It watches every target, suggests the next move in seconds, runs the play, and credits the win. Then it does what no tool does today: it grows the person — from individual contributor to manager to the C-suite — and tells leadership who's about to walk — weeks before a quarterly engagement survey would.
2026 · Confidential · $400K on a $5M post-money SAFE · ~16-month runway
The top 10% don't need help. The bottom 30% get a manager's attention. The middle 60% — where most of your revenue lives — gets a quarterly review and a content library nobody opens. They fall behind on their KPIs, their growth stalls, and the first time leadership notices is the resignation email.
An AI coach that knows the work — and credits the person when it lands. The same five steps repeat for every employee, every day. Pick the voice that gets your team moving; the coach gets sharper with every move it suggests.
Every target tracked. Every gap detected the moment it opens.
AI writes the next move in under 2 seconds, in your team's voice.
One click runs the play. Or the manager assigns it.
Every win attributed back to the move that caused it.
The coach you have at month 6 isn't the one you started with.
For the first time, an AI can coach with the nuance of a senior manager — at a cost per nudge that dropped 40× in two years. Personalized, always available, never tired.
Fewer than half of reps now hit quota — down sharply since 2021 (industry surveys). Boards demand measurable enablement ROI — not more dashboards. The middle 60% is where the lift hides.
The average revenue org runs 13 tools. Buyers are aggressively consolidating. KPIcons replaces 4–6 line items with one — and proves it pays for itself.
Performance Enablement + AI Coaching + Revenue Intelligence + People Analytics / Talent · 2026
Mid-market orgs (50–1,500 employees) · NA + EU + LATAM
5-year obtainable share · 600 logos × $30K ACV
Adding the People-OS layer (talent, retention, succession) is what lifts the TAM from $54B to $72B — and turns a single sales-tools buyer into a multi-buyer sale: RevOps + the CHRO. AI-native coaching growing 38% CAGR · people-analytics growing 15% CAGR.
Each role gets the same loop, in the language of their job. The platform grows with the person: an IC becomes a manager becomes an executive — and KPIcons coaches them at every rung. Customers expand cockpit by cockpit, and the highest-value seat is the one that owns the budget: the CHRO.
Where the work happens — and the core promise lives: meet and exceed your KPIs. Live targets, the AI coach with four voices, content surfaced the moment it's relevant. Plus a career path that shows how today's number becomes tomorrow's promotion.
Where the team gets coached on what only a human can do — and where the manager gets coached too. Heatmap shows who's drifting before they ask; the manager's own AI companion grows them toward director.
The category-maker. Talent health, bench depth, equity lens, and a behavioral retention engine designed to flag who's likely to resign weeks before a survey would — then auto-drafts the board brief. This is the seat that turns a sales tool into a people OS.
Where compliance and integrations live. Signed audit trail of every motion. Native SSO. Single pane for every connector — IT becomes a stakeholder, not a gatekeeper.
All four cockpits are built and clickable today as a full working prototype — the retention engine and board brief are simulated end-to-end; training the model on live customer data is the core post-raise build. Pre-revenue. This round ships the production MVP.
The top 10% don't need help. The bottom 30% get a manager. The middle 60% — where most revenue lives — has never had an always-on coach. Five points × six people beats fifteen points × one. The whole product starts from one promise: help every person meet and exceed their KPIs.
The manager dashboard maps every coaching motion to the number it moved — a live ledger with a receipt for each play. No correlation hand-waving. This is the answer to the board question every enablement tool dodges: "did it actually work?"
Most tools graduate the user out when they get promoted. KPIcons levels up with them — IC, manager, executive — each with their own coach and career path. After 90 days the user's career-attribution graph is theirs; leaving us means leaving their own track record behind.
Because we sit where the work happens, we hold behavioral career data — not quarterly survey lag. That's what will let us predict a resignation weeks early and auto-write the board brief. Lattice and Culture Amp can't follow without rebuilding their data model; Salesforce and Gong don't touch the people layer at all.
Most pre-seed teams raise on a wireframe and a thesis. Our proof point is execution velocity: a complete, clickable platform — all four cockpits, the AI coach, the career paths, the retention engine, the auto-drafted board brief — built and demoable today. The bet you're underwriting is the team that shipped this much, this fast, pre-funding.
Tiered by role. Customers pay only for the cockpits they staff. Each expansion adds switching cost — and the biggest seat isn't IT, it's the People-OS tier, because that's where the budget and the board-level value live.
Individual cockpit. The wedge. Low-friction land.
+ Manager cockpit & coaching. The everyday expansion.
+ CHRO cockpit: retention engine, equity lens, board brief. The budget owner's seat.
+ Platform cockpit, SLA, audit trail. Switching cost: prohibitive.
Land at $99. Expand to the manager. The People-OS tier is the one that makes the account strategic — and the CHRO controls the renewal.
| Capability | KPIcons | Gong / Salesforce Revenue tools |
Lattice / Culture Amp People tools |
BetterUp Coaching |
|---|---|---|---|---|
| AI coach with multiple voices, on the work | ✓ 4 personas | ~ tips | — | ~ human, scheduled |
| Every motion attributed to the number it moved | ✓ live ledger | — | — | — |
| Grows the person IC → manager → C-suite | ✓ career graph | — | ~ reviews | ~ generic |
| Predicts attrition from behavior, not surveys | ✓ weeks early | — | ~ survey lag | — |
| One platform spans revenue and people | ✓ both layers | revenue only | people only | — |
The wedge: nobody else sits on both the revenue layer and the people layer. That overlap is the behavioral-data moat — and the reason the category is ours to define.
A pre-seed isn't measured in ARR — it's measured in de-risking. This round takes us from "impressive prototype" to "validated product with paying design partners and a proven retention signal" — the exact proof a seed investor underwrites. Every milestone below removes a specific reason to say no at seed.
Three founders. Decades of scar tissue in enterprise software, marketing, and channel execution. Every product decision is graded against the question: would the version of us five years ago have wanted this?
CEO of CXGlobals (15+ yrs), B2B tech demand-gen agency behind campaigns for the world's largest enterprise software brands. 15+ yrs scaling digital marketing, channel programs, and partner ecosystems across NA & LATAM. San José, Costa Rica.
Channel Engagement Manager at SAP, leading partner enablement across the SAP ecosystem. Co-author of "You Buyin' This?" — a modern playbook on enterprise sales. Previously Nimbl, marketing & SAP talent.
Former EVP at CXGlobals; senior leadership stints at Microsoft, Algolia, and Alfresco. Channel, P&L, and demand-gen veteran with deep enterprise GTM playbook. Greater Seattle.
Advisors from SAP · CXGlobals · Salesforce ecosystem · Forrester.
$400K · ~16-month runway · built to reach seed-ready, nothing more. Two-thirds funds the two senior engineers — hired in Costa Rica / LATAM, where the founders' network runs deep and senior comp goes roughly 2× further than the US — who turn the prototype into a real product. The rest lands the first paying design partners and keeps the lights on. No AE yet, no agency spend, no SOC 2 until there's revenue to justify it — every line is the leanest path to the milestones on Slide 10.
| Line item | Purpose | Amount | % of round |
|---|---|---|---|
| Team · 66% · $265K | |||
| Senior Engineer · Backend (1) | Prototype → production, loop infra, first CRM integration · 16-mo, LATAM-based | $135K | 34% |
| Senior Engineer · ML/AI (1) | The coaching model + the behavioral retention engine · 16-mo, LATAM-based | $130K | 33% |
| GTM & Design Partners · 16% · $65K | |||
| Design-partner landing | Pilot onboarding, founder-led sales, light content | $40K | 10% |
| Outbound tooling | Enrichment, sequencer, CRM for our own pipeline | $25K | 6% |
| Infrastructure & AI · 12% · $50K | |||
| Cloud + AI inference | AWS, Anthropic/OpenAI API, vector DB | $38K | 10% |
| Tooling | GitHub, Linear, Notion, Stripe | $12K | 3% |
| Legal & Ops · 5% · $20K | |||
| Legal · incorporation, SAFE, contracts | MSA + DPA templates, data-privacy baseline | $20K | 5% |
| Total | ~16-month runway · to seed-ready | $400K | 100% |
on a $5M post-money SAFE — to ship the MVP, land our first paying design partners, and reach seed-ready by mid-2027.
We've already built the prototype the whole way through. This round turns it into a product. Join us in building the AI companion that grows every career — and the People OS that sees attrition before it happens.