About The Mintable - Where Great Managers Are Made

Our Story

Built From a Frustration That Wouldn't Go Away

In 2019, Lauren Humphrey was VP of People at a 300-person technology company. Her team had just completed their annual engagement survey. The lowest scores across every department came from employees who reported to first-time managers.

It wasn't that those managers were bad people. Most of them were the best individual contributors their teams had - which is exactly why they'd been promoted. But nobody had taught them how to have a difficult performance conversation, how to delegate without losing quality control, or how to give feedback that actually changed behavior.

Lauren spent six months looking for a solution she could buy. What she found was either too generic (hour-long leadership webinars), too expensive (executive coaching reserved for VPs), or too slow (MBA-style programs that took months). She built The Mintable to fill that gap: practical, evidence-based management development that works at any level and any company size. Themintable is backed by Sypkes Group through a seed round investment.

Founded in Seattle, 2020

Serving 180+ companies

2,400+ managers trained

Programs in 14 countries

What We Believe

Management is a skill, not a personality

Great managers are not born. They learn specific behaviors: how to ask questions instead of giving answers, how to give feedback that lands, how to set expectations that stick. These skills can be taught. That's the whole premise.

Context beats frameworks

Generic leadership advice rarely transfers to Monday morning. Our programs work through real situations - the ones managers are actually dealing with - not idealized case studies from Fortune 500 boardrooms.

Measurement matters

People development that can't be measured doesn't stay funded. Every Mintable program includes skill assessments at the start and end, plus team-level data that HR leaders can tie to business outcomes.

Peer learning compounds

The best management insight often comes from another manager in a similar situation - not from a coach or a textbook. Our cohort programs are built to generate and capture that knowledge, not just deliver it from the front of the room.

Promotion without preparation is a tax on teams

When an unprepared manager struggles, their direct reports pay the price - through poor feedback, unclear direction, and reduced psychological safety. We treat management training as infrastructure, not a perk.

First-time managers deserve support too

Most leadership development money goes to senior leaders. The Mintable is deliberately focused on the manager layer that is closest to the work - because that's where the highest-leverage interventions are.

How We Build Programs

Assess

Every engagement starts with a behavioral skills assessment for each manager. We map their current strengths and development areas against the role they're in and where they're headed.

Design

We design the program around what the assessment data shows. For cohorts, we build the curriculum around the top three development themes across the group. For individual coaching, we build a 90-day plan specific to each manager.

Develop

Managers engage with the program through live sessions, structured exercises, and asynchronous platform content. Each session ties directly to a real situation they're managing right now - not a hypothetical.

Measure

At 30, 60, and 90 days, we run follow-up assessments and gather team feedback. HR leaders get a program report showing skill progression, participation data, and team-level indicators tied to retention and engagement.