This talent acquisition pro does more than just hire at her startup

Anyone who’s worked at a startup knows it’s common to wear many hats.

So, it shouldn’t come as a surprise that Jaycee Schwarz’s “talent acquisition specialist” title only covers a fraction of what she does at Prizeout, an advertising and fintech company that partners with banks and credit unions to offer cash-back rewards. Since joining the startup in 2022, Schwarz has taken on other HR-focused roles, including overseeing employee engagement initiatives and business-side responsibilities, such as social media management, testing new product features, and working with partnering credit unions.

“Whenever I tell someone my title, I’m like, but that’s not really what I am. I’m a little bit of everything, which I love,” Schwarz told HR Brew.

With her HR-facing responsibilities, Schwarz’s biggest challenge is attracting talent to Prizeout’s “in-office” culture. Most of its 35 employees work in-office three to five days a week, something she notes might not be very appealing to those who prefer remote work or don’t live in New York City. But Schwarz says the company offers flexibility to employees when unexpected childcare issues or mid-day doctor’s appointments happen. That, along with in-office programming she’s created, including an upcoming murder mystery party for Halloween, has helped candidates soften towards the policy.

“That’s where the compromises start to shift and change when they realize I’m not just having them come in the office to work like robots,” she said. “There’s actually some fun things going on that you don't want to miss out if you’re remote.”

This conversation has been edited for length and clarity.

What’s the best change you’ve made at a place you’ve worked?

The best change I’ve made is enhancing our employee engagement strategies. This includes simple yet meaningful actions like keeping employees’ favorite drinks or snacks in stock and acknowledging personal milestones such as birthdays, work anniversaries, weddings, engagements, and the arrival of babies. We also provide support during times of hardship. Consistency is key. By regularly making each individual feel noticed and appreciated, we’ve fostered a workplace where people truly feel at home. They look forward to coming in, knowing they are valued and cared for, which has led to a more motivated and cohesive team, with higher levels of satisfaction and productivity.

What’s the most fulfilling aspect of your job?

The most fulfilling aspect is seeing the excitement and enthusiasm of new hires who genuinely want to be a part of the culture we’ve built. It’s incredibly rewarding to see candidates not only appreciate our company values, but also eagerly embrace and contribute to them.

A lot of the candidates that are drawn to Prizeout are coming from large companies where that culture wasn’t initiated. They’re just siloed, or they’re working remotely, and they don’t have that interaction with their coworkers. What I hear the most is, “Oh my gosh, I can’t wait to get lunch with people.” You eat lunch together, you go get coffee together in the middle of the day.

There’s not really any micromanaging or anything like that. We hire you, we trust that you’re going to be capable of doing your job. We want to make sure that you know that from the start.

What trend in HR are you most optimistic about? Why?

I’m really excited about the growing emphasis on employee well-being and engagement. It’s great to see more companies recognizing the importance of creating a supportive and nurturing work environment. Employee well-being includes mental health support, work-life balance, career development, recognition, physical health, and strong social connections. When organizations focus on these areas, they not only boost job satisfaction but also drive productivity. It feels like we’re moving toward a workplace culture where everyone benefits from a more caring and empowering atmosphere.

What trend in HR are you least optimistic about? Why?

I’m least optimistic about the increasing reliance on one-size-fits-all approaches to employee engagement and development. Every employee is unique, and treating everyone with the same strategies or benefits can overlook individual needs and preferences.

For example, every time someone gets engaged, I usually know the backstory of how they met. One of my colleagues [recently] got engaged. I knew that on their first date, they played Connect Four…and I got them a custom Connect Four board, and it had the cities they were from on it [and] their favorite baseball team colors for the little circles. I’m not giving them champagne and glasses—some people don’t drink. I want to make it something that they can keep and remember. Prizeout cares, even if they’re not here forever.