For a maintained reporting chart, begin with Organimi or OrgChart. For a broader people-data model with separately purchased workflows, examine ChartHop. If the purchase also includes manager performance and team-health work, consider Workleap. If employee discovery and future-state scenarios need to live together, compare Sift’s Org Chart and Complete editions. The decisive distinction is whether you need to publish today’s structure, explore a proposed organization, or run the HR workflows that approve and enact changes. Those are related capabilities with different commercial boundaries.
What the buying decision includes
Define the system that owns employee records before choosing the chart. Specify employees, contractors, vacant positions, dotted-line relationships, sensitive fields and who can view or export each field. A chart connected to one clean HR source has a different implementation burden from one joining HR, identity and finance systems. Planning must also have a safe boundary from the live directory. Do not treat a diagram export, a private scenario and an approved headcount workflow as equivalent deliverables.
| Product | Core decision | Important package boundary | Price basis to confirm |
|---|---|---|---|
| Organimi | Traditional versus matrix/governance charting | Premium adds connectors and SSO; API in Enterprise | People charted, selected cadence; implementation separate |
| OrgChart | Automated charts versus position planning | Core/Plus/Pro include 1/3/6 data sources | Employees charted; annual billing |
| ChartHop | Living people-data model and HR workflows | Platform versus added workflow modules | Team includes contractors; tailored proposal |
| Workleap | Org visibility inside a manager-work platform | Standard versus advanced Pro capabilities | Annual base plus manager component |
| Sift | Chart planning versus expertise discovery | Org Chart versus Profiles versus Complete | Headcount bands; annual invoice, two-year terms |
Organimi
Organimi Basic offers traditional charts, CSV/Excel import, basic custom fields and 20 admins/owners. Premium adds matrix and governance charts, unlimited admins, SSO, analytics and Organimi Connect integrations. The pricing page places API access in annual-only Enterprise and implementation packages outside the base offer. Basic lists US East hosting; Premium lists US, EU and Australian options. Organimi official source.
Consider Organimi when the work is principally chart publication and maintenance. Specify the people-charted allowance and monthly or annual selection before using a displayed starting amount. A manually refreshed spreadsheet may suit a stable organization, while frequent changes justify a connector. If residency or API automation is mandatory, select the relevant package first; the cheapest traditional-chart tier is not the same purchase. Organimi official source.
OrgChart
OrgChart’s annual-billed starting offers are Core at $105 per month, Plus at $157 and Pro at $263 for 100 employees charted. Pricing increases with charted records. Core includes one data-source integration; Plus includes three and adds advanced views, historical charts and more granular access; Pro includes six and position-based workforce planning. These are package entitlements, not six separate HR systems that every buyer needs. OrgChart official source.
OrgChart belongs on the shortlist when chart automation and position structures are the central requirement. Count actual source feeds before choosing a tier: one HR feed and three separate company feeds create different package needs even at the same headcount. Confirm billing currency and contract length in the quote. Choose Pro for the documented planning requirement, rather than assuming every automated chart includes future-state position management. OrgChart official source.
ChartHop
ChartHop’s platform includes interactive org charts, employee profiles, a map, data sheets, analytics and dashboards. Its current platform description separates these from modules for headcount planning, HRIS, compensation, performance, engagement and goals; AI Pro is also described as an add-on. Existing systems of record can feed the model, so buying ChartHop need not mean replacing the HRIS. ChartHop official source.
This is the broader option when the chart must support cross-system analysis and additional HR workflows. Its pricing form sizes the team including contractors and asks which modules and systems are needed before producing a proposal. Do not budget from historical free-tier or per-employee claims without a current offer. Ask which planning approvals and data permissions are included, which are modules, and who maintains mapping when a source changes. ChartHop official source.
Workleap
Workleap’s current Standard offer combines an org chart and people directory with performance management, team-health reports, goals and recognition. Pro adds capabilities including API access, SAML SSO and custom properties. The former Pingboard pricing address now routes to Workleap’s current pricing, so an old standalone Pingboard price is not a reliable basis for a new purchase. Workleap official source.
Shortlist Workleap when managers will use the surrounding performance and team-health workflows. Its page marks plans as annually billed and displays a base price plus $32 per manager per month; ask for the complete annual amount, manager definition and selected tier. Organizations over 250 employees are directed to a custom offer. Buying the wider platform solely to export a reporting chart requires a stronger business case than buying it for active manager work. Workleap official source.
Sift
Sift separates Org Chart, Profiles and Complete. Org Chart includes synchronized structure, dotted lines, open positions and Org Planning scenarios; Profiles adds expertise-focused profiles and search; Complete combines them. Starting annual prices for organizations up to 250 people are $3,800, $4,750 and $7,300 respectively. Its FAQ says agreement terms are two years, billed annually. Annual invoicing therefore does not imply a one-year commitment. Sift official source.
Sift is attractive when a directory must answer who knows something as well as who reports to whom. Choose Org Chart if visibility and scenarios suffice; Profiles alone should not be mistaken for the combined chart purchase. Every synchronized person counts toward the headcount band, while open/vacant positions and deactivated/terminated records do not. All users and unlimited data-source integrations are included, with no implementation fee; growth beyond the band can produce a prorated adjustment. Sift official source.
Which purchase fits your operation?
Buy the narrowest operational scope that solves the problem: Organimi for a maintained chart with package-specific connectors, OrgChart for chart automation with explicit source limits and position planning, ChartHop for a broader people-data model, Workleap for chart visibility alongside manager workflows, and Sift for chart scenarios plus optional expertise discovery. The number of people, sources, managers and modules matters more than the number of chart pages.
Ask for an example of the intended access policy and a written data-flow map: authoritative employee source, enrichment owner, private planning area, publication permission and export behavior. A visually complete chart can still be wrong if the source omits contractors or exposes confidential fields. Decide those ownership rules before asking employees to rely on the directory.
For related decisions, compare employee intranet platforms and team resource planning software.
By Toolverly Editorial, with AI-assisted research and drafting. Product information checked November 6, 2026.
Photo by Christina @ wocintechchat.com on Unsplash. Read about our publication or send a correction.