HiBob ("Bob") is a genuinely well-loved modern HRIS for mid-sized companies — employee records, onboarding, comp, analytics, wrapped in a culture layer of shoutouts, clubs, and surveys. But its performance and feedback tools are reviewers' most consistent criticism, and its core design choice — engagement data living beside the employee record — is exactly what honest feedback needs distance from. Org360 is the focused instrument for that job: deep 360s, real confidentiality, flat pricing. Many teams run both.
At a glance:
- HiBob is a modern HRIS for companies of roughly 100–3,000 employees: records, onboarding, compensation, analytics, and a culture layer of shoutouts, clubs, and surveys.
- Reviewers consistently rate HiBob's talent and performance module as the least polished part of an otherwise excellent platform.
- HiBob stores engagement and survey data alongside the employee record; Org360 keeps feedback outside any HR record by design.
- HiBob is quote-only: according to Vendr, the median buyer pays $46,532 a year, and companies of 100 to 500 employees often pay $8 to $14 per employee per month. Org360's first survey is free, a single survey is $49, annual plans cost $250 or $490, and a survey can be live the same day.
- Org360 raters can include anyone — board members, funders, clients, coaches — not just people in an HR system.
- Org360 surveys run in 8 languages on every plan (English, French, Spanish, Portuguese, German, Dutch, Ukrainian and Korean), with one combined report.
Here's the reasoning.
Bob is a lovely system of record — that's not the question
Credit where due: Bob may be the most likeable HRIS on the market. It holds a 4.5/5 rating on G2 across more than 2,600 reviews, reviewers describe an interface that feels like a consumer app rather than a database, and its compensation tools (with Mercer benchmarking) and people analytics are genuinely strong. For a distributed company of 100–3,000 people, it's a top-tier system of record.
But read the reviews and one theme repeats: the talent and performance module is the least polished part of the platform (HR Stacks), and buyers needing structured, robust performance work often prefer a dedicated tool (Teamflect). Even happy customers say it — one Capterra reviewer wrote, "I'd love performance module to be more sophisticated," adding that she wouldn't expect a platform that isn't dedicated to performance to match the tools that are. That's not a criticism of Bob. It's a description of architecture — a record system with a feedback feature.
The architecture is the issue: feedback beside the file
Bob's signature move is weaving culture into the HR record — surveys, sentiment, and its anonymous "Your Voice" channel run alongside employee data, comp, and performance history. Bob markets this adjacency as the feature. For honest feedback, it's the bug.
People calibrate their honesty to where their words will live. Feedback stored beside the personnel file — however anonymized — gets the personnel-file version of the truth.
Org360 is built on the opposite premise: there is no employee record for feedback to join. Org360 offers two confidentiality modes per survey. In Standard mode, the report opens at 3 responses and open-text answers are shown without names, in random order. In Highest mode (Pro plan), the report opens at 5 responses, the owner can only send group reminders, and open-text answers are never shown: the owner reads an AI summary instead. Respondents can also edit or delete their answers. Distance from the record is the product.
Depth, where Bob is lightest
Where Bob's feedback layer runs pulses and lifecycle surveys, Org360 goes deep on the instrument itself: a 24-question 360 across seven competencies, about 10 minutes per rater (or 12 questions in about 5), and a composite AI report — radar chart, a three-word leadership archetype, scores and quotes braided into one picture, and a development plan built around the top three things to fix. And because there's no employee database underneath, your raters can include anyone: board members, funders, clients, coaches — the voices no HRIS can reach. Surveys run in 8 languages on every plan (English, French, Spanish, Portuguese, German, Dutch, Ukrainian and Korean), with one combined report, so multicultural teams answer in their own language.
The cost, side by side
Bob doesn't publish prices. Here's how it compares, using Vendr's HiBob pricing data (checked 12 October 2026):
- Pricing model: HiBob is quote-only and priced per employee per month (Vendr reports $8 to $14 for companies of 100 to 500 employees); Org360's pricing is public: first survey free, $49 a survey, Essentials $250/year (24 surveys) or Pro $490/year (96 surveys).
- Typical annual spend: the median HiBob buyer pays $46,532 a year, according to Vendr; a year of Org360 costs $250 (Essentials) or $490 (Pro).
- Getting started: Vendr reports one-time HiBob implementation fees from about $3,000 to $20,000 or more, depending on company size; an Org360 survey can be live the same afternoon.
- Where feedback lives: in HiBob, beside the employee record; in Org360, outside any record.
- Who can be a rater: in HiBob, people in the system; in Org360, anyone.
Different jobs, obviously — Bob's price buys a whole HR system. But if feedback is the job, you shouldn't need the system to get it.
Which one, when
Choose Bob if you're a growing, distributed company consolidating records, onboarding, comp, and culture into one system — it's one of the best at exactly that.
Choose Org360 when you need a leadership 360 or engagement survey with real depth and real confidentiality — this week, at a price you can read on the website.
Use both: Bob as your system of record and social layer; Org360 when feedback needs depth, distance from the file, or raters beyond your headcount. That's not redundancy — it's each tool doing its actual job.
The test
Do you want feedback filed next to the record, or spoken freely away from it? Bob is built for the first. We built Org360 for the second.
Frequently asked questions
Does HiBob have performance management and surveys? Yes — HiBob includes performance tools, lifecycle surveys, and an anonymous "Your Voice" channel. However, reviewers consistently describe the talent module as the least polished part of the platform, and all survey data lives alongside the employee record. For deep 360s with feedback kept outside any HR record, a dedicated tool like Org360 goes further.
Is Org360 an alternative to HiBob? Not as an HRIS — HiBob is a full system of record and Org360 doesn't replace that. Org360 is an alternative for the feedback part specifically: leadership 360s, engagement, and performance surveys with stronger confidentiality and much lower cost. Many teams run both.
How much does HiBob cost compared to Org360? HiBob prices by custom quote. According to Vendr, the median buyer pays $46,532 a year, plus a one-time implementation fee of about $3,000 to $20,000 or more. Org360's first survey is free, a single survey is $49, and a year costs $250 (Essentials, 24 surveys) or $490 (Pro, 96 surveys). See plans.
Does Org360 work for multilingual or multicultural teams? Yes. Every plan includes 8 languages: English, French, Spanish, Portuguese, German, Dutch, Ukrainian and Korean (others on request). Each person answers in their own language, and you get one combined report.
Try Org360 free at org360.app — your first survey can be live this afternoon.
Sources: G2 rating and review count (4.5/5, 2,600+ reviews, checked 12 October 2026); verified user reviews on Capterra and G2; HR Stacks, Performance Reviews Software, Teamflect, and tinyteam analyses (2026); pricing via Vendr's HiBob page (checked 12 October 2026). HiBob does not publish list prices — figures are Vendr's, checked 12 October 2026. If anything here is out of date, tell us and we'll fix it.