Spaghetti Careers and People Pools: How Crunchbase is Redefining HR with Flexibility and Innovation
In today’s rapidly evolving work environment, companies must rethink how they approach human resources. As we move toward a more remote, diverse, and flexible workforce, one of the most significant shifts we’re seeing is how HR professionals are evolving their roles.
On this week’s Redefining Work Podcast, I had the pleasure of speaking with Kelly Scheib, Crunchbase's Chief People Officer, about how she’s leading a revolutionary HR team focused on flexibility, inclusivity, and innovation.
You can also listen to/share the episode directly from any of these channels: Apple Podcasts | Spotify | YouTube Music | Amazon Music
A Deliberate Path into HR
One of the first things that stood out about Kelly was her clear passion for HR—a path she chose intentionally from the beginning. "I’m one of the few humans who chose HR from the get-go," she shared with me. "Most people end up in this profession, right? But I very deliberately and intentionally chose it."
While many people “fall into” HR, Kelly’s focused ambition was clear. From early in her career, she understood the importance of creating positive work environments, noting, “The majority of your life is spent at work, so might as well make it a good thing.”
This philosophy is at the core of Kelly’s work at Crunchbase, where she is responsible for designing an employee experience that enhances both personal and professional well-being.
Building an HR Team for the Future
Crunchbase, a company known for helping dealmakers discover the right opportunities using AI-powered tools, is a relatively small organization with about 170 employees. Yet, their HR operations are anything but ordinary. Kelly’s approach to managing her people team is pretty unique, driven by a concept she coined “spaghetti careers.”
“I believe in spaghetti careers,” Kelly explained. “Every quarter, my team and I create something called the People Project Pool—a mishmash of projects where anyone can jump in and explore different areas of HR. It's not uncommon for someone in recruiting to help out in compensation or someone on the experience team to contribute to a new total rewards initiative.”
This “people pool” strategy breaks down traditional silos and encourages flexibility, creating a dynamic environment where team members can grow their skills across functions. According to Kelly, this approach has been a game changer, allowing employees to be both strategic and tactical. “I want people who can fly high and fly low all in a matter of a day,” she said, reinforcing her belief that HR professionals should be well-rounded and adaptable.
Creating Flexibility in Employee Benefits
Flexibility isn’t just a buzzword at Crunchbase—it’s a core part of how they operate, especially when it comes to employee benefits. One of the most innovative elements of Crunchbase’s HR strategy is their flexible “Live Your Best Life” benefits model. This program allows employees to use their wellness budget however they see fit, without needing approval from HR.
As Kelly put it, “I’m not here to prescribe what is best for someone. I don’t care if you want to use your wellness budget for golf or for massages. It’s your choice.”
This freedom empowers employees to prioritize their well-being in ways that work for them. And it’s not just wellness where Crunchbase excels; they also provide a $3,000 annual stipend for learning and development, allowing employees to grow in their careers on their own terms. “It’s important that we give people autonomy over their growth,” Kelly emphasized.
The Role of DEIB in Crunchbase's People Strategy
Diversity, Equity, Inclusion, and Belonging (DEIB) are also deeply woven into Crunchbase’s culture, though not in the way you might expect. “It was never that DEIB was not important to us—it’s extremely important. But it’s more of a philosophy of how we operate, rather than a standalone function,” Kelly explained.
The goal, she says, is to ensure that every employee feels safe and supported in showing up as their true, authentic self. This is reinforced through various Employee Resource Groups (ERGs) and open dialogues across the organization. “We’re creating an environment that supports every employee—unless you’re promoting hate,” Kelly noted with a directness that underscores her commitment to inclusivity.
Balancing AI and Human Connection
Crunchbase is an AI-powered company, and like many tech companies, they are exploring the use of AI within their internal operations. But Kelly is clear about one thing: AI should never replace human empathy, especially in HR.
“AI is a space maker,” she told me. “It makes space for us to focus on the bigger connection pieces.”
Kelly shared her concern about AI’s potential overreach in sensitive areas like employee bereavement. “I worry about the day where someone has to type into a chatbot, ‘How many bereavement days do I get for the death of my mom?’ That’s a mistake,” she said. “AI can help with compliance and streamline administrative tasks, but it should never replace the human connection that is so important in HR.”
Key Takeaways
Talking to Kelly Scheib reaffirmed that HR leadership isn’t just about managing benefits and compliance—it’s about creating an environment where employees can thrive both personally and professionally. Here are some key lessons we can all take away from her approach:
Flexibility is the Future: From spaghetti careers to flexible benefits, giving employees the autonomy to shape their careers and well-being is crucial for engagement and retention.
DEIB Should Be Part of Your DNA: Instead of making DEIB an add-on, integrate it into your company’s culture and operations to ensure everyone feels included and supported.
AI is a Tool, Not a Replacement: While AI can streamline processes, human connection and empathy remain critical, especially in HR.
Kelly’s innovative thinking and commitment to redefining the role of HR make Crunchbase a company to watch. As we navigate the future of work, these strategies offer valuable insights for leaders looking to create more flexible, inclusive, and human-centric workplaces.