Lattice Taps Asana Veteran to Scale its AI-Powered People Strategy

SAN FRANCISCO, CA – December 09, 2025 – In a move signaling a significant acceleration of its growth ambitions, HR technology platform Lattice has appointed Amy Christensen as its new Chief Revenue Officer. The appointment of the seasoned go-to-market leader, with a formidable track record at high-growth giants like Asana and LinkedIn, is more than a routine executive shuffle; it’s a strategic play to solidify Lattice’s position in the fiercely competitive battle to define the future of work with artificial intelligence.

Lattice, which achieved a staggering $3 billion valuation in its 2022 Series F funding round, has long positioned itself as the platform where “people and AI succeed together.” By bringing in Christensen, the company is betting that her deep expertise in scaling complex revenue organizations, combined with a unique perspective grounded in behavioral science, is the key to unlocking its next stage of market dominance. This move comes at a pivotal moment when businesses globally are grappling with how to integrate AI not just into their products, but into the very fabric of their organizational culture and performance management systems.

A Playbook for Hyperscale Growth

Christensen's resume reads like a blueprint for scaling enterprise technology companies. Most recently, she served as GM of Americas and Head of Revenue for Asana, where she was responsible for strategic revenue generation across a crucial market. Before that, she led enterprise sales for LinkedIn's North American Talent Solutions business. These roles placed her at the epicenter of two companies that have fundamentally reshaped how teams collaborate and how organizations find and manage talent.

Her arrival at Lattice is a clear indicator of the board’s intent to move beyond its impressive, but still maturing, customer base of over 5,000 companies. The challenge for any fast-growing company is to scale responsibly, maintaining culture and customer focus while aggressively expanding market share. Lattice CEO Sarah Franklin highlighted this in her statement, noting Christensen's “unique ability to create high-performing cultures with strong, people-centered leadership.”

“I am thrilled to welcome Amy as Lattice’s Chief Revenue Officer,” said Franklin. “Amy is a proven sales and go-to-market leader who has led world-class revenue organizations and brings a deep understanding of how to scale responsibly.”

In her new capacity, Christensen will oversee the entire global go-to-market strategy, from new customer acquisition to long-term value creation. This is a critical function for a company operating in the crowded and dynamic HR tech space, where competitors range from specialized performance platforms like Culture Amp and 15Five to comprehensive HCM suites from giants like Workday and SAP SuccessFactors.

Redefining Performance in the Age of AI

While Christensen’s appointment signals a focus on revenue, the deeper story lies in the alignment of her philosophy with Lattice’s core mission. The company's platform is built to help managers lead, employees grow, and HR teams build a connected foundation across performance, engagement, and compensation. The integration of AI is central to this vision, promising to automate routine tasks, uncover hidden performance trends, and deliver personalized development plans at scale.

However, the adoption of AI in human resources is fraught with challenges, from algorithmic bias to employee mistrust. This is where Christensen’s background becomes particularly relevant. Her focus on behavioral science and customer centricity suggests a nuanced approach that prioritizes the human element in an increasingly automated world.

“I've spent my career focused on how people grow and perform, and we are witnessing the global workforce shift in irreversible ways that make this work more important than ever,” Christensen stated. “Every organization is seeking to understand how human and artificial intelligence can operate together, and Lattice is uniquely positioned to solve that challenge in a meaningful way. This moment feels rare — where the world is headed, Lattice's vision and team, and my experience and passion are deeply aligned.”

Her statement underscores a critical industry trend: the most successful AI implementations in HR will not be those that simply replace human tasks, but those that augment human capabilities. For Lattice, this means providing managers with AI-driven insights to have better coaching conversations, not to replace them. It means giving employees AI-powered tools to map their career paths, not to dictate them. This human-centric approach could become Lattice’s most powerful differentiator in a market flooded with generic AI solutions.

The Battle for the Talent Supply Chain

For any modern enterprise, the most vital and complex supply chain is not one of physical goods, but of human capital. The ability to attract, develop, engage, and retain top talent is the ultimate competitive advantage. In this context, platforms like Lattice are evolving from simple HR tools into mission-critical infrastructure for managing the entire talent lifecycle. They are the operating systems for a company’s most valuable asset: its people.

By appointing a CRO with Christensen’s pedigree, Lattice is making a clear statement that it intends to own this strategic layer of the enterprise technology stack. Her task will be to convince C-suite leaders that investing in Lattice is not just an HR expense, but a strategic investment in organizational efficiency, innovation, and resilience.

The challenges are significant. Economic headwinds can tighten budgets for enterprise software, and competitors are aggressively integrating their own AI features. Christensen's go-to-market strategy will need to articulate a clear return on investment, demonstrating how Lattice’s blend of people-centric design and AI-driven intelligence translates into measurable business outcomes like lower attrition, higher productivity, and faster innovation.

Ultimately, this strategic hire is about more than just hitting the next revenue milestone. It's about leading the conversation on how organizations can build high-performing cultures by effectively merging human intuition with artificial intelligence, ensuring that as technology accelerates, the focus on people remains at the core of success.