Copado’s founders didn’t set out to change the world — they just wanted to see their families more often. In 2013, two release engineers (Federico Larsen and Philipp Rackwitz) built the first end-to-end native DevOps platform for Salesforce to combat all the late nights, weekend war rooms and overworked teams.
Today, Copado is powered by 700+ employees across 15+ countries and four continents. We accelerate digital transformation for the most powerful brands on the planet. And we’ve never lost sight of our founders’ vision: To make release days obsolete.
Customer success comes first
Nothing makes us happier than seeing people win. Our top two priorities are upskilling our community members and helping our customers ramp up their cloud transformations.
We're always searching for new ways to add value across the Coapdo Platform + Copaverse Community. Everything we roll out generates ROI for our employees, customers, and partners.
People are the code
Empowered employees are the heartbeart of Copado. The world opens up when we collaborate. We love to lend a hand, solve problems, and make each other laugh. No siloes, closed doors, or cliques.
Always build trust
You're only as good as your word. Copado has zero tolerance for dishonesty. We do business the right way - with integrity. We keep our promises and protect the privacy of our customers.
Do it all at the speed of copado
The Copado Rocketship doesn't get bogged down by bottlenecks or analysis-paralysis. We move fast because we're committed to solving the ever-present pain of release management and changing as many lives as we can.
👌️ Amazing product
🚀 Rocketship growth
🎯 Lofty goal: end release days
But, ultimately, people are the difference maker. At Copado one of our values is People are the Code and we live that—along with other values—every day. I am so fortunate to love what I do and have reached a point in my career that working for a company that valures its people is a must.
Ownership & Growth
Culture & Connection
Communicate our ability to collaborate and recognize employees internally (highfive, pingboard common interest groups).