You Should Know

By WRKdefinedBusiness News News Commentary Management

You Should Know episodes

December 16, 2025How Recruiters and Hiring Managers are Rethinking Quality, Collaboration, and Technology with Indeed
Hiring teams are surrounded by AI tools, but many still aren’t sure what’s actually helping and what’s just noise. The real tension right now isn’t whether AI belongs in hiring. It’s how it gets used, who understands it, and whether it’s improving outcomes or just increasing volume.
In this episode, William Tincup sits down with Heidi Laki from Indeed to talk about what’s changing inside recruiting teams. They dig into the gap between recruiters and hiring managers, why quality of hire matters more than ever, and how AI can surface talent that traditional filters miss. The conversation lands on a simple truth. Technology should handle the repetitive work so humans can focus on judgment, collaboration, and better decisions.

What We Cover
Where AI is actually showing up in hiring today
Why hiring managers struggle to trust and understand AI tools
The shift from applicant volume to quality of hire
Hiring as a collaborative, shared responsibility
Screening candidates in instead of screening them out
How AI can uncover non-traditional talent
Balancing automation with human judgment

Key Takeaways
AI is already embedded in hiring workflows, but adoption doesn’t equal understanding. Many hiring managers use AI-powered tools without knowing how decisions are being made, which creates mistrust and misuse.

Recruiting is moving away from volume-driven success metrics. The focus is shifting toward quality of hire, long-term fit, and outcomes that matter to the business, not just filled reqs.

Hiring works best as a team sport. Recruiters, hiring managers, and technology need to operate together, not in silos, to make better decisions faster.

AI is most valuable when it handles rote, repetitive tasks. That frees humans to do what machines can’t—apply judgment, creativity, and context to hiring decisions.

Screening candidates in, rather than defaulting to screening out, opens access to adaptable talent that may not fit traditional profiles but can succeed with the right support.
This episode is sponsored by Indeed
And features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and more efficient hiring.
Learn more Talent Scout here: http://indeed.com/talentscout
Learn more about Career Scout here: http://indeed.com/careerscout
Chapters:
00:00 – Why AI in hiring feels both exciting and confusing
03:03 – Where AI is actually being used today
06:07 – The trust gap between hiring managers and AI tools
08:57 – Moving from applicant volume to hiring quality
11:57 – What hiring managers need but don’t always get
14:58 – Why recruiting only works as a team effort
17:55 – What AI should do versus what humans must do
19:42 – Getting comfortable with new hiring technology
22:44 – AI’s real role in talent acquisition
25:13 – Customizing hiring instead of forcing templates
29:33 – Collaboration as a hiring advantage
33:45 – Rethinking how talent is discovered
36:05 – Screening in candidates for better outcomes
39:36 – How AI is reshaping the future of work
43:52 – Adaptability as the new hiring currency

Guest Information
Heidi Laki, Senior Product Director, AI Agents
Website: https://www.indeed.com
LinkedIn: https://www.linkedin.com/in/heidilaki/

Host and Network Links
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/

Connect with UsSite: 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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49 min
December 16, 2025Indeed’s AI Strategy: Rebuilding the Broken Job Search (WRKdefined)
Why does the job search feel broken, and can AI actually fix it?
In this episode of WRKdefined, William Tincup and Ryan Leary sit down with David Lane, VP of Product Management at Indeed, to pull back the curtain on how the world’s largest job site is using AI to fight "hiring anxiety" and ghosting.
The Shift to Career Scout: How Indeed is moving from a static job board to an AI-guided career assistant.
What You’ll Learn About the Future of Hiring:
The "Quiet" Labor Market: Why quit rates are down and what "hiring hesitation" means for your 2026 talent strategy.

AI Career Scout & Talent Scout: A deep dive into Indeed’s new tools for interview prep, job discovery, and smarter matching.

Ending the Ghosting Epidemic: How AI is being used to bridge the communication gap between candidates and employers.

Data Privacy vs. Personalization: Why trust is the new prerequisite for AI-driven job matching.
This episode is sponsored by Indeed and features a conversation around Career Scout and Talent Scout, two tools designed to support job seekers and employers through smarter matching, interview preparation, and a more efficient hiring process.

Learn more Talent Scout here: http://indeed.com/talentscout
Learn more about Career Scout here: http://indeed.com/careerscout

Timestamps
00:00 Why job seekers feel stuck right now
02:48 Slower hiring and rising caution
05:54 How AI is changing job opportunities
09:03 Career Scout and practical tools for job seekers
11:53 What’s coming next in job search technology
18:46 How job seeking is evolving
20:26 Data privacy and candidate preferences
22:33 Voice and conversational job applications
24:37 Reintroducing human connection in hiring
27:36 Using AI to improve candidate experience
30:01 Addressing the communication gap
33:15 Simplifying the application experience
34:52 How job matching continues to change

Guest Information
David Lane, VP of Product Management, Indeed
Website: https://www.indeed.com
LinkedIn: https://www.linkedin.com/in/david-lane-a37778/

Host and Network Links
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/

Want more insights on the Future of Work? Join 1M+ listeners and subscribe to the WRKdefined Newsletter for weekly executive briefings: https://wrkdefined.substack.com/

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40 min
November 25, 2025Project Equinox: How Plum Helped a Health System Rethink Talent From the Ground Up
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/

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

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38 min
November 19, 2025How ABM Industries Uses AI To Support 100,000 Frontline Workers
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:
Frontline employees need instant answers, not call-center delays.

ABM supports 100,000 workers who serve clients onsite every day.

AI agents remove friction by giving PTO, policy, and benefits info instantly.

Safety alerts are personalized and triggered by real-world conditions.

Standardization is the quiet power move. Every worker gets the same info, same time.

Multilingual capabilities eliminate translation delays and increase trust.

Retention improves when workers feel supported, not confused.

AI reduces ambiguity for workers who represent ABM inside client spaces.

Orchestrated AI agents provide the biggest value so far.

Choosing the wrong SI partner creates long-term mistrust and slows innovation.

Employee confidence and client satisfaction both improve with better guidance.

Safety is the next frontier where AI will rewrite the entire playbook.
This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI
Chapters:
00:18 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/

Connect with 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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29 min
November 18, 2025Inside Oracle’s New Career Coach: How AI Is Rewriting Recruiting
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:
AI is shifting from “extra help” to the core workflow for candidates and recruiters.

Career Coach is built to mimic the real multi-turn discovery recruiters used to do manually.

Memory is the unlock, allowing consistent candidate experience from first touch to interview.

Recruiters don’t hate AI. They hate dealing with 1,000 unqualified applicants.

Scale is the real bottleneck and AI finally cracks it.

Good recruiters stay relevant by coming prepared and using AI as an amplifier.

Customers want control over their models based on compliance and governance.

Different models give different experiences, so Oracle lets customers choose.

Candidate frustration and recruiter frustration both fed into the creation of Career Coach.

Adoption is the real metric to watch in 2025.

The real blockers inside companies aren’t recruiters. They’re governance committees.

AI helps recruiters focus on the conversations that actually matter.
This episode was recorded live at ⁠Oracle AI World 2025⁠ as part of a leadership series defining the world of work and AI
Chapters:
00:00 Live at Oracle AI World
00:27 Event energy and why this year feels different
01:34 Introducing Nagaraj
02:00 His role and connection to Taleo
03:51 Why Career Coach exists
04:40 Memory and candidate interaction
06:00 What good recruiters actually do
06:30 Candidate and recruiter frustration
07:38 Building challenges and model selection
08:58 Handling drift and customer-chosen models
09:55 How recruiters should think about AI
10:52 The horse-and-buggy moment
11:56 What success looks like in 2026
12:59 The reality of internal adoption hurdles
Guest Info:
Nagaraj Nadendla, SVP/GM Product Development Oracle
LinkedIn: https://www.linkedin.com/in/nagarajnadendla/
Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/

Connect with 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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16 min
November 17, 2025Why AI Is Changing HR Faster Than Anyone Expected
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:
AI is finally giving HR a chance to get ahead instead of catching up.

Employees aren’t reading PDFs anymore. They’re asking questions and expecting answers instantly.

Quest’s 56,000 employees create huge pressure on ticketing, sentiment, and service quality.

Performance reviews suffer from human bias and memory. AI fixes that.

Scheduling at scale is broken without automation and rules-based fairness.

Frontline teams need systems that respect their time and availability.

Employee surveys every quarter will reveal the real impact of automation next year.

Change management matters more in HR than almost any other function.

Healthcare adds a deeper mission layer that shapes how tech gets adopted.

Sentiment analysis during support conversations is an untapped opportunity.

Managers with 30 direct reports need automation so they can actually lead.

AI is becoming a second brain for service centers, not a replacement.
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
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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23 min
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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46 min
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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47 min
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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39 min
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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42 min

About You Should Know

From the publisher's feed

"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…