Compensation Conversations | A four-part webinar series | Register Now
Lattice Life

Announcing Lattice’s Move to a Remote-First Hybrid Work Model 

Hi team!

We have big news to share with you. TL;DR: We’re moving to a remote-first hybrid model!

There is no expectation of being in an office on a fixed day; because we are moving to be remote-first, we will not be setting a company-wide “return date.”

For most roles, Latticians will have the option to be either remote or connected to an office, and we’ll support either based on preference.

There still will be a small number of roles that need to be connected with an office based on the needs of the team; there will also be many people that choose to be connected to an office because they prefer it.

We will actively invest in bringing people together to collaborate and build relationships in person; this would be subject to current COVID/health risks and we will be flexible when there are individual limitations or concerns.

This will still be a journey — not every question will have an answer at this point and it will take time and effort from everyone to build strong remote-first communication and collaboration norms.

Leading With Transparency

The last two years have been quite a journey.

We’ve experienced and learned a lot — as a company, teams, and individuals. We’ve seen the ability of remote teams to perform at very high levels. We’ve seen the benefits of recruiting the best and most diverse talent when we open up our hiring to any location. We’ve learned new ways to create community virtually as well as have seen the particular benefits that in-person time can also bring. With Omicron, societies as a whole are also grappling with a future where COVID is with us for the long term and how we all learn to adapt to that.

We’ve always leaned into full transparency internally. We haven’t had all the answers, but we’ve believed that it’s important to bring you along on the journey as we’ve figured out a complex situation. As I shared in an earlier note, on the spectrum of communication styles between “certain but opaque” and “open and in-process” we’d always aim for the latter.

It hasn’t been easy. As we’ve kept an eye on the constantly shifting COVID landscape, we changed, revised, and edited our plans. We’re an increasingly diverse company and we’ve tried to be thoughtful about the many different circumstances Latticians face. Parents and other caregivers have faced particular challenges. We’ve expanded internationally and also hired nearly 100 Latticians who we already know are going to be full-time. About half of the company started when there wasn’t even an office to go to. It’s a lot to consider.

Trust has always been at the core of our culture. Trust is a result of shared experiences, vulnerable disclosures, and meaningful and authentic relationships. Trust is the foundation for communication, feedback, and healthy conflict. Trust is what will allow us to co-create something new together.

What It Looks Like

Everyone says hybrid work is here to stay, but what hybrid will mean in practice for different companies spans a really wide range. For us, remote-first hybrid means that most roles will have the flexibility to be remote or office-based and most teams will not have any regular expectation that they must be in the office. It also means that for company or broad department programs and norms, we will optimize for a world in which most people are virtual (whether remote or working from home that day).

This is still a hybrid model for a few reasons. First, we’ll still have offices and anyone (whether based in that office or remote) can decide to come into the office and work, subject to vaccination and any other safety measures. As we did during May/June and then Oct/Nov when cases were lower, we’ll also use the offices to support social connections for people to optionally participate in.

Second, there may still be some individual roles or teams that either need to or choose to be based in an office. For example, in EPD we already seek to organize teams based on location preference; when hiring a new engineer, we match them with the team aligned to their preference of being office-based or remote. For office-based teams, the team sets norms about when and how often they come into the office. 

Finally, there will still be times that teams gather in person and we’ll invest in supporting that. For example, a leadership team may gather together for an offsite or a cross-functional group may gather together for a planning session. Our ability to do this will fluctuate – several groups had planned in-person gatherings in February but then moved to virtual due to Omicron. We’ll invest in these, and we’ve already substantially increased our 2022 travel budgets in anticipation of this.

In some ways, at least for some teams, this is a big change. And yet in practice, we have basically already been in a remote-first hybrid model since May when we opened the offices. During May & June there was a lot of in-person activity in the office and then when Delta hit we emptied out. In October and November, we gathered for RfH, Halloween parties, and a lot of really good in-person planning. At the moment though, only a few people are in the office and we’re mostly virtual. Throughout the pandemic, many Latticians (including me) have worked from various locations while seeing family or friends.

Positive Impacts for Our Future Team

This approach will open up our ability to recruit candidates from as diverse a group as possible as well as provide options for Latticians, including parents and other caretakers, that best work with the other aspects of their lives. We know that there can be challenges too and that we’ll need to all work to ensure that whether someone is in the office or remote that everyone is included and equally supported in their career here.

Undoubtedly we all have many questions (many of which we will do our best to answer in follow-up FAQ and materials), but many of the most important questions about hybrid won’t be answered by an HR policy. What hybrid looks like in practice – how we communicate, collaborate, and ensure that everyone belongs – is for all of us to create together.

As always, please reach out with thoughts, feedback, and questions.



Lattice Achieves Record Growth in 2021 as People Strategy Continues to be Top Priority for Businesses

Lattice, the leading people management platform for businesses with people-first cultures, today reported record growth in its 2021 fiscal year summary report. This continued company momentum speaks to the significant market opportunity and demand for software that enables companies to build engaged, high-performing teams while providing people leaders with strategic, data-driven insights.

In today’s rapidly changing world of work, identifying the tools and processes that will enable organizations to build, manage, and grow high-performing teams needs to be an intentional part of any company’s overall people strategy. And that people strategy must evolve and scale with the needs of the business as well as engage and develop employees.

“Over the past year, we have invested heavily in building a people management platform that is not only critical for companies focused on attracting and retaining top talent, but also gives every people leader visibility into their teams to maximize employee insight, support, and growth,” said Jack Altman, Lattice CEO and co-founder. “As a result, Lattice has emerged as the essential tool for people-first organizations.”

As part of its record growth, Lattice has achieved a number of major milestones during its fiscal year, including:

Business Performance: Exiting the fourth quarter of 2021, Lattice reported over 110% year-over-year ARR growth. Further, the company increased its customer base by more than 40%, including Calm, Imperfect Foods, and Article. Additionally, in March 2021, Lattice closed its Series E fundraising round, bringing the company to unicorn status. Less than 10 months later in January 2022, Lattice closed its Series F fundraising round at $175 million led by Tiger Global, bringing the company valuation to more than $3 billion.

Employee Growth: From January 2021, Lattice grew headcount to more than 480 employees – over 150% year-over-year growth since January 2021. Lattice also strengthened its leadership with senior hires across all departments as well as welcomed the addition of a new board member, Sandra Smith.

Product Innovation: Over the course of 2021, Lattice announced several products including a new powerful OKR and Goals solution, significant improvements to Performance Reviews, and a new Compensation Management solution to arrive mid-2022. In addition, Lattice released more than 8,250 features and product updates to meet and exceed user needs. Most recently, Lattice launched a host of new integrations and partnerships with HRIS systems, Grow career architectures, and action planning. To end 2021, Lattice also ranked as the top Momentum Leader on G2’s Winter Momentum Grid reports for Performance Management, Employee Engagement, OKRs, and Career Management.

Additional Activity: In September 2021, Lattice officially expanded its focus internationally with a European headquarters in London, UK as well as hit record attendance at it’s Resources for Humans Virtual conference, headlined by Serena Williams. In January 2022, Lattice received Great Place to Work Certification™, with 99% of employees saying Lattice is a great place to work.

About Lattice

Lattice is the people management platform that enables people leaders to develop engaged, high-performing teams. By combining continuous performance management, employee engagement, development, and growth in one solution, HR and People teams get powerful, real-time analytics that leads to actionable insights turning managers into leaders, employees into high-performers, and companies into the best places to work. Based in San Francisco, Lattice serves over 3,700 customers including Slack, Cruise, and Reddit, and was ranked no. 22 on the 2020 Inc. 5000 Fastest Growing Private Companies list and recently achieved a one billion dollar valuation in early 2021.

Awards & recognition

Lattice Wins G2 2022 Best Software Award

Lattice is thrilled to announce that we have been named to G2’s 2022 Best Software Awards! Every year, G2 highlights software providers that offer exceptional value, build a close-knit community, and receive top reviews from their customers, and we could not be more excited to be recognized for the second year running. 

Operating a software marketplace used by more than 60 million software buyers annually, G2 spotlights the world’s best software companies and their products based on authentic, unbiased, verified customer reviews. This year’s list included 600 different companies across the 26 lists, including 100% of the Fortune 500. 

With over 2,500 reviews overall, Lattice is honored to be ranked 79 on G2’s 2022 Best Software Companies list. Lattice also placed on the Top 100 Best Software Products, Top 50 Best HR Products, Top 100 Best Fastest Growing Products, and Top 50 Best Mid-Market Products lists. 

Read the complete G2 Best Of lists at, and read reviews directly from Lattice users on G2. 

More on the G2 criteria: The top 100 software sellers are ranked based on a combination of Satisfaction and Market Presence scores for each seller, and the top 100 products are ranked based on reviews across all categories they are a part of. To be included in one of G2’s Software Sellers or Software Products “Best Of” lists, a software seller or product must receive at least 50 approved and published reviews during the 2021 calendar year.

Lattice is a people management platform that enables companies to make work meaningful for their employees. Unlike other HR tools, Lattice focuses on employee engagement, productivity, and growth to build high-performing teams that inspire winning cultures through strategic, data-driven business decisions. Interested in learning how Lattice might benefit your company? Consult with our team or request a demo.