Beetrics vs Culture Amp, Peakon and Factorial: how it differs

If you are choosing a tool for your people team, you will run into three names again and again: Culture Amp, Peakon and Factorial. All three are good at what they do. The problem is that what they do is not the same, and none of them answers the question that weighs most on the day of an unexpected resignation: who did we depend on, and what just broke?

This comparison is not about which one is best. It is about what each tool measures, one by one, what it leaves out, and where Beetrics fits. No shortcuts, no empty language.

Beetrics against each tool, one by one

To compare well it helps to separate two groups that get confused: climate and engagement platforms, which measure how the average of your workforce feels, and HR software (HRIS), which runs the day-to-day administration. Beetrics sits in neither: it reconstructs the real network of work, who each team depends on. This table sums it up tool by tool.

The table reflects what each tool is built for, not a quality grade. Each one does very well the job it was born to do; Beetrics does not fight for the same slot, it measures something else.

Climate and engagement platforms

Beetrics vs Culture Amp

Culture Amp is one of the world references in employee experience: engagement surveys with carefully built analytics and benchmarks. If your goal is to track satisfaction quarter to quarter and compare areas, it does it more than well. Its unit of measure is the team average, so it does not distinguish who that team depends on or what breaks if that person leaves. That is the gap Beetrics fills. You have the detail in Beetrics vs Culture Amp.

Beetrics vs Peakon

Peakon, today Workday Peakon Employee Voice, stands out in continuous listening: it measures the eNPS and the climate drivers recurrently and tracks them over time. It is very good at spotting when the mood of an area drops. What it does not give you is the structure: who collaborates with whom and who people turn to in order to get things solved. Beetrics adds that network layer. The head-to-head is in Beetrics vs Peakon.

Beetrics vs Lattice

Lattice brings performance, goals and engagement together in one platform, useful if you want reviews, goals and the pulse of climate in a single place. It looks at the person against their goals and the team against its metrics. It does not reconstruct the informal network, those leaders who hold the operation together without appearing on the org chart. That is what Beetrics puts on the table.

HR software (HRIS)

Beetrics vs Factorial

Factorial is probably the best known HRIS in Spain: it centralizes payroll, time tracking, time off, documents and onboarding, and it brings a survey module as a quick thermometer. It saves you hours of management, and that does not go away. But its question is how to administer the workforce, not who the company depends on or what it would cost to lose a key person. Beetrics answers exactly that question, and they coexist without overlap.

Beetrics vs Sesame

Sesame shines in time tracking, shifts and day-to-day management, ground that is especially sensitive in industry and hotels. It is pure operation and solves the daily work well. It is not built to diagnose the risk of losing whoever holds a plant or a shift together; that is where Beetrics comes in, putting a name and a cost on that dependency.

Beetrics vs Bizneo

Bizneo offers a broad modular suite (recruiting, time, performance, surveys) for those who want to integrate several HR functions with a single vendor. Its metrics, as in any HRIS, treat each employee as a record. What it does not draw is the relationship between people, the real network through which work actually flows. That is the layer Beetrics adds.

Beetrics vs Kenjo

Kenjo is an HRIS built for SMBs, clean and with time, performance and climate modules included: a good entry point to put management in order. Its reading of climate is aggregate, like that of its peers. To know who you cannot afford to lose and what their exit costs you need a different lens, and that is what Beetrics is for.

What Beetrics adds

Beetrics also starts from a short (about 5 minutes) and confidential survey, but instead of stopping at how each person feels, it reconstructs the real network of work and returns three things the other families do not: the map of who holds each team together (including the informal leaders the org chart hides), the cost of losing a key person, in euros, in a conservative range and with sources (Gallup estimates up to twice the salary for the most critical profiles; SHRM cites 6 to 9 months of salary to replace and onboard), and an individualized retention plan your team executes. If you want to see how we measure it, we explain it in our methodology, and to size the risk behind it, see the real cost of voluntary turnover.

Replace or add?

The honest answer is add. Beetrics does not replace your HRIS (you will keep paying payroll and managing time off) and it does not have to replace your engagement survey if it works for you. It answers a different question, so the network layer adds to what you already have and comes into play at the moments when the average is not enough: a reorganization, an integration after an acquisition, a key retirement, or turnover that will not drop despite a good climate.

Which one to keep if you can only have one

If you are only going to measure one thing this year, choose by the question that weighs most. Is overall satisfaction dropping? A good engagement tool. Is administrative management eating your time? An HRIS. Do you not know who you cannot afford to lose, or what their exit would cost? That is where Beetrics comes in, because that answer is not in any average or any payroll panel.

Want the head-to-head with a specific platform? We have the detail of Beetrics vs Culture Amp and Beetrics vs Peakon, and if you are coming from a climate survey, the comparison against the traditional climate survey. To see the fit in your sector, take a look at industry, hotel chains and technology companies.

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