You Should Know

By WRKdefined

"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 d... more

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FAQs about You Should Know:

How many episodes does You Should Know have?

The podcast currently has 56 episodes available.

You Should Know episodes:

November 12, 2025No Real-Time Org Chart? Then You Don’t Actually Care About Winning
Most companies walk into annual planning blind. They’re scrambling through spreadsheets, missing critical skill signals, and making high-impact decisions without a clear view of their own organization. The result is predictable: reorgs fail, plans stall, and HR gets blamed for problems that start with bad visibility, not bad leadership.
In this episode we talk about workforce planning, data visibility, org structure, reorg failures, skill depth, and why spreadsheets keep undermining teams that should be operating on real insight – not rows and cells. Tom breaks down where planning goes sideways, what HR is missing, and how organizations can finally get ahead of 2026 instead of reacting to it.
Key Takeaways
Almost half of HR leaders say they don’t have clear visibility into their org.

Seventy percent of reorgs fail, which shows how broken most planning processes are.

Ninety-eight percent of HR teams still run planning through spreadsheets.

HR isn’t the problem. The tooling is.

Companies miss critical skills because they plan person to person instead of position to position.

Single-threaded knowledge points make organizations fragile.

Inconsistent data lenses lead to inconsistent talent decisions.

Planning should be continuous, not a once-a-year fire drill.

The first COVID-era RIF exposed how dangerous planning without visibility can be.

Managers can’t see skill impact or team fallout when they plan in rows and columns.

The real value is in the conversation, but teams never get there because they’re stuck gathering data.
As organizations evolve, HR’s job is no longer reactive, it’s about building the future. But how can you lead when you don’t have a clear view of your structure, roles, and gaps? Are you prepared for 2026? Take a look at your OrgChart.
Chapters
00:00 The real visibility gap inside organizations
02:00 Why reorgs fail more than they succeed
04:00 HR’s Excel addiction
06:00 Why talent decisions fall apart
10:00 Annual planning vs continuous planning
13:00 Making planning fun and interactive
16:00 How missing skills break orgs
20:00 The danger of fragmented data
25:00 RIF mistakes and blind spots
30:00 Planning through the lens of positions
34:00 Future-proofing and organizational readiness
40:00 Where companies should start in 2026
Guest Info
Tom McCarty, CEO, The OrgChart
LinkedIn: https://www.linkedin.com/in/tom-mccarty-1b28762/
Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Connect with WRKdefined on your favorite social network
Site: http://www.wrkdefined.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

OrgChart partners with the WRKdefined Podcast Network

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46min
October 30, 2025From Data Flow to Talent Flow: How AI Is Rewriting Work
AI is shifting from assistant to operator. Which means the future of work is less about tasks and more about flow. Talent flow. Data flow. Decision flow. We sit down with Steve O’Brien to unpack what happens when intelligence becomes active in the workplace, and why the next evolution of leadership comes down to trust, clarity, and the courage to let AI run where it wins.
In this episode we talk about agentic AI, workforce design, and what it really takes to evolve from managing people to orchestrating humans plus intelligent systems. We explore how CIOs and CHROs are finally colliding around data and workflow decisions, why adoption will lag hype, and why human oversight will stay central even as AI output gets scary good. If you want a clear view into the next chapter of talent and technology, this one hits.
Key themes we dig into
Why AI output can surpass human creativity when humans steer it

Talent leaders moving from headcount management to agent oversight

Trust as the make-or-break variable for AI adoption

Where CIO and CHRO priorities merge in real time

Why data flow is the real battlefield in modern HR tech

Managing intelligent systems like team members, not tools

Human creativity as the spark, not the full fire

Why adoption will be slower, smarter, and people-sensitive

The new leadership edge: seeing the system, not just the role
Guest Info
Steve O'Brien, SVP, People Solutions & Workforce Analytics, Global HR
Connect with Steve on LinkedIn here.
Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/

Connect with WRKdefined on your favorite social network
Site: ⁠http://www.wrkdefined.com⁠

TikTok: ⁠https://www.tiktok.com/@wrkdefined⁠

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

Facebook: ⁠https://www.facebook.com/WRKdefined/⁠

Twitter (X): ⁠https://twitter.com/WRKdefined⁠

Substack: ⁠https://wrkdefined.substack.com/⁠
This episode is sponsored by Rival. Hiring today requires you to do more than just post and pray. Teams need outbound muscle, a tech stack that supports teams, not slows them down, and a great experience from offer to day one productivity. From helping you find talent, launching them quickly, to supporting their development, Rival makes work flow.

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47min
September 15, 2025 Employee Experience vs. Happiness: What Leaders Need to Know Post-COVID
What does it really mean to create a brilliant employee experience? We sit down with Kalifa Oliver, executive advisor and author of I Think I Love My Job, to unpack how organizations can move beyond perks and buzzwords to deliver what employees actually need.
In this episode we talk about the difference between employee experience and happiness, how communication breaks down inside organizations, and why leadership accountability matters more than ever in a post-COVID workplace. Khalifa also shares insights from her book, including the role of dissent in driving innovation and why organizations often reward toxic behavior without realizing it.
Executives, HR leaders, and managers will walk away with practical takeaways on communication, accountability, and designing workplaces where people can truly thrive.

Key Takeaways
➡ Employee experience must be intentionally designed, not just “happiness.”
➡ Leaders are responsible for setting employees up for success.
➡ COVID-19 reshaped workplace expectations and culture permanently.
➡ Listening is the most underrated leadership skill.
➡ Dissent and disagreement fuel innovation when managed effectively.
➡ Many organizations still reward toxic behaviors without realizing it.
➡ Employees want clarity, support, and a chance to contribute meaningfully.
➡ Everyone deserves a brilliant employee experience.

Chapters
00:00 – Who is Kalifa Oliver
02:50 – The Importance of Employee Experience
05:50 – Communication and Listening in Organizations
08:54 – The Impact of COVID-19 on Work Culture
12:00 – The Journey to Writing the Book
14:47 – Understanding Employee Experience vs. Happiness
17:52 – The Role of Leadership in Employee Experience
20:58 – Dissent and Innovation in the Workplace
23:58 – Creating a Positive Work Environment

Connect with our Guest
Kalifa Oliver: https://www.linkedin.com/in/kalifaoliver/
Get the book: I Think I Love My Job – https://www.kalifaoliver.com/

Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
Site: http://www.wrkdefined.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/

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39min
July 16, 2025 Burnout, Bias, and Broken Trust: Employ's 2025 Jobseeker Nation Report
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/⁠

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42min
July 15, 2025 Is HR Dead Weight or Your Secret Weapon? Lila Nazef from Neocase on Leadership, and Why Onboarding Is Broken
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/

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43min
July 07, 2025 Skills vs. Potential: What Really Matters When Hiring with Randi Seran, VP of People, workrise
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/⁠

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30min
May 20, 2025Why Gen Z Thinks Your Feedback Sucks (and Boomers Are Still Confused)
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/

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44min
May 05, 2025 Why Your Hiring Practices Are Costing You Top Talent with Heidi Barnett
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/

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46min
April 22, 2025 The 2025 Job Market Playbook: What Job Seekers Really Want
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/

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45min
April 08, 2025 Return-to-Office Is Failing - Here’s What HR Isn’t Saying...
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/

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29min

FAQs about You Should Know:

How many episodes does You Should Know have?

The podcast currently has 56 episodes available.