You Should Know

Only 6% of businesses in Ireland have deployed AI at scale. That’s the wake-up call. This conversation cuts through the AI cosplay and gets real about skills-based hiring, HR transformation, employee trust, governance, automation, and what happens when agents start doing half the work faster than your best ops team.

In this episode… Stephanie explains why most companies are stuck in pilot mode, why “jobs” are becoming obsolete, and how AI changes recruiting, onboarding, learning, and leadership. She also shares the five-part framework companies need if they want adoption instead of fear, resistance, and expensive tech nobody uses.

Key Takeaways : 

Only 6% of businesses in Ireland have deployed AI at scale

90% of leaders say they feel unprepared for AI adoption

67% of Irish businesses using AI still can’t explain the ROI

AI can analyze employee engagement data in seconds instead of months

Skills-based organizations will outperform job-based structures in the AI era

AI agents can handle repetitive L&D coordination work in under 5 minutes

Most employee resistance comes from forced change, not the technology itself

“Transparency builds trust” became the core theme of the conversation

Stephanie’s “GAS SEED” framework focuses on growth mindset, autonomy, creativity, entrepreneurship, empathy, and decision-making

Companies rolling out AI without psychological safety are setting themselves up for low adoption

Governance is less about restriction and more about data protection and compliance

The best AI use cases connect directly to revenue goals, not random admin cleanup

Guest : 

Stephanie Prenderville

Founder SPC Consulting

Stephanie has been helping organizations build practical AI adoption strategies that humans will actually use.

LinkedIN : https://ie.linkedin.com/in/stephanie-prenderville

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Most companies say they hire for skill. Carlton Gates says that’s nonsense. From AI screening tools to culture-fit traps, this episode breaks down why recruiting is still more gut instinct than science.Only 10 candidates get reviewed out of 1,000 applicants. AI is filtering your future before a human ever sees your name. Skills-based hiring, recruiting tech, candidate fraud, soft skills, hiring velocity, and workplace culture all collide here.In this episode…Carlton breaks down what companies still get wrong about hiring. We get into AI recruiting tools, fake candidates, interview fatigue, soft skills, diversity in hiring, and why speed plus precision separates top performers from everyone else. Sharp takes. No HR fluff.Key Takeaways• Most recruiters cannot realistically review 2,000 applicants manually across 10 open reqs• Some job posts now pull 200 applicants within a single hour• “Culture fit” often becomes an unspoken filter around age, gender, geography, or background• Diverse teams consistently produce better business outcomes and decision-making• AI recruiting tools like Humanly help surface stronger candidates faster through keyword analysis• Candidate experience matters more than companies think. Slow scheduling kills momentum fast• Interview fatigue is crushing engineering teams during technical hiring cycles• Tools like CoderPad reduce candidate fraud through live testing and timed assessments• Soft skills dominate roles involving sales, recruiting, HR, and leadership• Self-motivation becomes the deciding factor in independent technical roles like UX and engineering• A resume is still a marketing document. Bad grammar and weak structure eliminate candidates instantly• Top performers move fast, stay accurate, and execute under pressure without losing focusConnect 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.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/

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Most companies say they want innovation. Then they build rooms where people are punished for thinking differently.

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The AI shift isn’t coming. It already hit payroll, hiring, benefits, and every broken HR process companies ignored for years. Most teams still think they have time. They don’t.

85% of companies say they’re adapting. Most are just playing with ChatGPT while the talent market, employee expectations, and AI adoption sprint past them.

A sharp conversation with Amy Mosher on what HR leaders are getting wrong, what smart companies are quietly doing right, and why “best practice” now expires every 90 days.

A few truths that hit hard:

• 65% of HR leaders say power is shifting back to employers

• 62% admit the talent crisis is self-inflicted

• 72% say benefits enrollment is still stressful for employees

• Nearly 50% claim there’s no major skills gap. That number might be the wildest stat in the whole report

In this episode, Amy breaks down why hiring speed alone is dead, how AI is reshaping workforce strategy, why candidate experience now behaves like Instagram attention spans, and what companies need to do before their people strategy becomes obsolete.

Key Takeaways :

• HR trends aren’t new problems. They’re old problems wearing new technology

• Candidate attention now works like social media. Miss the moment and they disappear

• 65% of HR leaders believe leverage is shifting back toward employers

• 62% say today’s talent crisis is self-inflicted through outdated hiring practices

• “Best practice” now has an expiration date measured in months, not years

• AI adoption without employee enablement is mostly theater

• Companies winning with AI rarely talk publicly because it’s now a competitive advantage

• Payroll fraud prevention has become an AI arms race

• 72% of HR professionals say benefits enrollment is still stressful for employees

• Skills gaps are permanent now because work changes faster than organizations can stabilize

• HR teams need AI hackathons, not more boring training sessions

• The most valuable skill today is the ability to learn, adapt, and keep moving

Guest :

Amy Mosher

Chief People Officer isolved

One of the clearest voices in HR on AI adoption, workforce agility, payroll innovation, and why most companies still underestimate how fast work is changing.

LinkedIN : https://www.linkedin.com/in/amy-m-mosher

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/

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

Substack: https://wrkdefined.substack.com/

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You made it easy to apply. Now you’re buried. Bots, bad fits, fake signals. That’s the game. Recruiting, AI hiring, applicant volume, skills gap, and signal vs noise are colliding hard and most teams aren’t ready.

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What if the candidate with the “messy” résumé is actually the one who ramps fastest? Rebecca Kehoe from Cornell University breaks down what HR gets wrong about job hopping, why onboarding matters more than most teams realize, and how performance, culture fit, and career transitions are more connected than we think.

In this episode, Rebecca Kehoe shares research on how job hoppers often come up to speed faster, adapt to organizational norms more efficiently, and can show measurable impact within just a few months. The conversation explores onboarding, the role of “unlearning” during career transitions, post-COVID hiring patterns, internal mobility, and what this research means for how organizations evaluate talent.

Guest

Rebecca Kehoe is an Associate Professor at Cornell University’s ILR School where her research focuses on human capital, employee mobility, performance, and how organizations develop talent over time. Her work helps HR leaders better understand hiring outcomes, onboarding effectiveness, and the long-term impact of workforce mobility.

LinkedIn: https://www.linkedin.com/in/rebecca-kehoe-a94b871/Cornell ILR School: https://www.ilr.cornell.edu/people/rebecca-kehoe

Key Takeaways

Employees who have moved between roles or organizations frequently ramp faster because they’ve already built the muscle of entering new environments, learning systems quickly, and adapting to unfamiliar cultural norms.

The speed at which new hires succeed is heavily influenced by onboarding. Organizations with structured onboarding programs help employees translate prior experience into performance far more quickly than those that treat onboarding as an afterthought.

Career transitions require a period of “unlearning.” Employees must let go of habits, assumptions, and processes from previous workplaces before they can fully align with the expectations and workflows of a new organization.

Performance impact can emerge sooner than many companies assume. Research discussed in the episode suggests meaningful differences in ramp time and contribution can appear within roughly the first five months.

Internal mobility can deliver many of the same benefits associated with external job changes. When organizations intentionally design pathways for employees to move between roles, they build adaptability and development while retaining institutional knowledge.

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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Cornell's ILR School offers exceptional HR master's programs that combine rigorous academics with practical application. We offer programs designed for professionals with 2-5 years of experience and for executives with 8+ years of HR experience. Engage with world-renowned faculty, connect with HR executives, and become part of Cornell's prestigious alumni network. Take your career and organization to the next level with a Master’s from Cornell.  

Learn more about ILR’s Graduate Degree Programs

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In this episode, Oz Khan (Head of ADP Ventures) joins William Tincup and Ryan Leary to discuss the shifting landscape of HR Tech investing. Learn why the Series A definition has changed, how AI-native startups are disrupting traditional SaaS models, and the strategic logic behind Build vs. Buy decisions at the enterprise level.

Episode Overview:

Technology constantly changes the "wrapper," but the core challenges of HR—hiring, performance, and workforce management—remain the same. As the head of ADP Ventures, Oz Khan breaks down how the market is moving toward global HCM opportunities and why a founder's narrative is just as important as their data.

Key Takeaways:

Guest:

Oz Khan, Head of ADP Ventures

Oz leads investment strategies at ADP Ventures, focusing on early-stage companies that are redefining workforce innovation and the future of work.

Topics Covered:

HR Tech Trends, ADP Ventures, AI in HR, Venture Capital Strategy, HR Innovation, Startup Funding 2024, Global HCM Markets, SaaS vs AI, Human Capital Management.

Hosts:

William Tincup (LinkedIn: www.linkedin.com)Ryan Leary (LinkedIn: www.linkedin.com)

Connect with WRKdefined:⁠Website⁠ | ⁠Substack⁠ | ⁠YouTube⁠

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Internal mobility is one of the most misunderstood dynamics in modern organizations. JR Keller brings the empirical lens that most leaders never get. His research at Cornell University’s ILR School unpacks how hiring decisions are made, how managers balance team performance with talent development, and why employees often misinterpret the signals around opportunity. This episode moves past slogans and gets into the real mechanics: incentives, culture, language, and the behavioral patterns that shape who advances and who doesn’t.

In this episode we talk about internal mobility, talent development, hiring decisions, HR management, employee advancement, organizational culture, AI in HR, career progression, talent acquisition, leadership.

Key Takeaways

JR’s research shows that mobility isn’t blocked by a lack of roles. It’s blocked by the human calculus managers make when deciding whether to release talent. Managers optimize for stability and predictability, and the system often rewards that behavior. Until incentives align with mobility, even the best programs stall.

Lateral moves carry more long-term value than most organizations acknowledge. JR’s empirical work reveals that sideways transitions often generate broader skill acquisition, better visibility, and stronger future promotion velocity. Companies that treat lateral movement as legitimate progression see healthier internal pipelines and more resilient talent.

AI has a role, but not the one most leaders assume. JR frames it as a mechanism to surface overlooked skills, reduce noise in matching, and create visibility into internal pathways. Technology can correct informational gaps, but it cannot override psychological safety or managerial trust. Culture decides whether mobility sticks.

Employees and organizations share responsibility for mobility outcomes. JR emphasizes that employees must actively navigate their own careers while organizations must remove structural friction. When both sides commit to transparency, aligned incentives, and meaningful development pathways, internal mobility becomes a strategic advantage instead of a persistent frustration.

Chapters:

00:00 J.R. Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM)

03:00 Research Focus: Internal Mobility and Hiring Decisions

05:52 Challenges in Internal Mobility: The Role of Managers

08:37 Talent Hoarding: Understanding Managerial Behavior

11:56 The Value Proposition of Promoting Talent

14:51 Incentivizing Managers to Promote Talent

17:46 Cultural Shifts for Internal Mobility

20:48 The Future of Talent Mobility and AI's Role

24:21 Empowering Employees Through Technology

25:21 The Role of AI in Job Matching

27:03 Balancing Skills and Development

28:03 Ownership of Internal Mobility

29:34 The Disconnect in Talent Acquisition

32:17 The Importance of Onboarding for Internal Hires

34:23 Lateral Moves as Career Advancement

38:46 Redefining Promotions and Career Growth

Featured Guest

JR Keller, Faculty Director, Executive Master of Human Resource Management (EMHRM)

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

Cornell ILR EMHRM: https://www.ilr.cornell.edu/

Cornell ILR Latest Research: https://www.ilr.cornell.edu/faculty-and-research

William Tincup, Co-founder , WRKdefined

LinkedIn: https:// linkedin.com/in/tincup

Ryan Leary, Co-founder, WRKdefined

LinkedIn:htps://linkedin.com/in/ryanleary

Connect with Us

Site: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/

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Is your AI recruiting strategy actually working, or just scaling bad data?

In this episode of WRKdefined, William Tincup and Ryan Leary sit down with Hari Kolam (Findem) and Maveric (Getro) to break down their landmark acquisition and what it means for the Future of Talent Acquisition.

The Death of the Static Job Post: Why "intelligent outcomes" are replacing traditional hiring volume.

What You’ll Learn About Talent Intelligence:

Chapters

00:00 Breaking the Findem Acquisition

03:02 The Evolution of Talent Acquisition

05:52 Networking and Job Opportunities

08:54 The Role of AI in Talent Acquisition

11:58 Post-Acquisition Vision and Strategy

14:48 Community and Fit in Recruitment

17:52 Outcome-Centric Approach to Hiring

20:39 Change Management in AI Adoption

23:33 Leveraging Weak Links in Networking

26:34 The Future of Talent Acquisition

Featured Guests

Hari Kulam, Co-Founder at Findem

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

Maveric, CTO and Co-founder at Getro

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

Hosts

William Tincup, Co-founder , WRKdefined

LinkedIn: https:// linkedin.com/in/tincup

Ryan Leary, Co-founder, WRKdefined

LinkedIn:htps://linkedin.com/in/ryanleary

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AI is moving quickly from experimentation to everyday use inside large organizations, especially when it comes to employee experience. Adoption alone is no longer the headline. What matters is whether people trust the technology, understand how it is being used, and can see real outcomes tied to that usage. At scale, those questions carry more weight and more risk.

In this episode, the focus is on how AI is shaping employee experience at ADP, what widespread adoption actually looks like, and why client trust and transparency are non-negotiable. The conversation centers on technology adoption, proof of value, and why the next year will be critical for separating AI that works from AI that only sounds good.

Key Takeaways:

Guest:

Naomi Lariviere Chief Product Officer, VP Product Management at ADP
LinkedIn: https://www.linkedin.com/in/naomilariviere/

Hosts:

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

Connect with Us:

Site: http://www.wrkdefined.com
TikTok: https://www.tiktok.com/@wrkdefined
LinkedIn: https://www.linkedin.com/company/WRKdefined
Facebook: https://www.facebook.com/WRKdefined
Twitter (X): https://twitter.com/WRKdefined
Substack: https://wrkdefined.substack.com/

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