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HR · head to head

15Five vs Spring Health

15Five logo

15Five

HR

Performance management that drives results

From
$4/month
Rated
-
Full reviewWebsite
Spring Health logo

Spring Health

HR

Employer mental health benefit that puts a share of its own fee at risk against measured symptom improvement

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: 15Five split across three tiers, so performance reviews, OKRs and 360 feedback need Perform at $11 per user per month rather than the $4 Engage tier; Spring Health per employee per month cost is several times a conventional employee assistance programme, reported publicly at roughly one hundred to one hundred and fifty dollars per employee per year, so the business case has to rest on measured outcomes rather than price.
  • They diverge on capability: 15Five covers Weekly check-ins, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which 15Five and Spring Health actually diverge.

Attributes where 15Five and Spring Health differ
Attribute15FiveSpring Health
Starting price$4/monthOn request
Pricing modelsubscriptionquote
PlatformsWeb, Ios, Android, ApiWeb, iOS, Android
Founded2011Unknown

Identical on both: free tier (No), user rating (Not yet rated), category (HR).

What each one covers

Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.

Only in 15Five

  • Weekly check-ins
  • 1-on-1 meetings
  • OKRs & goal tracking
  • Performance reviews
  • High fives recognition
  • Engagement surveys
  • Pulse surveys
  • Manager effectiveness

Only in Spring Health

  • Precision matching
  • Sponsored session model
  • Psychiatry and medication management
  • Coaching tier
  • Repeated outcome measurement
  • Outcomes-based fee
  • Manager and workforce reporting
  • Care navigation

What people use each for

The jobs each tool is most often brought in to do.

15Five

  • Running engagement surveys with heat maps and benchmarkingnot Spring Health
  • Performance reviews and continuous feedback cyclesnot Spring Health
  • Setting and tracking OKRsnot Spring Health
  • 360 degree feedback and talent matrix reviewsnot Spring Health
  • Compensation review cycles as a paid add-onnot Spring Health

Spring Health

  • An employer replacing an EAP with two percent utilisation that cannot demonstrate any clinical effect to its boardnot 15Five
  • A benefits team facing long external waiting lists for therapy that are showing up in absence and disability claimsnot 15Five
  • A distributed workforce where the incumbent EAP provider network is thin outside major metropolitan areasnot 15Five
  • A health plan wanting to add a behavioural health layer without building a provider network itselfnot 15Five

Where each one falls short

Documented limitations, not opinions. Every one is a constraint you would hit in normal use.

15Five

  • Split across three tiers, so performance reviews, OKRs and 360 feedback need Perform at $11 per user per month rather than the $4 Engage tier
  • Manager training microlearnings are only in Total Platform at $16 per user per month
  • Compensation is a paid add-on at $9 per user per month, rising to $11 with benchmarking
  • The Kona meeting assistant is a further $2 per employee per month and Kona Coach $19 per manager per month
  • Advertised prices are the annual rates

Spring Health

  • Per employee per month cost is several times a conventional employee assistance programme, reported publicly at roughly one hundred to one hundred and fifty dollars per employee per year, so the business case has to rest on measured outcomes rather than price.
  • Outcomes-based pricing only puts a portion of the fee at risk, and the measured cohort is people who engaged, which flatters the reported improvement relative to any effect across the whole workforce.
  • Sponsored sessions run out, and members who need longer treatment are handed to their health plan benefit where network adequacy and cost sharing may be exactly the problem they came to avoid.
  • The eligibility file integration is a real HR IT project, and employers with messy dependent and contractor data spend meaningful effort before launch.
  • Coverage and provider depth outside the United States is thinner than the domestic network, so multinational employers usually end up running a second vendor for other regions.

Pricing, plan by plan

15Five

$4/month
  • Engage$4/month
    • Employee Engagement Surveys
    • Targeted Assessments
    • Action Planning
  • Perform$11/month
    • Engage features
    • AMAYA
    • Insights Dashboard
  • Total Platform$16/month
    • Perform features
    • Manager Training Microlearnings

Spring Health

On request
  • Spring Health employer programme$undefined/year
    • Per employee per month, invoiced to the employer, with an eligibility file feed
    • Portion of fee available at risk against measured symptom outcomes
    • Sponsored session count negotiated per contract

Which should you pick?

Choose 15Five if

  • You need weekly check-ins.
  • You work on Web, Ios, Android, Api.
  • You also want 1-on-1 meetings.
15Five review

Choose Spring Health if

  • You need precision matching.
  • You work on Web, iOS, Android.
  • You also want sponsored session model.
Spring Health review

Questions people ask

Is 15Five or Spring Health better?
Neither clearly leads. 15Five starts at $4/month and Spring Health at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, 15Five or Spring Health?
15Five starts at $4/month and Spring Health at On request.
Does 15Five or Spring Health run on more platforms?
15Five runs on Web, Ios, Android, Api. Spring Health runs on Web, iOS, Android.
What is 15Five best used for?
15Five is most often used for running engagement surveys with heat maps and benchmarking, performance reviews and continuous feedback cycles, setting and tracking okrs, 360 degree feedback and talent matrix reviews. Of those, running engagement surveys with heat maps and benchmarking and performance reviews and continuous feedback cycles are not what Spring Health is typically brought in for.
What can 15Five do that Spring Health cannot?
15Five covers Weekly check-ins, 1-on-1 meetings, OKRs & goal tracking, Performance reviews. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

15Five: What are 15Five's core plan tiers and pricing?

15Five offers Engage ($4/user/month), Perform ($11/user/month, marked Most Popular), and Total Platform ($16/user/month). All prices are billed annually. Perform adds AI-assisted performance reviews, OKRs, and 360-degree feedback compared to Engage.

Source
Spring Health: How is it priced?

Per employee per month, billed to the employer, with a portion available at risk against measured outcomes. Rates are not published; public statements from the company suggest roughly one hundred to one hundred and fifty dollars per employee per year.

15Five: What add-on products does 15Five offer?

Manager Content costs $49/manager/month (annually billed). Manager Coaching is $399 per credit (1-on-1 coaching = 1 credit; group coaching = 5 credits). Kona AI Meeting Assistant is $2/employee/month. Kona AI Coach is $19/manager/month. Compensation add-ons start at $9/user/month for base package or $11/user/month with salary benchmarking.

Source
Spring Health: Who pays, the employer or the health plan?

Usually the employer, for the sponsored session block. After those sessions the member typically continues under their health plan benefit with normal cost sharing.

15Five: Are 15Five contracts flexible?

All 15Five plans require annual billing and contracts. Support is included as dedicated human support with all plans.

Source
Spring Health: What does outcomes-based pricing actually guarantee?

That a defined portion of the vendor fee is contingent on measured change in assessment scores among engaged members. It is not a guarantee of workforce-level improvement.

Spring Health: Is there a minimum headcount?

Yes in practice. Spring Health sells to mid-market and enterprise employers and health plans; very small employers are not the target and usually cannot get a quote.

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