Pando
<p><strong><span class="legendSpanClass"><span class="xn-location">SAN FRANCISCO </span></span></strong>&#8212; <a href="https://c212.net/c/link/?t=0&;l=en&;o=3521325-1&;h=3090138049&;u=https%3A%2F%2Fwww.pando.com%2F&;a=Pando" target="_blank" rel="nofollow noopener">Pando</a>, which operates a career progression platform, has raised a total of <span class="xn-money">$6.9 million</span> led by Craft Ventures with participation from Lerer Hippeau, GFC, Correlation Ventures, and additional strategic investors including Jane Alexander CMO at Carta, Ashkay Kothari COO at Notion, and Des Traynor Co-founder at Intercom. The new funds will be used to expand the engineering team and to build out the go-to-market function to drive customer acquisition.</p>
<p>The HR tech market is booming, with more than <a href="https://c212.net/c/link/?t=0&;l=en&;o=3521325-1&;h=1095914953&;u=https%3A%2F%2Fjoshbersin.com%2Fwp-content%2Fuploads%2F2021%2F04%2FHR_TechMarket_2021_v7.pdf&;a=12.1+million+employers" target="_blank" rel="nofollow noopener">12.1 million employers</a> in the U.S. alone spending over <span class="xn-money">$5 trillion</span> on tech applications such as payroll, benefits and training. Yet even with all the software and services being provided to attract, hire, train, and retain employees, there is still one significant missing piece in the HR tech stack: career progression.</p>
<p>In addition to the rapid shift to remote and hybrid work brought on by the pandemic, today&#8217;s business environment is still marked with the Great Resignation as well as the societal injustices resulting in employees demanding equity in pay and promotions. It&#8217;s not just about career progression, it&#8217;s about fair progression for all employees. That means more structure and transparency–and less politics and bias.</p>
<p>&#8220;Performance bell curves, the lack of structure, real-time calibration, and data resulting in the black box which was employee promotions frustrated me for years&#8221; says <span class="xn-person">Barbra Gago</span>, Founder and CEO at Pando. &#8220;It was this, coupled with my desire to bring agility to HR and democratize professional success, that Pando – the first and only career progression platform – was born.&#8221;</p>
<p>Pando was created to address the universal need for building and scaling fair career progression–leveling the playing field for all employees. Pando brings accountability, transparency, and structure so employees can continuously progress, have a greater impact over time, and stay at the company longer, and stay at the company longer knowing they have a path.</p>
<p>With Pando, companies are now equipped with the tools they need to create individualized, fulfilling career progression plans contextualized through levels and competencies which empower employees to actually achieve the path they want while having the right impact on the business.</p>
<p>&#8220;We saw firsthand how forward-thinking startups are incorporating employee leveling and competency-based coaching into their HR stack earlier than ever. However, they are stuck building their structure from scratch in Excel,&#8221; commented <span class="xn-person">Lainy Painter</span>, Partner at Craft. &#8220;Barbra and team have built a solution for this: Pando transforms career progression from manual and error-prone to easy and effective.&#8221;</p>
<p>Since its founding in late 2020, Pando has been growing quickly, and has built up a global team with hubs in <span class="xn-location">San Francisco</span>, <span class="xn-location">New York</span>, LA and <span class="xn-location">Amsterdam</span>. The company has on-boarded over 2,000 enterprise users, and customers including OysterHR, SHIPWELL, Codility, and casai.</p>

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