Degreed Review: Overview, Features, Pricing & Alternatives in 2025

Learning chaos getting in the way again?

If you’re comparing learning platforms, you’re likely tired of juggling disconnected systems that make skill tracking a nightmare for you and your team.

You might relate—your people are missing critical upskilling opportunities because your current software buries valuable content and hides real skill progress.

Degreed flips that script with a platform designed to deliver one central learning hub, built for personalized development, transparent skill analytics, and real career mobility—all-in-one.

In this review, I’ll walk you through how Degreed can unlock your team’s true skill growth and solve the headaches that come with disjointed learning tools.

We’ll dig into every corner: Degreed’s features, pricing, personalization strengths, integrations, and how it stacks up versus top alternatives—all packed tightly in this Degreed review.

By the end, you’ll have the features you need to confidently decide if Degreed actually fixes your learning and upskilling problems.

Let’s get started.

Degreed Overview

Degreed has been challenging traditional learning since 2012, based in Pleasanton, California. I like their core mission to ‘jailbreak the degree,’ valuing all skills no matter how they are acquired.

They specifically serve mid-market and enterprise organizations, with a focus on enterprise-level upskilling. You’ll find them supporting one-in-three Fortune 50 companies, so they’re built for complex workforces, not just basic training delivery.

Their recent acquisitions, like the total talent platform Adepto, were incredibly smart. As you’ll see through this Degreed review, these moves significantly expanded their tools for internal career mobility.

Unlike a traditional LMS like Workday Learning which can be restrictive, Degreed’s strength is connecting all your learning sources. I find this open approach feels more like a personal development guide than just another corporate tool.

They work with forward-thinking companies like Travelers and Exness, organizations actively using skill data to increase internal mobility and prove the real ROI of their L&D programs.

I found their current strategic focus is all about providing clear skill insights and analytics. For your business, this means getting the data to align learning investment with tangible business goals and employee career growth.

Let’s dive into their feature set.

Degreed Features

Struggling to build a truly skilled workforce?

Degreed features are designed to help you transform your organization’s skill development, bridging the gap between learning and career growth. Here are the five main Degreed features that tackle modern workforce challenges.

1. Learning Experience Platform (LXP)

Is scattered learning content frustrating your employees?

Disjointed learning resources mean your team struggles to find relevant development materials, slowing skill growth. This can lead to decreased engagement and productivity.

Degreed’s LXP centralizes all learning content, from courses to articles, offering a personalized and social experience. What I found really impactful is how it aggregates resources from various internal and external sources, making it a true “one-stop shop” for learning. This feature helps your employees access everything they need in one place.

This means you can streamline skill development, providing a seamless and intuitive learning journey for everyone.

2. Skill Insights and Analytics

Can’t identify critical skill gaps within your teams?

Without clear visibility into your workforce’s capabilities, it’s tough to align learning initiatives with business goals. This can leave your organization unprepared for future challenges.

Degreed provides detailed dashboards and reports to track skill progress and pinpoint emerging trends. From my testing, this feature gives L&D teams the data they need to understand current capabilities and strategically plan for future skill needs. It’s like having a real-time skills map.

The result is you gain actionable insights that enable smarter talent development and more effective workforce planning.

3. Personalized Learning Paths

Are your training programs one-size-fits-all?

Generic learning approaches often fail to meet individual needs, leading to disengaged employees and inefficient skill acquisition. Your team deserves better.

This feature uses AI to deliver tailored development experiences based on individual skills, roles, and career aspirations. I love how it recommends highly relevant content and opportunities, allowing users to build structured “playlists” for specific goals. This helps employees focus on what truly matters to them.

This means your employees get hyper-relevant learning that boosts engagement and accelerates their personal and professional growth.

4. Skill Certification

How do you truly verify if a skill has been mastered?

Simply tracking course completion doesn’t confirm skill mastery, leaving you uncertain about your workforce’s true capabilities. It’s time for real verification.

Degreed allows companies to create robust certifications based on behavior, evidence, and approvers. This is where Degreed shines, as it helps verify learned information and skills, moving beyond just time spent. This feature provides concrete proof of competency.

So you can confidently assess and validate your team’s skills, ensuring that every certification genuinely reflects achieved proficiency.

5. Career Mobility

Are your employees struggling to find internal growth opportunities?

Limited visibility into internal roles and skill requirements often leads to top talent looking outside your organization. This can hinder your retention efforts.

Degreed, enhanced by its Adepto acquisition, helps match people to internal work opportunities based on their skills and goals. What I found impressive is how this feature supports internal talent movement, helping employees build careers aligned with their aspirations. It bridges the gap between available talent and open roles.

This means your employees can easily discover and pursue internal career paths, boosting retention and fostering a dynamic workforce.

You’ll find these Degreed features integrate well to create a comprehensive ecosystem for workforce upskilling and talent development. They help your organization stay competitive.

Degreed Pricing

Confused about what you’ll actually pay monthly?

Degreed pricing is based on custom quotes tailored to your organization’s size and specific needs, requiring direct contact to get detailed cost information.

1. Pricing Model & Cost Factors

Understanding Degreed’s approach.

Degreed’s pricing is primarily subscription-based, calculated on an annual contract, with costs varying significantly based on your organization’s size. What I found regarding pricing is that it scales with your user volume, meaning larger enterprises often see a lower per-user cost. Factors like the specific plan (Learning, Skills+, or Academies) and the depth of required integrations also influence your final quote.

From my cost analysis, this means your monthly costs stay aligned with your business size and operational complexity.

2. Value Assessment & ROI

Is Degreed a smart investment?

Degreed’s custom pricing ensures you pay for what your organization truly needs, avoiding unnecessary features often bundled in rigid tiers. Budget-wise, this approach can lead to a stronger ROI by focusing spend on critical skill development. Their value proposition hinges on tailored solutions that enhance internal mobility and address specific skill gaps, driving efficiency.

This means your budget directly supports measurable improvements in workforce capabilities, rather than generic software.

3. Budget Planning & Implementation

Anticipate the full expenditure.

Beyond the annual subscription, you’ll need to factor in implementation costs, which can range from $2,000 for smaller businesses to $20,000 for complex enterprise deployments. These initial setup fees cover configuration and ensure a smooth rollout. What I found regarding pricing is that customization costs may also be additional, so factor those into your total cost of ownership.

So for your business size, you can expect to allocate significant budget upfront to ensure smooth deployment and success.

My Take: Degreed pricing prioritizes flexibility and a custom approach, making it ideal for mid-market to enterprise-level organizations seeking tailored learning and skill development solutions.

The overall Degreed pricing reflects customized enterprise software value aligned with your needs.

Degreed Reviews

What do real customers actually think?

I’ve analyzed various Degreed reviews and user feedback to provide you with a balanced perspective on what actual customers think about this learning experience platform.

1. Overall User Satisfaction

User sentiment is largely positive.

From my review analysis, Degreed generally receives strong positive feedback for its ability to connect learning with career progression. What impressed me most is how users often praise its intuitive nature and how it helps bridge skill gaps, as noted in many reviews.

This suggests you can expect a platform that feels natural for skill development.

2. Common Praise Points

Users consistently love the interface.

The most frequently mentioned positive aspect is the user-friendly interface, making it simple to track progress and access materials. From customer feedback, users call it a “one stop shop for all your learning,” appreciating content aggregation from various sources, which significantly streamlines access.

This means you’ll likely find all your learning resources conveniently in one place.

3. Frequent Complaints

Common frustrations do exist.

Some users report limitations in content storage and management capabilities, and integration options can be cumbersome. What stands out in feedback is how course authoring tools are seen as less intuitive, sometimes leading to a steeper learning curve compared to competitors.

These issues seem more like minor hurdles than deal-breakers for most users.

The overall Degreed reviews reflect genuine user satisfaction with areas for improvement, highlighting a strong core product.

Best Degreed Alternatives

Deciding between so many learning platforms?

The best Degreed alternatives include several strong options, each better suited for different business situations and priorities in skill development and traditional learning.

1. Cornerstone Learning

Prioritizing a robust, traditional LMS experience?

Cornerstone Learning makes more sense if your main need is comprehensive content management, compliance tracking, and detailed analytics for conventional learning programs. What I found comparing options is that Cornerstone excels in traditional LMS functionalities, often at a cost-effective setup, though Degreed has higher overall satisfaction.

Choose this alternative when strong compliance and extensive content management are your primary concerns for regulated industries.

2. LinkedIn Learning

Seeking a vast, high-quality content library?

LinkedIn Learning is a strong alternative if your focus is accessing an extensive, high-quality content library for individual skill development, particularly in business and tech. From my competitive analysis, LinkedIn Learning offers superior ease of use and a powerful course recommendation engine compared to Degreed’s broader integration focus.

Consider this option when vast content and ease of access for individual learning are more critical than enterprise-wide skill tracking.

3. Workday Learning

Already integrated with the Workday HCM ecosystem?

Workday Learning is ideal if your organization already uses Workday Human Capital Management and you need a tightly integrated learning solution. Alternative-wise, Workday provides seamless integration with its HCM suite and excellent content storage, though Degreed is better for social learning and course building.

Choose Workday Learning when deep integration within your existing Workday ecosystem is a top priority for your learning solution.

4. EdCast

Need advanced AI-driven content curation and sharing?

EdCast stands out if your priority is a powerful knowledge-sharing platform with advanced AI-driven personalization and robust content management. From my analysis, EdCast offers more flexible integration APIs and a stronger system for content storage than Degreed, emphasizing curation and social learning.

Consider this alternative when seamless API integrations and AI-powered content personalization are critical for your learning ecosystem.

The best Degreed alternatives depend on your organization’s existing tech stack and learning priorities more than just feature lists.

Degreed Setup

What does Degreed implementation truly involve?

Your Degreed review needs a practical look at deployment. Here’s what you’re looking at regarding Degreed setup requirements, the time it takes, and the resources you’ll need to successfully get your team up and running.

1. Setup Complexity & Timeline

Is Degreed setup a quick win?

Degreed implementation is generally straightforward, often taking a few weeks, but its complexity varies with your organization’s size and desired customization. What I found about deployment is that successful implementation relies on careful planning, especially when integrating with diverse existing systems to avoid delays.

You’ll need to plan for initial configuration and data migration, anticipating variations based on your internal resources.

2. Technical Requirements & Integration

How will Degreed fit into your tech stack?

Degreed is a cloud-based platform designed for swift integration with existing HR systems, content providers, and various learning technologies. From my implementation analysis, Degreed works best in an open ecosystem, allowing connections with tools like Workday or SharePoint without extensive custom coding.

Prepare your IT team to manage data flows and secure connections, ensuring seamless interaction with your current cloud and web-based tools.

3. Training & Change Management

Will your team actually use Degreed?

User adoption depends on your employees’ familiarity with similar platforms, but Degreed’s intuitive interface aims to minimize the learning curve. What I found about deployment is that proactive change management ensures higher engagement, preventing resistance to new learning methods and tools across your organization.

You’ll want to invest in clear communication and internal champions to drive user engagement and reinforce the benefits of lifelong learning.

4. Support & Success Factors

What kind of support can you expect?

Degreed’s support quality is generally well-regarded, with many users praising responsiveness, though some experience mixed response times. From my analysis, vendor responsiveness is crucial during implementation, especially for resolving integration challenges or clarifying platform features effectively.

Plan to leverage their “culture of care” by maintaining open communication channels to maximize the success of your long-term deployment.

Overall, Degreed setup is generally manageable, and success hinges on strategic planning and proactive user engagement.

Bottom Line

Degreed Review: Is it right for you?

This Degreed review provides my comprehensive final assessment, helping you understand who will benefit most from this learning experience platform.

1. Who This Works Best For

Mid-to-large enterprises committed to strategic upskilling.

Degreed excels for organizations needing to bridge skill gaps, foster continuous learning, and improve internal mobility, especially for large workforces. From my user analysis, companies with diverse learning content sources gain maximum benefit from Degreed’s aggregation capabilities, creating a cohesive learning ecosystem for their employees.

You’ll find success if your organization prioritizes a data-driven approach to skill development and employee empowerment.

2. Overall Strengths

Powerful content aggregation for personalized learning.

The software succeeds by bringing together diverse learning content, providing AI-driven personalized paths, and offering comprehensive skill insights. From my comprehensive analysis, its ability to foster continuous learning and support internal career mobility is a significant advantage.

These strengths mean your employees can own their career growth, leading to a more skilled and adaptable workforce for your business.

3. Key Limitations

Content management and integration can be challenging.

While Degreed is powerful, some users report limitations with content storage, and integration options, despite its open ecosystem, can be cumbersome. Based on this review, course authoring tools are less intuitive compared to some competitors, potentially requiring a steeper learning curve for your team.

I find these limitations are manageable trade-offs for its core LXP strengths, rather than fundamental deal-breakers for its target audience.

4. Final Recommendation

Degreed earns a strong recommendation for specific contexts.

You should choose this software if your mid-to-large enterprise aims for strategic workforce transformation through upskilling and reskilling. From my analysis, your success hinges on a skills-first approach to talent development across various content sources.

My confidence level is high for organizations prioritizing a holistic, data-driven learning solution for enterprise-level needs.

This Degreed review shows strong value for the right business profile, while also highlighting important considerations for content management and integrations before you make a decision.