Cohere acquires Ottogrid to bolster enterprise AI research capabilities

What’s going on at Cohere?

Toronto-based AI company Cohere has acquired Vancouver-based Ottogrid, a startup that develops enterprise tools to automate complex primary market research.

Ottogrid co-founder Sully Omar announced the deal Friday in an X post, according to TechCrunch, but did not disclose the terms of the agreement.

Excited to announce that Ottogrid is joining @cohere ! pic.twitter.com/FPNl9IiNW8

— Sully (@SullyOmarr) May 16, 2025

This acquisition aligns with Cohere’s recent pivot toward private AI deployments across key industries including healthcare, government, and financial services.

Details

Ottogrid specializes in building a “native table interface” designed to perform free-form, AI-powered document analysis for enterprise clients.

• The Ottogrid platform will be integrated into North, Cohere’s recently launched productivity application that supports document summarization and content engagement for knowledge workers.
• Cohere unveiled North in January 2025 as part of a broader brand relaunch, introducing new APIs, integrations, and productivity tools aimed at breaking down organizational silos.
• Despite missing its revenue target by 85% last year, Cohere has now surpassed $100 million in annualized revenue and is shifting to a more targeted, sector-specific strategy.

Executive quotes

Sully Omar, co-founder of Ottogrid, commented on the integration:

ℹ️ Wondering about your rights when your employers sells the business? Watch the video below or check out the full episode in our TV section.

Who pays severance if Cohere doesn’t keep certain Ottogrid employees?

In Canada, the “seller” of the business is responsible for providing proper compensation to staff who lose their job.

If Cohere provides you with an employment offer, and you have a good reason for why you don’t want to accept it (i.e. different hours or pay), contact an experienced employment lawyer at Samfiru Tumarkin LLP.

We’ll help you secure the severance pay you’re entitled to.

Even without a good reason you can still get severance, but it’s very likely that you will only receive your minimum entitlements.

LEARN MORE
• Sale of business in Ontario: Rights to severance
• Rights to severance in Alberta when your employer sells the business
• Employer sold the business in B.C.? Know your rights to severance

Can Cohere make major changes to an Ottogrid employee’s job?

In Canada, non-unionized employees at Ottogrid don’t have to accept substantial changes to their job that Cohere might try to enforce.

Major modifications, such as a demotion, longer shifts, or reduced pay, are illegal.

When significant adjustments are made to the terms of your employment without your consent, there’s a very good chance that you can treat it as a constructive dismissal.

In this situation, the law allows you to quit your job and pursue full severance pay.

If you believe you’ve been constructively dismissed, don’t resign before contacting our firm.

ADDITIONAL RESOURCES
• Can my employer make changes to my job in Ontario?
• Job changes in Alberta: What employees need to know
• Changes to your employment in B.C.: Your rights

New employment contracts for Ottogrid staff

If you work for Ottogrid and you receive a new employment contract from Cohere, take the time to carefully review it before signing it.

In many cases, these agreements take away key protections that would otherwise be available to non-unionized employees, including:

• Eliminating past service: The new owner might attempt to reduce or eliminate your years of service with your previous employer. Don’t sacrifice your seniority. Length of service is a key factor when determining how much severance pay you are entitled to.
• Reducing severance pay: Some employers try to use a termination clause to reduce your severance entitlements to the bare minimum. Instead of months of pay, you might only receive a few weeks’ pay if you are fired without cause or let go.
• Ability to make changes: The new owner might attempt to add a clause that gives them the right to change aspects of your job (i.e. hours or pay) without your permission or lay you off without penalty.

Employers in Canada can’t legally force non-unionized workers to sign a new employment contract immediately or a few days after receiving it.

SEE ALSO
• Starting a new job? Here’s how an employment contract could limit your rights
• Employment Law Show: 5 things to know about employment contracts
• Employment Law Show: Things to never do before seeking legal counsel

Workplace issue? Talk to our team

Since 2007, the experienced employment law team at Samfiru Tumarkin LLP has helped tens of thousands of non-unionized individuals resolve their workplace issues.

Whether you’re in Ontario, Alberta, and B.C., our lawyers can review your situation, enforce your rights, and ensure you receive the compensation you deserve.

Disclaimer: The materials above are provided as general information about the rights of non-unionized employees in Canada. It is not specific to any one company and SHOULD NOT be read as suggesting any improper conduct on the part of any specific employer, or a relationship between Samfiru Tumarkin LLP and a specific employer.