Why the category comes before the vendor
Most comparisons of 360° feedback software are rankings – often written by the vendor that comes first. They answer the wrong question. The real decision sits one level up: which kind of solution do you need? A survey tool, an HR suite with a 360 module, a specialist 360 platform and a consultant-led provider solve different problems. Get the category right and it is hard to go badly wrong within it; get it wrong and the best vendor in it will not save you.
This guide sorts well-known providers by category, states only what the vendors themselves document and leaves out prices and rankings. The statements in the vendor table were accessed on 19 October 2026, older ones – for example on Qualtrics and the survey tools – on 2 September 2026; each source gives its access date. 360° feedback software: ten requirements covers what a platform for leaders should do; Consultant-led or self-service 360° feedback? covers the delivery-model decision.
What the four categories are – and what separates them
1. General survey tools: Microsoft Forms, Google Forms, SurveyMonkey, Typeform
Survey builders you can use to construct a 360 questionnaire – and nothing more. SurveyMonkey’s documented 360 offering is a ‘360 Review Template’ built on the general survey tool. None of the four documents a built-in anonymity threshold per rater group; nomination, per-group reporting and the self-versus-others comparison are yours to build. Data location depends on plan or edition – at SurveyMonkey and Typeform, EU hosting is tied to Enterprise plans (at Typeform for new customers only), at Google Forms to the Workspace edition; Microsoft Forms makes no specific commitment, though data of EU/EFTA tenants is stored in the EU/EFTA by default.
2. HR and people suites with a 360 module
Here 360 is one module of a broader platform. Qualtrics places ‘360 Development Feedback’ within its Employee Experience product line, integrating with HRIS and learning systems. At Culture Amp, 180° and 360° feedback sit under ‘Perform’ alongside goals and 1-on-1s. Lattice’s 360 review – feedback from the manager, direct reports, peers and the person themselves – sits in its Performance module. Leapsome (Berlin) supports 360° reviews in its Reviews module. At Personio, 360° feedback is a feature of the optional Performance & Development app, unlocked, per Personio, after a conversation with its customer team. At Honestly, 360° feedback is a separate module that, per the vendor, is optional in the Business and Enterprise plans and not included in the Team plan.
The most important difference within the category is anonymity. Qualtrics documents a configurable anonymity threshold plus rater-category display logic that hides a rater group until a chosen number have responded (no default documented; as of 2 September 2026). Leapsome shows aggregated review feedback once two people have responded; manager assessments cannot be anonymous. Culture Amp’s own FAQ for its Effectiveness 360 surveys documents no minimum reporting size – a single respondent in a category can be identifiable – and names structured, not anonymous, feedback as the primary purpose.
Lattice lets admins choose per cycle between named and anonymised peer feedback but documents no minimum count. Personio’s guide to setting up a review cycle lets you choose, for peer and upward reviews, whether feedback recipients can see the reviewer’s name; the recipient’s supervisor always sees it, and no minimum count is documented. Honestly uses a default threshold of five responses; admins set the available thresholds, one is chosen per survey, and for 360° feedback Honestly notes that a threshold of one is also possible, allowing direct feedback. Why that threshold matters: Is 360° feedback anonymous?
3. Specialist 360 platforms: Spidergap and FEEDWARE, for example
Pure 360 software, no HR suite around it. Spidergap offers templates or customisable questionnaires, merges a group’s answers with other groups when fewer than three responses exist (a default you can change; it advises four or five for text answers), states that all user data is stored on servers in Europe, and holds ISO 27001 certification. It also markets to coaches and consultants: white-labelling, client-ready reports, no sign-up for leaders or raters, guidance from 360 specialists.
FEEDWARE’s website states that results are shown only once enough raters have taken part and names thresholds, but no number; data is held, per the vendor, in ISO 27001-certified data centres in Frankfurt and Berlin. FEEDWARE describes its process as a programme of about 30 days in four phases, from kick-off to implementation.
4. Consultant-led providers
Here the software is part of a service: programme design, questionnaire, analysis and debrief from one source. In the German-speaking market, Haufe Akademie describes 360-degree feedback as a core component of its management-diagnostics portfolio and recommends at least three people per feedback group – with no software product or hosting location documented. LEADBeyond 360° belongs in the same category: every report is reviewed by a consultant before the leader sees it; the anonymity threshold defaults to two responses per group and is configurable; HR sees progress but never individual results; database, authentication, storage and application run in Frankfurt am Main; questionnaire and report are available in German and English.
The limits belong on the same page. Consultant-led is not a mass roll-out – it suits cohorts of leaders, not a thousand employees a quarter. The questionnaire follows the provider’s model; for LEADBeyond 360° that is 99 items on beliefs, capability, stress triggers, behaviour and outcomes, not a blank item bank. Free text is not processed by AI, and the instrument is built for development, not for selection decisions.
What each category typically delivers
| Criterion | Survey tools | HR suites with 360 module | Specialist 360 platforms | Consultant-led providers |
|---|---|---|---|---|
| Rater-group workflow | Build it yourself | Included, tied to review cycles | Included | Included, agreed in programme design |
| Documented anonymity threshold per group | Not documented | Depends on vendor: none to configurable | Spidergap: merged below 3 | Depends on vendor; LEADBeyond 360°: default 2, configurable |
| EU hosting | Plan- or edition-dependent | Mostly available – by contract or new customers only | Spidergap: servers in Europe | Verify with the provider |
| German questionnaire | You write it | German interface; templates depend on vendor | Depends on vendor | Depends on vendor; LEADBeyond 360°: German and English |
| Interpretation and debrief | Not included | Not included | Self-service, some expert guidance | Part of the offer |
| Suitable scale | Small, one-off | Whole workforce | Small to large | Cohorts of leaders |
| What is measured | Whatever you ask | Templates plus your own items | Templates or your own model | The provider’s model |
What the vendors themselves document
Only statements from the vendors’ own pages, accessed 19 October 2026. Every row, ours included, answers the same six questions: price list, hosting, anonymity, time frame, debrief with a consultant and what is measured. Our own row is at the top; the others are ordered by category, not by rank. We give no prices, only whether a price list is published. “Not published” and “Not documented” mean ask, not “not possible”. The time frames cover different things – setup, onboarding, a survey window, an example plan or a full programme – so each cell says what it covers. Qualtrics is not in the table because its pages could not be re-checked that day; its statements from 2 September 2026 are in the text above.
| Provider (category) · Price list | Hosting and anonymity (documented) | Time frame (documented, and what it covers) | Debrief with a consultant included? | What is measured |
|---|---|---|---|---|
| LEADBeyond 360° (consultant-led) · Price list: No – quote | Frankfurt am Main: all answers and reports; emails (without answers or results) via a mail service that stores metadata, logs and API records in the US · Anonymity: Default 2 per group, configurable; a single supervisor shown separately only if agreed | Setup within 5 days; questionnaire ≈ 18 min (self), 10–15 min (raters) | Yes: a consultant reviews every report before release; development conversation or coaching | Beliefs, capability, stress triggers, behaviour, outcomes, well-being |
| Culture Amp (HR/people suite) · Price list: No – quote | EU region if chosen at contracting; otherwise US · Anonymity: No minimum reporting size (Effectiveness 360) | Not published | Review with a nominated coach, usually the manager; coaching listed for 1,000+ employees | Strengths and opportunities from set lists, no traditional rating scale (Effectiveness 360) |
| Lattice (HR/people suite) · Price list: Yes – per seat per month | Frankfurt (backup Dublin), new customers only; processing also outside the EU · Anonymity: Named or anonymised per cycle; no minimum documented | Not published | Not documented; the manager shares the review | Own questions; customisable templates, question bank incl. competencies |
| Leapsome (HR/people suite) · Price list: Yes – per employee per month | Germany (AWS, per sub-processor list); AI features processed globally · Anonymity: Shown from two responses; manager assessments not anonymous | Onboarding: “up and running within a few weeks” | Not documented; the manager releases the assessment | Competencies from your own framework, goals, own questions |
| Personio (HR/people suite) · Price list: No – quote | ‘Data stored in Europe’ (homepage); no location on the security page · Anonymity: No minimum documented; reviewer names can be hidden from recipients, supervisors always see them | Not published | Not documented; peer reviews always go to the supervisor | Own forms; optional performance and potential ratings |
| Honestly (HR/people suite) · Price list: Yes for plans, not for the 360 module | Germany (“gehostet in Deutschland”) · Anonymity: Default 5, set per survey by the admin; 360 can also run at a threshold of 1 | Survey window: recommends 10–14 days | No 360 debrief documented; consulting by an engagement expert optional | Statements on dimensions such as communication (guide); templates or own questions |
| Spidergap (specialist 360 platform) · Price list: Yes – per year | Servers in Europe (Google, Rackspace); ISO 27001 · Anonymity: Default 3 (smaller groups are combined with others); configurable; 4–5 advised for text | Example plan: invitations in week 1, reports shared in week 5 | Not documented; software for coaches and consultants with their own clients | Best-practice template or own questionnaire |
| FEEDWARE (specialist 360 platform) · Price list: No | Frankfurt and Berlin (ISO 27001 data centres in Germany) · Anonymity: Threshold documented; number not published | Programme: about 30 days in four phases (kick-off days 1–3 to implementation days 22–30) | Moderated feedback conversations and coaching offered; whether included is not published | Behaviour, leadership style, development potential; questionnaire or own items |
Why LEADBeyond 360°
- Consultant-led, not self-service: a LEADBeyond consultant reviews every report before release and uses the results as the starting point for a development conversation or coaching.
- Built by practitioners: LEADBeyond 360° comes out of top-tier management consulting: the founders previously worked at McKinsey & Company and Roland Berger, and the instrument is built for consulting and professional-services firms.
- Grounded in research: the model is theory-driven and builds on established research, including work by Kegan and Lahey, Bandura, Kets de Vries, and Atwater and Yammarino; the references are listed openly in the methodology.
- Beyond behaviour: the model links beliefs, capability, stress triggers, observed behaviour and outcomes, with well-being as the energy buffer.
- Benchmarks with an open norm: results are compared with a labelled norm: at the start an expert norm set by experienced consultants, calibrated from ten real data sets, empirical from 30. The norm source is shown in every report.
- Anonymity enforced in the system: rater groups are shown separately only once they reach a minimum number of responses, and HR sees progress but never individual results.
- Data in Frankfurt: all answers and reports are stored in Frankfurt am Main.
- Quick start: setup is completed within 5 days.
Which category fits you
- One team, one-off, no anonymity expectation: survey tool – and say plainly that anonymity is then a process promise, not a system property.
- Reviews already run in a suite, 360 should be added for everyone: HR suite – but check its anonymity rule before promising raters “anonymous”.
- Own competency model, internal team for the debriefs: specialist 360 platform – you buy only the tool.
- A cohort of leaders – not the whole workforce – with the debrief included and anonymity and data location you can evidence: consultant-led – you buy an outcome, not a licence, and it does not scale like a suite.
- Hybrids are common: a suite for breadth, a consultant-led programme for leaders – as long as they do not ask the same question under different anonymity rules.
Questions to ask any vendor
- From how many responses is a rater group shown separately, and what happens to the answers below that? See How many raters does a 360° need?
- Can a single answer be back-calculated from group and overall averages?
- Who sees individual results – HR, supervisors, administrators – and is that a setting or a system property? See Can HR see individual 360° results?
- Where is the data stored, does that apply to existing customers, and which sub-processors access it from outside the EU? See GDPR and 360° feedback
- Is the questionnaire available in German – not just the interface?
- Who discusses the report with the leader, and is that part of the offer?
- Is free text processed by AI, and does a released report stay unchanged?
Frequently asked questions
Who are the main 360° feedback providers, and how do they differ?
Four categories: general survey tools (Microsoft Forms, Google Forms, SurveyMonkey, Typeform), HR suites with a 360 module (Qualtrics, Culture Amp, Lattice, Leapsome, Personio), specialist 360 platforms (Spidergap) and consultant-led providers (management-diagnostics firms, LEADBeyond 360°). The difference lies less in the survey than in anonymity rules, data location and who discusses the report.
What is a good alternative to Qualtrics 360 for leadership development?
It depends on what you are missing in Qualtrics. If you do not need the integration into the XM platform and use 360 only for leaders, a specialist 360 platform or a consultant-led provider are candidates. In every case, check whether the alternative documents an anonymity threshold per rater group – Qualtrics does.
Is Culture Amp’s 360 feedback anonymous?
According to Culture Amp’s own FAQ for its Effectiveness 360 surveys, answers are grouped by category and shown without names, but there is no minimum reporting size: a single respondent in a category can be identifiable. Culture Amp names structured, not anonymous, feedback as the primary purpose. For Engagement and Team Effectiveness surveys, by contrast, Culture Amp documents a configurable reporting-group minimum.
Which tool suits 30 leaders in a mid-sized company?
At that scale a suite only pays off if you already have one. Otherwise the choice is between a specialist platform, if you run the debriefs in-house, and a consultant-led provider, if the debrief should be part of the offer. Consultant-led or self-service 360° feedback? helps with the trade-off.
Can I run a 360° with Microsoft Forms or Google Forms?
Technically, yes. Neither documents an anonymity threshold per rater group, you build nomination and per-group reporting yourself, and data location depends on your tenant or Workspace edition. Anonymity is then a process promise, not a property of the system – raters should know that.
Which GDPR criteria should 360° feedback software meet?
Check the data location and whether it applies to your contract, the data processing agreement and the list of sub-processors, the anonymity threshold per group, who can see individual results, and whether free text is processed automatically. This is not legal advice; the questions to settle are set out in GDPR and 360° feedback, and the 360° buyer checklist bundles them for the vendor conversation.
Is a standalone 360 tool better than a 360 module in an HR suite?
Neither is better in general. A module wins when the suite is already in place and 360 should run across the workforce; a standalone tool or a consultant-led provider wins when 360 is for a defined group of leaders and the anonymity rule, data location and debrief matter more than integration.
Sources
- 360-Degree Feedback Software – Qualtrics, Qualtrics (2026) — Vendor product page, accessed 2 September 2026: ‘360 Development Feedback’ within the Employee Experience line, rater sources, HRIS/LMS integration.
- Global Advanced-Reports Settings (360) – Qualtrics Support, Qualtrics (2026) — Vendor documentation, accessed 2 September 2026: configurable anonymity threshold (‘display logic’) and Rater Category Display Logic; no default value stated.
- Qualtrics to go live on Amazon Web Services Cloud Infrastructure in the UK, Qualtrics (2022) — Press release, May 2022: European data centre on the AWS Frankfurt region, second European site in London. Qualtrics’ current data-centre list could not be retrieved on 2 September 2026.
- Translate Survey – Qualtrics Support, Qualtrics (2026) — Vendor documentation, accessed 2 September 2026: German (DE) listed as a translation language; no total language count given.
- 360° assessment tool – Collect team feedback | Culture Amp, Culture Amp (2026) — Vendor product page, accessed 2 September 2026: 180°/360° feedback under Platform > Perform > Employee effectiveness. Accessed again on 19 October 2026: no time frame for setup or a cycle stated.
- Effectiveness 360 FAQ for Employees – Culture Amp Support Guide, Culture Amp (2026) — Vendor documentation (dated 18 June 2026), accessed 2 September and 19 October 2026: no minimum reporting size, a lone respondent in a category can be identified, primary purpose structured rather than anonymous feedback. The nominated Coach, typically the manager, shares the results and works through them in a ‘Feedback Review session’; consultants are not mentioned.
- The science behind the Individual Effectiveness survey – Culture Amp Support Guide, Culture Amp (2026) — Vendor documentation, accessed 19 October 2026: ‘there are no traditional rating or scoring questions’; strengths and opportunities are picked from identical multi-select lists, plus open questions.
- Confidentiality Protections in Reporting – Culture Amp Support Guide, Culture Amp (2026) — Vendor documentation, accessed 2 September 2026: configurable reporting-group minimum for Engagement and Manager/Team Effectiveness surveys; the Individual 360 is not listed there.
- Understanding Data Centers & Your Account’s Data Location – Culture Amp Support Guide, Culture Amp (2026) — Vendor documentation (dated 29 July 2026), accessed 2 September and 19 October 2026: region (US, EU, AU) chosen at contracting and fixed; defaults to US if unspecified.
- Supported Languages in Culture Amp – Culture Amp Support Guide, Culture Amp (2026) — Vendor documentation, accessed 2 September 2026: German in Tier 1, fully supported for Effectiveness 180/360 templates.
- Pricing | Culture Amp, Culture Amp (2026) — Vendor page, accessed 19 October 2026: no price figures; price depends on the number of employees, product and service tier, billed annually, quote on request (‘Request a quote’). Listed for enterprise organisations (1000+ employees): ‘One-on-one coaching’, ‘Group coaching’ and ‘Results call with People Scientist’; ‘People Science Consulting’ as an add-on. The page does not say whether this applies to 360 results.
- Write a 360 Review – Lattice Help Center, Lattice (2026) — Vendor documentation, accessed 2 September 2026: definition of a 360 review (manager, direct reports, peers, self). Accessed again on 19 October 2026: no duration for the cycle or the writing phase stated. The manager finalises the review and shares it (‘your manager will finalize your review and then share the review packet with you’); no coach or consultant mentioned.
- Lattice – homepage, Lattice (2026) — Vendor marketing page, accessed 2 September 2026: self-description ‘The HR platform that people love’; Performance as one of several modules. Accessed again on 19 October 2026: no time frame for setup or a cycle stated.
- Configure Peer Reviews in an Org Chart Review Cycle – Lattice Help Center, Lattice (2026) — Vendor documentation (dated 6 August 2026), accessed 2 September and 19 October 2026: four visibility options per cycle; no minimum number of responses documented.
- Lattice Privacy Practices – Frequently Asked Questions, Lattice (2026) — Vendor documentation, accessed 2 September and 19 October 2026: EU hosting in Frankfurt with backup in Dublin, for new customers only; data also processed outside the EU under standard contractual clauses.
- Lattice Supported Languages – Lattice Help Center, Lattice (2026) — Vendor documentation, accessed 2 September 2026: 24 interface languages including German.
- Pricing | Lattice, Lattice (2026) — Vendor page, accessed 19 October 2026: published price list per seat per month, billed annually; no implementation time frame stated.
- Performance Review Software | Lattice, Lattice (2026) — Vendor product page, accessed 19 October 2026: review cadences (annual, quarterly, project-based), but no time frame for setup or a cycle stated. Also: customisable templates and a question bank whose sample questions ‘address competencies, strengths, development opportunities, and other criteria’.
- AI-Powered Employee Performance Review Software | Leapsome, Leapsome (2026) — Vendor product page, accessed 2 September 2026: 360° reviews in the Reviews module with anonymity settings; Leapsome GmbH, Berlin. Accessed again on 19 October 2026: “Most organizations are up and running within a few weeks.” (onboarding, not a 360 cycle). Also: assessment across key competencies, ‘customizable competency frameworks’, templates and question banks; no coaching or consulting mentioned.
- FAQ’s – Reviews – Leapsome Help Center, Leapsome (2026) — Vendor documentation (updated 28 September 2026), accessed 2 September and 19 October 2026: aggregated display once two people have responded; manager assessments cannot be anonymous. Also on 19 October 2026: sections on general and team-specific skills and goals; competencies and goals from the organisation’s own competency framework; open-text or multiple-choice questions; the manager releases the assessment (‘The assessment is not auto-released.’); no coach or consultant mentioned.
- Leapsome Trust Center – FAQ, Leapsome (2026) — Vendor statement, read in a browser on 2 September 2026: hosting on Amazon Web Services, encryption in transit and at rest. On 19 October 2026 the page returned no readable text; the location “Germany (AWS)” is taken from the sub-processor list.
- Multiple languages in Leapsome – Leapsome Help Center, Leapsome (2026) — Vendor documentation, accessed 2 September 2026: 18 interface languages including German.
- Pricing | Leapsome, Leapsome (2026) — Vendor page, accessed 19 October 2026: published price list per employee per month for each module, including Performance Reviews; per its FAQ the platform is always part of the plan.
- Subprocessors – Leapsome, Leapsome (2026) — Vendor documentation, accessed 19 October 2026: Amazon Web Services EMEA Sàrl as ‘Primary infrastructure and data storage provider’, location ‘EEA (Germany)’; no city named. For AI features the list also names AWS, location ‘Global’ (processing at the data centre closest to or best performing for the user).
- Overview of the Performance & Development App – Personio Help Center, Personio (2026) — Vendor documentation, accessed 2 September 2026: 360° feedback as a function of the Performance & Development app; access after a conversation with the customer team.
- Performance & Development – Personio, Personio (2026) — Vendor product page, accessed 2 September 2026: FAQ ‘Does Personio support 360 reviews?’ (self, peer, manager and upward reviews).
- Security | Personio Trust Center, Personio (2026) — Vendor statement, read in a browser on 2 September 2026: GDPR statement and ISO 27001 certification. Accessed again on 19 October 2026: still no server location stated.
- Personio – homepage, Personio (2026) — Vendor marketing page, accessed 2 September and 19 October 2026: security block ‘Data stored in Europe’.
- Explore Personio’s Software Pricing Plans, Personio (2026) — Vendor page, accessed 19 October 2026: no price figures; price depends on factors such as the number of employees, custom quote via a demo; Performance & Development as an add-on app.
- Setup and launch a performance review cycle – Personio Help Center, Personio (2026) — Vendor documentation (updated 14 October 2026), accessed 19 October 2026: step ‘Configure confidentiality’ – for peer and upward reviews, choose whether feedback recipients can see the reviewer’s name; the recipient’s supervisor always sees it. No minimum count and no time frame stated. Forms can include ‘performance and potential ratings’; ‘Personio always shares peer and upward reviews with the recipient’s supervisor’; HR, coaches or consultants are not named for discussing the results.
- Preise | Honestly, Honestly (2026) — Vendor page (German), accessed 19 October 2026: published price list per employee per month for the Team, Business and Enterprise plans; ‘360° Feedback Modul’ not included in Team, optional in Business and Enterprise, with no price of its own. Optional in every plan: ‘Beratung durch einen Senior Engagement-Experten’ (consulting by a senior engagement expert); no coaching or debrief mentioned.
- 360-Grad-Feedback: Methode, Fragebogen & Software (Leitfaden 2026) | Honestly, Honestly (2026) — Vendor guide (German, updated 2 June 2026), accessed 19 October 2026: ‘DSGVO-konform, ISO 27001 zertifiziert, gehostet in Deutschland’ (GDPR-compliant, ISO 27001-certified, hosted in Germany); recommends planning 10–14 days for the survey. Names proven dimensions for leaders, including ‘Führung & Motivation’, ‘Kommunikation’ and ‘Zusammenarbeit’ (leadership and motivation, communication, collaboration), with 2–4 statements each on a Likert scale; advises discussing the results in person and adding coaching if needed, without naming a service of its own.
- How can I adjust the anonymity of my surveys? – Honestly Help Center, Honestly (2026) — Vendor documentation, accessed 19 October 2026: default threshold 5; admins set the available thresholds and one is chosen per survey; 360° feedback can also run at a threshold of 1 (‘allowing direct feedback’).
- How is the anonymity at Honestly ensured? – Honestly Help Center, Honestly (2026) — Vendor documentation, accessed 19 October 2026: anonymity limits per survey can be set by the system admin.
- How do I use/create question templates? – Honestly Help Center, Honestly (2026) — Vendor documentation, accessed 19 October 2026: use single questions or whole questionnaires from the Honestly templates, or save your own questions as company templates; 360 templates are not described there.
- Top Rated 360 Degree Feedback Software | Spidergap, Spidergap (2026) — Vendor product page, accessed 2 September 2026: dedicated 360 product, templates or customisation, expert guidance. Customer counts and ratings are self-reported and were not used. Accessed again on 19 October 2026: ‘Use our best practice templates or customize the questionnaire and workflow to meet your needs.’
- 360° Feedback Software for Coaches & Consultants | Spidergap, Spidergap (2026) — Vendor page, accessed 2 September 2026: offering for coaches and consultants (templates, white-labelling, no sign-up, expert guidance). Accessed again on 19 October 2026: ‘25% of our users are consultants and executive coaches using 360˚ Feedback with their clients’; no debrief or coaching by Spidergap itself is mentioned.
- Protect the Anonymity of Feedback Providers – Spidergap Help Center, Spidergap (2026) — Vendor documentation, accessed 2 September and 19 October 2026: answers merged with other groups below three responses (a default, adjustable under Design > Reports); four or five recommended for text answers.
- Security statement | Spidergap, Spidergap (2026) — Vendor statement, accessed 2 September and 19 October 2026: user data on servers in Europe, infrastructure managed by Google and Rackspace, ISO 27001 certificate.
- Discover which languages are supported – Spidergap Help Center, Spidergap (2026) — Vendor documentation, accessed 2 September 2026: German in the language list; the total count was not used.
- Pricing | Spidergap, Spidergap (2026) — Vendor page, accessed 19 October 2026: published price list per year (plans with a number of feedback recipients included; Enterprise on request). Starter plan with ‘Best practice questionnaire template’ and ‘Fully customizable questionnaire’.
- See an example timeline for a 360° Feedback project – Spidergap Help Center, Spidergap (2026) — Vendor documentation, accessed 19 October 2026: example timeline as a starting point – invitations to nominate raters and complete self-assessments in week 1, reports shared in week 5.
- 360 Grad Feedback Anbieter für moderne Führung – FEEDWARE, FEEDWARE (2026) — Vendor page (German), accessed 19 October 2026: results shown only once enough raters have taken part; aggregation rules and thresholds without a number; data in redundant data centres in Frankfurt and Berlin, hosting only in ISO 27001-certified data centres in Germany; process in four phases over about 30 days; no price given and no link to a pricing page in the navigation or footer. Questionnaires ‘flexibel erweiterbar’ (can be extended), with the option to add your own questions and dimensions.
- 360 Grad Feedback für Führungskräfte – FEEDWARE, FEEDWARE (2026) — Vendor page (German), accessed 19 October 2026: reports on behaviour, leadership style and development potential; a validated questionnaire, with items configured for the client’s own leadership criteria; moderated feedback conversations help leaders interpret the results, plus coaching, training and follow-up formats; whether these are included or extra is not stated.
- FEEDWARE 360 – Sitemap & Seitenübersicht, FEEDWARE (2026) — Site map page (German), accessed 19 October 2026: about 30 pages, none of them on prices, packages or licences.
- Choosing a Region – Resend Docs, Resend (2026) — Documentation of the email provider LEADBeyond 360° uses, accessed 19 October 2026: all account data, including email metadata, logs and API records, is stored in the United States regardless of the sending region.
- 360-Degree Review Questionnaire Template & Feedback Form | SurveyMonkey, SurveyMonkey (2026) — Vendor template page, accessed 2 September 2026: ‘360 Review Template’ on the general survey tool; self-description ‘the world’s most popular survey software’.
- International Data Center Overview | SurveyMonkey, SurveyMonkey (2026) — Vendor statement, accessed 2 September 2026: EU data centre for Enterprise customers only; de-identified data may be transferred to the US.
- Data Processing Agreements, Storage, and Transfers (EU) | SurveyMonkey Help, SurveyMonkey (2026) — Vendor documentation, accessed 2 September 2026: most European customer data stored on US servers; some plans allow EU storage.
- Changing the Survey Language | SurveyMonkey Help, SurveyMonkey (2026) — Vendor documentation, accessed 2 September 2026: 57 languages for auto-translated default text, German included; question text is written by the author.
- Data Residency for Other Microsoft 365 Services – Microsoft Learn, Microsoft (2025) — Vendor documentation, accessed 2 September 2026: Forms without a specific data-residency commitment; EU/EFTA tenants stored in Macro Region Geography 4 (EU/EFTA) by default.
- Data covered by data regions | Google Workspace Admin Help, Google (2026) — Vendor documentation, accessed 2 September 2026: Google Forms content covered by Workspace data regions; storage in the US or Europe depending on edition.
- Enterprise plan – Typeform Help Center, Typeform (2026) — Vendor documentation, accessed 2 September 2026: EU hosting for new customers on an Enterprise plan, not for existing accounts.
- 360-Grad-Feedback: Der Rundumblick für Führungskräfte – Haufe Akademie Blog, Haufe Akademie (2026) — Vendor blog (German), accessed 2 September 2026: 360-degree feedback as a ‘Kernbaustein’ of its management-diagnostics portfolio; recommendation of at least three people per feedback group.
Related reading
Comparison & selection
Consultant-led or self-service 360° feedback: which delivery model fits your programme?
A balanced decision framework: when a self-service 360° tool is enough, when consultant-led delivery earns its cost, and how hybrid models work – with a comparison table.
Read more →Product & method
360° feedback software: ten requirements for a leadership platform – and how LEADBeyond 360° meets them
A buyer’s requirements guide to 360° feedback software: ten capabilities a leadership platform needs, the questions to ask any vendor – and how LEADBeyond 360° delivers each one.
Read more →Comparison & selection
Checklist: what to check before you choose a 360° feedback provider
Open seven-section checklist for choosing a 360° feedback provider and designing the programme: purpose, raters, anonymity, GDPR, works council, methodology, reporting.
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