2023年4月10日,

罗伯·惠伦- 3月8日,2022 5:05:27 PM 6分钟阅读分享上周,我们宣布了一项超额认购5.4美元种子第二轮投资由台视资本参与鳍资本,管汇集团CFV企业,春天,前沿Venture Partners和WestRiver组。我们不能更多的兴奋,开始下一个阶段我们的旅程。我创办了美国专利商标局交换与托德·卢卡斯在美国专利商标局的前提是获得补偿,员工应该选择和灵活地利用生命的过渡,基于自己的优先级需求和紧急情况,. .虽然我们都坚定不疑地相信的价值采取带薪假期充电和刷新,现实是只有4的员工使用所有应计每年假期。平均每年美国专利商标局未使用的员工离开一个星期,因为各种各样的原因包括工作保障、工作要求,财务状况等等。据研究,超过750天未使用每年在美国(2018年,可用数据的最近一年)。由于COVID这个数字增长。在过去的2年,员工推迟采取专利和商标局由于旅行限制,人员需求,和工人短缺,以及其他原因,导致不断膨胀的美国专利商标局企业资产负债表的平衡。大多数公司都有专利和商标局权责发生制帽子——所以当员工达到这个极限时,他或她停止积累假期,赔上这补偿。这种“没收”美国专利商标局代表超过65美元每年损失补偿。 “Lost” meaning money earned but not received by employees. PTO Structures are Inflexible, Inefficient and Increasingly Obsolete With so many workers living paycheck to paycheck, we feel this is just not fair. This $65B is accrued productivity and should be considered earned wages. But due to companies not wanting to accrue an increasing liability and regulatory complications, it has been nearly impossible for employees to convert this unused PTO into other benefits. In our view, the significant labor shortage we are now experiencing coupled with a more empowered and demanding workforce renders current PTO structures inflexible, inefficient, and increasingly obsolete. As an example, a hot category for us right now is healthcare. Healthcare providers rely upon fully staffed and engaged teams. Sadly, fewer and fewer shifts are filled to the level required today to meet those needs. Left with only two choices – refuse new admissions and struggle financially, or overwork an understaffed team and suffer from high turnover - the industry seems to be caught between a rock and a hard place. It goes without saying that we really need a robust healthcare system to thrive, but we are on the wrong track if we can’t keep shifts full and frontline workers engaged while they take care of their (and our) families. An easy way to increase engagement and retention is with PTO Exchange. Our platform allows employees to convert some of their unused vacation into cash, retirement, health savings, student loan payments, discounted travel, charitable donations and more. And in the tightest job market in decades, employers need to build loyalty and reinforce an employee-first culture. They need to stand out in the war for talent. With PTO Exchange, we help with all of this. The Next Chapter We are growing at a rapid pace and building our team with some of the best minds from HR tech, benefits, finance and SaaS. We have created a new category and have a vision for more and better options for both employees and employers. As we embark on our next chapter, I also want to take a moment to thank our early beta customers and partners. Folks like Cecily Hall - your team at Premera Blue Cross took a chance on a new startup and you’ve provided invaluable input on our giving platform. We are also grateful for our partnership with Alight, which got us off the ground in 2018. I want to extend a special thank you to friends and family for your early angel investments and your belief in our mission, and to Anthony Bontrager and the WRG team, which provided the first Seed round that really allowed us to prove our model. It is a blessing to have our new investors supporting the company and making it a success. A special thanks to Sean Banks, Neil Kapur and everyone at TTV Capital, leading the round and bringing together an incredible syndicate of investors. We look forward to working with Logan Allin and Christian Ostberg at Fin Capital; Nat Clarkson and Ken Gacevich at CFV Ventures; Jessica Schultz, Joe Dwyer, and Brett Klein at Manifold; Matt Blomstedt and Rich Maloy at SpringTime Ventures; and Phil Nadel and Forefront Venture Partners. Thank you and onward!