Lattice connector

Use your Lattice data for reporting, automation and AI.

Data Panda pulls your Lattice performance, goals, engagement and 1:1 records into the same warehouse as your HRIS, CRM and project data. From one place we turn it into dashboards, automations, AI workflows and custom apps that HR business partners, managers and the executive team use during the quarter, not only on the morning of a calibration meeting.

About Lattice

The people-success layer that sits above your HRIS.

Lattice was founded in 2015 in San Francisco by Jack Altman and Eric Koslow, and grew into the people-success category leader for tech-forward scale-ups and mid-market companies. Slack, Robinhood, Greenhouse, Duolingo, Discord and Gusto are among the customers it lists publicly. The platform serves north of 5,000 organisations today.

Lattice is not the system of record for who works here. That stays in BambooHR, Workday, SD Worx or Personio. Lattice is the layer above it: the performance-review cycle, the goal and OKR tree, the engagement and pulse surveys, the 1:1 agendas with manager feedback, the praise and growth notes, and the compensation review work that hangs off review scores. For HR leaders running a modern people strategy, that data is where the answers live for questions about manager quality, retention risk and the gap between a goal set in January and the result in June. Pulled into a warehouse next to the HRIS record, the CRM pipeline and the delivery roster, those signals stop being one Lattice export per cycle.

What your Lattice data is for

What you get once Lattice is connected.

People-success reporting

Review completion, OKR delivery, engagement scores and 1:1 cadence on one page, joined to the HRIS roster and the business outcome.

Review-cycle completion per manager, team and cycle, with drift across cycles
OKR-versus-actual delivery per objective, owner and quarter
Engagement and pulse trends per team, joined to attrition and tenure

Process automation

Turn Lattice events into the manager and HRBP work the rest of the week expects, instead of a Friday afternoon chase.

Nudge managers when 1:1 cadence slips below the agreed pattern
Open a retention conversation when engagement and praise both drop on the same employee
Sync calibrated review scores into compensation and HRIS records

AI workflows

Put review history, goal progress and engagement signals behind AI that sees the full people picture, not one cycle at a time.

Attrition-risk scoring on engagement-score drop combined with manager-change events
Manager-quality summaries from review themes, 1:1 cadence and team engagement
Natural-language Q&A across review feedback, OKR notes and survey comments with role-based access

Custom apps on your data

Lightweight people-ops tools on Lattice data for managers and HRBPs who should not need a Lattice admin seat to read their own team.

Manager dashboard with review status, open goals and 1:1 cadence per direct report
HRBP cockpit with engagement, attrition risk and review calibration per business unit
Calibration room view that puts review scores next to comp band and tenure

Use cases

Use cases we deliver with Lattice data.

A list of concrete reports, automations and AI features we have built on Lattice data. Pick the one that matches your situation.

Review-cycle completion driftCompletion rate per manager and cycle, with the drop between cycle one and cycle three made visible.

OKR-versus-actual deliveryGoals set at quarter start versus delivered at quarter close, per owner, team and objective.

Engagement-versus-attrition signalEngagement and pulse score movement plotted against actual leavers per team in the next two quarters.

1:1 cadence per managerFrequency and recency of recorded 1:1s per manager and direct report, against the agreed pattern.

Manager-quality viewReview themes, engagement scores and 1:1 cadence rolled up per manager across the year.

Calibration supportReview scores placed next to comp band, tenure and HRIS data ahead of the calibration meeting.

Compensation cycle trackingComp adjustments per band, region and review score, reconciled with HRIS pay records.

Praise and feedback flowPraise volume and source per team, joined to engagement and retention to spot the dry spots.

Goal-tree healthCascade health from company OKRs down to team and individual goals, with orphans flagged.

Engagement driver analysisWhich survey driver moves overall engagement most per business unit and tenure cohort.

New-hire experienceFirst-year engagement, review and praise patterns per onboarding cohort and hiring manager.

Sales rep performance versus quotaLattice review and goal data joined to CRM quota attainment per rep, segment and manager.

Real business questions

Answers you will finally get.

Which managers finish their review cycles, and which let them slip?

Review-cycle completion per manager and cycle, with the drift between cycle one and cycle three made visible. The HRBP sees the managers who consistently close on time and the ones whose cycle slips twelve points by year three, instead of a green-and-amber cycle dashboard inside Lattice that resets every quarter.

Are our OKRs delivering, or are they being rewritten at quarter close?

OKRs as set at quarter start placed next to delivered scores at quarter close, per owner, team and objective, with rewrites and rescopes during the quarter logged. The exec team sees the gap between commitment and outcome by team, instead of a single end-of-quarter percentage that hides which objectives quietly moved.

Did the engagement dip in March show up as leavers in Q3?

Engagement and pulse-survey movement plotted against actual leavers per team in the next two quarters, with manager change and review-score events on the same timeline. The people leader sees which dips translated into attrition and which absorbed, so the next survey response targets the teams where the signal usually carries through.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Comp cycles and review-driven raises reconciled against the HRIS payroll record and the budgeted comp envelope. You see which BU is closing comp cycles within plan and which is drifting, before the year-end true-up surfaces it.

For sales leaders

Lattice review themes and goal scores joined to CRM quota attainment per rep and segment. Sales leaders see which manager cohort consistently develops reps to quota, and where coaching gaps line up with missed numbers.

For operations

1:1 cadence, engagement scores and goal health per team, next to delivery throughput. The COO sees which teams are running engaged and on track, and which ones the next escalation will come from.

Ideas

What you can automate with Lattice.

Pair with BambooHR

Sync the Lattice people graph with the BambooHR roster

BambooHR is the system of record for who works here, who joined and who left. The connector keeps Lattice's user list, manager hierarchy and department tree aligned with BambooHR every day, so review cycles, goal trees and engagement audiences do not drift after a reorg or a leaver. HRBPs stop spending the morning of cycle launch fixing org chart errors in two systems.

Pair with Workday

Feed Workday HCM scores from Lattice review cycles

Calibrated review scores and comp recommendations from Lattice land back in Workday HCM as the official record on each worker, with the cycle and reviewer captured. Group HR keeps Workday as the single record-of-truth for performance ratings and comp history, while the review work happens in the tool managers open day to day. Year-end audits trace the score from Workday back to the Lattice cycle that produced it.

Pair with Slack

Nudge managers in Slack when 1:1 cadence slips

When a manager has not recorded a 1:1 with a direct report inside the agreed cadence, a private Slack nudge lands with the open agenda items already loaded from Lattice. When engagement and praise both drop on the same employee in the same week, the manager and HRBP get a quiet retention prompt in their direct messages instead of a cycle-end report. Reminders go where managers live during the week.

Pair with Salesforce

Tie Salesforce quota attainment to Lattice rep performance

Quota attainment per rep, segment and manager from Salesforce lines up with Lattice review scores, goal completion and 1:1 cadence on the same employee. Sales leaders see which manager cohort consistently develops reps to quota, and where a coaching gap on a high-potential rep is about to show up as a missed number. The performance review stops being a backward-looking exercise and starts feeding the forecast.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your Lattice data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Lattice to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

Lattice connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

How does Lattice data fit next to a BambooHR or Workday record?

BambooHR or Workday stays the system of record for who works here, what they earn and what their employment terms are. Lattice carries the performance, goal, engagement and 1:1 layer on top, keyed on the same employee. In the warehouse the two are joined on the employee record so a review score, an engagement dip or an open goal can be read against tenure, department and pay band without rebuilding that link inside each dashboard.

Can engagement-survey anonymity hold up in the warehouse?

Yes, when the warehouse load respects the same minimum-cell-size rules Lattice enforces inside its own reports. Survey responses are aggregated to a team or cohort level above the threshold before they reach analyst-facing schemas, while individual response rows stay in a restricted schema reachable only by the people-analytics roles that already have that access in Lattice. Anonymity is enforced in the warehouse, not in each downstream report.

What about private feedback and 1:1 notes that managers expect to stay private?

Private 1:1 notes and direct manager feedback can be excluded from the warehouse load entirely, or kept in a restricted schema that no analyst-facing role reaches. Most practical setups pull only the 1:1 metadata (cadence, recency, agenda completion) and leave the note bodies inside Lattice. The cadence signal is what the dashboards need, and the note content stays where the manager wrote it.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your Lattice setup and the systems around it. Together we pick the first thing worth building.

Book a call See our other connectors