Account Executive

Lattice acquires Pando to advance continuous, ai-native performance. Announcements August 19, 2026 Helen Morris Senior Content & Communications Manager [SAN FRANCISCO - August 19, 2026] Lattice, the best-in-class people platform where people and AI succeed together, today announced the acquisition of Pando, the just-in-time performance platform, and the appointment of Pando founder and CEO Barbra Gago as Chief Marketing and Strategy Officer. Lattice has long championed continuous performance through tools that help employees and managers build habits around feedback, goals, 1:1s, updates, and development. Pando further grounds that model with tools for employee progression, evidence-based calibrations, and real-time signals from where work actually happens. Together, Lattice and Pando are advancing a model of performance that is continuous, grounded in trusted context, and built into the flow of work. Organizations are investing heavily in AI, but most are struggling to connect that investment to how their people are actually performing. They lack the data and the processes to bring their workforce along at the pace AI is changing the work itself. Lattice closes that gap, delivering trusted talent intelligence that connects People + AI strategy to measurable business outcomes. At Lattice, Gago will join the executive leadership team as Chief Marketing and Strategy Officer, where she will lead marketing and help shape the company's broader category strategy. The acquisition brings additional AI-native product and engineering talent into Lattice as the company continues investing in new ways for people and AI to succeed together. Prior to founding Pando, Gago helped build and scale category-defining brands, including Culture Amp, Greenhouse, and Miro. "The next era won't be defined by which companies deploy the most AI. It will be defined by which companies invest in the performance of their people and use AI to multiply human impact," said Sarah Franklin, CEO of Lattice. "Pando brings AI-native technology and talent that accelerate that mission. I'm thrilled to have Barbra bring her leadership and experience to our executive team as we lead what comes next." Performance at the speed of AI. AI is compressing the rate at which jobs, expectations, and required capabilities change. Performance systems have to keep pace and help companies continuously understand what great looks like, where capabilities are emerging or falling behind, and how the workforce needs to evolve. The shift is creating a new mandate for People leaders. Chief People Officers increasingly need to anticipate what capabilities the business will need next, understand where AI is amplifying human performance, and help their organizations adapt in real time. "AI gives us an opportunity to turn performance into an engine for building capability and compounding employee impact," said Barbra Gago, founder and CEO of Pando and incoming Chief Marketing and Strategy Officer at Lattice. "Lattice is uniquely positioned to lead this transformation, and I'm thrilled to join the team to help shape what high-performing companies look like in the AI era." Building the infrastructure for AI-native performance. Pando is the latest in a series of Lattice investments in AI-native performance and people intelligence, following the acquisition of Mandala's AI-native coaching technology and the launch of Lattice MCP, which brings trusted performance context into the AI tools employees and managers already use. "Having worked with Pando in the past and Lattice at Mozilla now, this combination is exactly what the market needs," said Mark Frein, Chief People Officer at Mozilla. "Pando brings an AI-first, competency-based approach that complements Lattice's deep performance expertise. Together, they're well positioned to help organizations rethink performance for an AI-native world and give People leaders the tools and confidence to lead that transformation." Companies need to answer a much larger question: how are their people and AI working together to create business value? Lattice is building the platform and intelligence to help People leaders answer this. About Lattice. Lattice is a best-in-class people platform where people and AI succeed together. Built on the belief that high performance is a habit, Lattice brings the best people and AI tools together to help employees grow, managers lead, and companies succeed. Lattice turns clarity, feedback, and alignment into daily habits - giving employees visibility into goals and growth, enabling managers to lead with real-time insights, and equipping HR teams with a connected foundation across performance, goals, growth, engagement, compensation, and AI. With a mission to make work meaningful, Lattice serves thousands of customers around the world. About Pando. Pando is a just-in-time performance platform built to help companies create clarity, enable continuous performance, and give employees greater visibility into how they can grow. Founded by Barbra Gago, Pando has partnered with more than 100 companies worldwide to replace episodic performance management with a more transparent, competency-based, and continuous approach to employee growth and performance. 3300+ 5-star G2 reviews Your people are your business. Ensure both are successful with Lattice.

July 2026 Product Updates: Lattice MCP, Evidence-based Review Drafts powered by the Lattice Agent, and more. Product Updates July 30, 2026 Amaury Sablon Lead Product Marketing Manager Summer is heating up, and so is its product innovation. This July Lattice Incorporated shipped two of its biggest AI milestones yet: Evidence-based Review Drafts, which turns your existing Lattice data into complete, cited review drafts in minutes, and Lattice MCP, which brings Lattice into the AI tools your team already uses every day. Lattice Incorporated also released updates to Compensation and Reviews workflows to make day-to-day processes faster. Let's dive in! Use Lattice from where you already work. Performance doesn't happen just in performance management software. It happens in 1:1s, in feedback, in project docs, and increasingly in the AI tools you open before your email. Too often, though, the context that helps people grow is trapped across tools and managers are left hunting through tabs, trying to reconstruct the story of someone's work from memory. That's why Lattice Incorporated released Lattice MCP last month. Now available to all US customers (EU data residency support coming this fall), Lattice MCP is published in the Claude, OpenAI, and Slack marketplaces, making Lattice the first performance management platform to officially launch an MCP in Frontier AI marketplaces. With it, employees and managers can pull in Lattice goals, feedback, 1:1s, updates, and prior reviews, combine that context with data from tools like Salesforce, Notion, and Jira, and draft, refine, and submit performance reviews without leaving the conversation. Draft reviews from real evidence with the Lattice Agent. Review season is one of the most dreaded moments in the HR calendar. Managers and employees open a blank form and spend the next hour hunting through months of scattered 1:1 notes, old feedback threads, and goal trackers, hoping to reconstruct a picture of performance from memory. The result: reviews that over-index on the last few weeks and undersell the real work. A new capability of the Lattice AI Agent, Evidence-based Review drafts turns months of performance signals already in Lattice, like 1:1s, feedback, goals, updates, growth areas, and prior reviews, into complete drafts, grounded in real evidence, right inside the review form. Early customers completed reviews 47% faster, on average, starting from a draft rather than a blank page. Close the loop on compensation cycles. A few updates this month make Compensation cycles more streamlined. * Reopen Compensation Recommendations: Approvers can now send unapproved recommendations back to an earlier recommender for revision with a note explaining what needs to change. Recommenders are notified by email, can update their work, and resubmit it all in Lattice. * Import Approved Promotions from a Linked Review Cycle: Comp admins can now pull approved promotion nominations directly from a completed review cycle into a compensation cycle. * Comp Statement Shareout Improvements: Statement sharers can now view equity awards planned by admins and admins can hide job level changes from statements for promoted employees. * Compensation CSV Export Improvements: Exports now include custom employee fields and external HRIS employee IDs (if available). Share and schedule analytics reports at scale. Distributing analytics data used to mean downloading CSVs or sharing reports with managers one by one. With its new enhancements, Admins can now share or schedule any saved Analytics Chart or Custom Report, to individuals, Lattice groups, or via a shareable link, from a single experience. Reports can be scheduled on a recurring cadence (daily, weekly, or monthly) and delivered via a secure email link. Group sharing is dynamic so the recipient list updates automatically as membership changes. Reduce manual setup across reviews and surveys. A few more updates this month cut down on repetitive admin work across reviews and engagement surveys. * Optimized PDF Review Packets: Review packets can run long and every extra page can mean more scrolling for managers and HR. The new Optimized format uses tighter typography and layouts to significantly cut page count. Choose "Optimized" or "Standard" at download time for both single and bulk exports. * Bulk Create Project Review Cycles via CSV: Upload a CSV to bulk-create every project review cycle at once, each row becomes its own cycle built from a single shared template. * Unexpire Onboarding and Exit Surveys: Reopen an expired onboarding or exit survey for any respondent in a couple of clicks. Not a Lattice customer? Request a demo to discover how Lattice's new and existing features can help uplevel your company's HR strategy. 3300+ 5-star G2 reviews Your people are your business. Ensure both are successful with Lattice.

Building an HR tech stack for 2026. HR & People HR tech payroll From payroll and benefits to recruiting and performance management, the right HR tech stack saves hours of manual work each week. Here is how to evaluate and assemble the right combination of tools for your team size. Reading Time HR & People The HR technology landscape has matured significantly over the past three years. The era of spreadsheets and email-driven processes is ending for any company that values accuracy and compliance. In 2026, the question is not whether to adopt HR software - it is which combination of tools creates the most efficient workflow for your specific team size, geographic footprint, and growth trajectory. ## The Core HRIS Layer Every HR tech stack starts with a core HRIS to store employee records, manage organizational structure, and track employment lifecycle events. For companies under 50 employees, Gusto provides the most streamlined experience by bundling HRIS, payroll, and benefits into a single platform. The trade-off is that Gusto's HR features are shallower than dedicated HRIS platforms - its performance management module covers the basics but lacks the depth needed for companies with formal career laddering and 360-review processes. BambooHR remains the strongest standalone HRIS in the 50-200 employee range, offering deeper HR functionality around time-off policies, document management, and reporting, but requiring a separate payroll provider. Rippling has emerged as a strong third option for companies that want unified IT and HR administration - its device management and app provisioning features are unique in the market, though its HR depth does not yet match BambooHR. ## Payroll Processing Payroll accuracy is non-negotiable, and the payroll module you choose often determines the rest of your HR stack. If you use Gusto as your all-in-one platform, payroll is included and handles auto tax filing, multi-state withholding, and year-end W-2 processing with a tax penalty guarantee. If you use BambooHR as your HRIS, you will integrate with a dedicated payroll provider like Gusto or ADP. The integration between BambooHR and Gusto is mature, syncing employee records and time-off balances bidirectionally, but payroll journal entries still flow one direction into your accounting software. Companies with 100+ employees across 10+ states should evaluate ADP or Paychex for their broader tax compliance coverage and dedicated support teams - both handle edge cases like garnishments, local tax jurisdictions, and multi-entity payroll structures that all-in-one platforms may not support reliably. ## Recruiting and Applicant Tracking The recruiting layer of your HR stack needs to connect job postings, candidate pipelines, and onboarding. For companies hiring 5-20 people per year, t ## Performance Management Performance management is the most commonly deferred HR function, but investing in it early prevents the painful retroactive evaluations that companies face when they first need to make promotion or termination decisions with no documentation. For teams under 50 people, simple quarterly check-in templates in your core HRIS are usually sufficient. As teams grow beyond 50, dedicated performance management tools like Lattice or 15Five provide structured goal tracking, manager feedback calibration, and engagement survey capabilities that most all-in-one HR platforms lack. Lattice integrates directly with BambooHR and Gusto, pulling employee data and org structure to keep performance records aligned with the core HRIS. ## Compliance and Security HR data is among the most sensitive information your company holds. Every platform in your HR stack should support SOC 2 Type II certification, annual penetration testing, and role-based access controls that restrict payroll and personal information to authorized administrators only. Configure SCIM provisioning through your identity provider so that employee access to HR tools is automatically granted on hire date and revoked on termination date - manual deprovisioning is the leading cause of HR data exposure in growing companies. Run a quarterly access audit across all HR tools to verify that former employees, contractors whose engagements have ended, and interns whose terms have expired no longer have active accounts. ## Building Your Stack by Company Size The right HR tech stack depends on where your company is today and where it will be in 24 months. Companies under 25 employees should start with Gusto as an all-in-one: you get payroll, benefits, basic HRIS, and time tracking in one platform for predictable per-employee pricing. At 25-75 employees, add BambooHR or Rippling as a dedicated HRIS layer if Gusto's HR features feel limiting, and consider a lightweight ATS if you are hiring regularly. At 75-200 employees, evaluate a dedicated performance management tool like Lattice, upgrade your ATS to Greenhouse or Lever if recruiting volume demands it, and ensure your payroll provider supports all states where you have employees. Beyond 200 employees, enterprise HR suites like Workday or SAP SuccessFactors become worth evaluating, though the migration cost and implementation timeline (typically 6-12 months) means you should only make that jump when your current stack creates measurable friction in reporting, compliance, or employee experience. Key Takeaways * 1In-depth analysis of hr & people tools and trends * 2Practical recommendations for hr tech and payroll * 3Based on real testing and expert evaluation by PilotStack Team PilotStack Team is a software expert at PilotStack, specializing in hr & people tools and technology evaluation. Published July 16, 2026