What does it really mean to create a brilliant employee experience? We sit down with Khalifa 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 Khalifa 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 Khalifa 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