What happens when HR professionals drop the script and just have some fun? In this season one finale, Terry Smith and Leslie Lulham take a break from traditional HR topics and dive into a candid, fast paced conversation that highlights the human side of work.

This episode features a mix of workplace insights, personal stories, and rapid fire questions that reveal how HR leaders really think about common workplace experiences. From return to office debates to meeting overload and workplace pet peeves, Terry and Leslie share honest takes shaped by years of experience in human resources.

The conversation also explores the everyday realities of work, including how people decompress after stressful days, what makes meetings productive or frustrating, and the small habits that can make a big difference in workplace culture. Along the way, they reflect on early career experiences and how those paths shaped their approach to leadership and HR.

The episode wraps with a rapid fire round covering everything from communication preferences to workplace values like trust, transparency, and boundaries. It is a light, engaging way to close out the season while still offering meaningful insights into how HR professionals think and operate.

If you want a more personal look at the people behind Primal HR, this episode delivers a mix of humor, perspective, and real world workplace commentary.

• The human side of HR and workplace culture
• Return to office perspectives and workplace flexibility
• Meetings vs emails and workplace communication styles
• Common workplace pet peeves and habits
• Stress management and reset routines at work
• Early career experiences and career paths
• HR perspectives on trust, transparency, and boundaries

Website: https://primalhrpodcast.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/primalhrpodcast/

Is artificial intelligence shaping hiring decisions more than companies realize? In this Primal HR HOT TAKE, Terry Smith and Leslie Lulham break down a major legal case involving Workday and what it could mean for the future of hiring.

The conversation centers on a lawsuit alleging that AI driven applicant tracking systems may be screening out candidates, particularly older applicants, without meaningful human review. The case raises serious questions about whether AI tools are influencing hiring decisions in ways that could create bias or discrimination.

Terry walks through the details of the case, including claims that job applications were rejected within minutes, suggesting automated decision making. The discussion expands beyond one company to examine the broader use of AI in recruiting platforms, including applicant tracking systems used by thousands of organizations worldwide.

This Primal HR HOT TAKE also highlights why this issue matters for job seekers and employers alike. With millions of candidates applying through systems powered by AI, even small biases in algorithms could have widespread impact across industries and geographies.

Terry and Leslie also share practical steps job seekers can take to reduce potential bias in the hiring process. These include removing graduation dates, avoiding photos on resumes, and focusing on recent, relevant experience to limit signals that could trigger age related filtering.

If you are applying for jobs or managing hiring processes, this Primal HR HOT TAKE offers a timely and important look at how AI is changing recruitment and what risks to watch closely as the technology evolves.

• AI bias in hiring and applicant tracking systems
• Workday lawsuit and implications for HR technology
• Risks of automated resume screening
• Age discrimination and protected classes in hiring
• How AI is shaping modern recruitment processes
• Resume tips to reduce bias in AI screening systems
• Why HR leaders should monitor AI hiring tools closely

Website: https://primalhrpodcast.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/primalhrpodcast/

Should your company hire an in-house HR leader or work with a fractional HR consultant? Terry Smith and Leslie Lulham break down the differences, costs, and real world use cases to help businesses make the right decision.

For many small businesses and startups, hiring a full-time HR leader may not be necessary or financially practical. Fractional HR offers an alternative, giving companies access to experienced HR professionals for a few hours a week at a fraction of the cost. Terry and Leslie explain how this model works and why it is often a strong fit for growing organizations.

This episode explores the key benefits of fractional HR, including cost savings, flexibility, and access to experienced professionals who have worked across multiple industries and company sizes. With that broader perspective, fractional HR leaders can often provide more objective and impartial guidance than someone embedded in the organization full time.

The conversation also outlines when in-house HR makes more sense. Larger organizations and companies scaling quickly may need dedicated internal teams to manage complex operations, compliance, and employee experience at scale. Terry and Leslie discuss how senior HR leaders typically operate and why they are not always the right fit for early stage companies building systems from scratch.

They also highlight a common mistake: hiring senior level HR talent too early. Many experienced executives are not focused on building foundational systems like handbooks, hiring processes, and HR infrastructure. Fractional HR can fill that gap, helping companies establish strong foundations before scaling.

If you are building a company, managing growth, or trying to decide how to structure your HR function, this episode offers a practical guide to choosing between fractional and in-house HR leadership.

• Fractional HR vs in-house HR explained
• Cost comparison of fractional HR and full-time HR hires
• Why startups and small businesses benefit from fractional HR
• When to hire in-house HR leadership
• The role of senior HR leaders in scaling organizations
• Building HR systems, processes, and company culture
• How fractional HR provides objective and outside perspective

Website:https://primalhrpodcast.com
Email: [email protected]
LinkedIn:https://www.linkedin.com/company/primalhrpodcast/

Do exit interviews actually matter, or are they just a formality on the way out the door? Terry Smith and Leslie Lulham break down how exit interviews and exit surveys really work and why honest feedback can make a difference.

Exit interviews are designed to capture feedback from employees who are leaving an organization. In theory, they offer a valuable opportunity for HR teams to understand what is working, what is not, and where improvements are needed. In reality, many employees hold back, often out of fear of burning bridges or concern about how their feedback might be used.

This episode explores why that hesitation exists and why most of those fears are unfounded. Terry and Leslie explain that HR teams are not looking to retaliate or share negative feedback with future employers. Instead, they are looking for actionable insights that can help improve the workplace for current and future employees.

The conversation also highlights the growing role of exit surveys as an alternative to face to face interviews. Anonymous surveys can make it easier for employees to be honest and provide more candid feedback. Terry and Leslie share how organizations actually use this information, including examples of feedback that triggered immediate action and meaningful change.

They also discuss strategies that can improve the quality of feedback, including building trust with employees before they leave and following up months later when perspectives may be clearer. The episode closes with a broader career insight, encouraging listeners to think carefully about whether they are leaving a role to escape a problem or to pursue a better opportunity.

If you have ever wondered whether exit interviews are worth your time, this episode offers a practical and honest look at how HR teams use that feedback and why it matters.

• What exit interviews and exit surveys are used for
• Why employees hold back feedback when leaving a job
• Common myths about HR and exit interview confidentiality
• Benefits of anonymous exit surveys
• How HR teams use exit feedback to improve organizations
• The value of post employment follow up surveys
• Career insight, running away from a job vs running toward an opportunity

Website: https://primalhrpodcast.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/primalhrpodcast/

Why does HR have a reputation as the villain in the workplace? Terry Smith and Leslie Lulham break down where that perception comes from and what HR professionals are actually responsible for behind the scenes.

HR teams are often the ones delivering difficult conversations, including performance feedback, policy enforcement, and employee terminations. These moments shape how employees view HR, but they are only a small part of the job. Most HR professionals do not enjoy these conversations and often carry the emotional weight long after they end.

This episode explores the reality of HR work that employees rarely see. That includes advocating for employees in leadership discussions, pushing back on executive decisions, and sometimes being overruled despite recommending a better path. Terry and Leslie also discuss the emotional toll of handling sensitive workplace issues and the challenge of operating within strict confidentiality rules.

The conversation also highlights a common contradiction. HR is criticized for delivering hard news, but also questioned when creating positive employee experiences like events, recognition, and team culture initiatives. From difficult conversations to company celebrations, HR often operates in a no win perception cycle.

If you have ever wondered what HR really does, this episode offers a clear and honest look at the role. It is a human centered function focused on people, communication, and balancing employee needs with business realities.

• Why HR is seen as the villain in the workplace
• What HR professionals actually do day to day
• How HR handles difficult conversations and terminations
• Behind the scenes HR advocacy for employees
• HR’s role in working with executive leadership
• Confidentiality challenges in human resources
• Balancing employee experience with company policy

Website: https://primalhrpodcast.com
Email: [email protected]

LinkedIn: https://www.linkedin.com/company/primalhrpodcast/

In this episode of Primal HR, Terry Smith and Leslie Lulham dig deeper into the risks and blind spots of artificial intelligence in the workplace and why HR leaders must approach AI with caution.

While AI tools can be powerful, they lack human context, cultural understanding, and nuance. Terry and Leslie discuss how bias shows up in prompts and outputs, why AI sometimes fabricates convincing but false information, and how convenience can quietly replace critical thinking.

They also emphasize the urgent need for guardrails: company policies, training, and clear expectations about what should never be entered into AI systems, including PII, confidential employee data, and trade secrets.

A candid conversation about balancing innovation with responsibility.

Key topics:

• Bias and hallucinations in AI
• Why AI lacks human context and nuance
• Overreliance and complacency risks
• PII, confidential data, and trade secrets
• Need for AI policies and training
• HR’s role in responsible AI adoption

Primal HR Podcast
Website: https://primalhrpodcast.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/primalhrpodcast/

In this episode of Primal HR, Terry Smith and Leslie Lulham explore how artificial intelligence is actually being used in HR and where teams need to slow down and proceed with caution.

AI can dramatically speed up work like writing job descriptions, drafting policies, analyzing HR data, researching compensation, and creating employee communications. But it also comes with real risks, including hallucinated outputs, privacy concerns, and overreliance on tools that still require human judgment.

Terry and Leslie share practical ways HR professionals can use AI as a productivity partner while protecting sensitive information, maintaining data hygiene, and avoiding common pitfalls.

A grounded, no-hype conversation about using AI responsibly in the HR space.

Key topics:

• Real-world AI use cases in HR
• Writing job descriptions with AI
• HR analytics and compensation analysis
• Prompting and proofreading best practices
• Data privacy and PII risks
• Where HR should slow down on AI adoption

Primal HR Podcast
Website: https://primalhrpodcast.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/primalhrpodcast/

In this episode of Primal HR, Terry Smith and Leslie Lulham tackle one of the most widespread and least openly discussed challenges in today’s workplace: loneliness and mental health.

Loneliness affects every generation in different ways and has a direct impact on productivity, engagement, and overall well-being. Terry and Leslie explore why this issue accelerated during the pandemic, how remote and hybrid work can increase isolation, and what leaders and HR teams can do to intentionally build connection and community.

They also break down what Employee Assistance Programs (EAPs) are, how loneliness shows up physically and emotionally, and why supporting mental health at work is not just compassionate, it’s a business imperative.

A candid, human conversation about caring for the whole person at work.

Key topics:

• Loneliness as a workplace epidemic
• Mental health across generations
• Remote work and isolation
• What EAPs are and how they help
• Building community and belonging
• Why mental health drives productivity

Primal HR Podcast
Website: https://primalhrpodcast.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/primalhrpodcast/

In this episode of Primal HR, Terry Smith and Leslie Lulham continue the networking conversation by breaking down how to build professional connections without feeling awkward, transactional, or fake.

Why do so many outreach messages get ignored? Why does networking feel uncomfortable for most people? And what actually makes someone respond?

Terry and Leslie share practical, human-first strategies for in-person networking, LinkedIn outreach, and recruiter communication. They explain why leading with curiosity beats pitching, how listening creates real connection, and how to stay visible without becoming annoying.

A candid, no-fluff conversation about networking as relationship-building — not job begging.

Key topics:

• Why “I want job” messages fail
• How to start conversations that feel natural
• Human-first LinkedIn outreach
• Listening vs. pitching
• Staying on a recruiter’s radar
• Common networking mistakes to avoid

Primal HR Podcast
Website: https://primalhrpodcast.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/primalhrpodcast/

In this episode of Primal HR, Terry Smith and Leslie Lulham break down what the 2026 job market really looks like — and why traditional online applications aren’t working for most job seekers.

With thousands of applicants per role, overwhelmed recruiters, and AI-driven screening tools, simply submitting resumes is no longer enough. Terry and Leslie explain why referrals remain the most reliable path to interviews, how networking actually works (and what it isn’t), and how job seekers can position themselves to stand out in a crowded market.

They also share practical advice on becoming memorable, warming up your network before you need a job, protecting your mental health during the search, and playing the long game with intention.

A candid, no-fluff conversation about how hiring really happens — and how to improve your odds in 2026.

Primal HR Podcast
Website: https://primalhrpodcast.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/primalhrpodcast/