The thought of working at a startup might send a shiver down people’s spines. But for some HR pros, it’s a calling.
That’s the case for Catherine Magne, VP of HR at Lasso, a workforce management software provider for the events space. As an HR team of one, she supports Lasso’s 77 employees under the company division dedicated to its product, and the few thousand skilled workers, such as lighting technicians or stage hands, on Lasso’s roster as W2 employees and “contracted” out to events as needed.
Magne enjoys startup environments because she can create policies and corporate structures as she sees fit, versus having to adapt to processes created by other people. She acknowledged that startups come with a risk—90% of them fail, after all—but when she contemplated joining more established companies over the course of her career, she decided she’d rather face those challenges than be stuck with too much bureaucracy.
“Being at a startup really allows you to have more control. It’s not like I’m coming into a place that has all these processes built and all you have to do is administer them,” she said. “It adds a little bit more fun. I get to play around and really make an impact myself.”
This conversation has been edited for length and clarity.
What’s the best change you’ve made at a place you’ve worked?
Working at a startup can feel like the Wild West, and honestly, that’s how it should be in the early days. Things move fast, decisions need to be made quickly, and too much bureaucracy can slow progress. But there comes a point in a company’s growth, whether due to headcount or maturity, where structure becomes necessary. Employees start looking for consistency and transparency.
I introduced a biannual compensation review cycle, so employees know exactly when compensation and promotion decisions are being made. It removes the randomness and ad hoc nature of raises, brings fairness into the process, and creates a sense of clarity and parity across the organization.
What’s the biggest misconception people might have about your job?
The idea that HR only exists to protect the company and enforce rules. Yes, compliance and ensuring fairness and consistency are key parts of the role, but that doesn’t mean HR is out to make employees’ lives harder or play the role of the “police.” In fact, it’s often the opposite. Most modern HR professionals are working behind the scenes to coach and support leaders in becoming more people-focused.
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What’s the most fulfilling aspect of your job?
From a productivity standpoint, I really enjoy task-based work. There’s something so satisfying about crossing tasks off a list. I thrive on anything tactical that has a clear beginning, middle, and end. That’s definitely where my HR operations side kicks in.
On the business partner side, what’s most fulfilling is being a coach and advocate for people who just need someone to really listen—whether it’s a leader, a new hire, or an intern. It’s incredibly rewarding when someone sees that HR isn’t just about rules or policies, but can actually be a trusted, supportive resource. And honestly, sometimes just being that listening ear can make all the difference.
What trend in HR are you most optimistic about? Why?
The trend I’m most optimistic about, though I’d argue it’s more of an evolution than a trend, is the rise of the HRBP [HR business partner] role. It pulls HR out of the traditional back-office model and embeds us directly within departments, almost like a mini HR team tailored to that group’s needs.
I’ve been in that function for years, and it’s a game-changer. You’re in the trenches with the team. You understand their goals, their metrics, their roadblocks, and how they collaborate across the organization. It creates a much deeper partnership and makes HR a strategic driver, not just a support function with a 1,000-foot view.
What trend in HR are you least optimistic about? Why?
I think the push for a full return to office, especially five days a week, is going to backfire for a lot of organizations. Not because there’s no value in being in-person; there absolutely is. Face-to-face connection, spontaneous collaboration, and team energy are incredibly powerful. But the reality is, the world has changed, and work has changed with it.
Covid-19 reshaped what employees value and, for many, remote work proved they could be just as productive—and, honestly, a lot happier—without spending hours commuting to an office just to sit on Zoom all day in a global, digital-first environment.