025, and the quantive.com domain now returns a redirect straight to WorkBoard's homepage: there is no Quantive pricing page, no Quantive free tier, and no sales line to call. If your team ran OKRs on Quantive, or on Gtmhub before it, and your renewal is coming up or already lapsed, the honest starting shortlist is WorkBoard, since that is contractually where your account is headed anyway, plus Perdoo, Mooncamp and Tability if you would rather pick a self-serve platform than follow the default path into an enterprise sales process.

We evaluated all twelve tools below on published pricing transparency, genuine OKR depth rather than a goals field bolted onto a review cycle, and fit for the size of program a former Quantive customer is likely running, and we verified every price against the vendor's own pricing page in September 2026. Quantive is not an isolated case, either: Microsoft retired Viva Goals on December 31, 2025, which means two of the OKR category's best-known products disappeared within about seven months of each other. That is worth more than a passing mention, so this guide also covers how to size up a vendor's survival odds and keep your OKR history portable before you sign the next multi-year contract.

Key Facts

• WorkBoard acquired Quantive on May 28, 2025, stating that "Quantive customers will transition to the WorkBoard platform over the coming months, supported by a high-touch experience every step of the way."
• As of this writing, quantive.com returns an HTTP 302 redirect straight to workboard.com, verified on September 10, 2026. There is no standalone Quantive product left to purchase, trial, or renew.
• Microsoft retired Viva Goals on December 31, 2025, a second major OKR product gone inside the same seven-month window as the Quantive acquisition.
• Organizations that make it easy for employees to set clear goals are four times more likely to score in the top 25 percent of business outcomes, according to a Bersin by Deloitte study on employee goal management.
• 46% of CHROs cite leadership and manager development as a top priority for 2026, the second year running it has held that spot, per SHRM research. A platform switch is also a chance to fix how managers actually run goal conversations, not just which app hosts them.

Quick Comparison Table

What Happened to Quantive (Formerly Gtmhub)

Quantive was not a shell company when WorkBoard bought it. It had real funding, a real customer base, and a full decade of history under two names. Here is the arc, sourced to the companies' own announcements.

The pattern is worth sitting with. A company that raised more than $161 million and served over 1,000 organizations, under two different names, still ended up folded into a bigger competitor less than four years after its largest funding round. Scale and funding history are a data point about a vendor's odds, not proof of them.

It also is not the only OKR name that disappeared this cycle. Microsoft retired Viva Goals on December 31, 2025, the product it built from its own 2021 acquisition of Ally.io. If your organization is separately evaluating what replaces Viva Goals, our Viva Goals alternatives guide runs the same kind of evaluation for that shutdown, and a few names, including WorkBoard, Mooncamp and Perdoo, show up on both lists for a reason: they are the vendors currently absorbing displaced OKR customers from two directions at once.

For a wider view of the category before you narrow down, the best OKR software roundup for 2026 covers the field without the Quantive-specific framing this guide leads with.

What a Quantive Migration Actually Involves

Two different groups land on this article, and the right next step splits between them.

If WorkBoard has already reached out about your account. Treat the "high-touch experience" language in the acquisition announcement as a starting point, not a guarantee of feature parity. Confirm three things in writing before you relax: the actual timeline for your specific account, a named contact rather than a generic transition inbox, and whether every module you relied on in Quantive, not just the headline OKR tracking, exists in WorkBoard's product today. A brand consolidation does not automatically carry every feature across.

If you have not heard from anyone and your access has already lapsed. You are not alone, and the fastest path back to your data is to contact WorkBoard directly, since it now owns the Quantive customer relationship, rather than searching for a Quantive support channel that no longer exists at its old domain. Ask specifically what happened to your account's historical OKR records and whether an export is still possible.

Regardless of which group you are in, a real migration involves the same mechanical steps:

• Freeze what you can reach right now. Pull whatever export, report, or admin view is still available to you today. Do not wait for a cleaner moment; access windows on an acquired product close without much warning.
• Do not force the cutover mid-cycle. Re-platforming in the middle of an active OKR quarter guarantees a data gap and a confused team. Plan the switch for a natural cycle boundary.
• Decide once, deliberately, whether you are staying inside the WorkBoard umbrella or moving to a different vendor entirely. Make that call before your current access lapses, not in a scramble after it does.
• Budget real admin time for re-entry, not a weekend. Historical OKR data essentially never imports cleanly between platforms; plan on manually re-entering the last few completed cycles as read-only reference records.
• Re-train the habit, not just the login. A lot of what worked about your old OKR process was cadence and muscle memory as much as software. A new tool without a re-launch conversation just becomes a login nobody opens.

How to Evaluate a Vendor's Survival Odds (and Keep Your Data Portable)

Picking a replacement is only half the job. The other half is not landing in this exact position again in three years. A few signals are more predictive than they look, and none of them are things a sales call will volunteer unprompted.

Two habits carry more weight than anything on that list. Ask every finalist directly, in writing, what format you get your data back in if you ever leave, and keep a lightweight spreadsheet of your last several completed cycles outside any single vendor's walls. It will never be as clean as the tool's native reporting, but it survives an acquisition, a repricing, or a retirement notice, and none of the twelve platforms below can promise you that their category is done consolidating.

Stage Fit Matrix

Sizing and Persona Table

Cost Model: What a Few Configurations Actually Cost Per Year

Figures below use each vendor's own published, standard per-seat rate at 25 and 100 users, for the module closest to plain OKR tracking. Where a vendor sets a minimum annual agreement above the per-seat math, the minimum is shown instead, and quote-only vendors are marked as such rather than estimated.

1. WorkBoard - The Default Path, Where Your Data Is Going Anyway

WorkBoard is where most Quantive customers are already headed, and not by accident. On May 28, 2025, WorkBoard acquired Quantive, stating plainly that Quantive customers would transition onto its platform. WorkBoard was already positioned as an enterprise OKR operating system before the deal, built around real-time roll-up reporting and structured business reviews rather than a quarterly form nobody fills in until the deadline.

Methodology. OKRs cascade with live roll-up visibility, and Biz Reviews turn the quarterly readout into a structured in-tool meeting format instead of a slide deck assembled the night before.

Target audience and fit. CSOs, CHROs and PMO leaders at organizations of 1,000-plus employees, the kind of enterprise that ran Quantive's own largest accounts before the acquisition. Below a few hundred employees, the sales process and implementation weight outweigh the payoff.

Pricing: WorkBoard publishes no pricing on its site. Every plan is quote-based and scoped to headcount and modules; the only calls to action on its pricing page are to schedule a demo.

Best for: Enterprises comfortable with a quote-first sales process who would rather stay inside the platform their data is already transitioning to than re-evaluate the category from scratch.

2. Perdoo - Transparent Published Pricing and a Real Free Tier for 5 Users

Perdoo is the most transparent vendor on this list, publishing exact EUR rates instead of routing every visitor into a sales call. Free covers up to 5 users at EUR 0, which is enough for a leadership team to run a real pilot before rolling OKRs out company-wide, and the free tier is unusually generous: Strategy Maps, OKR and KPI tracking, check-ins, reviews, 1:1s, Pulse, Kudos, and Slack and Teams integration are all included, not gated behind a paid tier.

Methodology. Strategy and execution are deliberately separated: a strategy map holds the long-term goal, OKRs sit beneath it for the quarter, and KPIs track business-as-usual health alongside them. It is an opinionated method that helps a team new to OKRs and constrains one that wants to bend the framework.

Target audience and fit. Strategy leads, COOs and Heads of Operations at 20 to 500 employee companies, with a strong European customer base and a 2026 addition worth noting for technical buyers: Perdoo now ships its own MCP server, connecting the account to Claude, ChatGPT, Perplexity or any other MCP-compatible tool.

Pricing: Free is EUR 0 for up to 5 users. Premium is EUR 8 per user/month (about $9), and Supreme is EUR 10 per user/month (about $11), both with a 5 paid-license minimum; annual billing takes a further 10% off those standard rates. View-only licenses run EUR 1.50 per user/month.

Best for: Teams whose Quantive usage was almost entirely about the OKR mechanics and rarely touched formal review cycles. If Perdoo's opinionated strategy-map method is not quite the fit, the Perdoo alternatives guide covers that adjacent shortlist.

3. Mooncamp - EUR-Priced, Fast Rollout, Teams-Native

Mooncamp made a specific bet: most people will not open a fifth app to update a goal, so the entire OKR workflow lives inside Microsoft Teams or Slack rather than bridging to them with notifications alone. You can create, edit, comment on and check in on OKRs directly inside a Teams tab, pin company or group OKRs to a channel, and query assigned goals through a chatbot command without leaving the conversation.

Methodology. Adoption over feature count: fewer clicks between "I have an update" and "the OKR reflects it," delivered wherever your company already spends its day, whether that is Teams, Slack, or the standalone web app.

Target audience and fit. COOs, heads of strategy and IT admins at 20 to 500 employee companies who want a fast, self-serve rollout rather than an enterprise implementation project. Mooncamp is a smaller vendor with a thinner analyst footprint than the enterprise names on this list, which cuts both ways: faster product decisions, less third-party validation to point to internally.

Pricing: Billed annually. Essential is EUR 7 per user/month with a 5-user minimum, Professional is EUR 10 per user/month, and Enterprise is custom-quoted with a 100-user minimum.

Best for: Mid-size companies that want a genuinely fast, self-serve OKR rollout without an enterprise sales cycle, and are comfortable staying under the 100-seat Enterprise threshold or negotiating a custom deal once they cross it.

4. Tability - Lowest Published Per-Seat Rate, No Seat Minimum

Tability is the cheapest published OKR platform on this list on a straight per-seat basis, and it is one of the only vendors here with no seat minimum at all, which matters more than it sounds for a small team coming out of an enterprise-oriented tool like Quantive. Every paid plan also includes two free read-only seats per paid user, letting executives or stakeholders follow along without inflating the bill.

Methodology. OKRs are treated as a lightweight weekly habit rather than a quarterly ceremony, with AI-assisted check-in prompts nudging owners to update progress instead of waiting for a manager to chase them down.

Target audience and fit. Founders and small operations or strategy teams at 10 to 300 employee companies who want OKR software priced like a lightweight SaaS tool, not an enterprise platform. Its Agentic tier, built around AI-driven OKR management, is announced but still marked "coming soon" as of this writing, so budget for the tiers that actually ship today.

Pricing: Basic is $6 per user/month billed yearly ($7 billed monthly). Premium is $10 yearly ($12 monthly). Agentic is $20 yearly ($25 monthly) and marked "coming soon." Enterprise is quote-based.

Best for: A small team that wants the cheapest real, published OKR rate on the market and does not want to negotiate a seat minimum to get it.

5. Profit.co - OKRs Plus Balanced Scorecard for Bigger Portfolios

Profit.co covers more ground than most of this list, spanning OKRs, Performance, Portfolio management and Balanced Scorecard as distinct modules on one platform. Balanced Scorecard as a built-in second measurement framework is genuinely uncommon among the smaller OKR vendors here, and it is a natural fit for a former Quantive customer whose program leaned on Quantive's own "strategy execution" positioning rather than OKRs alone.

Methodology. OKRs cascade downward while tasks link directly to key results, so a check-in updates both the goal and the underlying work item in the same action. Balanced Scorecard sits alongside OKRs for teams that need a second, complementary measurement lens.

Target audience and fit. VPs of Strategy and PMO leaders at 100 to 2,000 employee organizations who want OKRs, portfolio tracking and a scorecard framework without stitching together three separate vendors.

Pricing: Profit.co's own pricing page publishes no figures. Cost is built from the modules selected (OKRs, Performance, Portfolio, Balanced Scorecard), user count and deployment model, and requires a custom quote. A commonly repeated "$7 per user/month" figure circulating in third-party roundups is not confirmed anywhere on the vendor's own site; treat it as unverified rather than reported.

Best for: Mid-market teams that want OKRs and portfolio management on one contract and are comfortable with a quote-first sales process from the start.

6. Peoplebox - OKRs Wired to Review Cycles, Published Modular Pricing

Peoplebox is the pick for a team that wants Quantive's broader "strategy execution" scope, tying goals to actual performance conversations, at a fraction of the stacked cost of an enterprise suite. OKRs update automatically as connected work moves, so progress reflects reality without depending on a Friday check-in ritual, and both Slack and Microsoft Teams are treated as first-class surfaces rather than afterthought notification channels.

Methodology. Goal alignment and performance conversations should happen where work already happens, so OKRs, 360 feedback and one-on-ones run through chat-native prompts instead of a separate destination app people forget to open.

Target audience and fit. Software and revenue-driven companies of 75 to 1,500 employees that already run OKRs and currently hold the process together with a spreadsheet and good intentions. For a direct look at how it stacks up against two adjacent picks on this list, see the Culture Amp vs Betterworks vs Peoplebox comparison.

Pricing: Per employee per month, billed annually. Performance Management is $8, 360 Degree Feedback is $8, Individual Development Plans are $3, Compensation is $5, and Engagement is $2. Nova, its AI recruiting add-on, is quote-only.

Best for: Teams that liked Quantive's combination of goals and lightweight performance conversations and want that same shape at a lower, fully published cost.

7. Lattice - Goals Plus Real Performance Depth

Lattice is the most likely landing spot for a company that used Quantive for OKRs but always wanted reviews, engagement and compensation on the same employee record. Every module carries a listed rate, so you can model a multi-year cost on a Tuesday afternoon instead of waiting on a sales call, which is the opposite of the quote-gated experience several vendors on this list still require. Worth knowing if you were drawn to Quantive's broader HR ambitions specifically: Lattice's own HRIS and payroll products are gone now too, with payroll access ending March 31, 2026 and HRIS ending July 31, 2026.

Methodology. The employee record is the spine, with Goals & OKRs, performance, engagement and compensation hanging off it and sharing one dataset, so a rating, an engagement score and an OKR outcome can be read together instead of reconciled by hand.

Target audience and fit. Mid-market People teams of 150 to 2,000 employees, typically Series B through pre-IPO software and professional services companies, with at least one dedicated HR operations person to run the configuration. For adjacent decisions, see Lattice vs 15Five.

Pricing: Billed annually, USD only. Goals & OKRs is $8 per seat/month, Performance is $10, Engagement is $4, with Compensation and Grow available as $6 and $4 add-ons. Minimum annual agreement is $4,000.

Best for: Teams that want a full performance suite with a rate card attached rather than a quote, and do not need Lattice's now-retired HR or payroll products.

8. Betterworks - The Other Enterprise Goal-Cascade Specialist

Betterworks is the specialist for cascading objectives across a large, multi-department organization, a genuinely different problem than running OKRs for a 40-person team, which is exactly the scale where WorkBoard also plays. The vendor states directly that it adds the most value above roughly 500 employees, and worth knowing if you saw a "$1" figure attached to Betterworks anywhere: that promotional rate required a signed 3-year agreement and expired on August 31, 2026. It is gone; budget against the standing rate.

Methodology. Objectives cascade from company level through departments to individuals with real-time roll-up reporting, and its Talent Intelligence add-on layers succession and skills analytics on the same underlying data.

Target audience and fit. CHROs and VPs of Strategy at 500 to 10,000 employee organizations running formal, cross-departmental goal programs. Below 250 employees, the platform is heavier than the problem it solves.

Pricing: Regular pricing is $8 per user/month for Performance and $9 per user/month for Performance plus Talent Intelligence, billed annually. The earlier promotional rate is expired; budget against the $8/$9 standing prices.

Best for: Large organizations whose alignment problem spans real departmental silos. The Betterworks alternatives guide covers the rest of that specific field if Betterworks itself is not quite the fit.

9. Leapsome - One Contract Across HRIS and the Talent Suite

Leapsome is the broadest modular people suite most likely to come up in the same conversation as Quantive, since it now ships a full HRIS (employee records, documents and signatures, onboarding, absence, time tracking, payroll prep, DATEV, whistleblowing) alongside a talent suite of recruiting, reviews, surveys, goals and OKRs, learning and compensation. Its own pricing page states plainly that cost "depends on the number of employees, contract length, and the modules you purchase," with no flat rate published anywhere. Any per-seat figure you find quoted for Leapsome came from somewhere other than the vendor, so treat a quote as the only real number.

Methodology. One connected platform with opinionated defaults and a European data-residency posture that survives a Works Council conversation, with OKRs positioned as one module among many rather than the centerpiece.

Target audience and fit. CHROs and VPs of People at 150 to 1,500 employee companies who want one connected people platform instead of stitching four vendors together, and who are comfortable that goals will be one module of several rather than the primary interface. For the field of similarly modular suites, see the Leapsome alternatives guide.

Pricing: Modular, no single flat per-seat rate published. Minimum contract term is one year, and dedicated Customer Success support requires an annual contract of at least $6,000 or EUR 6,000.

Best for: Teams whose real gap after Quantive is a full people platform, not just OKRs specifically.

10. Weekdone - Free for Very Small Teams

Weekdone is the honest answer for a team that ran Quantive for five or ten people and does not want to pay for an enterprise-oriented platform to replace it. It is genuinely free for up to 3 users with every feature included, not a stripped-down trial tier, and its weekly check-in loop is a lighter-weight cadence than what most Quantive teams were running.

Methodology. The weekly check-in is the core loop: plans, progress and problems get logged on a fixed weekly cadence, and OKRs roll up from that same rhythm rather than sitting in a separate quarterly ritual.

Target audience and fit. Founders and small operations teams of 3 to 50 employees who want a lightweight weekly cadence without a procurement process. Above 50 employees, most teams outgrow Weekdone's calibration and review depth quickly.

Pricing: Free for up to 3 users, all features included. Paid tiers are calculator-based by headcount band (4-10, 11-15, and up through 500-plus), with per-user pricing that decreases as the team grows; exact per-seat figures require the on-site calculator at weekdone.com/prices. Annual billing saves 20 percent, and a 14-day free trial is available at 4-plus users.

Best for: A small team or single department that wants OKRs and weekly check-ins without an enterprise sales cycle or a five-figure minimum.

11. 15Five - The Manager Layer as the Actual Lever

15Five sells manager behavior more than it sells OKR software, which is a deliberate bet worth naming directly: if your Quantive rollout struggled because managers never internalized the cadence, a better dashboard will not fix that on its own. The weekly check-in, the 1-on-1 agenda and a coaching layer exist to change what a manager actually does week to week, with goals living inside the Perform product as a supporting feature rather than a standalone OKR module.

Methodology. The core loop is a weekly check-in where employees answer a short set of questions and managers respond, feeding into one-on-ones and review cycles instead of sitting unread in a dashboard.

Target audience and fit. US-centric companies of 50 to 1,000 employees where headcount is growing faster than management experience, and the mandate includes making managers better, not just tracking objectives. For the engagement-first angle on the same underlying problem, see the best employee engagement software roundup for 2026.

Pricing: Billed annually. Engage is $4 per user/month, Perform is $11, and Total Platform (Engage plus Perform plus manager microlearning) is $16. Add-ons include Compensation at $9 to $11 per employee/month, Manager Products Content at $49 per manager/month, and Manager Coaching at $399 per credit.

Best for: Companies whose real problem is undertrained managers, not a missing OKR system.

12. Culture Amp - Employee Listening With Performance Attached

Culture Amp is the pick for a team whose real motivation for looking past Quantive is that goals were always the smaller half of the program, and employee listening was the part that actually drove decisions. It ships Engage, Perform and a Full Platform tier, with AI Coach built into both Engage and Perform rather than sold as a separate add-on, and People Science Consulting available on top for teams that want an expert reading of their own survey data.

Methodology. Culture and performance should be measured together, so engagement survey data, performance ratings and goal progress live in one system rather than three disconnected exports that someone has to reconcile by hand each quarter.

Target audience and fit. VPs of People and CHROs at 200 to 5,000-plus employee organizations that treat employee listening as a primary program, not a once-a-year afterthought bolted onto performance reviews. See the Culture Amp alternatives guide if the listening-first approach is right but Culture Amp itself is not.

Pricing: Culture Amp publishes no figures anywhere. Cost depends on employee count, the product chosen (Engage, Perform, or Full Platform), and service tier, with all products billed annually.

Best for: Organizations that want employee listening as the primary program and performance or goal tracking as the layer built on top of it, not the other way around.

How to Choose: Decision Framework

Start with whether you want to follow your data to WorkBoard or use this transition as a reason to switch platforms entirely, then narrow by company size and how much of the job is OKRs alone versus a broader performance or people suite.

For the wider category context beyond this Quantive-specific framing, the best performance management software roundup for 2026 covers the field from a broader angle.

What to Do Next

Contact WorkBoard directly this week to find out exactly where your account stands, even if you already plan to leave the WorkBoard umbrella entirely. You need that answer either way, and it is the fastest way to find out whether any of your historical Quantive OKR data still exists to export.

In parallel, run a real two-week pilot with one self-serve alternative, such as Perdoo or Tability, so you have a concrete second option in hand before you sign anything by default. Load one department, migrate whatever historical data you can actually reach, and run one full check-in cycle. Watch which tool your team updates without a reminder. Quantive raised over $161 million and served more than 1,000 organizations before it disappeared into a bigger competitor; the tool that survives your next contract review will be the one your team actually opens on its own, not the one with the longest feature list on its pricing page.

Camellia covers performance, engagement and HR tooling for B2B teams. Pricing in this guide was verified against vendor pricing pages in September 2026.