You Should Know

WRKdefined
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"You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace dynamics. Proudly brought to you by WRKdefined with hosts William Tincup and Ryan Leary. 

  1. FEB 3

    How Internal Mobility Really Works: Insights from Cornell ILR’s JR Keller

    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

    46 min

  2. 12/23/2025

    Why Findem’s acquisition of Getro signals a shift from job posts to outcomes

    Talent acquisition is flooded with AI tools, but most hiring teams are still optimizing for activity instead of results. Bad data, shallow signals, and outdated job posts continue to slow real progress, even as technology accelerates. In this episode, the conversation centers on the acquisition of Getro by Findem and what it reveals about the future of recruiting. The focus stays on outcomes over tools, why weak network ties surface the best opportunities, and how intelligent job posts change hiring from a volume game into a precision exercise. What We Cover Why AI struggles in recruiting when data foundations are broken What the Getro acquisition adds to Findem’s talent intelligence model How networking actually drives job discovery Why weak ties outperform strong ties in hiring What it means to turn job posts into intelligent outcomes Key Takeaways AI is not ready for HR because most recruiting data is fragmented, biased, and poorly structured. Without clean inputs, automation simply scales bad decisions faster. The Getro acquisition strengthens Findem by adding community and network signal to traditional talent intelligence. It shifts recruiting closer to how people actually find jobs. Networking remains the most effective job search and hiring mechanism. Weak ties consistently surface higher-quality opportunities than close connections. Job posts should evolve from static descriptions into intelligent systems tied to outcomes. Hiring success improves when posts adapt to signal, fit, and market feedback. The future of recruitment is outcome-centric, not tool-centric. Teams that prioritize quality, relevance, and signal will outperform those chasing volume. 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 Guest 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

    36 min

  3. 12/22/2025

    What AI Adoption at ADP Reveals About Employee Experience and Trust with Naomi Lariviere Chief Product Officer, VP Product Management ADP

    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

    41 min

  4. 12/16/2025

    How Recruiters and Hiring Managers are Rethinking Quality, Collaboration, and Technology with Indeed

    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

    49 min

  5. 12/16/2025

    Why Job Searching Feels Broken and How Indeed Is Rebuilding It

    The job search has slowed in ways job seekers can feel immediately. Job growth is cooling, quit rates are lower than previous years, and people are holding onto roles longer. That hesitation reflects anxiety more than confidence. At the same time, AI is becoming a practical part of how people prepare for interviews, search for roles, and navigate applications. In this episode, the conversation focuses on current job market conditions, how AI tools are being used to support job seekers, and why issues like data privacy and ghosting matter more than ever. The discussion covers Indeed’s Career Scout tools, the role of interview practice and job discovery, and how technology can improve communication and outcomes for people trying to get hired. Key TakeawaysJob growth has slowed, and job seekers are staying in roles longer than they might have in previous years. Lower quit rates signal anxiety about leaving stable positions rather than satisfaction with current jobs. This hesitation shapes how people approach searching, interviewing, and applying. AI is already embedded in the job-seeking process. Tools now support resume building, interview practice, and job discovery. The impact is less about replacing people and more about helping candidates prepare and navigate a competitive market. Career Scout reflects a shift toward guided job seeking. Resume tools, discovery features, and mock interviews are designed to support readiness and confidence. These tools focus on helping job seekers make better decisions, not just submit more applications. Ghosting continues to frustrate job seekers and damage trust. A lack of feedback leaves candidates feeling disconnected and discouraged. AI can help reduce this gap by improving communication and providing signals during the hiring process. Data privacy plays a central role in modern job platforms. Separating candidate preferences from employer visibility allows people to explore opportunities without overexposing intent. Trust becomes a prerequisite for personalization. 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/ 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

    39 min

  6. 11/25/2025

    Project Equinox: How Plum Helped a Health System Rethink Talent From the Ground Up

    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

    38 min

  7. 11/19/2025

    How ABM Industries Uses AI To Support 100,000 Frontline Workers

    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

    29 min

  8. 11/18/2025

    A live conversation from Oracle AI World on where recruiting tech is heading next.

    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

    16 min
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About

"You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace dynamics. Proudly brought to you by WRKdefined with hosts William Tincup and Ryan Leary. 

Information

  • Channel
    WRKdefined
  • Creator
    WRKdefined
  • Years Active
    2024 - 2026
  • Episodes
    65
  • Rating
    Clean
  • Copyright
    © All rights reserved by WRKdefined
  • Show Website
    You Should Know

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