HRTech Interview with Muni Boga, Co-founder and CEO at Kudos

Muni Boga, Co-founder and CEO at Kudos chats more about how a well framed rewards and recognition program can be a strategic advantage for businesses in this HRTech interview:

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Hi Muni, tell us about yourself and little about Kudos?

I co-founded Kudos nearly 14 years ago with a simple belief: we can change the world with a ‘thank you.’ I now lead the company as CEO. 

Kudos itself was born from something personal. My mother has always been a deep influence in my life — she taught me the importance of inclusion, belonging, and seeing people for who they are. That stayed with me. I’ve always been fascinated by cultures — both global and organizational — and how values shape behavior, connection, and performance. I wanted to build something that made workplaces more human, more inclusive, and more meaningful.

Today, Kudos is a cloud-based employee recognition platform that helps organizations around the world build cultures where people feel genuinely seen and valued. We’ve grown into a global leader in employee engagement, helping organizations in more than 140 countries connect recognition, communication, and celebration in a way that drives real measurable outcomes. Our focus has never changed: create technology that enhances human experience, not replaces it.

How are employee recognition and rewards platforms becoming more prominent within the HRTech ecosystem today?

Recognition and rewards platforms are becoming a real strategic advantage for organizations. Leaders are recognizing that culture isn’t a soft metric anymore — it’s a business system with tangible outcomes.

We recently conducted independent research in partnership with Sago and TSC, which found that 90% of organizations are tracking the outcomes of their recognition programs, and nearly 40% are running ROI analyses to directly link culture investments to productivity, retention, and profitability. We also found that 84% of respondents reported stronger employee engagement after implementing recognition platforms, and 67% saw measurable productivity gains. 

This signals a new chapter for HR tech, where culture investments deliver measurable returns.

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What best practices should HR teams and HR leaders keep foremost when building rewards and recognition programs?

Recognition works when it’s authentic, visible, and rooted in your company’s values. First, make sure recognition ties directly to the behaviors you want to see more of;  that alignment gives it meaning. It’s also essential to make recognition consistent and inclusive. Recognition shouldn’t depend on who your manager is; it should flow across all levels and locations. 

Data should guide your approach. When you track who’s being recognized and how often, you uncover powerful insights about engagement, equity, and leadership. Another important best practice is remembering that while rewards are great, sustainable results and meaningful connections come from recognition that feels human and genuine.

Finally, make sure leaders model the behavior. A culture of recognition only scales when leaders set the tone.

Can you talk about some of the most impressive reward and recognition programs you’ve seen SaaS companies build in the recent past, what makes them stand out?

Some of the best programs I’ve seen recently are peer-powered and purpose-led. The real magic happens when recognition is woven right into daily workflows (tools like Slack or Teams), so appreciation becomes part of how people communicate, not an extra task. 

The strongest SaaS companies are also using data and storytelling together: they’re not just tracking who’s recognized, but connecting that data to business outcomes like retention or engagement. Another thing that stands out is personalization — offering rewards or experiences that reflect individual interests or company values, like donations or wellness perks. These programs work because they make people feel seen, valued, and connected, not just rewarded.

The best programs don’t treat recognition as a campaign — they treat it as a habit.

What thoughts do you have around the future of HRTech and its impact on the typical HR team and structure?

We’re at an inflection point. We’re moving toward an era where sentiment, engagement, and behavioral data come together in real time, giving HR teams a strategic intelligence layer they’ve never had before.

HR tech is no longer just about automating admin; it’s becoming about amplifying human connection. AI and analytics will absolutely reshape the HR function, but not by replacing people. They’ll free teams up to focus on what really matters: culture, inclusion, and employee experience. I think we’ll see more integration across systems, so engagement data becomes actionable beyond what’s buried in surveys. And, more than ever, HR tech will need to balance innovation with empathy. The future belongs to companies that use technology to listen, learn, and respond.

Five takeaway thoughts you’d leave everyone in HRTech with before we wrap up?

Stay human-first, especially as AI accelerates

Recognition should be authentic, consistent, and grounded in your values

Let values guide your technology choices

Culture is the most durable competitive advantage – invest in it deliberately

The best HR tech feels invisible, but it makes every person feel seen

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