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Lattice.com Hr

To build world-class teams that transform organizations by becoming the definitive people success platform

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To build world-class teams that transform organizations by becoming the definitive people success platform

Strengths

  • PRODUCT: Comprehensive performance management platform with strong customer satisfaction scores above 4.5/5 stars
  • TALENT: Experienced leadership team with proven track record in HR tech and strong engineering capabilities
  • MARKET: Strong position in growing $24B performance management software market with 110% net revenue retention
  • CUSTOMERS: 5,000+ customers including Fortune 500 companies with high engagement and low churn rates
  • INNOVATION: Continuous product development with AI-powered analytics and people insights capabilities

Weaknesses

  • SCALE: Limited enterprise sales team capacity constraining growth in large deal segments
  • INTEGRATION: Complex implementation process averaging 90+ days reducing customer time-to-value
  • COMPETITION: Smaller market share compared to established players like Workday and BambooHR
  • RESOURCES: Limited marketing budget impacting brand awareness in competitive landscape
  • GLOBAL: Minimal international presence limiting total addressable market expansion

Opportunities

  • AI: Rapid adoption of AI in HR creating demand for intelligent performance management solutions
  • REMOTE: Hybrid work trends driving need for digital-first people management platforms
  • CONSOLIDATION: Organizations seeking unified HR tech stacks creating cross-sell opportunities
  • COMPLIANCE: Increasing focus on pay equity and DEI creating new product opportunities
  • INTEGRATION: API-first architecture enabling strategic partnerships with major HR platforms

Threats

  • COMPETITION: Microsoft Viva and Google Workspace adding performance management features
  • ECONOMY: Economic uncertainty causing HR budget cuts and longer sales cycles
  • REGULATION: Changing data privacy laws requiring significant compliance investments
  • TALENT: Intense competition for engineering talent driving up costs and retention challenges
  • SATURATION: Market maturation leading to price pressure and commoditization risk

Key Priorities

  • Accelerate AI-powered product innovation to differentiate from competition and capture growing market demand
  • Scale enterprise sales capacity and streamline implementation to capture large deal opportunities
  • Expand strategic partnerships and integrations to increase market reach and reduce competitive threats
  • Build global talent acquisition strategy to support international expansion and engineering growth
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To build world-class teams that transform organizations by becoming the definitive people success platform

SCALE TALENT

Build world-class team to accelerate company growth

  • HIRING: Recruit 45 new hires across engineering, sales, and customer success by Q2 end with 90% retention
  • LEADERSHIP: Complete succession planning for all VP+ roles with 2 internal candidates identified per role
  • DEVELOPMENT: Launch AI-powered learning platform achieving 85% employee engagement in skill development
  • CULTURE: Achieve 4.7+ Glassdoor rating and 88% employee NPS through enhanced culture initiatives
OPTIMIZE AI

Transform HR through intelligent automation and insights

  • RECRUITMENT: Deploy AI-powered candidate screening reducing time-to-hire by 40% across all roles
  • ANALYTICS: Launch predictive turnover model achieving 85% accuracy for high-risk employee identification
  • AUTOMATION: Implement AI chatbot handling 70% of employee queries and reducing HR ticket volume
  • INSIGHTS: Deliver real-time people analytics dashboard to 100% of managers with actionable recommendations
ENHANCE EXPERIENCE

Create exceptional employee and candidate experiences

  • ONBOARDING: Redesign new hire experience achieving 95% completion rate and 4.8/5 satisfaction score
  • ENGAGEMENT: Increase employee engagement score to 87% through enhanced feedback and recognition programs
  • MOBILITY: Launch internal mobility platform with 25% of open roles filled by internal candidates
  • WELLNESS: Implement comprehensive wellbeing program achieving 80% employee participation rate
DRIVE PERFORMANCE

Maximize organizational effectiveness and results

  • GOALS: Achieve 95% OKR completion rate across all teams with quarterly business review process
  • TALENT: Implement performance calibration process ensuring 90% manager confidence in ratings accuracy
  • SUCCESSION: Complete talent reviews identifying high-potential employees for 100% of critical roles
  • METRICS: Establish people analytics dashboard tracking 15 key HR metrics with monthly executive reporting
METRICS
  • Net Revenue Retention: 115%
  • Employee Engagement: 87%
  • Time-to-Fill: 35 days
VALUES
  • People First
  • Growth Mindset
  • Data-Driven Decisions
  • Authentic Relationships
  • Customer Obsession
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Align the learnings

Lattice.com Hr Retrospective

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To build world-class teams that transform organizations by becoming the definitive people success platform

What Went Well

  • GROWTH: Strong revenue growth with 110% net revenue retention exceeding industry benchmarks
  • PRODUCT: Successful launch of advanced analytics features driving customer engagement increases
  • RETENTION: Maintained low churn rates despite economic headwinds and budget pressures
  • TEAM: Successful hiring of key leadership roles in product and engineering organizations

Not So Well

  • ENTERPRISE: Slower than expected enterprise deal closure rates impacting quarterly targets
  • IMPLEMENTATION: Customer onboarding timelines exceeded expectations affecting satisfaction scores
  • COMPETITION: Lost several competitive deals to established players with deeper sales resources
  • COSTS: Higher than planned customer acquisition costs due to increased marketing competition

Learnings

  • SALES: Enterprise customers require more consultative selling approach and longer relationship building
  • ONBOARDING: Customers need more hands-on implementation support and change management guidance
  • POSITIONING: Need stronger differentiation messaging against established HR platform competitors
  • EFFICIENCY: Marketing spend requires better attribution and ROI measurement for optimization

Action Items

  • ENABLEMENT: Implement enterprise sales training program and hire additional solution consultants
  • SUCCESS: Launch dedicated customer success team focused on implementation and time-to-value
  • MESSAGING: Develop competitive battle cards and unique value proposition for enterprise segment
  • ANALYTICS: Deploy marketing attribution platform to optimize spend and improve conversion rates
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To build world-class teams that transform organizations by becoming the definitive people success platform

Strengths

  • DATA: Rich people analytics dataset from 5,000+ customers providing strong foundation for AI model training
  • PRODUCT: Existing analytics capabilities and data infrastructure ready for AI enhancement
  • TEAM: Strong engineering team with machine learning expertise and AI development experience
  • VISION: Clear AI roadmap focused on predictive people insights and automated performance recommendations
  • PARTNERSHIPS: Strategic relationships with cloud providers offering AI/ML services and infrastructure

Weaknesses

  • INVESTMENT: Limited AI R&D budget compared to larger competitors with deeper pockets
  • TALENT: Shortage of specialized AI/ML engineers in competitive market
  • SPEED: Slower AI feature development cycle compared to tech giants entering HR space
  • INTEGRATION: Complex AI model deployment across diverse customer environments
  • TRAINING: Customer education needed for AI-powered features adoption and trust building

Opportunities

  • PREDICTIVE: AI-powered turnover prediction and retention recommendations driving customer value
  • AUTOMATION: Intelligent performance review workflows reducing admin burden for managers
  • INSIGHTS: Real-time sentiment analysis and engagement predictions improving people decisions
  • PERSONALIZATION: AI-driven development recommendations and career pathing for employees
  • COMPETITIVE: First-mover advantage in AI-native performance management solutions

Threats

  • GIANTS: Microsoft, Google, and Amazon leveraging AI capabilities to compete directly
  • STARTUPS: AI-first HR startups with venture funding targeting same market segments
  • PRIVACY: AI bias and privacy concerns creating regulatory and customer trust challenges
  • DATA: Competitors with larger datasets potentially building superior AI models
  • COMMODITIZATION: AI features becoming table stakes reducing differentiation value

Key Priorities

  • Invest heavily in AI talent acquisition and R&D to build competitive moats through superior AI capabilities
  • Launch AI-powered predictive analytics features to differentiate from traditional performance management tools
  • Establish AI ethics and privacy framework to build customer trust and regulatory compliance
  • Form strategic AI partnerships to accelerate development and access advanced ML infrastructure