Managing people is one of the hardest jobs in a company.
We think it should be easier.

AI has transformed how engineers, PMs, and ops teams work. Managers are still doing their work manually — gathering context from their team, chasing updates, trying to form a complete picture, and then translating all of it upward to leadership. We built Mitable to fix that.

Great teams don't happen by accident. They need clarity.

When managers know what their team is actually working on — and can measure it against clear benchmarks — misalignment gets caught early, strong work gets recognised, and people understand what good looks like. That's not micromanagement. That's just good leadership, with the right information to back it up.

We didn't want to build something that only worked for one side of the table.

Employees deserve to know how they're being evaluated and to get credit for the work they're putting in. Mitable gives every employee a score against the benchmarks their manager has set, and a Bragbook that captures their contributions automatically. When both sides are working from the same picture, performance stops being something that happens to you and starts being something you're part of.

We've been managers. We've been managed. We started Mitable because both sides deserve better than the way things work today.