Episodios

  • Project Equinox: How Plum Helped a Health System Rethink Talent From the Ground Up

    Project Equinox: How Plum Helped a Health System Rethink Talent From the Ground Up
    Nov 25 2025
    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 hospitalOver 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 overview03:10 The life expectancy crisis in Chicago04:45 Project Equinox is born06:00 How Melissa and Caitlin met08:55 Early career idea turns into community hiring strategy10:00 Why durable skills matter12:00 Opening the aperture beyond resumes13:40 Moving Plum outside the ATS15:30 Matching talent before they apply17:00 Lessons from Scotiabank18:40 Opening doors in low income communities20:20 Building trust and confidence in new roles21:15 The recruitment van and VR23:10 Why traditional job fairs fail24:00 Plum’s candidate owned data model26:00 On ramps, potential, and future hiring29:00 Matching behavior to job success31:00 Real stories from Project Equinox33:00 The impact of 200 new candidates Guest Info Melissa Le, VP Talent Acquisition, Advocate HealthLinkedIn: https://www.linkedin.com/in/melissa-le-3495a516/ Caitlin MacGregor, CEO and Co Founder, PlumWebsite: https://www.plum.ioLinkedIn: 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 networkSite: 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/WRKdefined Learn more about your ad choices. Visit megaphone.fm/adchoices
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    38 m
  • How ABM Industries Uses AI To Support 100,000 Frontline Workers

    How ABM Industries Uses AI To Support 100,000 Frontline Workers
    Nov 19 2025
    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/ Learn more about your ad choices. Visit megaphone.fm/adchoices
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    29 m
  • Inside Oracle’s New Career Coach: How AI Is Rewriting Recruiting

    Inside Oracle’s New Career Coach: How AI Is Rewriting Recruiting
    Nov 18 2025
    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/ Learn more about your ad choices. Visit megaphone.fm/adchoices
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    16 m
  • Why AI Is Changing HR Faster Than Anyone Expected

    Why AI Is Changing HR Faster Than Anyone Expected
    Nov 17 2025
    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 World01:01 Event energy and why this crowd feels different01:35 Hubert talks about why AI feels like a turning point02:15 Why HR is finally ready for real change02:56 What Hubert does at Quest03:28 Rolling out new HR modules and AI tools04:26 The shift from PDFs to conversational workflows05:10 How employees actually search for answers now06:24 Paystub agents, call centers, and reducing support load07:24 Tracking sentiment and service quality08:30 Help desk automation and ticket summaries10:07 The performance review problem11:04 How AI can remove bias and jog managers’ memory12:30 Oracle scheduling rollout and why it matters13:54 Shift fairness and hourly worker expectations16:20 Engagement, surveys, and 2025 expectations17:56 Culture, values, and healthcare’s mission19:06 Why speed and accuracy matter in patient-facing work19:55 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/ Learn more about your ad choices. Visit megaphone.fm/adchoices
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    23 m
  • No Real-Time Org Chart? Then You Don’t Actually Care About Winning

    No Real-Time Org Chart? Then You Don’t Actually Care About Winning
    Nov 12 2025
    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 organizations02:00 Why reorgs fail more than they succeed04:00 HR’s Excel addiction06:00 Why talent decisions fall apart10:00 Annual planning vs continuous planning13:00 Making planning fun and interactive16:00 How missing skills break orgs20:00 The danger of fragmented data25:00 RIF mistakes and blind spots30:00 Planning through the lens of positions34:00 Future-proofing and organizational readiness40:00 Where companies should start in 2026 Guest Info Tom McCarty, CEO, The OrgChartLinkedIn: 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.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/wrkdefinedFacebook: https://www.facebook.com/WRKdefined/Twitter (X): https://twitter.com/WRKdefined OrgChart partners with the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
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    45 m
  • From Data Flow to Talent Flow: How AI Is Rewriting Work

    From Data Flow to Talent Flow: How AI Is Rewriting Work
    Oct 30 2025
    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. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    46 m
  • Employee Experience vs. Happiness: What Leaders Need to Know Post-COVID

    Employee Experience vs. Happiness: What Leaders Need to Know Post-COVID
    Sep 15 2025
    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. Chapters00:00 – Who is Kalifa Oliver02:50 – The Importance of Employee Experience05:50 – Communication and Listening in Organizations08:54 – The Impact of COVID-19 on Work Culture12:00 – The Journey to Writing the Book14:47 – Understanding Employee Experience vs. Happiness17:52 – The Role of Leadership in Employee Experience20:58 – Dissent and Innovation in the Workplace23:58 – 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.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/ Learn more about your ad choices. Visit megaphone.fm/adchoices
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    39 m
  • Burnout, Bias, and Broken Trust: Employ's 2025 Jobseeker Nation Report

    Burnout, Bias, and Broken Trust: Employ's 2025 Jobseeker Nation Report
    Jul 16 2025
    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/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices
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    41 m