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Pando

by Barbara Gagovia Lennys Podcast
SaaSotherown-pain
Growthother
The Spark

Barbara Gago has spent her career in B2B SaaS, working on disruptive products in people tech and the future of work. After roles at CultureAmp, Greenhouse, and most recently as CMO at Miro, she noticed a critical gap: leaders lacked proper tools to coach and develop their teams with structure and transparency. Traditional performance reviews perpetuate bias and systemic problems in how companies recruit, develop, and progress talent. This realization sparked the idea for Pando—a platform to kill performance reviews and replace them with a better way.

Building the Vision

Pando is intentionally opinionated. Rather than offering maximum flexibility, the platform enforces best practices because the current way performance reviews happen is broken. Barbara believes that fixing compensation gaps after the fact (which many companies do annually) doesn't solve the root problem. Instead, companies need to create transparency around levels, expectations, and competencies—and build accountability on both manager and employee sides. The platform requires users to adopt a more structured, less biased approach to performance evaluation and employee progression.

Barbara's approach draws heavily from her playbook at Greenhouse, where she helped introduce the concept of structured recruiting as an opinionated way to reduce bias and improve hiring. She's applying the same philosophy here: there's a better way to develop people, and the software should enforce it.

The Category Play

While Pando technically fits into the performance management category (which already has budget and awareness), Barbara is committed to building the longer-term category of "employee progression." This mirrors her approach at Miro, where the company positioned itself in established categories (online whiteboard) while simultaneously building thought leadership around visual collaboration. For now, Pando will market itself as performance management but gradually shift the narrative toward progression, development, and eliminating bias in career advancement.

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