Profit.co is the better fit for teams that want deeper survey and engagement tracking, with a self-serve free trial and no sales call required to start. Awardco still makes sense if maximizing reward-catalog breadth and choice via Amazon is your single biggest priority.
In this guide
- Where Profit.co Wins
- Where Awardco Makes Sense
- Full Capability Comparison
- Other Alternatives Worth a Look
- Frequently Asked Questions
Where Profit.co Wins
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1
Engagement connected to goals and performance
Profit.co connects engagement data directly to goals and performance; Awardco doesn’t offer this at all based on its published capability list.
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2
Regular pulse survey cadence
Profit.co runs pulse surveys on a regular cadence natively; Awardco’s support for this is only partial based on its published capability list.
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3
Anonymous surveys
Profit.co supports fully anonymous surveys; Awardco’s support for this is only partial based on its published capability list.
Where Awardco Still Makes Sense
Awardco’s Amazon Business-backed reward catalogue is the largest in this category, with millions of redemption options across physical goods, gift cards, and experiences without a points markup. Its LifeEvents module for recognizing personal milestones is also a differentiator that Profit.co doesn’t match. If your organization’s primary need is the broadest possible reward selection with no points-to-cash markup, Awardco’s catalogue breadth is a real and specific advantage over Profit.co’s recognition layer. For organizations where reward catalogue breadth and zero markup matter more than OKR-connected recognition, Awardco is the right specialist choice.
See How Profit.co Ties Recognition Directly to Goal Outcomes and Strategic Execution
Full Capability Comparison
Here’s how the two platforms compare across every module, so you can judge the tradeoffs yourself. The first five cover employee engagement ground where Awardco competes directly; the rest cover the platform scope beyond it.
Track morale with pulse surveys, eNPS, and peer recognition.
| Capability |  |
 |
|---|---|---|
| Run pulse surveys on a regular cadence | ||
| Track eNPS and sentiment trends | ||
| Recognize good work with peer recognition | ||
| Act on results with follow-up plans | ||
| Run anonymous surveys | ||
| Connect engagement to goals and performance |
Share updates, comments, and recognition so teams work from the same view.
| Capability | |
|
|---|---|---|
| Share progress through check-ins and updates | ||
| Comment and mention teammates in context | ||
| Recognize peers with kudos | ||
| Work from shared dashboards | ||
| Get notified in Slack and Microsoft Teams | ||
| See goals, KPIs, and projects in one view |
Run reviews, 360 feedback, and one-on-ones tied to the goals people own.
| Capability | |
|
|---|---|---|
| Run structured performance review cycles | ||
| Collect 360-degree feedback from peers and managers | ||
| Hold one-on-ones with shared agendas and notes | ||
| Tie appraisals to real objective and KPI results | ||
| Track competencies and development plans | ||
| Run self-assessments and manager reviews | ||
| Use custom review templates |
Run OKRs drafted with AI, weighted, checked in, and cascaded across every level.
| Capability | |
|
|---|---|---|
| An AI agent drafts and scores objectives before the cycle | ||
| Weight key results so the objective score reflects priorities | ||
| Measure key results by percent, milestone, increase, decrease, project, or task | ||
| Start from 100+ prebuilt OKR templates | ||
| Align and cascade objectives across every level | ||
| Run regular OKR check-ins with progress updates | ||
| Build OKR dashboards and reports, with PowerPoint export |
Track strategy across financial, customer, process, and learning perspectives.
| Capability | |
|
|---|---|---|
| Map objectives across four BSC perspectives | ||
| Build strategy maps linking each perspective | ||
| Run Hoshin Kanri policy deployment | ||
| Plan strategic initiatives per perspective | ||
| Weight perspectives and objectives | ||
| Track scorecard health on dashboards | ||
| Cascade the scorecard across the organization |
View full Comparison
Plan and run projects, portfolios, and resources with cost and schedule tracking.
| Capability | |
|
|---|---|---|
| Plan and prioritize projects and portfolios | ||
| Manage tasks with owners, due dates, and dependencies | ||
| Track cost and schedule with Earned Value Management | ||
| Plan team capacity with resource management | ||
| Lay out schedules and milestones on a Gantt timeline | ||
| Track planned versus actual spend per project | ||
| Connect projects to objectives and KPIs |
SOC 2 certified with enterprise-grade security controls and 100+ integrations.
| Capability | |
|
|---|---|---|
| SOC 2 Type II certified | ||
| ISO 27001 certified | ||
| GDPR compliant | ||
| HIPAA compliant | ||
| 99.9% uptime | ||
| 100+ integrations | ||
| Single sign-on and role-based access |
Get 24/7 support, guided onboarding, and OKR coaching from real people.
| Capability | |
|
|---|---|---|
| 24/7 live support | ||
| Guided onboarding | ||
| Dedicated customer success | ||
| Help center and documentation | ||
| OKR coaching from experts | ||
| OKR certification program |
Verified against public Awardco sources, July 2026. An empty dot means not published by the vendor as of that date.
A Few More Alternatives Worth a Look
Awardco isn’t the only rewards-forward option worth a look. Here’s how the rest of the field covered in our full employee engagement software guide stacks up, in the same order we rank them there.
Best for small teams that want a fast, low-friction daily peer-recognition habit. Its free plan (up to 8 users) is genuinely free, not a crippled trial, and its point-allowance mechanic drives real engagement. Paid team plans vary depending on whether you add its Bizy AI assistant. The catch: recognition isn’t tied to structured goals, and the free tier caps out quickly for growing teams.
See the Bonusly Alternative →Best for large enterprises wanting the deepest behavioral-science foundation in recognition, with 25+ years of data and strong NLP-based bias-reduction tooling. Pricing is entirely custom, enterprise-focused, and demo-only, with an ROI guarantee built into its sales pitch. Its own materials acknowledge it’s likely overbuilt for small-to-mid-sized teams, and there’s no free plan or trial to test it independently first.
See the Workhuman Alternative →Best for mid-market organizations already engaged with SHRM that want values-aligned recognition with an Amazon rewards catalog. Pricing is custom and demo-gated; confirm current terms directly before budgeting. Recognition ties to values and participation rather than measurable goal progress.
See the Nectar Alternative →Best for true multinational enterprises. It’s a three-time Everest Group PEAK Matrix Leader with a global in-country reward network at zero markups. Pricing is entirely custom with no free plan, though it does confirm no annual points commitment is required. Recognition isn’t tied to structured goals, and every engagement requires a demo.
See the Achievers Alternative →Best for organizations wanting real spending power for employees via its ThanksMatters Visa card, backed by a marketplace spanning 200+ countries. Pricing runs as custom-quote bundles by company size with no free plan. Its social-feed recognition isn’t tied to structured goals, and there’s no self-serve pricing to compare upfront.
See the Motivosity Alternative →Best for organizations focused specifically on culture and values adoption, with a distinctive “culture score” that tracks morale over time. Pricing is entirely custom and demo-only, with no free trial to test the platform independently. Its values-based badges are a genuine strength for culture tracking, but recognition isn’t tied to measurable OKR or goal progress.
See the Kudos Alternative →Best for global organizations wanting the broadest possible rewards marketplace, with 10M+ options across 100+ countries, plus a built-in social intranet. There’s no free tier for any module, and all pricing is quote-based. Recognition centers on its intranet and rewards catalog rather than structured goal-tracking.
See the Xoxoday Alternative →Best for organizations wanting to combine recognition with gamified wellness challenges and fitness programs in one platform. Pricing is custom and modular based on which features you select, with no free plan or trial. Recognition ties to participation and values rather than measurable goal progress, and every engagement requires a demo to see pricing.
See the Vantage Circle Alternative →Ready to See Profit.co in Action Against Awardco?
Frequently Asked Questions
Awardco is well-regarded for its Amazon Business partnership, giving employees one of the largest, zero-markup reward catalogs in the category. It has no free plan, and pricing requires a demo and sales conversation.
Profit.co is the strongest alternative for teams that want deeper survey and engagement tracking with a self-serve free trial. Motivosity is worth a look if real spending power via a Visa card matters more than an Amazon catalog specifically.
Profit.co is quoted per organization with a free trial to evaluate it first. Awardco’s three tiers (Standard, Scale, Enterprise) are all “Contact sales” with no published dollar figures.
No. Confirmed directly on Awardco’s own pricing page, which doesn’t mention a free trial or free plan for any of its three tiers (Standard, Scale, Enterprise).
