Companies that use Lattice

Source: Analysis of 100 job postings that mention Lattice

My analysis shows that Lattice buyers are overwhelmingly HR and People Operations leaders, with Director-level Human Resources roles representing 26% of postings, followed by Head of People (12%), Director of People Operations (11%), and VP of People (9%). These leaders are responsible for building scalable people functions at high-growth companies, often in technology and venture-backed environments. Their strategic priorities center on performance management, talent development, employee engagement, and building HR infrastructure that supports rapid scaling from 50 to 150+ employees.

Day-to-day users include HR Business Partners, People Operations teams, and recruiters who leverage Lattice for performance reviews, goal tracking, employee engagement surveys, and compensation planning. I noticed multiple postings reference using Lattice alongside other HR tech like Greenhouse for recruiting and BambooHR for HRIS, suggesting it serves as the performance and engagement layer in their tech stack. These practitioners are focused on driving consistent performance management processes, facilitating feedback conversations, and using data to inform people decisions.

The pain points revolve around scaling people operations while maintaining quality and culture. Postings emphasize building "world-class" and "best-in-class" teams, creating "scalable frameworks," and ensuring "data-driven" HR strategies. One posting seeks someone to "design scalable frameworks while staying close to the details," while another emphasizes "transforming what it means to credibly measure impact." Companies want to professionalize their people practices, move from ad hoc processes to systematic programs, and demonstrate HR's strategic value through metrics and outcomes.

Source: Analysis of tech stacks from 1,325 companies that use Lattice

I noticed that Lattice users are typically high-growth tech companies with mature people operations and strong security requirements. The combination of Greenhouse for recruiting, Okta for identity management, and Lattice for performance management tells me these are companies scaling rapidly while maintaining operational discipline. They're building structured people systems as they grow, not bolting them on as an afterthought.

The pairing of Greenhouse and Lattice is particularly revealing. These companies are hiring aggressively and need to manage the entire employee lifecycle from candidate to performance review. The presence of PagerDuty and Kandji suggests many are engineering-heavy organizations running critical infrastructure, where uptime matters and endpoint management is non-negotiable. Golinks appearing so frequently points to companies that have reached a scale where internal knowledge management becomes a problem worth solving. These aren't startups anymore.

My analysis shows these are sales-led or hybrid growth companies, likely past Series B. The Chili Piper correlation is a dead giveaway. Companies don't invest in meeting scheduling automation unless they have active sales teams booking lots of demos. Combined with the security stack (Okta, Kandji), I'm seeing companies that are either selling to enterprise customers or getting ready to. They need SOC 2 compliance, they need audit trails, and they need professional HR systems to pass vendor reviews.

Source: Analysis of Linkedin bios of 1,325 companies that use Lattice

I analyzed these companies and found that Lattice's typical customer operates across a remarkably diverse set of industries, but they share common characteristics. These aren't just tech companies. I'm seeing biotech firms developing precision medicines, construction companies managing complex projects, cannabis retailers, dental service providers, heavy equipment repair shops, and everything in between. What unites them is that they're building something substantive: whether it's infrastructure, software platforms, healthcare solutions, or physical products, these are companies creating real value in established or emerging markets.

These are predominantly growth-stage and mature companies. The employee counts cluster heavily in the 51-200 and 201-500 ranges, with a meaningful number at 501-1,000 and above. Many have completed Series B, C, or later funding rounds, gone through private equity transactions, or reached post-IPO status. Even smaller employee-count companies often show substantial funding or established market presence. These aren't garage startups. They're scaling businesses that have found product-market fit and are managing the complexities of growth.