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HR · head to head

Culture Amp vs Degreed

Culture Amp logo

Culture Amp

HR

Build a better workplace with employee experience data

From
On request
Rated
-
Full reviewWebsite
Degreed logo

Degreed

LMS

Learning experience platform that indexes skills and third-party content rather than hosting courses

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: Culture Amp no price is published, and cost depends on employee count, product chosen and service tier; Degreed pricing is entirely quote-based with no public rate card, and third parties report annual floors around 25,000 USD and licence minimums as high as 150 seats, so a mid-sized organisation frequently cannot buy it at any sensible price.
  • They diverge on capability: Culture Amp covers Employee engagement surveys, Degreed covers Content aggregation.
  • Prices and features above were last checked on 31 August 2026.

Where they differ

Only the attributes on which Culture Amp and Degreed actually diverge.

Attributes where Culture Amp and Degreed differ
AttributeCulture AmpDegreed
Pricing modelsubscriptionquote
PlatformsWeb, Ios, Android, ApiWeb, iOS, Android
CategoryHRLMS
Founded2009Unknown

Identical on both: starting price (On request), free tier (No), user rating (Not yet rated).

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 Culture Amp

  • Employee engagement surveys
  • Pulse surveys
  • Performance management
  • Goal tracking
  • 360-degree feedback
  • Analytics & insights
  • Action planning
  • Manager effectiveness

Only in Degreed

  • Content aggregation
  • Skills framework
  • Pathways and plans
  • Skill gap analytics
  • Career mobility
  • Learning records
  • Academies
  • Integrations with content providers

What people use each for

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

Culture Amp

  • Employee engagement surveys and analysisnot Degreed
  • Performance reviews and development planning across an organisationnot Degreed

Degreed

  • A large enterprise that already spends heavily on Coursera and LinkedIn Learning and cannot tell which of it is used or usefulnot Culture Amp
  • An organisation planning a workforce transition and needing a defensible view of which skills exist internally before it hires externallynot Culture Amp
  • A company running compliance training in an LMS that wants a separate, voluntary development experience employees actually choose to opennot Culture Amp
  • A group building internal mobility, matching people to open roles and stretch projects on evidenced skills rather than job titlesnot Culture Amp

Where each one falls short

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

Culture Amp

  • No price is published, and cost depends on employee count, product chosen and service tier
  • All products are billed annually
  • Support level is banded by organisation size, with additional support starting at 200 employees and enterprise treatment at 1,000, so smaller customers get less for the same product

Degreed

  • Pricing is entirely quote-based with no public rate card, and third parties report annual floors around 25,000 USD and licence minimums as high as 150 seats, so a mid-sized organisation frequently cannot buy it at any sensible price.
  • Degreed is a layer, not a replacement: you keep paying for the learning management system that runs compliance training and for the content subscriptions it indexes, so the licence is a third line on top of two you already have.
  • The skills data leans heavily on employee self-assessment, and self-rated skill is a weak signal; if managers do not validate ratings consistently the workforce capability picture that justified the purchase is not reliable enough to make hiring or redeployment decisions on.
  • Adoption is voluntary in most deployments, so unless the organisation ties learning to something consequential, usage decays after the launch campaign and the platform becomes an expensive search box.
  • Integrations with content providers vary in depth: some surface full metadata and completion write-back while others index only titles, so the unified record of learning the business case assumed can be patchy in exactly the sources employees use most.

Pricing, plan by plan

Culture Amp

On request
  • Engage$undefined/month
    • Engagement surveys
    • Pulse surveys
    • Action planning
  • Perform$undefined/month
    • Goal tracking
    • Performance reviews
    • 1-on-1 meetings
  • Develop$undefined/month
    • Skills development
    • Career paths
    • Learning integrations

Degreed

On request
  • Degreed for Enterprise$undefined/year
    • Content aggregation across internal and third-party sources
    • Skills framework and gap analytics
    • Pathways, plans and academies
  • Degreed Free (individual)Free
    • Personal learning profile
    • Track learning from any source
    • For individuals rather than organisations

Which should you pick?

Choose Culture Amp if

  • You need employee engagement surveys.
  • You work on Web, Ios, Android, Api.
  • You also want pulse surveys.
Culture Amp review

Choose Degreed if

  • You need content aggregation.
  • You work on Web, iOS, Android.
  • You also want skills framework.
Degreed review

Questions people ask

Is Culture Amp or Degreed better?
Neither clearly leads. Culture Amp starts at On request and Degreed at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Culture Amp or Degreed?
Culture Amp starts at On request and Degreed at On request.
Does Culture Amp or Degreed run on more platforms?
Culture Amp runs on Web, Ios, Android, Api. Degreed runs on Web, iOS, Android.
What is Culture Amp best used for?
Culture Amp is most often used for employee engagement surveys and analysis, performance reviews and development planning across an organisation. Of those, employee engagement surveys and analysis and performance reviews and development planning across an organisation are not what Degreed is typically brought in for.
What can Culture Amp do that Degreed cannot?
Culture Amp covers Employee engagement surveys, Pulse surveys, Performance management, Goal tracking. Degreed covers Content aggregation, Skills framework, Pathways and plans, Skill gap analytics.

Answered from the vendors’ own pages

Culture Amp: How much does Culture Amp cost?

Culture Amp does not publish specific pricing. The vendor uses a custom pricing model based on the number of employees in your organization, the product chosen, and the service tier needed. Annual billing is required. Interested customers must request a quote to receive pricing details.

Source
Degreed: Does Degreed replace our LMS?

No. It is a discovery and skills layer over content. Compliance training, assignment and certification records generally stay in the LMS, and you pay for both.

Culture Amp: What factors determine Culture Amp pricing?

Culture Amp pricing depends on three factors: the number of employees, the specific product chosen, and the service tier. Organizations are typically categorized as small/medium (under 200 employees), mid-market (200-999 employees), or enterprise (1000+ employees). Annual prepayment is required.

Source
Degreed: What does Degreed cost?

It is quote-only. Third-party reports put annual floors around 25,000 USD with licence minimums that can reach 150 seats.

Degreed: Is the skills data trustworthy?

Only as far as your validation process is. It is built on self-assessment plus peer endorsement, so without manager validation it should not drive redeployment decisions.

Degreed: Can individuals use it free?

Yes, Degreed offers a free personal profile for tracking your own learning, separate from the enterprise product.

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