Sapling empowers companies to solve one of their biggest problems: effectively onboarding new hires.
Sapling was conceived by experienced founders in response to the lack of pure-play (ATS/HRIS agnostic), development-focused onboarding solutions available for progressive leaders.
Sapling’s founding team has 50+ years combined HR experience across leading companies such as General Assembly, Pinterest, Digital Ocean, Palantir, Instacart, JPMorgan and Gainsight.
This experience has allowed Sapling to design their software and customer success framework with an acute understanding on the needs of modern people operations teams.
All about the Team
We spend more time with the people that we work with than our own family, and believe that we owe everything to the people around us.
We’re building a company that helps everyone reach their full potential. We can be serious, without taking ourselves too seriously.
At the end of the day, it’s all about the team.
Default to Open
Radical candor and open information is the default path, and sharing is a first principle of Sapling.
We admire people who work hard and stand-up for their beliefs and opinions.
When it comes to personal and professional development, we like to eliminate surprises and go for 100% candor with the numbers and decisions.
Get Better Every Day
Daily wins and losses are just short term outcomes of the bigger long term goal – improvement.
We want everyone – employees, customers, suppliers – to continually do better and aim higher.
That means we call out the blemishes in our armor and keep it authentic.
Keep it Simple
We’re massive believers in the power of keeping it simple and focusing on our customers first. We know that if our customers succeed, Sapling will succeed.
That goes for our people, our products and our company – our values will be tested, but as long as we stay focused on the simple things that matter – we know that we’ll be able to overcome most obstacles.
The Right Way
We want to build a company that influences the world around us.
We’ll always have time talk to our customers, our team and our investors, and think that being ‘busy’ is a form of laziness – it’s when you’re out of control and have a lack of priorities.
We want to achieve our goals, and help as many people as we can achieve theirs.