How Loop Built Fair, Transparent Compensation — and Unlocked Confident Managers with Lattice

Loop is a rapidly growing scale-up — having grown from 12 to 320 employees over three years, and tripling its revenue in just eight years — that has been navigating the challenges of rapid expansion while maintaining a people-first approach.

Since it was founded in 2016, Loop has sold 13M+ earplugs and has grown to include 407k community members. The company emphasises a culture built on freedom and accountability, giving high performing teams the autonomy to do their best work while trusting them to take ownership of their results. This unique approach to workplace culture underscores Loop’s commitment to creating an environment where managers and employees can thrive.

Why Loop Needed a More Integrated People Platform

Before Lattice, Loop was using 15Five and looking for an HR platform that was more integrated and wide-reaching across different modules. The company wanted to make sure employees enjoyed using the platform and were drawn to the stand-out intuitive user experience Lattice provides. In addition, Bas Moeyaert, Director of People Programs at Loop, explained: “We wanted to build on what employees were used to (weekly updates), with objectives, growth plans, competencies tracks — things that couldn’t be done before.”

The effect has been bigger than anticipated Bas explains: “The biggest shift we’ve made is going from firefighting to enablement. We’ve started thinking more like product managers — building frameworks and giving people the tools to help themselves rather than always stepping in to solve problems for them.”

Simplifying Compensation Decisions with Clear Guidelines and Guardrails

Loop has leveraged Lattice’s compensation management toolsLattice to bring clarity and structure to its compensation decision-making process. By establishing predefined guidelines and guardrails, the company ensures consistency and fairness while avoiding potential pitfalls in salary planning.

As Bas explained, "It's easier for people to engage when the rules are clear,”. Bas explains. “Lattice helps us proactively set guidelines and guardrails, ensuring consistency and avoiding unexpected outcomes like budget overruns during salary decision-making."

“When managers see the full picture — the budget, the guidelines, and the trade-offs — they realise how complex those decisions really are,” says Bas. “They become more thoughtful and accountable.”

This “freedom in frame” approach has made decision-making both fairer and more transparent. For example, managers are provided with a budget and clear recommendations based on performance reviews, but they retain the autonomy to make adjustments — provided they justify their choices. This shift not only reinforces fiscal responsibility but also encourages managers to engage in meaningful conversations with team members about compensation decisions, fostering clarity and trust.

Managers at Loop have embraced the Compensation tool, with 100% recommendations submitted in the last review cycle.

Empowering Managers and Unlocking Peer-to-Peer Learning

Lattice has been instrumental in enabling Loop to empower managers and foster a culture of collaboration and accountability. As Bas shared, "By reducing time spent on operational tasks, like working in Excel and comparing manually, Lattice allows our team to focus on meaningful conversations about company behaviours, alignment, and leadership development."

The team uses Lattice to pinpoint areas where managers excel and where they may need support. "After engagement surveys, we leverage Lattice to identify managers' strongest results and areas requiring improvement. This allows us to provide targeted support and foster peer-to-peer learning where high-performing managers mentor others," Bas explained. This approach not only addresses areas of concern but also builds a stronger, more interconnected leadership community.

Another example of how Loop put Lattice AI Engagement Insights into action: “When trust in leadership scores dipped in one team, we used Lattice’s anonymous comment feature to dig deeper,” says Bas. “It turned out employees were referring to the executive team, not their direct managers — so we adjusted how we phrased questions and coached leaders accordingly. That level of insight just wasn’t possible before.”

With less time spent in spreadsheets and more time in meaningful dialogue, the people team can now focus on shaping culture. “We’re spending more time on the conversations that matter — not just data or process, but how we behave, how we lead, and how we align as a team,” says Bas. “It’s made our work more strategic and more human,” underscoring the platform's role in enhancing both operational efficiency and interpersonal connection.

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An Intuitive Partner for Growth

Loop has found in Lattice not just a tool but a partner committed to their growth. Bas’ advice to other HR practitioners: "Choose a partner like Lattice, a company that actively conducts research, listens to customer input, shares a clear roadmap, and grows with you," reflecting the value of Lattice’s forward-thinking approach and dedication to customer success.

He adds, “Find a tool people actually like using. Adoption only happens when the experience is intuitive and enjoyable. And choose a partner that’s growing with you — one that listens, evolves, and has a clear AI roadmap.”

The platform has become an integral part of the company’s operations, providing a centralised space for managing all aspects of team development.

"The main impact of Lattice is that it creates a single platform where everyone in the company can manage everything related to team development and follow-up. I'm a huge fan!"

This consolidation has streamlined processes, reduced inefficiencies, and created greater alignment across teams.

By offering a user-friendly experience and continually evolving to meet customer needs, Lattice has proven to be an intuitive and reliable partner in Loop’s journey toward scalable growth and a thriving workplace culture.