LMS · head to head
Degreed vs Sana
Degreed
LMS
Learning experience platform that indexes skills and third-party content rather than hosting courses
- From
- On request
- Rated
- -
Sana
LMS
AI-native learning and knowledge assistant, acquired by Workday in 2025
- From
- On request
- Rated
- -
The short version
- Each has a real cost: 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.; Sana workday completed its acquisition on 4 November 2025, so Sana is now an HCM vendor's capability; if you do not run Workday, the roadmap will be shaped around a platform you do not use and standalone availability is not guaranteed long term.
- They diverge on capability: Degreed covers Content aggregation, Sana covers Sana Agents.
- Prices and features above were last checked on 31 August 2026.
Where they differ
Only the attributes on which Degreed and Sana actually diverge.
Identical on both: starting price (On request), pricing model (quote), free tier (No), platforms (Web, iOS, Android), user rating (Not yet rated), category (LMS).
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 Degreed
- Content aggregation
- Skills framework
- Pathways and plans
- Skill gap analytics
- Career mobility
- Learning records
- Academies
- Integrations with content providers
Only in Sana
- Sana Agents
- Sana Learn
- Enterprise search
- Live collaborative sessions
- Content generation
- Permission-aware retrieval
- Analytics
- Workday integration
What people use each for
The jobs each tool is most often brought in to do.
Degreed
- A large enterprise that already spends heavily on Coursera and LinkedIn Learning and cannot tell which of it is used or usefulnot Sana
- An organisation planning a workforce transition and needing a defensible view of which skills exist internally before it hires externallynot Sana
- A company running compliance training in an LMS that wants a separate, voluntary development experience employees actually choose to opennot Sana
- A group building internal mobility, matching people to open roles and stretch projects on evidenced skills rather than job titlesnot Sana
Sana
- An organisation whose employees repeatedly ask the same policy and process questions in Slack and where the answer already exists in a document nobody findsnot Degreed
- A Workday customer wanting learning and an internal assistant on the same employee record rather than a separate LMS contractnot Degreed
- Onboarding at a fast-growing company where content goes stale faster than the training team can rewrite coursesnot Degreed
- Sales enablement where reps need an answer about a product or a contract term during a call, not a course to complete next weeknot Degreed
Where each one falls short
Documented limitations, not opinions. Every one is a constraint you would hit in normal use.
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.
Sana
- Workday completed its acquisition on 4 November 2025, so Sana is now an HCM vendor's capability; if you do not run Workday, the roadmap will be shaped around a platform you do not use and standalone availability is not guaranteed long term.
- Answer quality depends entirely on the state of your internal content, so an organisation with contradictory or outdated documents gets a confident assistant citing the wrong version, which is worse than not having one.
- Permission-aware retrieval across many source systems is difficult to get exactly right, and a misconfigured connector can surface content to employees who should not see it, which makes the security review substantial.
- Compliance-heavy training needs, such as certification tracking, regulator-mandated evidence and SCORM-based external content, are handled less thoroughly than in traditional learning management systems built for that purpose.
- Pricing is unpublished and now negotiated in the context of a Workday relationship, which reduces a non-Workday buyer's leverage and makes a like-for-like comparison against a standalone LMS difficult.
Pricing, plan by plan
Degreed
On request- Degreed for Enterprise$undefined/year
- Content aggregation across internal and third-party sources
- Skills framework and gap analytics
- Pathways, plans and academies
- Degreed Free (individual)Free
- Personal learning profile
- Track learning from any source
- For individuals rather than organisations
Sana
On request- Sana$undefined/year
- Per-employee annual subscription
- Agents and Learn licensed together or separately depending on the agreement
- Connector scope affects pricing
Which should you pick?
Choose Degreed if
- You need content aggregation.
- You work on Web, iOS, Android.
- You also want skills framework.
Choose Sana if
- You need sana agents.
- You work on Web, iOS, Android.
- You also want sana learn.
Questions people ask
- Is Degreed or Sana better?
- Neither clearly leads. Degreed starts at On request and Sana at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
- Which is cheaper, Degreed or Sana?
- Degreed starts at On request and Sana at On request.
- Does Degreed or Sana run on more platforms?
- Both run on Web, iOS, Android, so platform support will not decide this one for you.
- What is Degreed best used for?
- Degreed is most often used for a large enterprise that already spends heavily on coursera and linkedin learning and cannot tell which of it is used or useful, an organisation planning a workforce transition and needing a defensible view of which skills exist internally before it hires externally, a company running compliance training in an lms that wants a separate, voluntary development experience employees actually choose to open, a group building internal mobility, matching people to open roles and stretch projects on evidenced skills rather than job titles. Of those, a large enterprise that already spends heavily on coursera and linkedin learning and cannot tell which of it is used or useful and an organisation planning a workforce transition and needing a defensible view of which skills exist internally before it hires externally are not what Sana is typically brought in for.
- What can Degreed do that Sana cannot?
- Degreed covers Content aggregation, Skills framework, Pathways and plans, Skill gap analytics. Sana covers Sana Agents, Sana Learn, Enterprise search, Live collaborative sessions.
Answered from the vendors’ own pages
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.
Sana: Is Sana still an independent company?
No. Workday completed its acquisition on 4 November 2025 for approximately $1.1bn; the integrated experience begins rolling out in 2026.
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.
Sana: Is it an LMS or a search tool?
Both, but the emphasis is on answering questions from your existing content. Traditional course delivery and completion tracking are secondary.
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.
Sana: Does it work if we are not a Workday customer?
Currently yes, but the product direction now serves Workday's platform strategy, so weigh that in a multi-year commitment.
Degreed: Can individuals use it free?
Yes, Degreed offers a free personal profile for tracking your own learning, separate from the enterprise product.
Sana: How is it priced?
Per employee per year, unpublished, and increasingly negotiated as part of a Workday agreement.
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