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Frequent, brief touchpoints outperform occasional motivation marathons – and Enboarder has built the infrastructure to automate them at scale.
ENTRY ANGLES
Adapt existing office-based corporate processes for remote/distributed teams · Identify broken or degraded business processes in remote-first environments · Build platforms that solve specific distributed work problems (following Enboarder's model)
VERTICALS
CAPABILITIES
Understanding of traditional office-based business processes, Expertise in distributed team operations
ENBOARDER FOUNDER
“You can't manage what you can't measure.”
Enboarder is an employee activation platform.
There's a well-known idea about achieving big goals through small steps. Enboarder runs on the opposite side of that coin: the "small nudges" theory – the argument that people are better motivated by frequent, brief pushes than by occasional long speeches.
The most obvious application is onboarding. You can start communicating with a new hire before their first day and accompany them through the early weeks with multiple short touchpoints per day – checking in, surfacing useful context, asking how things are going.
The platform emphasizes that these interactions should feel human, not procedural. Documentation can be emailed. What the platform is designed to deliver is something warmer. It even supports video messages.
Another important principle: don't let communication become a monologue. The goal is to prompt specific actions – small steps – and collect feedback along the way. A built-in micro-survey tool handles this, and results are timestamped so dashboards can show how employee sentiment evolves on specific questions over time.
The insight here is organizational: no single manager or HR leader can individually guide an entire company. What matters is getting every mid-level manager actively engaged in the daily work of bringing people along. So onboarding a new hire is really about nudging that person's manager to nudge and connect with the new hire – the platform automates the cascade.
Onboarding is just one transition moment. Moving into a new role, joining a new project – these all require the same kind of deliberate accompaniment. The goal is always to verify that momentum is building and to intervene early when it isn't.
Recognition belongs here too. Timely praise works better than timely criticism. And conventional management wisdom holds that sustainable motivation requires roughly six positive interactions for every critical one. The platform helps managers find more moments to celebrate, which also gives them room to correct when needed.
A third application is micro-learning: replacing long courses and lectures with short bursts of information that employees can absorb and apply immediately. The short-form messaging and video format Enboarder uses is purpose-built for this.
Enterprise clients validate the concept – the platform's customer list includes recognizable names across industries.
A year before the current round, Enboarder raised $6 million. Now it has raised $32 million in a single tranche.
What changed? Remote work happened – and it forced companies to rebuild their people management practices on a new technical foundation.
Many managers already used some version of the small nudges approach offline. It has a name: "managing by walking around" – the practice of circulating through the office, constantly checking in, offering quick guidance, praise, and correction in passing.
You can't walk around a distributed team. And here was a platform that translated exactly that management style into an async, digital format.
The clever move: Enboarder didn't build another messaging app. All nudges are delivered through whichever channels employees already use – email, Slack, WhatsApp, or anything else. The platform's value is in automation, tracking, analytics, and integration with existing HR and productivity systems.
This is an old principle with fresh relevance: "You can't manage what you can't measure." The real value of any enterprise software isn't the new capability it creates – it's the visibility it provides.
Remote work arrived relatively recently. The trend will continue expanding.
More and more business processes, at more and more companies, will need to be rebuilt for a distributed context.
That creates a sustained opportunity for new platforms and tools. And the market is still growing.
The key insight: don't try to invent something new. Look at what worked well in offices and stopped working in distributed teams. Enboarder is the clearest possible example of this approach.
It almost certainly isn't the only one. What other standard corporate processes have become broken or degraded in the remote-first environment – and haven't yet been rebuilt for it?