CEO Jack Altman’s email to Lattice employees

Earlier today, Lattice CEO Jack Altman sent the following note to Lattice employees.



I’m writing to you today to share news about a very difficult change we’re making at Lattice. We’re going to reorganize the company and part ways with around 15% of our teammates. It’s not lost on me that this is particularly hard as an HR software company whose mission is to make work meaningful. If you are one of the impacted Latticians, you’ll receive an email from me in a few minutes sharing more details and letting you know about next steps. I am deeply sorry that you have been impacted as a result of this change. If you are not impacted, you will be receiving a separate email from me letting you know that you were not impacted.

The market reality

Starting in the middle of 2020, the world moved into an unprecedented environment for many companies. As interest rates plummeted to 0% and monetary policy pushed lots of money into the economy, companies had easy access to capital, and demand for products and services surged. Organizations hired aggressively to meet market demand and the war for talent reached a fever pitch. The result, for Lattice, was that growth skyrocketed.

Fast forward a couple of years to 2023, and the economic picture has meaningfully changed. Many companies – our customers and prospective customers – are seeing their demand retract and they are slowing hiring and spending in all areas to preserve their cash and get to profitability.

While our revenue has grown by five times since the start of the pandemic, our costs have grown by even more as we geared up for a continued rate of growth that now looks unlikely. Additionally, so much of our organization was built for a paradigm of rapid growth, in terms of the roles, ratios, and structures we’ve put in place. 

My job now is to lead the company through a change in the way we operate, with a far more balanced approach to growth and efficiency, because the market and our customers will demand it.  This means that, instead of a world in which Lattice will soon have thousands of employees, we will operate with a relatively flat headcount in FY’24. And instead of a world in which we hire way ahead of organizational needs, we’ll operate efficiently with the resources that are needed for the organization today, which will lead to better products and experiences for our customers. To be clear-eyed, this is simply not the organization we have today.

I have full faith in our long-term strategy; the core problem we’re solving is more important than ever. But while reviewing our FY’24 annual plans it became clear to me that the only path to constructing a healthy business through this downturn requires a reset to our overall headcount. We started to be affected by the downturn in summer 2022, and quickly implemented a hiring freeze but did not reduce headcount. As the downturn has progressed, I don’t see any other way to look you in the eyes and say I am putting the ship first for all Latticians and for our customers without making this change.

We’re lucky to have the financial footing we have, the customer base, the brand, and the team. We offer products that we know the market needs especially in these challenging times when business performance is so critical, and we feel confident in the value of the new products we have coming. This change positions us to have the runway we need to build for the long term and will give us an organizational design that I believe will make us more streamlined and able to accomplish our mission.

What’s next

As I mentioned at the start of the email, we’re parting ways with around 15% of the company. Here’s what we’re doing to make this layoff as manageable an experience as possible for the talented Latticians who we’re saying goodbye to through no fault of their own:

  • Pay: Separation packages offered to affected employees include a minimum of 12 weeks of pay, and more for those with longer tenure.
  • Equity: We removed the vesting cliff for employees who were with Lattice for less than one year. Their equity will vest monthly during their employment term as if they had reached the cliff. Employees will have up to 3 years to exercise their options post-exit.
  • Healthcare & Mental Wellness: We’re covering the cost of healthcare benefit continuation for employees, as well as extending mental health support through Spring Health, for 3 months.  
  • Financial Advising:  Origin financial wellness support will be available for 3 months to provide Certified Financial Planning and other tools.
  • Career support: We will be providing transitional support services to affected employees, with the costs covered by Lattice.  The support includes career coaching, resume and LinkedIn updating, interview coaching, among other personalized services.  
  • Laptops: All impacted Latticians may keep their cleaned laptops (all company data has been removed). We recognize that a career transition is not a good time to be without a capable machine.
  • Invest in Your People Fund: The option to have Lattice invest in a new startup will remain available to departing Latticians. If they decide to launch a startup that aligns with Lattice’s investment criteria, they will be eligible for up to a $100K investment from Lattice. Details here.

I am deeply appreciative to all of those who are being impacted by this change. Each person is incredibly talented and made meaningful contributions to Lattice that will not be forgotten. We will do everything in our power to help these folks go on to their next chapters in wonderful ways.

Thinking about the future

Reflecting on what we could have done better, one of the most important takeaways is the importance of building an all-weather business. In response to the exceptional customer demand we experienced in 2021, we grew our headcount quickly. Going forward, it’s critical that Lattice builds with efficiency and financial health more prominently in mind.

In addition to restructuring our team, this is a moment where Lattice will need to return to basics. We’ve been speaking a lot recently about our customers needing to adapt to meet the moment, and Lattice will too. As we scale our business from a venture-backed startup to one that can someday be a profitable, independent business, we’ll change not just our headcount but our way of operating. We’ll talk more about what this means for Lattice over the coming days and weeks.

Today, we thank the shipmates who will be departing. I am so sorry to not have been able to give you a more positive and complete experience of working at Lattice. I am so grateful for you sharing your talents and energies with us for the time you were here.



Lattice’s 2022 in Review

It’s time to turn the page on a challenging year. By any stretch, the past twelve months haven’t been easy. A cost of living crisis, recession fears, and geopolitical conflict have weighed heavily on employees’ minds — and yours. But at the same time, we witnessed the world turn a corner after the pandemic with a newfound appreciation for the relationships that mattered and the traditions that were missed.

We can’t call it a return to normalcy. But as we reflect on the state of the workplace, we also can’t help but feel optimistic for the future. Employees who may have felt professionally stuck are once again having meaningful career conversations with their managers. Teams are developing new norms to enable collaboration and alignment regardless of location, and businesses are realizing that driving performance starts with investing in your people.

We feel privileged to support over 4,500 workplaces in making work a more meaningful, shared experience. As we close out another unforgettable year, we can’t help but reflect on the important milestones our users reached in 2022. Every one-on-one, goal set, or piece of feedback represent an impactful moment for an employee or manager. Here’s a snapshot of what we accomplished together: 

In the past 12 months, Lattice users have...
Submitted 2,823,432 reviews.
Completed 3,333,980 one-on-ones.
Shared 834,481 pieces of feedback.
Created 2,407,750 goals.
Created 84,821 individual development plans (IDPs).

These milestones mean a lot for Lattice, mostly because they remind us why we’re in the business of people. Our mission has always been about empowering humans to build meaningful connections at work, and we look forward to doing this even more in 2023.

Happy New Year from all of us at Lattice!


Lattice Announces Lattice Connect Partner Ecosystem to Help Organizations Maximize People Success

Lattice, the leading provider of people success software that empowers business leaders to build engaged and high-performing teams and inspire winning cultures, today announced the release of Lattice Connect, a new global partner network that will help clients rapidly accelerate their people success initiatives. With new benefits and resources designed to bring more strategy, guidance, and agility to its growing ecosystem, the new network will provide a deeper and more accessible range of partner skills and solutions for clients evolving their people success strategy.

“By introducing a new partner resource center and comprehensive set of tools, companies around the world will be able to accelerate their people success programs,” said Lester Lee, Vice President of Partnerships at Lattice. “The Lattice Partner Ecosystem will empower more Lattice customers to deliver modernized people management and culture initiatives for their employees, while providing partners the opportunity to grow their business with access to more than 4,500 Lattice customers.”

“We’re partnering with Lattice to help companies around the world develop a more people-centric approach to management and culture,” said Tai Rattigan, Global Head of Partnerships at Deel. “We both want to help our customers hire the best talent across borders and set them up for success, which includes better performance management and career development for distributed teams.”

As companies strive to keep up with an ever-evolving world of work and continue to find solutions to keep their employees engaged, performing, and happy, the need for a more streamlined methodology in planning has emerged. Lattice Connect gives users the ability to find, onboard, and collaborate with the right partners based on their needs.

With the new Lattice Connect partner program, Lattice customers will be able to more easily identify and collaborate with the right pre-qualified partners across a range of technology and industry solutions – from Diversity Equity and Inclusion (DEI) planning to hybrid work strategy. New centralized resources, including a new Lattice Partner portal and the enhanced Lattice Marketplace, will help ensure Lattice and its partners are in lockstep to quickly and efficiently deliver solutions that drive impactful results.

“We know that people, working on teams, are the drivers of business success”, said Raphael Crawford-Marks, Founder and CEO of Bonusly. “We are excited to take part in the Lattice Connect partners ecosystem to help thousands of businesses connect the dots between company performance and highly engaged teams.”

Learn more about Lattice Connect at:


Empower Clarity and Consistency With Lattice Compensation

Pay is paramount. 

For modern companies, a strong compensation strategy can be the secret to retaining top performers and remaining successful. The evidence here isn’t just anecdotal: according to a LinkedIn study, businesses rated highly on compensation also have 56% lower attrition rates.

But setting up (and sticking to) a strong compensation strategy can be challenging. After all, it’s no secret that the traditional compensation management process is frustratingly complex, error-prone, and labor-intensive. 

At Lattice, we knew there had to be a better solution — so we built it. 

Meet Lattice Compensation

Designed to empower efficiency and equitability, Lattice Compensation helps HR teams put manual processes on autopilot and easily manage every part of the compensation review process in a secure, centralized hub. 

With Lattice Compensation, HR teams benefit from:

  • Clear compensation guidelines. Create a unified set of compensation guidelines using performance ratings, compensation ratios, and more — empowering clarity and consistency across the entire company.
  • Stronger collaboration and communication. Make compensation decisions more transparent and equitable for all. Our notes and review tools help managers, directors, and executives provide context about specific recommendations and actions.
  • Streamlined workflows. Manage every part of the compensation review process in one centralized place — finally putting spreadsheet stress in the past.

Here’s what one early adopter had to say about Lattice Compensation:

“Our compensation process to date has been largely manual and labor-intensive, with sensitive information spread across multiple platforms and spreadsheets. Lattice Compensation offered a world-class solution that consolidated all of our processes into one place, pulling in employee performance data to create a structure that allows for increased clarity and transparency around compensation cycles.” — Bill Haig, Vice President of Operations at GoodUnited

More than Compensation

Taking a look into a new feature of Lattice Compensation: easily shareable employee compensation statements designed to encourage proactive, transparent communication.

Picture this: a top performer is promoted, only to wait…and wait…and wait…for an official document communicating their new compensation package. Meanwhile, HR is stuck shouldering the time-intensive task of manually creating compensation letters for multiple employees across the organization.

Not only is this scenario aggravating for everyone involved — it’s also incredibly common. We knew there had to be a more efficient way of documenting and communicating employee compensation changes and promotions. And now it’s here. 

Built to make your life easier, our employee compensation statements help managers communicate compensation changes in real time. No more wishy washy conversations with direct reports while waiting for letters to be drafted — and no more employee confusion about what’s coming next. 

Now, managers can have meaningful comp conversations in a timely manner, equipped with all the data their reports care about seeing most. 

Try Lattice Compensation today

Ready to make your compensation management process more efficient, equitable, and effective than ever before? Schedule a demo


Welcoming Lexi Reese To Lattice’s Board

I am absolutely thrilled to announce today that Lexi Reese, who was most recently COO of Gusto, is joining Lattice’s Board of Directors. Before Gusto, Lexi was an executive at Google, Facebook, and Amex.

Lexi brings an incredible range of experiences to Lattice. Besides what you can see on paper, one of the notable things about Lexi is how structured a thinker and leader she is. She truly has a battle-tested framework for everything, a well-thought-out point of view, a relevant slide, a poignant article. Speaking personally as someone who tends to be a little bit more spontaneous in my decision-making, I feel grateful to be supported by someone like Lexi who has such depth of experience of structure of thought.

More importantly than any particular set of experiences, Lexi has an outlook on the world that I know will help us further our mission to make work meaningful. She cares deeply about the human side of work, which came through in every conversation we’ve had.

She’s also very committed to the ideas of performance and personal growth. I knew we had a match when she told me that she wanted to have a performance review plan for herself and all board members going forward. Music to my ears!

Lattice was founded on the idea that people-centric leadership is the key not only to happier employees, but more successful companies. Lexi has lived and breathed this philosophy at some of the best organizations in the world, and I’m so grateful to have her leadership on our board as Lattice enters its next stage of growth.


Lattice Launches Technology Partnership with UKG

Lattice today announced its new technology partnership with UKG, a leading provider of HR, payroll, and workforce management solutions for all people. Lattice and UKG are focused on creating better employee experiences for everyone, to drive people success and improve business outcomes. 

With this collaboration, organizations that utilize both Lattice and UKG Pro will be able to eliminate manual administration of employee records in Lattice and ensure no duplicate employee records are created, automate new hire provisioning and employee termination/resignation to Lattice, and synchronize custom attributes across applications to automate business rules and run advanced reports.

UKG solutions are developed with its Life-work Technology™ approach. Life-work Technology emphasizes people systems that inspire the workforce by enabling autonomy and flexibility, and by connecting people to their colleagues and roles with purpose. These work systems help businesses thrive by offering higher productivity, optimizing teamwork, and providing more opportunity for people to support each other and their communities.  

“At UKG, we strive to create lifelong partnerships with our customers, helping them create modern people experiences to drive better business outcomes and anticipate employee needs beyond just work,” said Mike May, Vice President of Technology Partnerships at UKG. “By cultivating a highly engaged ecosystem of technology partners, including Lattice, we’re able to help create a more seamless and empowering technology experience.” 

The integration with UKG also automatically syncs new information – like new employees, promotions, and more – adding additional insight to employee profiles. This enables managers and HR teams to see the full picture and better understand employees’ experiences at their company and removes the need to update multiple platforms.

Building an enduring company starts with a strong team. Invest in your employees with the combined benefits of full-service HR with the leading People Success Platform. To learn more about Lattice’s new integration with UKG, visit:


Lattice and TriNet Partner to Streamline HR

Maintaining clear, consistent people data helps managers and senior talent leaders unlock the power of their teams by surfacing trends, and helping to drive performance and growth.

Both Lattice and TriNet strive to empower companies to support their most important resource – the humans who work there. This integration will enable businesses to focus more time on their people and growth by providing access to a human resources solution that unites payroll, access to benefits, risk mitigation, HR expertise and a comprehensive technology platform. The collaboration is designed to help users share and manage their workforce data in real-time.

“As a mature startup with a small HR department, we consider Lattice to be an integral part of our team,”

said David J. Voorhees, Vice President of People & Culture at Recycle Track Systems.

“Having the integration of Lattice with TriNet will save us endless hours of admin work. This is a great thing as we are in growth mode with 5 to 8 new employees joining the organization each month.”

Navigating between tools increases the chance of misunderstanding or losing information. Integrating people data between TriNet and Lattice gives people leaders and managers the peace of mind knowing employee data will be aggregated without having to manually enter data across two systems. Lattice retrieves data critical to performance management, employee engagement, career development, and analytics.

The integration also allows for single sign on and automatically syncs new information, like new employees, promotions, and more, adding additional insight to employee profiles. This enables managers and HR teams to see the full picture and better understand employees’ experiences at the company as well as removing the need to update multiple platforms.

Building an enduring company starts with a strong team. Invest in your employees with the combined benefits of full-service HR with the leading People Success Platform.


Lattice Announces New Compensation Management Product Bringing Transparency to Pay Decisions

Lattice, the leading provider of people success software that empowers business leaders to build engaged and high-performing teams and inspire winning cultures, today announced the release of Lattice Compensation, a new product offering aimed at connecting performance and compensation to drive employee engagement and retention. Lattice Compensation will streamline compensation activities within a secure, centralized hub that seamlessly incorporates employee performance data, giving employees more clarity and transparency into pay decisions and empowering employers to make more equitable choices.

“When it comes to talent management and retention, compensation has always been a critical piece of the full picture,” said Cara Brennan Allamano, Chief People Officer at Lattice. “At Lattice, we want to help our customer’s power employee-centric, holistic People strategies – and Lattice Compensation is a natural evolution of that mission, bringing new levels of efficiency, clarity and ease to a historically complex, error-prone, and labor-intensive process for HR teams.” 

A convergence of factors – including a shift in the labor market, increasingly distributed workforces, and rising inflation – are driving changing expectations around compensation transparency from employees while companies continue to focus on effectively managing employee pay. To stay competitive while navigating an uncertain economic environment, companies will need to execute dynamic compensation strategies that enable them to be flexible and reward top performers, while also including checks and guidance that ensure compensation practices are equitable, clear, and data-driven.

Lattice Compensation helps People teams make manual processes and complicated spreadsheets a thing of the past. By streamlining the setup and launch of compensation cycles and creating trackable workflows that seamlessly pull performance data, pay decisions become more equitable and data-informed than ever before. It also allows organizations, teams, and leaders to set compensation guidelines using performance ratings, compensation ratios, and more — empowering clarity and consistency across the entire company. 

“Our compensation process to date has been largely manual and labor-intensive, with sensitive information spread across multiple platforms and spreadsheets,” said Bill Haig, Vice President of Operations at GoodUnited. “Lattice Compensation offered a world-class solution that consolidated all of our processes into one place, pulling in employee performance data to create a structure that allows for increased clarity and transparency around compensation cycles.”

By gathering data on company pay bands, team budgets, and more into one intuitive tool, Lattice Compensation will also provide managers and team leads with the information they need to make and communicate pay decisions with transparency, which is increasingly important to employees in the new world of work. 

Lattice Compensation works within the wider Lattice platform and is designed to pull relevant data directly, drawing clear connections between employee performance and compensation and powering a more holistic approach to People strategy. 

“Having Lattice Compensation as part of the overall product of Lattice tools really ties everything together,” said Dan Smolkin, Head of People Operations at Aurora Solar. “As we’re talking about an employee’s journey with the company, being able to tie compensation in as another part of the product really helps drive everything home.”

Learn more about Lattice’s new Compensation product and join the early access program here. You can also learn more about how to evolve your compensation strategy here and in the Lattice library.


An Update on How Lattice Will Show Up in the Fight Against Racism

In June of 2020, the world reacted to the murders of George Floyd, Breonna Taylor, and Ahmaud Arbery with Black Lives Matter protests. Many companies made commitments and pledges to do more to help end racism and social injustice, Lattice included. In our post “How Lattice Will Show Up in the Fight Against Racism,” we committed to supporting anti-racism groups through contributions and to never tolerate racist behavior in our organization.

We leaned in and listened to our employees to help determine new opportunities that would support our commitment to creating a more diverse, equitable, and inclusive workplace and community.

We’d like to share our progress — the work that we are proud of as well as the work that still has a journey ahead.

Our Commitments to Fighting Racism

Partnerships and Hiring

Create a formal advisory role, both to partner with our ongoing internal DE&I work and to help guide future product development in ways that support DE&I.

  • In the fall of 2020, we hired Jen Fontan as a formal advisor to meet with employee resource groups (ERGs), the Lattice People team, and Lattice Advisory Services to support immediate change on making our company and processes more inclusive.

Start an internship program for Summer 2021 with a specific eye toward bringing three people from underrepresented backgrounds into tech.

  • Shayna Bulluck joined Lattice as a Recruiting Programs Manager, and will be leading the development of our formal internship program. This program will begin as a pilot with select teams for the first cohort.
  • Members of our recruiting team partnered with Path Forward for a Returnship program, from which two software engineers were hired (one of which has recently been promoted). We also participated in a sponsorship of Techtonica, a tech bootcamp for women and non-binary adults with low incomes. Lattice Engineers volunteered their time to support the cohort on projects, and Lattice interviewed members of the cohort and brought on one intern for 6 months. We recently extended a full-time offer to the intern we brought on.

Use platforms specifically designed to source candidates from underrepresented groups.

  • Lattice has used several new tools and platforms — including job posting and database Tech Ladies, job board and sourcing list Power to Fly, job board Rise, and Gem Analytics, which allows us to assess whether people move through each stage of the process equally and equitably.

Update our About Us page to amplify our DE&I efforts and appeal to a broader group of candidates.

  • We have added our diversity statistics and a listing for our ERGs, and linked to the original commitments blog post on our About Us page. We will continue to update this page and other pages on our company site to highlight our ongoing work around DE&I.

Conduct ongoing interviewing training for all Lattice employees around bias in interviewing.

  • All Lattice employees participating in the hiring process are required to complete training to understand best practices and expectations while interviewing. We have also implemented the use of interviewing scorecards, which are required for all candidates by all members included in the interview process. These ongoing training initiatives help ensure we are mitigating bias in the hiring process.

Employee Education

Host internal allyship and unconscious bias workshops to better educate our employees.

  • We are continuing to find opportunities to incorporate DE&I education resources into our long-term learning strategy for all employees.

Conduct manager training and provide resources related to DE&I.

  • We hosted a voluntary “Behaviors of Inclusion” training with LifeLabs in February 2022 (FY’23 Q1) to educate employees about working alongside people from historically excluded communities to achieve equity, inclusivity, and justice. These topics are also being incorporated into our learning programs.

Drive fluency in relevant ideas such as intersectionality.

  • We have begun to discuss how intersectionality in data will help to drive decisions. Intersectionality is more integrated into our safe-space monthly “Community Conversations” events.

Transparency and Accountability

Publish our compensation philosophy and conduct bi-annual pay equity reviews.

  • The People team finalized and internally shared our compensation philosophy structure and philosophy with the entire company, and ran its first fiscal cycle during FY’23 Q1.
  • Lattice conducts pay equity analysis annually and whenever there are significant shifts in our compensation strategy.

Publish our diversity statistics and initiatives publicly.

  • The People team shared our diversity stats to the entire company internally and added these stats to our website. These stats will be updated quarterly.

Lattice Culture and Policies

Offer Lattice for free to nonprofits that are doing work on behalf of racial and social equality.

Observe Juneteenth annually.

  • Juneteenth is now a Lattice company holiday for U.S. employees, as well as a federal holiday.

Make U.S.Election Day a company-wide holiday in presidential election years.

  • Lattice offered this holiday in 2020, and our People team actively provided resources to the company related to voting. This is not currently an official annual company holiday, but employees are encouraged to use paid time off to vote throughout the year as needed.

Create opportunities for new hires to share stories and insights about their originating cultures or families.

  • All new hires are encouraged to learn more about our ERGs and join during new hire orientation. Our ERGs host monthly Community Conversations that create safe spaces for people to share experiences, and discuss ideas, and raise awareness on important topics.

Embed the core concepts of DE&I into our company Core Operating Principles.

  • Lattice has developed a DE&I philosophy and guiding principles that support our company’s Core Operating Principles to drive our long-term commitment and initiatives.

Highlight our LOUD (Latticians Organizing Unity and Diversity) ERG members and host educational fireside chats during All Hands meetings.

  • Lattice featured anti-racism speakers in our All Hands meetings lineup to educate employees on different cultural perspectives and experiences. Just this year, we’ve hosted several dedicated fireside chats with speakers across the anti-racism spectrum — including poet Azure Antoinette during Black History Month and radio host Meena Kim during Asian American Pacific Islander Heritage Month. We’ll keep working on it, with a continuing focus within our All Hands content strategy.


Improve content and features in our tools to help People teams, managers, and individual contributors learn — as well as improving data visibility, planning, and follow-through to drive action.

  • This commitment of course is the hardest of all, but we feel excited about the progress we’ve made! 
  • We’re actively working on features that could help companies adhere to the core underpinnings of pay equity. Plus, our Grow and Marketing teams also rolled out a template gallery of competencies that could help customers create a more equity-driven career matrix program across their companies. 
  • And finally, the Lattice Advisory Services team is working with DE&I consultancy Peoplism to help customers drive more equitable performance reviews and feedback. Peoplism also worked with the Marketing team on our ebook, HR’s Guide to Making Performance Management More Equitable.

Employee Resource Group Program Enhancements

As we grow as a company, we realize that our DE&I needs and programs need to continue to grow with us. Here’s how we have further enhanced our ERG Program:

Increased ERG resources & support in 2021

  • A huge part of our internal work on these commitments has been shouldered by our ERGs made up of employees from marginalized groups. Since this work is largely volunteer-based and often goes on alongside employees’ full-time jobs, we wanted to make sure ERGs and their leaders are fully supported.

Give each ERG budgets.

  • Each ERG has a dedicated budget in order to provide more flexibility and autonomy for programming.

Compensate ERG leaders.

  • ERG leadership work is real work with real value to Lattice as a company and a significant time investment, and we need to treat it like that. Each ERG can create up to two compensated roles that would each be paid additional compensation annually.

Invest in ERG leadership

  • ERG leadership is a role that people take on  without the dedicated, formalized support that we might provide for other roles at Lattice, like onboarding or training. Now, ERG leaders have optional access to additional manager training, learning and development stipend, and mentorship.

Recognize contributions to our culture in performance reviews.

  • We’ve added an explicit question in performance reviews covering contributions to Lattice culture. These can be through ERGs but also through organizing team events, taking on actions from engagement survey action plans, onboarding and training, as well as other ways folks go outside of their job description to strengthen and evolve our culture. 

Building for Sustainability

While we have achieved a lot in the first 12 months of these commitments, we have truly been humbled by the work. Here at Lattice, we are now more than ever committed to fighting racism. We’re still committed to using our platform and our product to inform and educate others, as well as learning and bettering ourselves.

In May 2022, we hired Global DE&I Leader Kris Bell to drive our long-term commitment and develop our Diversity, Equity & Inclusion team. We are building for impactful, sustainable change in our organization and the world. We are proud and truly humbled by the immediate impact our teams were able to contribute. Lattice is still committed to being part of the change. We’re still committed to using our platform to lead by example and our product to inspire others to join us on the journey.


Lattice Welcomes Cara Brennan Allamano as Chief People Officer

SAN FRANCISCO, CA, June 7, 2022– Lattice, the leading provider of people success software for businesses with people-first cultures, today announced that Cara Brennan Allamano is joining the company as its first Chief People Officer. Cara brings more than 20 years of human resources and leadership experience to the role with a focus on scaling HR operations, recruiting, and learning & development at fast-moving, global companies. Cara will lead Lattice’s global People team, including talent acquisition, onboarding, learning and development, HR business partners, total rewards, and diversity, equity and inclusion.

“Lattice’s people-first approach has created the foundation for a world-class company culture,” said Cara Brennan Allamano. “After seeing the impact the product has on unlocking key understanding to enable people managers and HR leaders to more effectively build and strengthen employee success within the organization, I’m excited to join the team at this pivotal stage as we define what the future of work will be.” 

“Today the perception of people management within organizations is shifting from a purely operational function to a strategic partner,” Cara continued. “Lattice’s growth during this time has been a testament to their understanding of the roles of both employee success and culture within successful companies and I’m thrilled to be part of the next chapter.”

Most recently, Cara was the Senior Vice President at Udemy, where she led the company through substantial global growth and recent IPO. In addition to founding PeopleTech Partners and StartupHR, Cara has held human resources leadership positions at Planet, Pinterest, and Adobe.

“Cara has a long history of building people-first cultures, and we’re really lucky to have her joining the team at Lattice to help us build the type of company our products promise to help our customers build,” said Lattice co-founder and CEO, Jack Altman. “In addition to using her expertise as we continue to scale our team, we’re thrilled to tap her for deeper insights into the HR tech landscape as we continue to expand Lattice’s products and features through the employee lifecycle.” 

Cara has hit the ground running since joining Lattice, which is currently hiring roles across Product, Engineering, Sales, and more to build out its remote-first hybrid workforce. View all open roles on the Careers page.

About Lattice

Lattice is the People Success Platform that brings together all of the tools, workflows, and insights to help organizations develop engaged, high-performing employees and winning cultures.  By combining continuous performance management, employee engagement surveys, compensation management, and career development tools into one connected solution, Lattice can deliver powerful people analytics used by HR and People teams to drive impactful business outcomes. Ranked on the Inc. 500 Fastest-Growing Private Companies list two years in a row, Lattice serves over 4,250 customers worldwide including Slack, Cruise, and Reddit.