Disclo Pitch Deck: All 10 Slides + Teardown

Disclo’s 10-slide pitch deck is a lean, problem-oriented narrative that successfully secured $5M in Seed funding. The company targets a specific, high-risk niche within HR: disability disclosure and ADA compliance. By quantifying the legal risks—citing $200,000 average settlement costs for disability lawsuits on Slide 3—and highlighting a massive, underserved demographic (60% of US adults with chronic conditions per Slide 6), Disclo creates an urgent 'must-have' rather than a 'nice-to-have' HR tool. While the deck is light on financial projections and specific unit economics, it leans heavily…

Key takeaways

• The deck identifies a specific 'Storage Problem' on Slide 3, noting it is illegal to store medical data inside standard HRIS platforms like Workday.
• Disclo quantifies the administrative burden, stating HR managers spend 3-5 hours per accommodation request, costing companies $140-$200 per case (Slide 3).
• The product slide (Slide 4) emphasizes HIPAA and SOC2 compliance, which is a critical barrier to entry in the health-data space.
• Slide 5 uses a 'wall of headlines' to demonstrate market urgency, highlighting major settlements from companies like Verizon, Walmart, and American Airlines.
• The market size is framed through a health lens on Slide 6, noting that 60% of U.S. adults live with a chronic condition, yet only 3.2% disclose to employers.
• The roadmap on Slide 7 shows a clear expansion strategy from simple management into WOTC tax credit filing and interview accommodations.
• Founder credibility is established on Slide 8 by referencing their previous experience building 'one of the most-used disability recruiting platforms worldwide.'
• The deck lacks a specific 'Ask' slide detailing the exact dollar amount or valuation sought, though publisher reports confirm a $5M raise.

Frequently asked questions

What is the primary value proposition of Disclo?

Disclo provides HIPAA-compliant software that automates the collection, verification, and management of employee disability disclosure and accommodation requests. It solves the 'Storage Problem' where companies currently use illegal or insecure methods (like spreadsheets or sticky notes) to track sensitive medical data that cannot be stored in standard HRIS systems.

How does Disclo justify the market need for its software?

The deck uses two main levers: legal risk and demographic scale. It notes that disability lawsuits are the #1 category filed with the EEOC and cost companies an average of $200,000 per settlement. Furthermore, it highlights that 60% of U.S. adults have chronic conditions, representing a massive population that is currently underserved due to a lack of trust and knowledge.

Who are the founders and what is their background?

The company was founded by Hannah Olson (CEO) and Kai Keane (CPO). According to Slide 8, they previously founded and grew a major disability recruiting platform. This 'founder-market fit' is a core pillar of the deck, suggesting they have deep domain expertise in the intersection of disability and employment.

What is missing from the Disclo pitch deck?

The deck is notably missing a slide on unit economics, current revenue (ARR), and a competitive landscape analysis. It also lacks a specific 'Ask' slide detailing how the funds will be used. This suggests the deck was likely used as a high-level narrative tool for a round that was already gaining significant momentum from top-tier VCs.

What is Disclo's long-term product vision?

Beyond basic accommodation management, Slide 7 outlines a vision to include reimbursements, a marketplace, interview accommodations, and automated Work Opportunity Tax Credit (WOTC) filing. This indicates an intent to move from a pure compliance tool to a broader financial and recruitment platform for inclusive hiring.

Disclo pitch deck: the facts

Company

Disclo

Year

2024

Stage

Seed

Slides

10

Sector

HR Tech / Compliance

Deck type

Raise Deck

Outcome

$5M Raised

Headquarters

North America

Disclo pitch deck PDF

The full Disclo deck is embedded on this page and can be read slide by slide in the browser — no download or account required. Each slide is covered in the breakdown above.

What the Disclo pitch deck was used for

This is Disclo’s **seed fundraising deck** used to raise **$5M in seed funding** led by General Catalyst, announced February 2023, for a HIPAA-compliant workplace health disclosure and accommodation management platform.[1][2][6] The deck is a ~10-slide seed deck focused on HR tech/compliance, emphasizing rising disability discrimination lawsuits and the need for automated ADA-compliant accommodation management.[1][6] It frames Disclo as a new category of HR software that securely collects and verifies employee health disclosures, manages accommodations, and provides analytics tied to EEOC and ADA standards.[1][3][6] The company had previously built Chronically Capable, a leading disability recruiting platform, and this deck positions Disclo as the evolution into workplace accommodation management.[3][4][11]

Business model: Disclo provides **HIPAA- and SOC 2-compliant software** for employers to collect, verify, and manage employee health disclosures and accommodation requests, including analytics on costs, time, and compliance with EEOC and ADA standards.[1][2][3][6][13]

Round

Seed[1][2][6][7][10][13][15]

Raised

$5,000,000 seed round.[1][2][6][7][10][13][15]

Lead investor

General Catalyst[1][2][6][7][10][13][15]

Investors

General Catalyst[1][2][6][7][10][13][15], Y Combinator[1][5][6][10][13][15], Bain Capital Ventures[1][4][6][7][10][13][15], Lerer Hippeau[1][4][7][10][13][15], Gaingels[15], Additional seed investors reported in some databases (including Hustle Fund, Matchstick Ventures, Serena Ventures, ARCH

Founded

2020[13]

Founders

Hannah Olson[2][3][4][5][6][8][9][11][12][13], Kai Keane[2][3][4][5][8][9][11][12][13]

Headquarters

Austin, Texas, United States[6][15]

Year: 2023[1][2][6][7][10][15]

Industry: HR technology / compliance software focused on ADA and disability accommodations.[1][3][6][13]

Total funding: Approximately $6.5M–$6.6M total funding, including a $5M seed round.[1][6]

Use of funds as presented: Funding was raised to scale Disclo’s HIPAA-compliant workplace disclosure and accommodation management platform, helping HR teams manage ADA-compliant accommodations and reduce disability discrimination risk.[1][2][3][6][13]

What happened after the Disclo deck

Following the use of this seed deck, Disclo secured a $5M seed round led by General Catalyst in early 2023 and grew into a recognized HR compliance platform focused on ADA and disability accommodations, building on the founders’ prior work with Chronically Capable.[1][2][3][4][6][13]

• Raised a **$5M seed round** led by General Catalyst with participation from investors including Y Combinator, Bain Capit
• Established Disclo as a recognized **HR tech/compliance platform** for ADA accommodations, with coverage in Business Ins
• Built on the founders’ prior success with Chronically Capable, transitioning from disability recruiting to a broader **w

What the Disclo deck got right

• Clear, end-to-end compliance workflow positioning. The deck presents a **crisp compliance-focused product narrative**: HIPAA-compliant data collection integrated with HRIS, medical-provider verification that keeps underlying conditions from employers, case management, and analytics tied to EEOC/ADA standards, which together clearly articulate a differentiated workflow.[1][3][5][6]
• Strong founder-market fit and prior domain traction. Disclo’s founders are highlighted as **experienced entrepreneurs in the disability space**, having previously built one of the most-used disability recruiting platforms, Chronically Capable, and then partnering with HR leaders and medical providers to launch Disclo—strong founder-market fit.[3][4][8][9][11][12]
• Compelling framing around legal risk and retention trends. The deck effectively leverages **macro legal and labor market trends**, including the rise of disability discrimination complaints to the #1 EEOC category and the Great Resignation, framing Disclo as simultaneously a risk mitigation and retention solution.[1][6]
• Well-articulated near-term and long-term product vision. The vision slide maps a **coherent roadmap** from current capabilities (accommodation management, disability verification, analytics) to future features (reimbursements/marketplace, interview accommodations), providing investors with a clear sense of product expansion.[1][3]
• Emphasis on data privacy and regulatory compliance. The deck and surrounding coverage emphasize **robust security and compliance claims (HIPAA, SOC 2)** and non-disclosure of underlying medical conditions to employers, addressing a critical trust barrier in handling sensitive health data.[1][3][5][6]
• Strong institutional investor validation. External validation from **leading investors and accelerators**, including General Catalyst, Y Combinator, Bain Capital Ventures, and Lerer Hippeau, reinforces the credibility of both the team and the category presented in the deck.[1][2][5][6][7][10][13][15]

What could have been stronger

• Limited explicit traction metrics in the visible slides. The OCR text and Business Insider description do not show any concrete metrics on current customer count, revenue, or usage (e.g., number of employers or employees on the platform), leaving traction largely implicit despite the legal/compliance urgency narrative.[1]
• Heavy reliance on external legal risk statistics without detailed sourcing in-deck. While the deck emphasizes that disability discrimination complaints are the #1 EEOC category and that average settlements are around $200k, it appears to rely on external statistics and news examples without clearly tying these to proprietary data or specific Disclo impact, which may prompt investor diligence on data quality and source reliability.[1][6]
• Surface-level technical description of the platform. The product description focuses on collection, verification, case management, and analytics but offers limited detail on workflow depth (e.g., employer configuration, integration breadth, or multi-tenant privacy controls), which could leave technical and implementation questions unanswered from the deck alone.[1][3][5][6]
• Compliance claims not matched with detailed certification evidence in slides. The deck references HIPAA and SOC 2 compliance and EEOC/ADA standards but does not, in the visible text, highlight specific certifications, audits, or regulatory endorsements, which investors in compliance-heavy software may want to see documented.[1][3][6]

How an investor would read this deck

What draws attention

• Strength of **founder-market fit**, with Hannah Olson’s personal disability disclosure experience, prior success building Chronically Capable, and deep engagement in the disability community.[2][3][4][8][9][11][12][13]
• Clear **regulatory and legal tailwinds**, notably that disability discrimination complaints have become the top category at the EEOC, with significant average settlement costs, positioning Disclo as a risk mitigation tool for employers.[1][6]
• The creation of a **new HR compliance category** around health disclosure and ADA accommodation management, which may offer defensible positioning and long-term budget allocation in HR and legal departments.[1][3][5][6][13]
• Claims of **HIPAA and SOC 2 compliance**, direct medical provider verification, and non-disclosure of underlying conditions to employers, which are central to trust and product differentiation.[1][3][5][6]
• Evidence of **institutional investor interest**, including General Catalyst as lead and participation from YC, Bain Capital Ventures, Lerer Hippeau, and Gaingels, signaling validation of the team and market.[1][2][5][6][7][13][15]

Risks that stand out

• Dependence on **regulatory dynamics** (ADA, EEOC enforcement, employer compliance priorities); shifts in enforcement intensity or legal interpretations could alter urgency or buyer behavior.[1][6][13]
• Potential **competition from large HRIS and HCM vendors** that may build or acquire similar accommodation workflows, leveraging existing customer bases.[3][5][6][13]
• Execution risk around maintaining **stringent HIPAA and SOC 2 compliance** while scaling, given the sensitivity of health data and potential liability in the event of breaches.[1][3][6]
• The need for sustained **employer education and change management** to adopt structured accommodation workflows, which can lengthen sales cycles and implementation timelines.[3][5][6][13]

Questions this deck invites

• What are Disclo’s concrete **traction metrics** at the time of this seed round (active employers, employees, revenue, retention), and how have these evolved since?[1][3][6][13]
• How robust and independently verified are Disclo’s **compliance frameworks** (HIPAA, SOC 2), including audit reports, data segregation, and incident response processes?[1][3][6]
• What does the **sales motion and pricing model** look like (per employee, per seat, per accommodation case, or compliance package), and how does this align with HR/legal budgets?[3][5][6][13]
• How defensible is Disclo’s position versus HRIS platforms and broader compliance tools—what are the key **barriers to entry** (data, workflows, medical provider network, regulatory depth)?[3][5][6][13]
• What is the **long-term product roadmap** beyond accommodation management (reimbursements, marketplace, interview accommodations), and what milestones must be achieved to unlock those extensions profitably?[1][3]

What founders can take from the Disclo deck

• Anchoring a seed deck in a **clear legal and regulatory pain point**—here, ADA and EEOC disability discrimination risk with concrete settlement figures—can make the problem feel urgent and financially material to employers.[1][6]
• Showing a **roadmap from current product to future extensions** (e.g., reimbursements marketplace and interview accommodations) helps investors see both near-term focus and long-term expansion in a single vision slide.[1][3]
• Highlighting **founder experience directly in the same domain**, such as having already built a major disability recruiting platform, can strengthen credibility and reduce perceived execution risk.[3][4][8][9][11][12]
• Explicitly linking **compliance frameworks (HIPAA, SOC 2)** to product workflows (data collection, verification, case management) clarifies why the solution is differentiated and trustworthy.[1][3][5][6]
• Using the deck to position the product as a **new category of software**—in this case, workplace disclosure and accommodation management—can help frame budget creation and strategic importance beyond generic HR tooling.[1][3][4][6]
• Connecting macro trends such as the **Great Resignation and employee health condition prevalence** to the specific product use case demonstrates that the solution addresses both risk mitigation and retention needs.[1][4][6]

Disclo pitch deck: common questions

How much did Disclo raise with this pitch deck, and who led the round?

Disclo raised **$5M in seed funding** announced in February 2023, in a round led by General Catalyst.[1][2][6][7][10][15] Other reported participants include Y Combinator, Bain Capital Ventures, Lerer Hippeau, Gaingels, and additional seed investors listed in some databases.[1][6][7][10][13][14][15]

When did Disclo close or announce the seed round associated with this deck?

According to General Catalyst and HR Brew, the **$5M seed round** for Disclo was announced around February 1–8, 2023, with Business Insider describing it as a February seed raise.[1][2][6] Some databases list the round date in January 2023, but primary investor and press sources place it in early February 2023.[6][10][15]

What exactly does Disclo’s product do, based on the deck and company sources?

Disclo’s platform is a **HIPAA-compliant health disclosure and accommodation management system** that integrates with HRIS systems to collect employee accommodation requests, verifies medical necessity with providers, protects underlying health conditions from employers, and enables HR managers to manage cases and track ADA/EEOC compliance with analytics.[1][3][5][6][13]

What problem does Disclo highlight in this seed deck to justify the opportunity?

The deck centers on **workplace disability discrimination risk and ADA compliance**, citing that disability discrimination complaints are now the number one category filed with the EEOC and referencing high-cost settlements and jury awards. It uses this risk and the Great Resignation retention challenge to justify a new category of compliance-focused HR software.[1][6]

Who are the founders featured in Disclo’s pitch deck and what is their prior experience?

The deck presents Disclo as founded by **Hannah Olson (CEO) and Kai Keane (CPO)**, who previously built Chronically Capable, a widely used disability recruiting platform, and then partnered with HR leaders and medical providers to launch Disclo.[3][4][5][8][9][11][12]

Sources

Funding and outcome facts on this page were researched on 2026-08-30 from the pages below.

• Pitch Deck Disclo Used to Raise $5 Million From General ...
• Our Investment in Disclo
• About Disclo | Leading Accommodation Platform For Businesses
• Please welcome Disclo, the workplace disclosure and accommodation management software
• Disclo: Health disclosure and accommodation management platform
• Disclo raises $5 million to help HR comply with the ADA
• Disclo - Company Profile
• Workplace Accommodations: The Disclo Startup Revolution - Hiretop

Disclo pitch deck slides

What each slide of the Disclo pitch deck says

Slide 2

LAR. © ow Health disclosure and accommodation management software for employers = 4 © Allights reserved

Slide 3

Managing employee health disclosures is extremely messy, risky, and expensive for employers 8 Storage Problem th Lawsuits & EEOC Charges It is illegal to store medical data inside of an Disability lawsuits now make up ¥ of EEOC HRIS (eg. Workday), so they have resorted to cases, costing companies an avg. of $200K / tracking disclosures on sticky notes and case. In addition, HIPAA violations cost $50K spreadsheets. each. ©) HR time sink [1] Lack of education HR managers are spending 3-5 hours on HR managers are not equipped to handle each accommodation request. This costs. requests. They also do not have medical companies ~$140 - $200 per case. knowledge to deem requests as “reasonable” un ©…

Slide 4

Disclo Raise Deck HIPAA compliant software for employers to collect, verify, & manage employee health disclosures and accommodation requests Collect Data Integrate with your HRIS and collect employee accommodation requests in a compliant and confidential manner. Verify Requests Disclo verifies the necessity and validity of requests directly with medical providers. We never share the underlying condition with employers. cccee i Case manage HR managers can administer workplace accommodations and case manage in our HIPAA and SOC2 compliant portal. Get insights Real-time data on costs, time spent, aggregated health data, cost of accommodations and more. Track against EEOC and ADA standards. © A…

Slide 5

Disclo Raise Deck Companies are being forced to rethink inclusion amidst a dramatic rise in lawsuits and employee health conditions Disability discrimination complaints now top race discrimination EEOC sees rise in disability Disability cases are now the number one category filed in the EEOC, discrimination cases costing companies on average $200k per settlement 1 Disability Lawsuits are #1 it with Largest Disabili EEOC History 2 GreatResignation Jury Awards Over $125 Million in EEOC 23% of employees will seek new jobs in 2022 and companies are Disability Discrimination Case Against Walmart being forced to rethink their retention strategies. Daley Qusen HIE With Rasscnibie Accomadationt St…

Slide 6

Disclo Raise Deck This isn't a “small” population 0, . . . . 60% of adults in the U.S. live with some form of chronic health condition or disability Lack of Trust 60% of U.S. adults Many employees don't trust their own HR department to keep may qualify for things private or that anything will get done if they do disclose. accommodations Yet, only 3.2% of people disclose this Fear iioios Temporary to their employer The act of disclosure can feel like it could be harmful to one's. disabilty, pregnancy, career or to be a shameful act. mental iliness, COVID longihaul, etc. Lack of Knowledge Many don't consider illnesses that affect their work to be a “disability” and they may not know how to di…

Slide 7

Disclo Raise Deck Our vision is to build healthier and safer workplaces for all Where we are: Where we're going: v Accommodation Management Accommodation Management v HIPAA Compliant Disability Verification HIPAA Compliant Disability Verification v Analytics & Reporting Analytics & Reporting Reimbursements / Marketplace OO OO S Interview Accommodations © Allrights reserved

Slide 8

Disclo Raise Deck Founded by experienced entrepreneurs After founding and growing one of the most-used disability recruiting platform worldwide, we discovered an even bigger pain point in today's workplace. We teamed up with HR legends and medical providers to Hannah Olson Founder & CEO Kai Keane Founder & CPO launch Disclo. © Allrights reserved

Slide text above is read directly from the Disclo deck PDF embedded on this page.

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