Humand secures $66M to scale AI-powered OS for frontline workers
Updated: 09:00 EST / February 23, 2026
Humand Technologies has raised $66 million to accelerate rollout of its mobile operating system for deskless teams across the U.S. and 51 countries. The funding will also fuel new AI capabilities built directly into the platform.
Founded in 2020, the company focuses on the majority of workers who don't sit at a desk-manufacturing, retail, healthcare, construction, and logistics. Traditional HR and operations tools miss this group. Humand is aiming to close that gap with one app that ties people, communication, and execution together.
What Humand actually does
- Unifies HR, communications, and operations in a single mobile app.
- Integrates with existing HR and enterprise systems to centralize data and workflows.
- Acts as both a system of record (people data) and a system of action (tasks, comms, approvals).
- Includes 30+ modules: time-off requests, benefits access, performance feedback, internal comms, training, and document management.
How the AI layer works
- Natural language interface so workers can ask for what they need without clicking through menus.
- Embedded AI agents handle routine requests, surface relevant context, and support real-time responses.
- Automates common HR inquiries and repetitive workflows to reduce manual handling.
"Our goal is very simple: We want to become the default operating system for companies with deskless workers," said co-founder and CEO Nicolas Benenzon. "The majority of the global workforce has been overlooked by enterprise software for decades. We're building the platform that finally gives them the same access, voice and digital power as corporate employees."
Who's using it
Humand reports more than 1.6 million workers across 1,500+ organizations. Customers include Siemens, Home Depot, Deere & Co., MINISO, Chili's, Domino's, and OXXO.
Why HR and Operations should care
- Fewer tools, clearer accountability: one mobile hub for requests, shifts, updates, and training.
- Faster cycle times: AI agents resolve routine employee questions and approvals in minutes, not days.
- Better reach to the frontline: targeted broadcast comms and feedback loops increase visibility and trust.
- Cleaner compliance: a single system of record improves audit trails for policies, certifications, and acknowledgments.
Funding details
The Series A was led by Kaszek Ventures and Goodwater Capital, with participation from Y Combinator, Newtopia VC, and notable individual investors. "Humand's mobile-first AI agent platform serves as an intelligent, real-time layer between companies and their frontline teams," said Eric Kim, co-founder and managing partner of Goodwater Capital.
Implementation checklist (first 90 days)
- Pick 2-3 high-volume use cases to start (e.g., PTO requests, pay/benefits FAQs, training assignments).
- Map integrations to your HRIS, identity provider, and content repositories.
- Stand up AI assistants with approved responses, routing rules, and escalation paths.
- Pilot with one site or region; gather feedback and iterate weekly.
- Roll out phased comms: why it matters, how to use it, what to expect from support.
KPIs to track
- Self-serve resolution rate for employee inquiries.
- Average time to resolve HR tickets and approvals.
- Training completion and certification on-time rates.
- Broadcast message reach and acknowledgment rates.
- Reduction in tool count and manual handoffs across HR/Ops workflows.
Key questions to ask (procurement and IT)
- Which HRIS/payroll/ATS/LMS integrations are native, and what's the data sync schedule?
- How are AI responses governed, versioned, and audited? Can we enforce policy-bound answers?
- What controls exist for role-based access, PII redaction, and data retention?
- How do we measure model performance and override or escalate when confidence is low?
- What's the offline mode and low-bandwidth behavior for frontline sites?
Risks and safeguards
- Data privacy: lock down PII access, encryption, and retention; review subprocessor list.
- Accuracy: set confidence thresholds and human-in-the-loop for sensitive topics (pay, compliance, safety).
- Change fatigue: keep rollout narrow, demonstrate quick wins, and support supervisors with on-the-floor training.
- Policy drift: centralize source-of-truth policies; schedule periodic content reviews for AI responses.
Bottom line
If your frontline still juggles text chains, paper forms, and slow email threads, this class of platform is worth a pilot. Start where friction is highest, measure the impact, then expand.
Want practical guidance for your team next? Explore AI for Human Resources and the AI Learning Path for Operations Managers.
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