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Fear-based leadership rarely announces itself as fear. It shows up as control, surveillance, short-term decision-making, and the belief that people cannot be trusted unless someone is watching them. In this episode, the founder and Executive Chairman of Oyster explores why outdated leadership models continue to survive, how remote work exposes the difference between trust and control, and what leaders must change to build healthier, more effective organizations. The conversation moves beyond leadership theory into psychological safety, ethical behavior, global company culture, and the personal work required to lead without allowing fear to take over. Uncertainty can make even experienced leaders retreat into old habits. They monitor activity instead of measuring outcomes. They become reactive when targets are missed. They assume flexibility will be abused. They convince themselves that tighter control will protect the business. It usually does the opposite. When employees expect blame or punishment, they stop sharing problems early. Creativity slows down. Decisions move upward. Leaders become bottlenecks, and the organization loses the honesty it needs to improve. The issue is not whether leaders experience fear. Every leader does. The issue is whether they recognize it before it shapes how everyone else is expected to work. Trust does not mean removing accountability. It means refusing to treat every mistake, delay, or disagreement as evidence that someone is lazy, dishonest, or disengaged. Leaders create trust when employees can admit failure without being attacked, raise uncomfortable issues without risking retaliation, and make decisions without waiting for constant approval. Assuming best intent creates room for honesty. That honesty gives leaders better information, stronger relationships, and a clearer understanding of what is actually happening inside the business. An office can create the illusion of control. Leaders can see people sitting at desks, attending meetings, and appearing busy without knowing whether meaningful work is being accomplished. Remote work removes that illusion. It forces organizations to define outcomes, communicate expectations, document decisions, and evaluate performance based on results. Leaders can no longer confuse physical visibility with productivity. For companies willing to make that shift, remote work becomes more than an employee benefit. It becomes a forcing function for better management, deeper trust, and access to talent that is not limited by geography. Companies often talk about hiring ethical people as if ethics were a personality trait that could be confirmed during an interview. The environment matters just as much as the individual. People pay attention to what leaders reward, tolerate, question, and ignore. When financial pressure becomes more important than customers, compliance, or human impact, even well-intentioned employees can be pushed toward bad decisions. Ethical companies establish clear standards and protect those standards when doing so becomes inconvenient. The real test of company values is not how they are discussed when business is good. It is whether they survive when a target is at risk. Company culture is not an office, a collection of perks, or a calendar of social events. Culture is how people communicate, make decisions, give feedback, handle disagreement, admit mistakes, and treat one another when leadership is not watching. That becomes even more important inside a global organization. Employees may bring different languages, customs, and perspectives to the company, but they still need a shared understanding of how work gets done. A strong remote culture does not erase local identity. It creates a common operating standard that allows people from different backgrounds to work together with trust, clarity, and accountability. Traditional definitions of success are built around money, status, recognition, and external validation. Those measurements can produce impressive companies while quietly exhausting the people responsible for building them. The deeper shift happens when leadership becomes less about proving personal value and more about serving a purpose beyond the individual. That does not make profit irrelevant. It changes what profit is supporting. When employees, customers, and investors understand the larger purpose behind the business, financial performance becomes one measurement of success instead of the only one. Key Takeaways ➡️ Control is often fear disguised as management. Leaders who do not manage their own uncertainty can spread anxiety throughout the organization and block the people they hired from doing their best work. ➡️ Trust begins with assuming best intent. Employees need room to make decisions, admit failures, and raise difficult issues without expecting suspicion or punishment. ➡️ Remote work replaces visibility with accountability. Distributed teams force leaders to define outcomes and evaluate performance based on results instead of attendance or visible activity. ➡️ Ethical behavior is shaped by the company environment. Standards, incentives, and leadership behavior determine whether doing the right thing remains possible when financial pressure increases. ➡️ Culture is the shared system for getting work done. It lives in communication, decision-making, feedback, accountability, and how people treat one another across countries and time zones. Chapters 00:00 Outdated Leadership Models 02:44 Why Fear Drives Leaders Toward Control 05:38 Moving From Control to Trust 08:44 Building Trust in Remote Teams 11:27 Why Leaders Must Let Go 14:45 Why Trusted Companies Attract Better Talent 17:34 The Stories Leaders Tell Themselves 21:42 Using Fear as a Teacher 22:46 Measuring Success Beyond Profit 26:22 Oyster’s Mission to Democratize Global Talent 29:47 Moving From Founder to Leader 32:40 Creating an Ethical Work Environment 35:17 Managing Fear Across an Organization 39:08 Building Culture in a Global Remote Company Guest Tony Jamous, Founder and Executive Chairman, Oyster LinkedIn: https://www.linkedin.com/in/teljamou/ Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. 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HR compliance is harder because employers must navigate overlapping federal, state, city, and county rules while managing risks created by AI and remote work. Exposure often begins with basic processes companies assume are handled. In this episode, Jeremy Mancheski, Founder and CEO of OutSolve, explains how HR compliance has evolved since 1998 and why technology has not eliminated the need for experienced human oversight. The shift from paper records to HR systems changed compliance, but critical processes remain stuck between both worlds. Many employers still rely on paper I-9 forms, inconsistent storage, and outdated retention practices. Remote work adds risk. Each state, city, and county may impose different posting, pay transparency, reporting, and employment requirements. AI may improve efficiency, but employers remain responsible for understanding automated hiring decisions, potential bias, and accountability for unlawful outcomes. Some of the most overlooked problems are also the easiest to fix. Outdated workplace posters, incomplete I-9s, missing documentation, and inconsistent processes can signal broader weaknesses before an audit, claim, or enforcement action occurs. Proactive compliance requires reviewing the fundamentals, tracking every jurisdiction, preserving required data, and assigning clear ownership. Technology supports that work, but specialists interpret changing requirements. Key Takeaways ➡️ HR compliance is now a multijurisdictional challenge. Federal rules are only one layer when states, cities, and counties may impose additional or conflicting requirements. ➡️ I-9 compliance deserves immediate attention. Paper records, retention gaps, incomplete forms, and unclear ownership can create significant exposure across an entire workforce. ➡️ Remote work expands an employer’s compliance footprint. Hiring one employee in another jurisdiction may introduce new posting, reporting, pay transparency, and employment obligations. ➡️ AI does not transfer legal responsibility away from the employer. Organizations must understand how automated decisions are made and monitor systems for bias and flawed outcomes. ➡️ Basic compliance failures can reveal larger problems. Outdated posters and poor documentation may appear minor until they become evidence during an investigation or legal claim. Chapters 00:00 What is OutSolve01:14 Building an HR Compliance Company in 199802:29 How HR Compliance Has Changed03:43 The Compliance Issues Creating Risk05:47 Technology and AI in HR Compliance07:33 Remote Work Across Multiple Jurisdictions11:26 What Compliance Audits Reveal13:13 Workplace Posters and I-9 Violations16:53 The Risk of Outdated Compliance Posters18:20 Federal and State Law Conflicts19:49 How HR Leaders Can Reduce Risk22:56 Compliance Advice for Large Employers23:22 Why the Regulatory Environment Is More Complex24:13 When to Outsource HR Compliance25:47 Documentation as a Compliance Foundation26:56 Why Compliance Requires Specialists Guest Jeremy Mancheski, Founder and CEO, OutSolveLinkedIn: https://www.linkedin.com/in/jeremy-mancheski-08176340 Resource OutSolve: https://www.outsolve.com Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Where You Work Matters: What Workforce Data Reveals About Career Mobility Where you work shapes how far your career goes. Real workforce data exposes which employer practices create mobility, retention, and real opportunity — and which ones don't. William Tincup explores how workforce analytics reveals where talent systems work, where they fail, and which roles actually drive business performance over time. This episode digs into workforce development, internal mobility, career pathways, and what happens when companies actually invest in their people instead of constantly hiring from outside. Key Takeaways Where you work matters. Employer practices, culture, and access to opportunity shape an employee's entire career trajectory. Workforce data reveals what employee surveys can't — real career movement, retention patterns, regrettable losses, and long-term outcomes. Internal mobility requires clear pathways, leadership support, and a willingness to develop talent instead of constantly hiring externally. Talent strategy should reflect the business. Companies need to understand which roles create the greatest impact and invest accordingly. Greater transparency helps everyone. Objective employer benchmarks improve company practices and give candidates better information about where they can grow. Guest Information Matt Sigelman — President, Burning Glass Institute — LinkedIn Rajiv Chandrasekaran — LinkedIn About the Host William Tincup is a co-host of You Should Know and a longtime voice in the HR and recruitment space. He brings a sharp, unfiltered perspective on the future of work. Chapters 00:00 — Introducing Where You Work Matters03:08 — How Employers Shape Career Success06:49 — Recognizing and Developing Employee Potential10:07 — Building Better Talent Pipelines13:24 — Turnover, Retention, and Workforce Benchmarks17:13 — Identifying Top Employers and Practices20:44 — Why Employee Experience Varies by Role23:36 — Aligning Talent Practices With Business Strategy28:38 — Internal Mobility and Career Ownership32:25 — Where Traditional Skills Models Fall Short36:15 — Using Workforce Data to Guide Better Decisions40:01 — Building a Fairer, More Transparent Labor Market43:13 — Closing Remarks and Resources Resources Where You Work Matters Burning Glass Institute WRKdefined Connect with WRKdefined on your favorite social network: Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

AI interviewers can engage every applicant at speed, but they cannot prove job readiness on their own. High-volume hiring works better when automated interviews are paired with job-specific skills assessments. In this episode, Stéphane Rivard, CEO and Co-Founder of HiringBranch, and Prem Kumar, Founder and CEO of Humanly, and explain how AI interviews and skills assessments can work together to improve high-volume hiring. Traditional hiring funnels spend heavily to attract candidates, then fail to engage most of them. AI interviewing changes the comparison from AI versus a recruiter to AI versus silence, delays, or rejection based on resume keywords. Structured AI conversations help employers reach more applicants and collect consistent information. Humanly has found that candidates provide answers averaging 201 words and ask roughly one additional question, creating better information earlier. An interview still cannot replace skills validation. Situational assessments allow candidates to demonstrate how they listen, communicate, solve problems, handle customers, and respond under realistic job conditions. When an interview and assessment disagree, employers should examine the complete body of evidence and connect each signal to the skills and outcomes required for the role. Portable candidate profiles could combine verified skills, assessments, work history, and development data. That could reduce repeated applications and improve skills-based matching. Success should be measured through business outcomes, including candidate conversion, time to hire, onboarding speed, retention, absenteeism, productivity, and quality of hire after 90 days. Key Takeaways ➡️ AI interviewers solve an engagement problem. They give more applicants a structured conversation when the alternative is silence or automatic rejection. ➡️ Skills assessments add proof to the hiring process. Job simulations can reveal communication, judgment, listening, and customer-facing ability that resumes and interviews may miss. ➡️ Interview and assessment data should complement each other. Conflicting signals should trigger a deeper review, not automatic elimination. ➡️ Candidate experience requires a meaningful outcome. Collecting more information only builds trust when employers provide clarity, relevant feedback, or a path toward another opportunity. ➡️ AI hiring success must connect to business performance. Faster screening matters, but retention, productivity, onboarding, and quality of hire determine whether the stack works. Chapters 00:00 AI Interviews and Skills Assessments03:30 What Is Broken in High-Volume Hiring05:22 Engaging Candidates at Scale06:56 Where AI Interviews End and Skills Validation Begins08:11 What AI Interviewers Can Reliably Determine12:22 When Interview and Assessment Results Disagree15:02 Can Hiring Become Fully Automated22:33 Skills Data and Portable Candidate Profiles25:06 What AI Hiring Could Look Like by 203029:38 Risks in AI-Driven Hiring32:37 Measuring Recruitment Success Guests Stéphane Rivard, CEO and Co-Founder, HiringBranch LinkedIn: ⁠https://www.linkedin.com/in/stephane-rivard-entrepreneur⁠ Prem Kumar, Founder and CEO, HumanlyLinkedIn: https://www.linkedin.com/in/premskumar Resources HiringBranch: ⁠https://hiringbranch.com Humanly: https://humanly.io Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Global Hiring Just Got Real for SMBs: How isolved and Remote Are Making It Work Global hiring used to mean local entities, legal headaches, and a stack of disconnected systems. Not anymore. isolved and Remote are partnering to bring enterprise-grade international hiring to small and midsized businesses without the complexity. William Tincup sits down with Barry Gauch (isolved) and Pim Altena (Remote) to break down how the partnership started as a referral relationship, why Remote built its platform to be embedded, and what convinced isolved to bring global hiring capabilities directly into their ecosystem. They also dig into global payroll, compliance, and what happens when you stop hiring by geography and start hiring by skill. Key Takeaways Global hiring is no longer just for big enterprises. SMBs can now access the infrastructure to hire internationally without building it from scratch. Embedded technology eliminates the friction. Remote's EOR, contractor management, and global payroll sit inside isolved so customers don't need another disconnected platform. Geography becomes irrelevant when hiring infrastructure is in place. Companies can finally focus on finding the right skills wherever they live. Compliance is the biggest barrier. Employment laws vary wildly across countries, and they can contradict each other. You need tech and expertise to keep up. Trust is built through proof, not promises. isolved and Remote started with referrals before committing to a full integration, giving both sides time to validate demand, quality, and cost. Guest Information Barry Gauch — Executive Vice President, isolved Pim Altena — General Manager of Remote Embedded and Vice President of Partnerships, Remote About the Host William Tincup is a co-host of You Should Know and a longtime voice in the HR and recruitment space. He brings a sharp, unfiltered perspective on the future of work. Chapters 00:00 — Meet Barry Gauch and Pim Altena01:19 — How the partnership began03:57 — Why Remote was built to be embedded06:06 — Making global hiring simple09:25 — Hiring for skills instead of location12:38 — How COVID accelerated global work15:29 — Testing the partnership before expanding18:40 — Managing international compliance20:11 — The rollout inside isolved23:27 — Measuring the partnership's success Connect with WRKdefined on your favorite social network: Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Strong communication isn't about using bigger words or speaking perfect English. It's about making ideas clear, building trust, and creating connections across cultures. In a world where teams span countries and time zones, the ability to communicate with confidence and clarity has become one of the most valuable professional skills anyone can develop. In this episode, you'll learn why confidence often has a greater impact than flawless grammar, how unconscious bias influences the way we perceive accents and communication styles, practical strategies for simplifying complex ideas without losing meaning, how AI is helping non-native English speakers communicate more effectively, why storytelling remains one of the most powerful business skills, and what leaders can do to create more inclusive communication across global teams. One of the most overlooked challenges in international business isn't language itself. It's the assumptions people make about competence, credibility, and intelligence based on how someone speaks. Those biases affect hiring, leadership, collaboration, and decision-making more often than most people realize. The conversation also explores why simpler communication is often stronger communication. Removing unnecessary jargon, choosing clear language, and focusing on understanding instead of sounding impressive can dramatically improve relationships with colleagues, customers, and clients around the world. Artificial intelligence is changing the way professionals prepare presentations, write emails, and communicate across languages. Used well, AI isn't replacing communication skills. It's helping people express their ideas more clearly and confidently than ever before. Whether you lead global teams, work with international clients, or simply want your message to have greater impact, this episode offers practical insights you can apply immediately. Key Takeaways Why confidence often matters more than perfect English and how it helps reduce unconscious bias. How accents, cultural norms, and communication styles influence trust, credibility, and collaboration. Practical ways to simplify your communication so your message is understood by any audience. How AI can improve writing, speaking, and overall communication for native and non-native speakers alike. Why storytelling and clarity consistently outperform jargon in business conversations. Actionable strategies for creating more inclusive and effective communication across global teams. Guest: Peter Novak, Strictly Speaking Group Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined:  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Most employees hear the word “assessment” and immediately think of being judged. Kian Katanforoosh thinks that mindset is outdated. The future isn’t about screening people out. It’s about measuring skills, accelerating learning, and helping people prove what they can actually do. The biggest workforce advantage may not be talent. It may be learning velocity. Skills intelligence, AI readiness, workforce development, learning velocity, talent management, skills-based hiring. This conversation explores how AI is reshaping the way organizations measure and develop human potential. In this episode… Kian explains why traditional assessments have earned a trust problem, how AI is reinventing skills measurement, and why learning velocity could become one of the most important workforce metrics of the future. Sharp discussion on AI readiness, skills verification, talent mobility, workforce development, and the future of hiring. Key Takeaways :  • Kian argues organizations should stop thinking about assessments and start thinking about skills intelligence • Modern AI can evaluate far more than multiple-choice questions, including problem-solving, coding, communication, and real-world tasks • Trust in skills measurement requires transparent design, continuous auditing, and humans remaining in the loop • Kian believes AI is already less biased than humans in many evaluation scenarios because human bias remains deeply inconsistent • Large organizations often have thousands of managers applying different hiring standards, creating inconsistency that AI can help reduce • Candidates and employees should have the ability to challenge AI-generated outcomes and trigger human review when needed • Meta reportedly hired 7 of 11 top AI researchers from OpenAI, highlighting how intense the AI talent war has become • Kian predicts compensation will increasingly be tied to verified skills rather than traditional credentials or tenure • One metric his customers track is “learning velocity,” measuring how quickly a person improves skills over time • Learning velocity may become a stronger predictor of future potential than current skill level alone • Skills adjacency helps organizations identify employees who can successfully transition into new projects or roles • Kian believes employees will eventually carry verified skills passports between employers instead of relying on self-reported resumes and profiles • LinkedIn profiles are largely self-reported, while future skills credentials will likely be independently verified • Organizations rolling out skills measurement should focus on employee empowerment rather than compliance or screening • AI readiness is becoming the first major use case for enterprise-wide skills measurement programs • Leaders who pretend to understand AI create what Kian calls “dangerous amateurs” throughout the organization • Effective AI transformation starts with leadership openly measuring and improving their own capabilities first • Employees engage more when skill development is tied to clear incentives, promotions, recognition, or financial rewards • The future of workforce development is less about completing courses and more about reaching measurable skill outcomes Guest : Kian Katanforoosh CEO and Founder of Workera, AI educator, Stanford lecturer, and workforce innovator helping organizations measure, verify, and develop skills through AI-powered skills intelligence and learning platforms. LinkedIN : https://www.linkedin.com/in/kiankatan Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Most people spend years trying to find the perfect career fit. Sarabeth Bickerton thinks that’s the wrong goal. The real problem isn’t fit. It’s belonging. People don’t want to be squeezed into someone else’s box. They want to be seen, known, and valued for who they actually are. The workforce is obsessed with skills and titles while people are searching for identity. Career belonging, professional identity, personal branding, workforce development, career growth, leadership. This conversation explores what happens when people stop defining themselves by their job descriptions. In this episode… Sarabeth explains why career belonging matters more than career fit, how professional identity evolves throughout life, and why hybrid professionals are becoming one of the most overlooked talent groups in the workforce. Sharp discussion on personal branding, career transitions, identity, leadership, and the future of work. Key Takeaways :  • Sarabeth argues people want to be “seen, known, and valued,” not simply matched to a job opening • Many employees feel invisible at work because they are viewed only through their job title instead of their broader capabilities • She believes career belonging is becoming more important than traditional notions of career fit • Sarabeth identifies three professional identity types: singularity (experts), multiplicity (generalists), and hybridity (people who combine multiple disciplines) • Hybrid professionals often create value by connecting skills and perspectives that normally exist in separate functions • Many organizations still hire using binary expert-versus-generalist thinking while overlooking hybrid talent • Companies are increasingly hiring for adaptability, agility, and the ability to navigate ambiguity because jobs are changing faster than ever • A highly skilled employee can still fail in the wrong role if their professional identity does not align with the work environment • Professional identity is fluid and evolves throughout a person’s life rather than remaining fixed forever • Losing a job, losing a loved one, and going through a divorce are three of the biggest triggers of identity crises • Many career transition programs focus on resumes and job applications before helping people understand who they are becoming • Sarabeth encourages people to map dozens of professional identities instead of reducing themselves to a single title • One of her most powerful exercises involves asking others how they perceive your impact beyond your job description • She uses “First, Best, and Only” career moments to uncover patterns of unique strengths and identity traits • Personal branding is not about marketing yourself. It starts with understanding your identity first • The biggest career breakthroughs often happen when people finally find language that accurately describes who they have been all along Guest : Sarabeth Bickerton  Founder of More Than My Title, author, researcher, and career strategist helping professionals understand their professional identity, build career belonging, and move beyond the limits of job titles and traditional career paths. LinkedIN : https://www.linkedin.com/in/sarabethberk/ Connect with Us :  William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined :  Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Only 6% of businesses in Ireland have deployed AI at scale. That’s the wake-up call. This conversation cuts through the AI cosplay and gets real about skills-based hiring, HR transformation, employee trust, governance, automation, and what happens when agents start doing half the work faster than your best ops team. In this episode… Stephanie explains why most companies are stuck in pilot mode, why “jobs” are becoming obsolete, and how AI changes recruiting, onboarding, learning, and leadership. She also shares the five-part framework companies need if they want adoption instead of fear, resistance, and expensive tech nobody uses. Key Takeaways :  Only 6% of businesses in Ireland have deployed AI at scale 90% of leaders say they feel unprepared for AI adoption 67% of Irish businesses using AI still can’t explain the ROI AI can analyze employee engagement data in seconds instead of months Skills-based organizations will outperform job-based structures in the AI era AI agents can handle repetitive L&D coordination work in under 5 minutes Most employee resistance comes from forced change, not the technology itself “Transparency builds trust” became the core theme of the conversation Stephanie’s “GAS SEED” framework focuses on growth mindset, autonomy, creativity, entrepreneurship, empathy, and decision-making Companies rolling out AI without psychological safety are setting themselves up for low adoption Governance is less about restriction and more about data protection and compliance The best AI use cases connect directly to revenue goals, not random admin cleanup Guest :  Stephanie Prenderville Founder SPC Consulting Stephanie has been helping organizations build practical AI adoption strategies that humans will actually use. LinkedIN : https://ie.linkedin.com/in/stephanie-prenderville Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Most companies say they hire for skill. Carlton Gates says that’s nonsense. From AI screening tools to culture-fit traps, this episode breaks down why recruiting is still more gut instinct than science.Only 10 candidates get reviewed out of 1,000 applicants. AI is filtering your future before a human ever sees your name. Skills-based hiring, recruiting tech, candidate fraud, soft skills, hiring velocity, and workplace culture all collide here.In this episode…Carlton breaks down what companies still get wrong about hiring. We get into AI recruiting tools, fake candidates, interview fatigue, soft skills, diversity in hiring, and why speed plus precision separates top performers from everyone else. Sharp takes. No HR fluff.Key Takeaways• Most recruiters cannot realistically review 2,000 applicants manually across 10 open reqs• Some job posts now pull 200 applicants within a single hour• “Culture fit” often becomes an unspoken filter around age, gender, geography, or background• Diverse teams consistently produce better business outcomes and decision-making• AI recruiting tools like Humanly help surface stronger candidates faster through keyword analysis• Candidate experience matters more than companies think. Slow scheduling kills momentum fast• Interview fatigue is crushing engineering teams during technical hiring cycles• Tools like CoderPad reduce candidate fraud through live testing and timed assessments• Soft skills dominate roles involving sales, recruiting, HR, and leadership• Self-motivation becomes the deciding factor in independent technical roles like UX and engineering• A resume is still a marketing document. Bad grammar and weak structure eliminate candidates instantly• Top performers move fast, stay accurate, and execute under pressure without losing focusConnect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/WRKdefined : Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Most companies say they want innovation. Then they build rooms where people are punished for thinking differently. Creativity isn’t rare. Suppressing it is. Josh Linkner connects innovation, leadership, psychology, and business through one brutal truth: most people stop sharing bold ideas because they’ve been trained to avoid mistakes. The result? Safe thinking, mediocre execution, and teams stuck recycling old answers to new problems. In this episode… you’ll hear why traditional brainstorming is broken, how fear destroys innovation before ideas even surface, and practical ways to create environments where people actually think differently. From “bad idea brainstorms” to role-based creativity exercises, this is about making better ideas usable inside real organizations. Key Takeaways : • Fear kills more creativity than lack of talent ever will • Most brainstorming sessions fail because people self-censor before speaking • Safe ideas survive meetings more often than smart ideas • Every strong creative process starts with messy first drafts, not polished perfection • Critiquing the work improves ideas. Critiquing the person shuts people down • Teams produce better thinking when feedback becomes specific instead of vague • Diversity creates stronger innovation because different lived experiences expand possible solutions • Homogeneous teams often move faster but generate narrower thinking • Psychological safety matters because people won’t risk bold ideas if embarrassment feels expensive • Some of the best innovations come from borrowing ideas outside your industry • A medical breakthrough for severe burns came from studying how graffiti artists use spray paint • Roleplaying during brainstorming removes social pressure and unlocks ideas people normally suppress Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

The AI shift isn’t coming. It already hit payroll, hiring, benefits, and every broken HR process companies ignored for years. Most teams still think they have time. They don’t. 85% of companies say they’re adapting. Most are just playing with ChatGPT while the talent market, employee expectations, and AI adoption sprint past them. A sharp conversation with Amy Mosher on what HR leaders are getting wrong, what smart companies are quietly doing right, and why “best practice” now expires every 90 days. A few truths that hit hard: • 65% of HR leaders say power is shifting back to employers • 62% admit the talent crisis is self-inflicted • 72% say benefits enrollment is still stressful for employees • Nearly 50% claim there’s no major skills gap. That number might be the wildest stat in the whole report In this episode, Amy breaks down why hiring speed alone is dead, how AI is reshaping workforce strategy, why candidate experience now behaves like Instagram attention spans, and what companies need to do before their people strategy becomes obsolete. Key Takeaways : • HR trends aren’t new problems. They’re old problems wearing new technology • Candidate attention now works like social media. Miss the moment and they disappear • 65% of HR leaders believe leverage is shifting back toward employers • 62% say today’s talent crisis is self-inflicted through outdated hiring practices • “Best practice” now has an expiration date measured in months, not years • AI adoption without employee enablement is mostly theater • Companies winning with AI rarely talk publicly because it’s now a competitive advantage • Payroll fraud prevention has become an AI arms race • 72% of HR professionals say benefits enrollment is still stressful for employees • Skills gaps are permanent now because work changes faster than organizations can stabilize • HR teams need AI hackathons, not more boring training sessions • The most valuable skill today is the ability to learn, adapt, and keep moving Guest : Amy Mosher Chief People Officer isolved One of the clearest voices in HR on AI adoption, workforce agility, payroll innovation, and why most companies still underestimate how fast work is changing. LinkedIN : https://www.linkedin.com/in/amy-m-mosher Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

You made it easy to apply. Now you’re buried. Bots, bad fits, fake signals. That’s the game. Recruiting, AI hiring, applicant volume, skills gap, and signal vs noise are colliding hard and most teams aren’t ready. In this episode… you’ll hear what AI is actually fixing, what it’s making worse, and how to spot real talent when everyone looks qualified on paper. Key Takeaways : Easy apply created a flood of low-signal applications AI is now used on both sides of hiring Recruiters are reviewing thousands of applicants per role AI sourcing tools are narrowing pools but not solving quality Custom GPTs are cutting hours of admin work Hiring for AI roles with 0–2 years real experience is the norm No one has “10 years of AI” despite job descriptions saying so Curiosity is becoming a core hiring signal AI hallucinations are real and impact hiring decisions Filtering tools help but still require human judgment Skills validation is shifting from resumes to real-world examples Guest : Beth Wolfe Senior Director of Recruiting, Daxko LinkedIN : https://www.linkedin.com/in/bethwolfe1 Builds recruiting systems that cut through noise and actually identify talent in an AI-saturated hiring market. Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

What if the candidate with the “messy” résumé is actually the one who ramps fastest? Rebecca Kehoe from Cornell University breaks down what HR gets wrong about job hopping, why onboarding matters more than most teams realize, and how performance, culture fit, and career transitions are more connected than we think. In this episode, Rebecca Kehoe shares research on how job hoppers often come up to speed faster, adapt to organizational norms more efficiently, and can show measurable impact within just a few months. The conversation explores onboarding, the role of “unlearning” during career transitions, post-COVID hiring patterns, internal mobility, and what this research means for how organizations evaluate talent. Guest Rebecca Kehoe is an Associate Professor at Cornell University’s ILR School where her research focuses on human capital, employee mobility, performance, and how organizations develop talent over time. Her work helps HR leaders better understand hiring outcomes, onboarding effectiveness, and the long-term impact of workforce mobility. LinkedIn: https://www.linkedin.com/in/rebecca-kehoe-a94b871/Cornell ILR School: https://www.ilr.cornell.edu/people/rebecca-kehoe Key Takeaways Employees who have moved between roles or organizations frequently ramp faster because they’ve already built the muscle of entering new environments, learning systems quickly, and adapting to unfamiliar cultural norms. The speed at which new hires succeed is heavily influenced by onboarding. Organizations with structured onboarding programs help employees translate prior experience into performance far more quickly than those that treat onboarding as an afterthought. Career transitions require a period of “unlearning.” Employees must let go of habits, assumptions, and processes from previous workplaces before they can fully align with the expectations and workflows of a new organization. Performance impact can emerge sooner than many companies assume. Research discussed in the episode suggests meaningful differences in ramp time and contribution can appear within roughly the first five months. Internal mobility can deliver many of the same benefits associated with external job changes. When organizations intentionally design pathways for employees to move between roles, they build adaptability and development while retaining institutional knowledge. Connect with Us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Cornell's ILR School offers exceptional HR master's programs that combine rigorous academics with practical application. We offer programs designed for professionals with 2-5 years of experience and for executives with 8+ years of HR experience. Engage with world-renowned faculty, connect with HR executives, and become part of Cornell's prestigious alumni network. Take your career and organization to the next level with a Master’s from Cornell.   Learn more about ILR’s Graduate Degree Programs Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Oz Khan (Head of ADP Ventures) joins William Tincup and Ryan Leary to discuss the shifting landscape of HR Tech investing. Learn why the Series A definition has changed, how AI-native startups are disrupting traditional SaaS models, and the strategic logic behind Build vs. Buy decisions at the enterprise level. Episode Overview: Technology constantly changes the "wrapper," but the core challenges of HR—hiring, performance, and workforce management—remain the same. As the head of ADP Ventures, Oz Khan breaks down how the market is moving toward global HCM opportunities and why a founder's narrative is just as important as their data. Key Takeaways: The New Series A: Why fewer deals are happening, but valuations for top-tier companies remain high. SaaS vs. AI-Native: How to distinguish between durable software businesses and fast-growing AI startups. The Investment Signal: Why AI is no longer an "add-on" but a core requirement for future upside. Global Expansion: Why the biggest HR Tech opportunities are currently sitting outside the U.S. market. Strategic Growth: When should a company build a feature internally versus acquiring a partner? The Founder’s Edge: How to craft a story of traction and market fit that wins over venture capital. Guest: Oz Khan, Head of ADP Ventures Oz leads investment strategies at ADP Ventures, focusing on early-stage companies that are redefining workforce innovation and the future of work. Topics Covered: HR Tech Trends, ADP Ventures, AI in HR, Venture Capital Strategy, HR Innovation, Startup Funding 2024, Global HCM Markets, SaaS vs AI, Human Capital Management. Hosts: William Tincup (LinkedIn: www.linkedin.com)Ryan Leary (LinkedIn: www.linkedin.com) Connect with WRKdefined:⁠Website⁠ | ⁠Substack⁠ | ⁠YouTube⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Internal mobility is one of the most misunderstood dynamics in modern organizations. JR Keller brings the empirical lens that most leaders never get. His research at Cornell University’s ILR School unpacks how hiring decisions are made, how managers balance team performance with talent development, and why employees often misinterpret the signals around opportunity. This episode moves past slogans and gets into the real mechanics: incentives, culture, language, and the behavioral patterns that shape who advances and who doesn’t. In this episode we talk about internal mobility, talent development, hiring decisions, HR management, employee advancement, organizational culture, AI in HR, career progression, talent acquisition, leadership. Key Takeaways JR’s research shows that mobility isn’t blocked by a lack of roles. It’s blocked by the human calculus managers make when deciding whether to release talent. Managers optimize for stability and predictability, and the system often rewards that behavior. Until incentives align with mobility, even the best programs stall. Lateral moves carry more long-term value than most organizations acknowledge. JR’s empirical work reveals that sideways transitions often generate broader skill acquisition, better visibility, and stronger future promotion velocity. Companies that treat lateral movement as legitimate progression see healthier internal pipelines and more resilient talent. AI has a role, but not the one most leaders assume. JR frames it as a mechanism to surface overlooked skills, reduce noise in matching, and create visibility into internal pathways. Technology can correct informational gaps, but it cannot override psychological safety or managerial trust. Culture decides whether mobility sticks. Employees and organizations share responsibility for mobility outcomes. JR emphasizes that employees must actively navigate their own careers while organizations must remove structural friction. When both sides commit to transparency, aligned incentives, and meaningful development pathways, internal mobility becomes a strategic advantage instead of a persistent frustration. Chapters: 00:00 J.R. Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM) 03:00 Research Focus: Internal Mobility and Hiring Decisions 05:52 Challenges in Internal Mobility: The Role of Managers 08:37 Talent Hoarding: Understanding Managerial Behavior 11:56 The Value Proposition of Promoting Talent 14:51 Incentivizing Managers to Promote Talent 17:46 Cultural Shifts for Internal Mobility 20:48 The Future of Talent Mobility and AI's Role 24:21 Empowering Employees Through Technology 25:21 The Role of AI in Job Matching 27:03 Balancing Skills and Development 28:03 Ownership of Internal Mobility 29:34 The Disconnect in Talent Acquisition 32:17 The Importance of Onboarding for Internal Hires 34:23 Lateral Moves as Career Advancement 38:46 Redefining Promotions and Career Growth Featured Guest JR Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM) LinkedIn: https://www.linkedin.com/in/jrkeller/ Cornell ILR EMHRM: https://www.ilr.cornell.edu/ Cornell ILR Latest Research: https://www.ilr.cornell.edu/faculty-and-research Hosts William Tincup, Co-founder , WRKdefined LinkedIn: https:// linkedin.com/in/tincup Ryan Leary, Co-founder, WRKdefined LinkedIn:htps://linkedin.com/in/ryanleary Connect with Us Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Is your AI recruiting strategy actually working, or just scaling bad data? In this episode of WRKdefined, William Tincup and Ryan Leary sit down with Hari Kolam (Findem) and Maveric (Getro) to break down their landmark acquisition and what it means for the Future of Talent Acquisition. The Death of the Static Job Post: Why "intelligent outcomes" are replacing traditional hiring volume. What You’ll Learn About Talent Intelligence: Data Integrity: Why AI fails in HR when the data foundation is fragmented. The Power of Weak Ties: How networking and "community fit" actually drive high-quality hires. Findem + Getro: How this merger shifts recruiting from a tool-centric game to an outcome-centric strategy. Outcome-Centric Hiring: How to turn job posts into intelligent systems tied to market feedback. Chapters 00:00 Breaking the Findem Acquisition 03:02 The Evolution of Talent Acquisition 05:52 Networking and Job Opportunities 08:54 The Role of AI in Talent Acquisition 11:58 Post-Acquisition Vision and Strategy 14:48 Community and Fit in Recruitment 17:52 Outcome-Centric Approach to Hiring 20:39 Change Management in AI Adoption 23:33 Leveraging Weak Links in Networking 26:34 The Future of Talent Acquisition Featured Guests Hari Kulam, Co-Founder at Findem LinkedIn: https://www.linkedin.com/in/hkolam/ Maveric, CTO and Co-founder at Getro LinkedIn: https://www.linkedin.com/in/mavericohm/ Hosts William Tincup, Co-founder , WRKdefined LinkedIn: https:// linkedin.com/in/tincup Ryan Leary, Co-founder, WRKdefined LinkedIn:htps://linkedin.com/in/ryanleary Connect with Us Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

AI is moving quickly from experimentation to everyday use inside large organizations, especially when it comes to employee experience. Adoption alone is no longer the headline. What matters is whether people trust the technology, understand how it is being used, and can see real outcomes tied to that usage. At scale, those questions carry more weight and more risk. In this episode, the focus is on how AI is shaping employee experience at ADP, what widespread adoption actually looks like, and why client trust and transparency are non-negotiable. The conversation centers on technology adoption, proof of value, and why the next year will be critical for separating AI that works from AI that only sounds good. What We Cover AI adoption and employee experience at scale Why trust is foundational to AI use Transparency as a driver of confidence What high usage rates really signal Why proof of impact now matters Key Takeaways: AI adoption is already widespread inside ADP, with 67 percent of the employee base actively using AI tools. That level of usage signals comfort and familiarity, but it also raises expectations around outcomes and accountability. ADP’s scale matters. Paying one in six people in the United States creates a responsibility to deploy AI carefully, consistently, and in ways that protect trust across employees and clients. Client trust is a prerequisite for AI adoption. Without transparency into how AI is used and why decisions are made, confidence erodes quickly, even when the technology performs well. The coming year is a proving ground for AI in HR. Clients are no longer satisfied with potential. They want evidence, success stories, and clear demonstrations that AI is improving the employee experience. Guest: Naomi Lariviere Chief Product Officer, VP Product Management at ADPLinkedIn: https://www.linkedin.com/in/naomilariviere/ Hosts: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with Us: Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/WRKdefinedFacebook: https://www.facebook.com/WRKdefinedTwitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Hiring teams are surrounded by AI tools, but many still aren’t sure what’s actually helping and what’s just noise. The real tension right now isn’t whether AI belongs in hiring. It’s how it gets used, who understands it, and whether it’s improving outcomes or just increasing volume. In this episode, William Tincup sits down with Heidi Laki from Indeed to talk about what’s changing inside recruiting teams. They dig into the gap between recruiters and hiring managers, why quality of hire matters more than ever, and how AI can surface talent that traditional filters miss. The conversation lands on a simple truth. Technology should handle the repetitive work so humans can focus on judgment, collaboration, and better decisions. What We Cover Where AI is actually showing up in hiring today Why hiring managers struggle to trust and understand AI tools The shift from applicant volume to quality of hire Hiring as a collaborative, shared responsibility Screening candidates in instead of screening them out How AI can uncover non-traditional talent Balancing automation with human judgment Key Takeaways AI is already embedded in hiring workflows, but adoption doesn’t equal understanding. Many hiring managers use AI-powered tools without knowing how decisions are being made, which creates mistrust and misuse. Recruiting is moving away from volume-driven success metrics. The focus is shifting toward quality of hire, long-term fit, and outcomes that matter to the business, not just filled reqs. Hiring works best as a team sport. Recruiters, hiring managers, and technology need to operate together, not in silos, to make better decisions faster. AI is most valuable when it handles rote, repetitive tasks. That frees humans to do what machines can’t—apply judgment, creativity, and context to hiring decisions. Screening candidates in, rather than defaulting to screening out, opens access to adaptable talent that may not fit traditional profiles but can succeed with the right support. This episode is sponsored by Indeed And features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and more efficient hiring. Learn more Talent Scout here: http://indeed.com/talentscout Learn more about Career Scout here: http://indeed.com/careerscout Chapters: 00:00 – Why AI in hiring feels both exciting and confusing 03:03 – Where AI is actually being used today 06:07 – The trust gap between hiring managers and AI tools 08:57 – Moving from applicant volume to hiring quality 11:57 – What hiring managers need but don’t always get 14:58 – Why recruiting only works as a team effort 17:55 – What AI should do versus what humans must do 19:42 – Getting comfortable with new hiring technology 22:44 – AI’s real role in talent acquisition 25:13 – Customizing hiring instead of forcing templates 29:33 – Collaboration as a hiring advantage 33:45 – Rethinking how talent is discovered 36:05 – Screening in candidates for better outcomes 39:36 – How AI is reshaping the future of work 43:52 – Adaptability as the new hiring currency Guest InformationHeidi Laki, Senior Product Director, AI AgentsWebsite: https://www.indeed.comLinkedIn: https://www.linkedin.com/in/heidilaki/ Host and Network LinksWilliam Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with UsSite: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/WRKdefinedFacebook: https://www.facebook.com/WRKdefinedTwitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Why does the job search feel broken, and can AI actually fix it? In this episode of WRKdefined, William Tincup and Ryan Leary sit down with David Lane, VP of Product Management at Indeed, to pull back the curtain on how the world’s largest job site is using AI to fight "hiring anxiety" and ghosting. The Shift to Career Scout: How Indeed is moving from a static job board to an AI-guided career assistant. What You’ll Learn About the Future of Hiring: The "Quiet" Labor Market: Why quit rates are down and what "hiring hesitation" means for your 2026 talent strategy. AI Career Scout & Talent Scout: A deep dive into Indeed’s new tools for interview prep, job discovery, and smarter matching. Ending the Ghosting Epidemic: How AI is being used to bridge the communication gap between candidates and employers. Data Privacy vs. Personalization: Why trust is the new prerequisite for AI-driven job matching. This episode is sponsored by Indeed and features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and a more efficient hiring process. Learn more Talent Scout here: http://indeed.com/talentscout Learn more about Career Scout here: http://indeed.com/careerscout Timestamps00:00 Why job seekers feel stuck right now02:48 Slower hiring and rising caution05:54 How AI is changing job opportunities09:03 Career Scout and practical tools for job seekers11:53 What’s coming next in job search technology18:46 How job seeking is evolving20:26 Data privacy and candidate preferences22:33 Voice and conversational job applications24:37 Reintroducing human connection in hiring27:36 Using AI to improve candidate experience30:01 Addressing the communication gap33:15 Simplifying the application experience34:52 How job matching continues to change Guest InformationDavid Lane, VP of Product Management, IndeedWebsite: https://www.indeed.comLinkedIn: https://www.linkedin.com/in/david-lane-a37778/ Host and Network LinksWilliam Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Want more insights on the Future of Work? Join 1M+ listeners and subscribe to the WRKdefined Newsletter for weekly executive briefings: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we talk about skills, healthcare talent, community hiring, psychometrics, and workforce equity. A major health system needed a new way to hire in a Chicago neighborhood where life expectancy was thirty years below the national average. Instead of waiting for candidates to come to them, they built Project Equinox and took Plum’s assessment tech straight into the community. What started as a college and early career idea turned into a pathway for people who never pictured themselves working in healthcare to find real, durable roles where they actually thrive. Key Takeaways Plum opened the door for people who never saw themselves as healthcare workers Durable skills like communication, innovation, and execution predicted success better than degrees The health system used Plum outside the ATS to engage people before they ever applied Project Equinox targeted a Chicago community with a thirty year life expectancy gap A mobile recruitment van equipped with Plum and VR met people where they already were Candidates could explore roles through VR without entering a hospitalOver 200 community members were assessed in the first year across two major events Many hires came from people who weren’t looking and didn’t think they were qualified Plum gave candidates personal insight and validation about where they naturally thrive Retention improved because hires were matched on behavior and potential, not resumes Psychometric data helped build trust in a community that historically mistrusted healthcare systems Companies underestimate how many people can succeed in non degree roles when matched well Chapters 00:00 Who is Plum?01:50 Advocate Health overview03:10 The life expectancy crisis in Chicago04:45 Project Equinox is born06:00 How Melissa and Caitlin met08:55 Early career idea turns into community hiring strategy10:00 Why durable skills matter12:00 Opening the aperture beyond resumes13:40 Moving Plum outside the ATS15:30 Matching talent before they apply17:00 Lessons from Scotiabank18:40 Opening doors in low income communities20:20 Building trust and confidence in new roles21:15 The recruitment van and VR23:10 Why traditional job fairs fail24:00 Plum’s candidate owned data model26:00 On ramps, potential, and future hiring29:00 Matching behavior to job success31:00 Real stories from Project Equinox33:00 The impact of 200 new candidates Guest Info Melissa Le, VP Talent Acquisition, Advocate HealthLinkedIn: https://www.linkedin.com/in/melissa-le-3495a516/ Caitlin MacGregor, CEO and Co Founder, PlumWebsite: https://www.plum.ioLinkedIn: https://www.linkedin.com/in/caitlinmacgregor/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social networkSite: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefined Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we talk about frontline work, safety, AI agents, employee experience, and the tech strategy behind keeping 100,000 workers informed, supported, and confident on the job. Trilok Manchanila from ABM breaks down how AI is changing everything from PTO visibility to multilingual policies to safety alerts that actually prevent incidents. This is real-world AI. Practical. High stakes. And already moving the needle. We discussed: Frontline employees need instant answers, not call-center delays. ABM supports 100,000 workers who serve clients onsite every day. AI agents remove friction by giving PTO, policy, and benefits info instantly. Safety alerts are personalized and triggered by real-world conditions. Standardization is the quiet power move. Every worker gets the same info, same time. Multilingual capabilities eliminate translation delays and increase trust. Retention improves when workers feel supported, not confused. AI reduces ambiguity for workers who represent ABM inside client spaces. Orchestrated AI agents provide the biggest value so far. Choosing the wrong SI partner creates long-term mistrust and slows innovation. Employee confidence and client satisfaction both improve with better guidance. Safety is the next frontier where AI will rewrite the entire playbook. This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI Chapters: 00:18 Live at Oracle AI World 00:32 Getting an MBA in AI this week 01:16 Technology and business strategy aligning in real time 02:17 AI evolution outpacing traditional adoption cycles 03:03 People are here to actually learn 04:02 Everyone is talking about AI, not the conference 05:00 Why people feel personally invested in AI problems 05:27 Trilok introduces himself and ABM 06:10 Aligning tech strategy with business strategy 06:35 How fast AI expectations are shifting 07:12 Choosing between LLMs, custom builds, and agents 07:54 Finding the right partner (and what happens if you pick wrong) 09:32 The failure modes companies overlook 10:24 Why mistrust ruins future innovation 11:12 How Oracle’s leadership builds confidence 12:48 ABM’s frontline workforce and mission 13:28 AI for safety guidance and situational alerts 14:26 2 percent of workers calling about PTO equals call-center chaos 15:05 Policy clarity and standardized answers across locations 16:18 How AI changes the employee-client conversation 17:57 Real numbers: retention is improving 18:54 Translation used to take weeks. Now it’s instant. 19:52 Why equality of information builds employee confidence 20:53 Early signs of frontline empowerment 22:12 Safety improvements and future opportunities 24:06 Where AI will drive the biggest gains in the next two years Guest Info Trilok Manchanila, VP Enterprise Architecture and Data, ABM Industries LinkedIn: https://www.linkedin.com/in/trilok-manchinila-54b3244/ Connect with us William Tincup Linked://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn://www.linkedin.com/in/ryanleary/ Connect with WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we talk about generative AI, talent acquisition, candidate experience, workflow design, and how Oracle is pushing recruiting into the next era. Nagaraj Nadendala, SVP/GM Product Development breaks down the thinking behind Career Coach, why the industry needed a reset, and what it means for recruiters who are nervous about AI. This one hits on memory, scale, model choices, and the messy reality of matching people to work. What we discussed: AI is shifting from “extra help” to the core workflow for candidates and recruiters. Career Coach is built to mimic the real multi-turn discovery recruiters used to do manually. Memory is the unlock, allowing consistent candidate experience from first touch to interview. Recruiters don’t hate AI. They hate dealing with 1,000 unqualified applicants. Scale is the real bottleneck and AI finally cracks it. Good recruiters stay relevant by coming prepared and using AI as an amplifier. Customers want control over their models based on compliance and governance. Different models give different experiences, so Oracle lets customers choose. Candidate frustration and recruiter frustration both fed into the creation of Career Coach. Adoption is the real metric to watch in 2025. The real blockers inside companies aren’t recruiters. They’re governance committees. AI helps recruiters focus on the conversations that actually matter. This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI Chapters: 00:00 Live at Oracle AI World 00:27 Event energy and why this year feels different 01:34 Introducing Nagaraj 02:00 His role and connection to Taleo 03:51 Why Career Coach exists 04:40 Memory and candidate interaction 06:00 What good recruiters actually do 06:30 Candidate and recruiter frustration 07:38 Building challenges and model selection 08:58 Handling drift and customer-chosen models 09:55 How recruiters should think about AI 10:52 The horse-and-buggy moment 11:56 What success looks like in 2026 12:59 The reality of internal adoption hurdles Guest Info: Nagaraj Nadendla, SVP/GM Product Development Oracle LinkedIn: https://www.linkedin.com/in/nagarajnadendla/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode we talk about HR tech, automation, employee experience, sentiment, and workflow design. We sat down with Hubert from Quest Diagnostics live at Oracle AI World and got into the guts of what 56,000 employees really need from HR systems today. This one hits everything from AI-powered scheduling to performance reviews to the messy, very human side of employee sentiment. It’s practical, honest, and grounded in what real teams face every day. Here's what we covered: AI is finally giving HR a chance to get ahead instead of catching up. Employees aren’t reading PDFs anymore. They’re asking questions and expecting answers instantly. Quest’s 56,000 employees create huge pressure on ticketing, sentiment, and service quality. Performance reviews suffer from human bias and memory. AI fixes that. Scheduling at scale is broken without automation and rules-based fairness. Frontline teams need systems that respect their time and availability. Employee surveys every quarter will reveal the real impact of automation next year. Change management matters more in HR than almost any other function. Healthcare adds a deeper mission layer that shapes how tech gets adopted. Sentiment analysis during support conversations is an untapped opportunity. Managers with 30 direct reports need automation so they can actually lead. AI is becoming a second brain for service centers, not a replacement. This episode was recorded live at Oracle AI World 2025 as part of a leadership series defining the world of work and AI Chapters:00:24 Live at Oracle AI World01:01 Event energy and why this crowd feels different01:35 Hubert talks about why AI feels like a turning point02:15 Why HR is finally ready for real change02:56 What Hubert does at Quest03:28 Rolling out new HR modules and AI tools04:26 The shift from PDFs to conversational workflows05:10 How employees actually search for answers now06:24 Paystub agents, call centers, and reducing support load07:24 Tracking sentiment and service quality08:30 Help desk automation and ticket summaries10:07 The performance review problem11:04 How AI can remove bias and jog managers’ memory12:30 Oracle scheduling rollout and why it matters13:54 Shift fairness and hourly worker expectations16:20 Engagement, surveys, and 2025 expectations17:56 Culture, values, and healthcare’s mission19:06 Why speed and accuracy matter in patient-facing work19:55 Wrapping with humor and German honesty Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Most companies walk into annual planning blind. They’re scrambling through spreadsheets, missing critical skill signals, and making high-impact decisions without a clear view of their own organization. The result is predictable: reorgs fail, plans stall, and HR gets blamed for problems that start with bad visibility, not bad leadership. In this episode we talk about workforce planning, data visibility, org structure, reorg failures, skill depth, and why spreadsheets keep undermining teams that should be operating on real insight – not rows and cells. Tom breaks down where planning goes sideways, what HR is missing, and how organizations can finally get ahead of 2026 instead of reacting to it. Key Takeaways Almost half of HR leaders say they don’t have clear visibility into their org. Seventy percent of reorgs fail, which shows how broken most planning processes are. Ninety-eight percent of HR teams still run planning through spreadsheets. HR isn’t the problem. The tooling is. Companies miss critical skills because they plan person to person instead of position to position. Single-threaded knowledge points make organizations fragile. Inconsistent data lenses lead to inconsistent talent decisions. Planning should be continuous, not a once-a-year fire drill. The first COVID-era RIF exposed how dangerous planning without visibility can be. Managers can’t see skill impact or team fallout when they plan in rows and columns. The real value is in the conversation, but teams never get there because they’re stuck gathering data. As organizations evolve, HR’s job is no longer reactive, it’s about building the future. But how can you lead when you don’t have a clear view of your structure, roles, and gaps? Are you prepared for 2026? Take a look at your OrgChart. Chapters 00:00 The real visibility gap inside organizations02:00 Why reorgs fail more than they succeed04:00 HR’s Excel addiction06:00 Why talent decisions fall apart10:00 Annual planning vs continuous planning13:00 Making planning fun and interactive16:00 How missing skills break orgs20:00 The danger of fragmented data25:00 RIF mistakes and blind spots30:00 Planning through the lens of positions34:00 Future-proofing and organizational readiness40:00 Where companies should start in 2026 Guest Info Tom McCarty, CEO, The OrgChartLinkedIn: https://www.linkedin.com/in/tom-mccarty-1b28762/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefined OrgChart partners with the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

AI is shifting from assistant to operator. Which means the future of work is less about tasks and more about flow. Talent flow. Data flow. Decision flow. We sit down with Steve O’Brien to unpack what happens when intelligence becomes active in the workplace, and why the next evolution of leadership comes down to trust, clarity, and the courage to let AI run where it wins. In this episode we talk about agentic AI, workforce design, and what it really takes to evolve from managing people to orchestrating humans plus intelligent systems. We explore how CIOs and CHROs are finally colliding around data and workflow decisions, why adoption will lag hype, and why human oversight will stay central even as AI output gets scary good. If you want a clear view into the next chapter of talent and technology, this one hits. Key themes we dig into Why AI output can surpass human creativity when humans steer it Talent leaders moving from headcount management to agent oversight Trust as the make-or-break variable for AI adoption Where CIO and CHRO priorities merge in real time Why data flow is the real battlefield in modern HR tech Managing intelligent systems like team members, not tools Human creativity as the spark, not the full fire Why adoption will be slower, smarter, and people-sensitive The new leadership edge: seeing the system, not just the role Guest Info Steve O'Brien, SVP, People Solutions & Workforce Analytics, Global HR Connect with Steve on LinkedIn here. Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠  This episode is sponsored by Rival. Hiring today requires you to do more than just post and pray. Teams need outbound muscle, a tech stack that supports teams, not slows them down, and a great experience from offer to day one productivity. From helping you find talent, launching them quickly, to supporting their development, Rival makes work flow.     Learn more about your ad choices. Visit megaphone.fm/adchoices

What does it really mean to create a brilliant employee experience? We sit down with Kalifa Oliver, executive advisor and author of I Think I Love My Job, to unpack how organizations can move beyond perks and buzzwords to deliver what employees actually need. In this episode we talk about the difference between employee experience and happiness, how communication breaks down inside organizations, and why leadership accountability matters more than ever in a post-COVID workplace. Khalifa also shares insights from her book, including the role of dissent in driving innovation and why organizations often reward toxic behavior without realizing it. Executives, HR leaders, and managers will walk away with practical takeaways on communication, accountability, and designing workplaces where people can truly thrive. Key Takeaways➡ Employee experience must be intentionally designed, not just “happiness.”➡ Leaders are responsible for setting employees up for success.➡ COVID-19 reshaped workplace expectations and culture permanently.➡ Listening is the most underrated leadership skill.➡ Dissent and disagreement fuel innovation when managed effectively.➡ Many organizations still reward toxic behaviors without realizing it.➡ Employees want clarity, support, and a chance to contribute meaningfully.➡ Everyone deserves a brilliant employee experience. Chapters00:00 – Who is Kalifa Oliver02:50 – The Importance of Employee Experience05:50 – Communication and Listening in Organizations08:54 – The Impact of COVID-19 on Work Culture12:00 – The Journey to Writing the Book14:47 – Understanding Employee Experience vs. Happiness17:52 – The Role of Leadership in Employee Experience20:58 – Dissent and Innovation in the Workplace23:58 – Creating a Positive Work Environment Connect with our Guest Kalifa Oliver: https://www.linkedin.com/in/kalifaoliver/Get the book: I Think I Love My Job – https://www.kalifaoliver.com/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Job seekers aren’t playing games in 2025. Between AI, inflation, and ghosted applications, candidates are demanding better. We sat down with Stephanie Manzelli to unpack the latest Job Seeker Nation Report and why it’s more than just stats—it’s a warning sign. From broken trust to burnout, this conversation dives deep into how recruitment is being redefined. In this episode we talk about how AI is changing the hiring experience, why transparency isn’t optional anymore, and what employers can do to rebuild trust before talent walks out the door. Key Takeaways ➡ 57% of job seekers expect to hear back within 3 days of applying—slow comms kill trust. ➡ Only 28% of candidates think salaries are keeping up with inflation. ➡ 77% are fine being recorded during interviews—privacy concerns are shifting. ➡ 85% are open to leaving even if they’re “happy.” Retention isn’t just about satisfaction. ➡ Loyalty is no longer a given—workers are prioritizing self-preservation. ➡ Compensation transparency is table stakes, not a perk. ➡ Burnout is fueling job searches even more than bad bosses. ➡ AI is becoming an accepted tool—especially when it improves fairness. ➡ Candidates would rather hear bad news than be ghosted. ➡ Employer branding means nothing without follow-through and clarity. ➡ Re-engaging past candidates isn’t just smart—it’s expected now. ➡ Technology is fine, but without a human element, it still falls flat. Chapters 00:00 – Who is Stephanie Manzelli? 04:57 – Candidate Expectations and the Role of Technology 08:04 – Compensation Trends and Perceptions 11:06 – The Impact of Inflation on Salary Expectations 14:07 – The Role of AI in Interviews and Candidate Experience 17:54 – The Value of Reconnecting with Past Candidates 20:15 – Setting Clear Expectations in Hiring 21:31 – The Importance of Transparency in Employer Branding 26:17 – Balancing Human Connection and Technology in Recruitment 30:38 – The Shift in Employee Loyalty and Job Satisfaction 33:59 – Understanding Burnout and Its Impact on Job Searches Connect with our guest: Stephanie Manzelli, Chief People Officer at Employ: https://www.linkedin.com/in/stephmanzelli/ Connect with us William Tincup LinkedIn: ⁠https://www.linkedin.com/in/tincup/⁠ Ryan Leary LinkedIn: ⁠https://www.linkedin.com/in/ryanleary/⁠ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Long COVID might not be top of mind for execs, but its lingering effects tell us everything we need to know about experience in your organization. In this episode we speak with Lila Nazef, VP of Sales and Marketing at Neocase on why HR still isn’t working, how onboarding sets the tone for everything, and what leaders miss when they treat people ops like admin. There’s a real shift happening—from tactical HR to experience-first org design—and companies that miss it will lose the talent war. We dig in on HR experience design, the blurred lines between sales and marketing, leadership mindset shifts, and why technology isn’t the enemy—it’s the excuse. If you’re tired of reactive HR, this episode brings the fire (and a few hard truths). Key Takeaways ➡ ➡ HR still operates like a silo, disconnected from brand and revenue. ➡ Sales = the hunt. Marketing = the ecosystem. Most confuse the two. ➡ Poor onboarding breaks trust before it even starts. ➡ Tech should enhance—not replace—human connection. ➡ The Chief Experience Officer isn’t optional anymore. ➡ Most orgs don’t know how their people feel—that’s the real gap. ➡ Experience isn’t fluffy—it’s a measurable competitive advantage. ➡ Communication is still HR’s biggest blind spot. ➡ Mistakes fuel innovation if leaders stop punishing them. ➡ HR needs a rebrand—from policy enforcer to strategic driver. ➡ You can’t fix broken culture with a tech stack. Chapters 00:00 The Lingering Effects of COVID-19 02:56 Exploring the Value of Organs and Skin 05:57 The Importance of Employee Experience 08:57 Sales vs. Marketing: A Passion for the Hunt 11:57 The Broken HR Experience 14:55 Defining HR Experience and Its Impact 19:49 Seamless Employee Experience 22:02 The Role of Chief Experience Officer 25:48 Transforming HR from Cost Center to Revenue Driver 28:25 Balancing Technology and Human Touch 36:04 Creating Competitive Advantage through Employee Experience 43:41 Embracing Mistakes as a Path to Innovation Connect with our guest: Lila Nazef VP of Sales and Marketing at Neocase: https://www.linkedin.com/in/lila-nazef-hrtech/ Connect with us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

How do you spot and support high-potential talent before they burn out or walk out? Randi Seran, VP of People at workrise talks about the often-missed signals of employee appreciation, why recognition isn't one-size-fits-all, and how resilience is quietly replacing potential as the new hiring metric. We unpack her hiring playbook and explain why top performers aren’t always your future leaders. Key Takeaways ➡ High potential employees often feel invisible—despite outsized contributions ➡ Not all top performers are high potentials, and that distinction matters ➡ Recognition must be personalized—some want the spotlight, others want quiet acknowledgment ➡ Many high potentials don’t self-identify, making them easy to miss without career promoters ➡ Hiring for potential means looking for passion, curiosity, and discipline—not just a résumé ➡ Resilience is becoming the most valuable trait in today’s talent landscape ➡ Communication is the foundation of trust, especially during change ➡ Feeling undervalued can derail even your most committed employees ➡ Behavioral interview questions reveal more than credentials ever will ➡ A clear, consistent hiring process helps uncover what resumes can't Chapters 00:00 — Who is Randi Seran, VP of People at workrise 03:13 — Understanding High Potential Employees 05:54 — The Impact of Recognition and Appreciation 08:57 — Differentiating High Performers and High Potentials 12:09 — Hiring for Potential vs. Skills 15:00 — The Importance of Resilience in the Workplace 17:58 — Building Trust Through Communication 20:57 — Personal Experiences of Feeling Undervalued 23:56 — Randi's Ideal Hiring Process Connect with our guest: Randi Seran, VP of People at workrise: https://www.linkedin.com/in/randi-seran-sphr-4239682 Connect with us William Tincup LinkedIn: ⁠https://www.linkedin.com/in/tincup/⁠ Ryan Leary LinkedIn: ⁠https://www.linkedin.com/in/ryanleary/⁠ Connect with WRKdefined on your favorite social network Site: ⁠http://www.wrkdefined.com⁠ TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠ LinkedIn: ⁠https://www.linkedin.com/company/wrkdefined⁠ Facebook: ⁠https://www.facebook.com/WRKdefined/⁠ Twitter (X): ⁠https://twitter.com/WRKdefined⁠ Substack: ⁠https://wrkdefined.substack.com/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

Think Gen Z is lazy? Boomers are outdated? Millennials are just avocado toast addicts? Megan Grace joins the mic to demolish generational clichés and decode what actually matters in workplace culture. We dive into the mindset gaps that spark friction, miscommunication, and eye-rolls across generations—and how leaders can stop biffing the feedback game. In this episode we unpack Megan’s new book, “Generations in the World of Work,” with no-fluff takes on work-life balance, retirement myths, and why the 19-year-old brain is your HR wild card. If your idea of communication is still email only… buckle up. Key Takeaways: ➡ Megan Grace’s book was a year-and-a-half-long deep dive into workplace generations ➡ Gen Z wants flexibility, not just foosball tables and slogans ➡ Feedback needs a remix—tailor it or tank morale ➡ The 19-year-old brain is still baking—context matters ➡ Retirement is already on Gen Z’s radar (wild, right?) ➡ Boomers and Gen Z view work-life balance like two different planets ➡ Email ≠ communication—set expectations or brace for chaos ➡ Collaboration across generations = workplace gold ➡ Identity formation in young professionals is key to better management ➡ “It’s a sandbox”—test, play, iterate—don’t assume one-size-fits-all culture ➡ Workplace culture shifts fast—your old playbook is outdated Timestamps: 00:00 – Who is Meghan Grace? 01:16 – The Journey of Writing a Book 04:06 – Generational Dynamics in the Workplace 07:19 – Understanding Generational Mindsets 10:11 – The 19-Year-Old Brain and Identity Development 13:22 – Inter-Generational Relationships and Motivations 16:12 – Work-Life Balance Across Generations 16:48 – Generational Perspectives on Work Culture 18:53 – Understanding Workplace Dynamics Across Generations 20:18 – Bridging Communication Gaps Between Generations 23:33 – The Importance of Empathy in Workplace Relationships 26:54 – Navigating Job Expectations and Generational Differences 28:01 – Feedback: A Generational Divide 37:37 – Retirement Perspectives Across Generations Connect with Meghan Grace: Website: https://www.meghanmgrace.com/ #GenZ Podcast: https://www.meghanmgrace.com/podcast Connect with Us: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with us on social: Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Heidi helps organizations turn stagnant hiring funnels into dynamic talent pipelines. Get the lowdown on why outdated hiring processes are costing you talent, how integrating Applicant Pro and iSolve can turbocharge your workflow, and why internal mobility is the retention game‑changer. We dig into candidate experience trends, generational preferences, and the microcultures that define career progression—plus pro tips for managers to foster authentic employer branding. In this episode we explore hiring practices, candidate experience, internal mobility, HR technology, and employer branding. Key Takeaways ➡ Hiring practices are stuck in the past—and that means missed hires. ➡ Short, mobile‑friendly applications keep Gen Z and Millennials engaged. ➡ Lightning‑fast response times separate great employers from ghosters. ➡ Candidate experience is your secret weapon for employer branding. ➡ Scrolling during interviews? It’s a bias signal, not a deal breaker. ➡ Integration of Applicant Pro and iSolve slashes manual work in half. ➡ Internal mobility isn’t a perk—it’s your best retention strategy. ➡ Managers drive satisfaction; equip them to champion growth. ➡ Corporate culture lives in microcultures—get granular or get ghosted. ➡ Authentic employer branding demands real stories, not canned slogans. Chapters 00:00 Introduction and Backgrounds 03:02 Integrating Applicant Pro and iSolve 06:03 Outdated Hiring Practices 11:57 Candidate Experience and Response Times 18:04 Generational Differences in Hiring 20:59 Internal Mobility and Future Trends 21:31 The Importance of Internal Mobility 24:16 Managerial Influence on Employee Growth 28:11 Cultural Dynamics in Career Progression 30:46 Defining Corporate Culture 35:16 Microcultures and Their Impact 38:07 Employer Branding and Authenticity 45:37 Conclusion and Future Insights Guest Info Heidi Barnett https://www.linkedin.com/in/heidimbarnett/ Connect with Us William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ X (Twitter): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Career services aren’t what they used to be—and that’s a good thing. What do today’s candidates actually care about? From sales to veterinary medicine, the 2025 jobs report reveals what’s hot, what’s missing, and what employers need to fix in their hiring process. Spoiler: it starts with your job descriptions. In this episode we talk about career services, applicant tracking systems, transparency in job listings, generational values, healthcare careers, and how leadership and culture shape job seeker decisions in a tight labor market. Key Takeaways ➡ Gen Z is leading the charge for more flexibility, clarity, and cultural alignment ➡ The #1 job in 2025 is veterinarian—empathy is still a career superpower ➡ Salary transparency isn’t optional anymore ➡ Sales roles offer six-figure potential with no degree required ➡ Poor job descriptions waste time for both sides—clarity wins ➡ Candidates are prioritizing values and mission just as much as pay ➡ Healthcare and specialized roles are dominating future outlooks ➡ Leadership style has a measurable impact on retention and success Chapters 00:00 – The Report 03:10 – Shifts in Career Services and Job Seeking Trends 06:01 – Generational Perspectives on Work-Life Balance 09:08 – The Importance of Flexibility in the Workplace 12:07 – Insights from the Jobs Report for 2025 15:01 – Top Jobs and Their Implications 17:59 – Sales Roles and Career Pathways 20:46 – Exploring Career Opportunities and Self-Assessment 22:27 – Understanding Job Descriptions and Candidate Needs 24:41 – The Importance of Transparency in Job Listings 26:43 – Finding the Right Fit: Company Culture and Values 30:05 – Managing Expectations in Job Roles 33:32 – The Role of Leadership in Employee Success 34:17 – Insights from Job Seekers: Surprising Career Paths 39:39 – Future Job Trends: Specialization in Healthcare Guest Info Jenn Herrity: https://www.indeed.com/career-advice/author/jennifer-herrity https://www.linkedin.com/in/jenniferherrity/ Connect with us William Tincup: https://www.linkedin.com/in/tincup/ Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network Website: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ X: https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

People-first strategies are hitting roadblocks in most orgs — and the numbers prove it. HR leaders like Luck Dookchitra, VP of People & Culture at Leapsome, are on the front lines, navigating complex expectations from all sides while championing flexibility, inclusion, and a purpose behind policy. Leapsome’s 2025 HR Insights Report doesn’t just reveal the gap — it shows where HR needs to go next before talent walks out the door. In this episode we talk about HR insights, people-first strategies, return-to-office, workplace culture, and flexibility through the lens of Leapsome’s latest research. From broken DEI promises to the myth of productivity in the office, we unpack why HR is stuck — and what it’ll take to move forward. Key Takeaways ➡ 92% of HR leaders face internal resistance on people-first strategies ➡ 56% feel pressure from executives to enforce return-to-office mandates ➡ 79% of employees say they’re more productive when choosing where they work ➡ 58% believe RTO policies hurt employees with disabilities ➡ One in three HR leaders expect DEI budget cuts in the next year ➡ Flexibility isn’t a perk—it’s now table stakes for engagement ➡ People-first initiatives only succeed when tied to business outcomes ➡ Return-to-office needs a clear, transparent rationale to gain support ➡ Designing work for engagement creates better employee experiences ➡ The future of HR depends on adaptability, inclusivity, and trust Timestamps 00:00 – Introduction to People-First Strategies 03:22 – Understanding Internal Barriers in HR 06:19 – The Pressure of Return to Office Policies 09:16 – Designing Work for Employee Engagement 11:35 – The Importance of Intentionality in HR Policies 13:13 – Exploring Creativity Through Choice 13:15 – The Impact of Remote Work on Productivity 16:27 – Disability Inclusion in the Workplace 19:31 – The Evolution of Work and Learning 21:38 – The Future of DEI Initiatives Connect with This Week’s Guest: Luck Doochitra, VP People & Culture at Leapsome: https://www.linkedin.com/in/luck-dookchitra/ Learn more about Leapsome here: https://www.leapsome.com/ Get access to the report here: https://hubs.li/Q03dFX0N0 Connect with Us Here: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with us on Social Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Can HR really trust AI? We dig into the ethics, automation, and future of HR tech with Oracle's Yvette Cameron. Spoiler: it’s moving fast, and you better keep up. AI is transforming HR at lightning speed—but trust, ethics, and data security still keep leaders up at night. I sat down with Yvette Cameron from Oracle to unpack what generative AI really means for HCM, and why HR teams need to think big and move faster. In this episode we look at AI, HR, Oracle, generative AI, adoption challenges, seamless integration, recruitment, decision-making, automation, ethics, data security. Key Takeaways: ➡️ AI has been shaping HR for over a decade—this isn’t new, it’s just faster now. ➡️ Generative AI can cut job description creation time from hours to minutes. ➡️ Trust remains one of the biggest barriers to AI adoption in HR. ➡️ Many organizations prioritize volume over value when implementing AI tools. ➡️ AI should support human roles, not replace them entirely. ➡️ Company culture must guide AI policies and usage. ➡️ HR needs a "test and learn" mindset to effectively adopt AI. ➡️ Data security is non-negotiable when using AI in HR. ➡️ Delaying AI adoption risks falling behind rapidly evolving tech. ➡️ AI’s role in decision-making is growing—human oversight must keep pace. ➡️ Future AI interfaces aim to be seamless, intuitive, and proactive. ➡️ Ethical frameworks are essential to build confidence in AI systems. Chapters 00:00 Who is Yvette Cameron and what is Oracle's role to AI in HR 06:41 The Evolution of AI in HR Processes 11:10 The Future of AI Interfaces in HR 20:09 The Role of AI in Decision-Making 26:47 Building Confidence in AI Capabilities 33:15 Unlocking Insights with AI Analytics 💬 Hot take or just hype? Are we headed toward a new normal, or is this just workplace chaos rebranded? Drop your thoughts in the comments! Connect with us here: Connect with Oracle's Yvette Cameron: https://www.linkedin.com/in/yvettecameron/ Connect with William Tincup: https://www.linkedin.com/in/tincup/ Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Recruiters are buried in applications when they should be connecting with talent—and Daxtra is here to change that. Don Tomlinson, CTO of Daxtra, joins You Should Know to reveal how their latest AI-powered tool, Talent Flow, is reshaping recruitment. This isn’t just automation—it’s next-level efficiency, giving hiring teams the power to focus on people, not paperwork. We dig into AI-driven recruitment, data parsing at scale, workflow automation, the ATS evolution, and how Talent Flow is bridging the gap between staffing agencies and corporate hiring teams. If you hire people, this episode is a must-listen. What You’ll Learn ➡️ Daxtra processes 100M+ resumes monthly—turning raw data into real insights. ➡️ AI is shifting recruiters from admin overload to real relationship-building. ➡️ Talent Flow automates workflows, cutting through hiring bottlenecks. ➡️ Bad data = bad AI. Garbage in, garbage out—it’s that simple. ➡️ Bridging staffing & corporate HR—Daxtra connects both worlds. ➡️ AI isn’t stealing jobs—it’s giving recruiters their time back. ➡️ Daxtra isn’t an ATS—it makes ATS platforms smarter. ➡️ High-volume hiring teams see massive gains with AI-driven automation. ➡️ Relationships over resume databases—the recruiter’s new reality. ➡️ Talent Flow is a major milestone in recruitment technology. Chapters: 00:00 – Welcome to You Should Know & Meet Daxtra 01:46 – The AI Engine Behind Talent Flow 10:37 – How Daxtra Connects Staffing & Corporate Hiring 17:27 – The Workflow Revolution: Automating Recruitment 19:20 – The Future of Recruiting: What’s Next? Connect with Us Don Tomlinson CTO Daxtra - https://www.linkedin.com/in/dontomlinson/ Learn more about Daxtra here: https://www.daxtra.com/ 🔗 William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Employ's CEO, Steve Cox, unpacks the strategy and vision behind the acquisition of Pillar, highlighting how it’s set to transform HR tech through AI-driven integrations and improved workflow efficiency. He discusses the importance of customer engagement, transparency, and future growth plans, including potential new acquisitions. In this episode, we look at acquisition, HR tech, AI technology, Employ, Pillar, customer engagement, workflow efficiency, integration, recruitment, and technology. Steve shares how this acquisition aligns with Employ's broader strategy to enhance its product suite and deliver measurable value to customers. Key Takeaways: ➡️ The acquisition of Pillar is a strategic move to enhance AI-driven recruitment technology. ➡️ Employ plans to double its engineering team to accelerate product development. ➡️ Integration with existing platforms like Lever is already in progress. ➡️ Customer feedback is central to measuring the acquisition's success. ➡️ Employ is committed to transparency with its customer base post-acquisition. ➡️ Customer advisory boards will influence future product roadmaps. ➡️ The acquisition aims to bring more resources to Pillar's technology stack. ➡️ Steve Cox hints at potential future acquisitions to expand capabilities. ➡️ Aligning acquisition actions with customer needs is a top priority. ➡️ Enhanced workflow efficiency is a core goal of the acquisition. ➡️ AI technology integration is set to redefine customer engagement strategies. ➡️ Steve's vision is to own the AI-driven HR tech space. Chapters: ➡️ 00:00 - Introduction to the Acquisition ➡️ 01:26 - The Rationale Behind the Acquisition ➡️ 04:28 - Integration Plans and Customer Impact ➡️ 07:48 - Customer Engagement and Feedback ➡️ 08:56 - Measuring Success Post-Acquisition ➡️ 10:31 - You Should Know Connect with us here: 🔗 Connect with Steve Cox: https://www.linkedin.com/in/steve-cox-588a2024/ 🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com 💬 What’s your take? Is Employ’s acquisition of Pillar a game-changer for HR tech, or just another move in the market? Drop your thoughts in the comments! 🚀 Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we explore how improv techniques can reshape business dynamics, boost creativity, and enhance leadership. Neil Mullarkey unpacks the power of listening, the 'yes and' mindset, and the importance of trust in building collaborative teams. The conversation dives into overcoming resistance to improv in corporate settings and the impact of inclusive leadership. Key Takeaways ➡️ Improv is fundamentally about listening and accepting offers. ➡️ The 'yes and' principle encourages collaboration and creativity. ➡️ Building trust can be achieved through shared experiences and active listening. ➡️ Leaders should create an environment where all voices are heard. ➡️ Improv training can help individuals overcome imposter syndrome. ➡️ Embracing imperfection leads to greater innovation and creativity. ➡️ Women often feel unheard in meetings, highlighting the need for inclusive leadership. ➡️ Improv originated as a tool for social workers to help children express themselves. ➡️ The essence of improv is storytelling and making others look good. ➡️ Navigating uncertainty is a key skill for effective leadership. ➡️ The 'yes and' mindset fosters a culture of possibility rather than rejection. ➡️ Effective communication is rooted in empathy and trust-building. 💬 What’s your take? Are we headed toward a new normal, or just workplace chaos? Drop your thoughts in the comments! Connect with us here: 🔗 Connect with Neil Mullarkey: https://www.linkedin.com/in/neilmullarkey/ 🔗 Connect with William Tincup: https://www.linkedin.com/in/tincup/ 🔗 Connect with Ryan Leary: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network 🔗 Site: http://www.wrkdefined.com 🎥 TikTok: https://www.tiktok.com/@wrkdefined 💼 LinkedIn: https://www.linkedin.com/company/wrkdefined 📘 Facebook: https://www.facebook.com/WRKdefined/ 🐦 Twitter (X): https://twitter.com/WRKdefined 📩 Substack: https://wrkdefined.substack.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Financial wellness isn’t just a buzzword—it’s the future of work. Liz Davidson, CEO of Financial Finesse, and Yemi Rose, founder of OfColor, join forces to unpack the game-changing acquisition that’s reshaping financial wellness for employees of color. They dive into the cultural nuances, personalized coaching, and employer strategies driving a more equitable future. This episode announces Financial Finesse’s acquisition of OfColor, exploring how it bolsters financial literacy, reduces workplace stress, and scales meaningful DEI initiatives. From tailored financial education to strategic integration, Liz and Yemi reveal how companies can empower employees, foster inclusion, and create shared value at scale. Key Takeaways Financial Finesse’s acquisition of OfColor sets a new standard for equity-driven financial coaching. Cultural nuances in financial literacy demand customized education to truly resonate. Employees of color face systemic financial hurdles that require tailored support. Personalized financial coaching improves engagement, retention, and overall wellbeing. Integrating diverse financial expertise into benefits programs amplifies impact. HR’s role in financial wellness is central to reducing workplace stress and driving inclusion. Sustainable DEI efforts must go beyond lip service to deliver measurable impact. Acquisitions can succeed when they prioritize meaningful benefits and cultural alignment. Financial education should “meet employees where they are” to foster trust and action. Scaling equitable financial wellness creates shared value for employees and employers alike. In this episode, we look at acquisition strategies, financial wellness, cultural nuances, employee benefits, DEI, personalized coaching, financial literacy, HR’s responsibility, employee engagement, and creating lasting workplace impact. You can connect with today's guests and hosts below: Guest: Liz Davidson, Founder and CEO, Financial Finesse Guest: Yemi Rose, Founder and CEO, OfColor Learn more about the acquisition here William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network: The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

The inaugural Workforce Radar Report unpacks hybrid work, leadership, and HR technology. We explore employee engagement, transparent communication, and the strategic use of generative AI in workforce management. Trust, purpose, and rapid tech changes define the future of work, and leaders must adapt to thrive. In this episode we look at HR technology, workforce management, employee engagement, return to office, leadership, trust, generative AI, workplace culture, and talent strategy. The Workforce Radar Report highlights actionable insights for HR organizations navigating hybrid models, tech innovation, and purpose-driven work environments. Key Takeaways Hybrid work leads to higher employee engagement and improved performance metrics. Transparent communication boosts organizational trust by up to 35%. Generative AI enhances workforce productivity and unlocks innovation potential. HR’s strategic role is pivotal in navigating rapid technology shifts. Leaders must align purpose and strategy to build stronger workforce connections. Workforce Radar Report outlines the need for actionable workforce analytics. Employee preferences and understanding reduce organizational costs significantly. Trust in leadership correlates directly with engagement and retention. Purpose-driven work enhances employee satisfaction and organizational success. HR leaders must transition from tactical functions to strategic workforce partners. Effective hybrid models prioritize flexibility without compromising accountability. Investment in leadership development ensures long-term organizational adaptability. Chapters 00:00 Who is Anthony and what is the Workforce Radar Report? 03:01 The Evolution of HR Technology 05:47 Overview of the Workforce Radar Report 08:54 Understanding Workforce Levers 12:00 Return to Office: Challenges and Insights 14:54 The Importance of Purpose in Work 18:11 Building Trust and Communication in Leadership 20:53 The Future of Work: Challenges Ahead 24:11 The Role of HR in Workforce Management 26:58 Key Takeaways for Leaders 30:14 Conclusion and Where to Find the Report Connect with Anthony Abbatiello: https://www.linkedin.com/in/apabbatiello/ and https://www.pwc.com/us/en/contacts/a/abbatiello-anthony.html William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Stacey Messier, GM of CIC New England, explores how workplace loyalty has evolved in the post-pandemic world. From meaningful conversations to high communication and transparency, Stacey explains the tools leaders can use to create loud loyalty. The discussion highlights the role of managers in cultivating trust and the influence of technology in spreading loyalty across teams. In this episode, we look at loyalty, workplace, post-pandemic, meaningful conversations, relationships, constraints, job market, redefinition, managers, communication, transparency, technology, and social media. Key Takeaways Workplace loyalty has shifted post-pandemic, with employees redefining what it means. Managers must create environments that prioritize trust, communication, and transparency. Relationships and meaningful conversations are the foundation for fostering loyalty. Limited job opportunities can strengthen an employee’s sense of loyalty. Technology and social media are key in promoting and spreading loyalty culture. Leadership choices and team prioritization directly impact employee loyalty. Chapters 00:00 Introduction and Topic: Creating Loud Loyalty at Work 03:17 Bringing Loud Loyalty to the Table 09:03 Constraints and Creativity in Loyalty 17:51 The Taboo of Talking Positively about Work 20:10 Prioritizing the Right People for Loyalty 29:23 Spreading the Idea of Loyalty Through Cross-Channel Content Connect with Stacey Messier here: https://www.linkedin.com/in/staceymessier/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Burnout isn’t just a buzzword—it's a growing epidemic, especially for ambitious professionals. I’m digging into it with Julia Arndt, unpacking practical, no-nonsense ways to prevent burnout. We cover the mental health impact of pandemic work shifts, plus why stress management is key for long-term success. High achievers, listen up; this one’s for you. In this episode, we look at burnout, stress management, time management, work-life balance, high achievers, mental health, productivity, self-care, ambition, and pandemic effects. Key Takeaways: Burnout is a syndrome closely tied to chronic workplace stress. Roughly 90% of doctor visits link back to stress-related issues. Ambitious individuals often believe burnout is unavoidable. Self-imposed stress contributes heavily to burnout risk. Pandemic-era changes have intensified burnout across industries. Effective time management is essential for burnout prevention. Chapters 00:00 Introduction to Burnout and Its Impact 03:29 Defining Burnout: Understanding the Symptoms 06:51 The Role of Self-Inflicted Stress 11:43 Pandemic Effects on Work Habits 13:40 Ambition vs. Burnout: The Correlation 18:54 Time Management: A Key to Avoiding Burnout 23:42 Trends in High Performers: Protecting Time and Setting Boundaries 29:37 Identifying Early Warning Signs of Burnout 34:13 The Interconnection of Personal and Work Life 40:32 Stress: The Inevitable Companion 43:18 Conclusion: Strategies for Managing Burnout Connect with Julie Arndt here: https://www.peakperformancemethod.com/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Neuroleadership redefines what it takes to be an effective leader, emphasizing self-awareness, motivation, and the power of curiosity as essential tools for growth. Leaders aren’t simply born; they’re crafted through intention, practice, and the discipline to break old habits. Aligning personal values with actionable steps creates lasting impact—driving transformation not only for individuals but also across teams and organizations. In this episode, we look at neuroleadership, self-awareness, motivation, habits, self-leadership, continuous improvement, culture, change, values, growth, behavior, and the role of leaders in cultivating a shared language for success. Key Takeaways Neuroleadership blends neuroscience with leadership principles, creating more effective strategies for decision-making and team dynamics. Leadership isn't innate—it's developed through self-awareness, motivation, and sustained practice. Curiosity is a defining trait of successful leaders, driving continuous learning and adaptability. Personal growth and leadership go hand-in-hand, requiring self-reflection, intentional actions, and resilience. Breaking old habits involves changing underlying neurological rewards, making change more sustainable. Self-leadership aligns personal values with intentional actions, setting a powerful example for others. True optimization may be elusive, but leaders can inspire continuous growth and improvement within their teams. A shared language around self-leadership fosters a strong, cohesive organizational culture. Leaders influence organizational outcomes by modeling values-driven behaviors, impacting both individuals and the collective. Chapters: 00:00 Who are Andrew and Alex Geesbreght? 04:01 Neuroleadership: Combining Neuroscience and Traditional Leadership 07:12 Are Leaders Born or Made? 09:09 The Role of Curiosity in Leadership 11:16 The Linkage Between Curiosity and Transformation 13:18 The Importance of Self-Awareness and Practice in Leadership Development 18:51 Recognizing the Power of Self-Leadership 20:15 The Complexity of Values and Decision-Making 22:50 Exploring Blind Spots and Areas of Discipline 23:58 Creating a Common Language for Self-Leadership 26:00 The Influence of Behavior and Modeling 28:04 The Circle of Control and Circle of Influence 30:03 The Challenge of Optimization and Team Composition 34:29 The Journey of Self-Leadership and Continuous Growth Learn more about PRAX Leadership: https://praxleadership.com/ Connect with Alex Geesbreght here: https://www.linkedin.com/in/alex-geesbreght-j-d-52a6a6297/ Connect with Andrew Geesbreght here: https://www.linkedin.com/in/andrew-geesbreght-m-a-a42411173/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Summary: Gig work is transforming traditional career paths, with 30-40% of clients now relying on gig workers driven by flexibility, COVID-19’s impact, and evolving workforce priorities. Art Knapp, CEO of Hierogenics, unpacks the MSP industry’s need for higher-quality services, cultural differences in work loyalty, and the increasing importance of skills-based hiring. In this episode, we look at gig work trends, skills gap, employer-employee relationships, flexibility, upskilling, social media influence, and the evolving MSP landscape—all shaping the future of HR, talent acquisition, and workforce planning. Key Takeaways: MSP Industry Needs Higher Service Quality: The MSP industry's lack of evolution and decline in service quality highlights a need for improved standards. Growth in Gig Work: The gig economy is expanding, with 30-40% of clients depending on gig workers due to flexibility and the lasting effects of COVID-19. Classification Challenges for Gig Workers: Defining gig workers’ roles is complex, affecting how they’re perceived and treated within companies. Generational Perception Differences: Younger generations prioritize engaging work over long-term loyalty, influencing how they view gig roles. Rise of Skills-Based Hiring: Companies are increasingly adopting skills-based hiring, though assessing skills remains a challenge. Shared Responsibility for Upskilling: Both companies and gig workers benefit from skill development, with businesses standing to gain from investing in their gig workforce. Skills Gap Risks in the Gig Economy: Without upskilling, gig work may contribute to a widening skills gap in the labor market. Outsourcing and In-House Functions: Companies are reassessing which functions can be outsourced to gig workers versus those that require in-house talent. Transactional Employer-Employee Relationships: Employer-employee relationships are increasingly transactional, with brand loyalty giving way to flexibility and independence. Social Media’s Impact on Reputation: Social media complicates reputation management, as both individuals and organizations navigate public perception. Chapters 00:00 Introduction and Overview 07:51 The Rise of Gig Work and its Drivers 13:03 Classifying and Managing Perception of Gig Workers 17:07 The Importance of Skills-Based Hiring 22:10 The Responsibility for Upskilling Gig Workers 24:28 The Potential Impact of Gig Work on Upskilling and the Skills Gap 32:48 The Evolving Nature of the Employer-Employee Relationship 37:12 The Importance of Loyalty to a Brand 42:22 Cultural Differences Between Traditional Industries and the Gig Economy Connect with Art Knapp here: https://www.linkedin.com/in/arthur-knapp-591184/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

We tackle the hidden cost of ignoring employees' financial health, from the shift away from pensions to the rising pressure on individuals to manage their 401(k)s. We break down the evolving employer-employee relationship, the role of financial literacy, and why employers should care about their team’s financial well-being. In this episode we look at employees' financial health, pensions, 401(k) plans, financial literacy, employee engagement, employer-employee relationship, and the rising costs of healthcare, education, and housing. Together, these insights illuminate the future of work and the need for data-driven financial decision-making. Key Takeaways: The shift from pensions to 401(k) plans has drastically reduced financial certainty for employees. Employers that care about employees' financial health boost engagement and retention. Financial literacy is essential for employees to manage rising costs in healthcare, education, and housing. Employee engagement strategies should include support for financial goal-setting and literacy. Upbringing and cultural influences shape how individuals approach financial habits and spending. The uncertain future of social security underscores the importance of personal financial planning. Chapters 00:00 Introduction and Technical Difficulties 01:35 Introducing the Guest and Topic 03:05 The Impact of the Shift from Pensions to 401(k) Plans 07:33 The Changing Relationship Between Employers and Employees 10:23 The Importance of Employee Engagement and Financial Goals 13:43 Addressing Employees' Financial Health 15:24 Case Study: Southwest Airlines' Approach 19:38 Living Within Means and Financial Literacy 21:21 The Influence of Upbringing and Popular Culture on Financial Habits 21:28 The Desire for Instant Gratification 22:11 The Impact of Rising Costs 23:30 Data-Driven Decision-Making 24:05 Setting Financial Goals 29:06 The Belief in Windfalls 30:49 The Uncertainty of Social Security 36:40 Finding Reward Differently 39:25 The Addiction to Saving 41:15 The Need for Informed Decisions Connect with Pete Dunn here: https://www.linkedin.com/in/petetheplanner Visit YourMoneyLine.com William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Gen Z has reshaped the recruiting game, challenging employers to rethink their strategies. With the pandemic as a catalyst, this generation values work-life balance and social responsibility. Recruiters must align job roles with these evolving expectations to attract and retain Gen Z talent in today’s competitive workforce. In this episode, we look at Gen Z, recruiting, workforce, pandemic, social responsibility, work-life balance, and how these keywords shape the future of recruitment and talent acquisition. Key Takeaways: The pandemic shaped Gen Z’s workforce values, impacting their career choices and expectations. Employers must align recruiting strategies with Gen Z's emphasis on social responsibility and work-life balance. Recruiters need to highlight company values and culture when attracting Gen Z candidates. Employers should acknowledge and respect Gen Z's concerns to build a loyal workforce. Agile recruitment processes are essential to meeting the fast-changing expectations of Gen Z. Gen Z candidates evaluate companies based on alignment with personal causes and values. Chapters 00:00 Who is Jeremy Bilsky? 02:55 The Impact of the Pandemic on Gen Z 09:33 Employers Backpedaling and the Challenges of the Job Market 17:31 Gen Z's Values and Causes in the Workplace 20:57 The Role of Recruiters in Selling Company Values 25:04 Taking Gen Z's Concerns Seriously 29:50 Adapting to the Changing Needs of Gen Z Candidates 31:15 Conclusion and Thank You Connect with Jeremy here: https://www.linkedin.com/in/jeremy-bilsky/ William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

In this conversation, we dive deep with Vijay Pendakur on what makes high-performing teams truly excel. We unpack the role of trust, belonging, and connection, emphasizing why resilience and non-cognitive factors matter more than traditional metrics. Pendakur shows us how leadership models must evolve, focusing on skills and strengths to drive innovation and lasting success. In this episode, we look at high-performing teams, trust, leadership models, performance measurement, diversity, and non-cognitive factors. Vijay shares his expertise on aligning leadership with individual strengths while navigating constant disruption, driving teams to perform at their peak. Key Takeaways: High-performing teams are built through trust, belonging, and connection, not just cognitive factors. Resilience and non-cognitive factors significantly boost team performance, driving long-term success. Leadership models must be aligned with individual strengths, fostering talent in ways that contribute to innovation. Measuring performance requires a shift away from traditional metrics toward broader playbooks. Diversity is essential but only thrives when trust and belonging are prioritized within teams. Internal talent identification and talent mobility can outperform external acquisitions in achieving high-performance leadership. Chapters 00:00 Introduction and Background 03:00 The Importance of Trust, Belonging, and Connection 06:08 The Paradigm Shift in Performance Measurement 09:07 The Business Case for High-Performing Teams 11:28 The Impact of Diversity on Innovation 14:25 Fostering Non-Cognitive Performance Factors in Organizations 22:18 Aligning Leadership Roles with Individual Strengths 25:01 Transitioning to Leadership Roles 27:19 Navigating Disruption and Ambiguity 29:03 The Value of Internal Talent Identification Connect with Vijay here: https://www.linkedin.com/in/vijaypendakur/ Get the Alchemy of Talent here Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Data and analytics have become game-changers for recruiters, providing actionable insights that transform hiring strategies and improve decision-making. Dara Brenner shares how AI, data hygiene, and intuitive systems can enhance workflows, automate mundane tasks, and elevate the quality of hire, driving real recruitment outcomes. In this episode, we look at the role of recruiters, data, AI, analytics, decision-making, workflow, and quality of hire. Each element shapes the future of recruitment by empowering professionals to harness data for better outcomes and greater efficiency. Key Takeaways Data and analytics empower recruiters to make smarter, data-driven decisions in recruitment. Actionable data aligned with business goals improves overall recruitment strategies. AI-driven automation frees recruiters from mundane tasks, allowing them to focus on candidate engagement. Data hygiene and literacy are critical to maintaining accurate, useful data for decision-making. Intuitive data systems simplify workflows and ensure recruiters can access the right information quickly. Measuring quality of hire is essential for assessing the success of recruitment strategies and new hires. Chapters 00:00 Introduction and Overview 02:56 Understanding the Role of Data and Analytics in Recruitment 08:53 The Role of AI in Recruiting 14:19 Challenges and Opportunities in Data Hygiene and Data Literacy 18:08 Using Data in Context to Make Informed Decisions 21:30 The Importance of Recruiters in Data-Driven Recruitment 24:01 Data-Driven Decision-Making 26:24 Intuition and Intuitive Data Systems 29:21 Automation and Augmentation 35:32 Measuring Quality of Hire Connect with Dara Brenner here: https://linkedin.com/in/darabrenner/ Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Greg Brown dives into the complexities of the FTC’s recent ruling on non-compete agreements, highlighting its impact on executives, salespeople, and the business landscape. We explore the use of carve-outs, the enforceability of non-competes across states, and the potential chaos that may follow. This conversation provides a nuanced view on how labor unions and political dynamics could shape the future of non-competes, with a humorous nod to the upcoming elections. In this episode we look at non-competes, FTC ruling, enforceability, carve-outs, business divorce, litigation, and compliance. Greg Brown shares insights on how these legal shifts may disrupt business practices and affect the broader HR and Talent Acquisition landscape. Key Takeaways Non-competes are often enforced against salespeople and executives, especially in business divorce cases. The enforceability of non-competes varies significantly by state, with some states requiring additional consideration at the time of signing. Carve-outs are a strategic way to make non-competes more enforceable by narrowing down restrictions. The FTC’s recent ruling on non-competes is seen as politically motivated and may face significant legal challenges. The proposed rule could create chaos, leading to increased litigation and compliance issues for companies. Labor unions may back the rule as it could empower employees to negotiate better wages without being bound by non-compete agreements. Chapters 00:00 Who is Greg Brown? 07:39 Enforcement Against Salespeople 30:10 Senior Executives and the Enforcement of Non-Competes 37:29 Predictions for the Future and Potential Chaos Connect with Greg here: https://www.hwhlaw.com/people-Gregory-P-Brown Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices

Jessica Jensen from Indeed reveals how their platform connects 350 million job seekers with employers globally while embracing the power of Generative AI to reshape hiring processes. We dive into workplace well-being, FutureWorks conference highlights, and Indeed’s evolving role in fostering job opportunities for marginalized communities. In this episode we look at Generative AI, job seekers, AI in hiring, job matching, workplace well-being, labor market, and FutureWorks as key elements shaping the future of work and human resources. Don’t miss this essential conversation about the future of hiring. Key Takeaways Indeed connects 350 million job seekers with employers monthly. Generative AI is transforming the hiring process and job matching. Workplace well-being directly impacts overall company performance. The FutureWorks conference offers global insights from industry leaders. AI plays a critical role in enhancing the job seeker experience. Indeed remains committed to supporting marginalized job seekers globally. Connect with Jessica Jensen, CMO Indeed here: https://www.linkedin.com/in/jensenjessica/ Lead with Indeed: https://www.indeed.com/lead Connect with WRKdefined on your favorite social network The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices