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 hospital
Over 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 overview
03:10 The life expectancy crisis in Chicago
04:45 Project Equinox is born
06:00 How Melissa and Caitlin met
08:55 Early career idea turns into community hiring strategy
10:00 Why durable skills matter
12:00 Opening the aperture beyond resumes
13:40 Moving Plum outside the ATS
15:30 Matching talent before they apply
17:00 Lessons from Scotiabank
18:40 Opening doors in low income communities
20:20 Building trust and confidence in new roles
21:15 The recruitment van and VR
23:10 Why traditional job fairs fail
24:00 Plum’s candidate owned data model
26:00 On ramps, potential, and future hiring
29:00 Matching behavior to job success
31:00 Real stories from Project Equinox
33:00 The impact of 200 new candidates

Guest Info

Melissa Le, VP Talent Acquisition, Advocate Health
LinkedIn: https://www.linkedin.com/in/melissa-le-3495a516/

Caitlin MacGregor, CEO and Co Founder, Plum
Website: https://www.plum.io
LinkedIn: https://www.linkedin.com/in/caitlinmacgregor/

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William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/

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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:

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/

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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:

Nagaraj Nadendla, SVP/GM Product Development Oracle

LinkedIn: https://www.linkedin.com/in/nagarajnadendla/

William Tincup LinkedIn: https://www.linkedin.com/in/tincup/

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In this episode we talk about HR tech, automation, employee experience, sentiment, and workflow design. We sat down with Hubert from Quest Diagnostics live at Oracle AI World and got into the guts of what 56,000 employees really need from HR systems today. This one hits everything from AI-powered scheduling to performance reviews to the messy, very human side of employee sentiment. It’s practical, honest, and grounded in what real teams face every day.

Here's what we covered:

This episode was recorded live at Oracle AI World 2025 as part of a leadership series defining the world of work and AI

Chapters:
00:24 Live at Oracle AI World
01:01 Event energy and why this crowd feels different
01:35 Hubert talks about why AI feels like a turning point
02:15 Why HR is finally ready for real change
02:56 What Hubert does at Quest
03:28 Rolling out new HR modules and AI tools
04:26 The shift from PDFs to conversational workflows
05:10 How employees actually search for answers now
06:24 Paystub agents, call centers, and reducing support load
07:24 Tracking sentiment and service quality
08:30 Help desk automation and ticket summaries
10:07 The performance review problem
11:04 How AI can remove bias and jog managers’ memory
12:30 Oracle scheduling rollout and why it matters
13:54 Shift fairness and hourly worker expectations
16:20 Engagement, surveys, and 2025 expectations
17:56 Culture, values, and healthcare’s mission
19:06 Why speed and accuracy matter in patient-facing work
19:55 Wrapping with humor and German honesty

William Tincup LinkedIn: https://www.linkedin.com/in/tincup/

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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

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OrgChart partners with the WRKdefined Podcast Network

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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

Guest Info

Steve O'Brien, SVP, People Solutions & Workforce Analytics, Global HR

Connect with Steve on LinkedIn here.

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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

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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/⁠

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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/

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How do you spot and support high-potential talent before they burn out or walk out? Randi Seran, VP of People at workrise

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

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

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

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

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