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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 Hosts 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/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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: Data Integrity: Why AI fails in HR when the data foundation is fragmented. The Power of Weak Ties: How networking and "community fit" actually drive high-quality hires. Findem + Getro: How this merger shifts recruiting from a tool-centric game to an outcome-centric strategy. Outcome-Centric Hiring: How to turn job posts into intelligent systems tied to market feedback. 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 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/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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. What We Cover AI adoption and employee experience at scale Why trust is foundational to AI use Transparency as a driver of confidence What high usage rates really signal Why proof of impact now matters Key Takeaways: AI adoption is already widespread inside ADP, with 67 percent of the employee base actively using AI tools. That level of usage signals comfort and familiarity, but it also raises expectations around outcomes and accountability. ADP’s scale matters. Paying one in six people in the United States creates a responsibility to deploy AI carefully, consistently, and in ways that protect trust across employees and clients. Client trust is a prerequisite for AI adoption. Without transparency into how AI is used and why decisions are made, confidence erodes quickly, even when the technology performs well. The coming year is a proving ground for AI in HR. Clients are no longer satisfied with potential. They want evidence, success stories, and clear demonstrations that AI is improving the employee experience. Guest: Naomi Lariviere Chief Product Officer, VP Product Management at ADPLinkedIn: https://www.linkedin.com/in/naomilariviere/ Hosts: William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.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/WRKdefinedTwitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 InformationHeidi Laki, Senior Product Director, AI AgentsWebsite: https://www.indeed.comLinkedIn: https://www.linkedin.com/in/heidilaki/ Host and Network LinksWilliam Tincup LinkedIn: https://www.linkedin.com/in/tincup/Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ Connect with UsSite: http://www.wrkdefined.comTikTok: https://www.tiktok.com/@wrkdefinedLinkedIn: https://www.linkedin.com/company/WRKdefinedFacebook: https://www.facebook.com/WRKdefinedTwitter (X): https://twitter.com/WRKdefinedSubstack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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 Timestamps00:00 Why job seekers feel stuck right now02:48 Slower hiring and rising caution05:54 How AI is changing job opportunities09:03 Career Scout and practical tools for job seekers11:53 What’s coming next in job search technology18:46 How job seeking is evolving20:26 Data privacy and candidate preferences22:33 Voice and conversational job applications24:37 Reintroducing human connection in hiring27:36 Using AI to improve candidate experience30:01 Addressing the communication gap33:15 Simplifying the application experience34:52 How job matching continues to change Guest InformationDavid Lane, VP of Product Management, IndeedWebsite: https://www.indeed.comLinkedIn: https://www.linkedin.com/in/david-lane-a37778/ Host and Network LinksWilliam 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/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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

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

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

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

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

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

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

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

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/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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/⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

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/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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/ Learn more about your ad choices. Visit megaphone.fm/adchoices

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/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Can HR really trust AI? We dig into the ethics, automation, and future of HR tech with Oracle's Yvette Cameron. Spoiler: it’s moving fast, and you better keep up. AI is transforming HR at lightning speed—but trust, ethics, and data security still keep leaders up at night. I sat down with Yvette Cameron from Oracle to unpack what generative AI really means for HCM, and why HR teams need to think big and move faster. In this episode we look at AI, HR, Oracle, generative AI, adoption challenges, seamless integration, recruitment, decision-making, automation, ethics, data security. Key Takeaways: ➡️ AI has been shaping HR for over a decade—this isn’t new, it’s just faster now. ➡️ Generative AI can cut job description creation time from hours to minutes. ➡️ Trust remains one of the biggest barriers to AI adoption in HR. ➡️ Many organizations prioritize volume over value when implementing AI tools. ➡️ AI should support human roles, not replace them entirely. ➡️ Company culture must guide AI policies and usage. ➡️ HR needs a "test and learn" mindset to effectively adopt AI. ➡️ Data security is non-negotiable when using AI in HR. ➡️ Delaying AI adoption risks falling behind rapidly evolving tech. ➡️ AI’s role in decision-making is growing—human oversight must keep pace. ➡️ Future AI interfaces aim to be seamless, intuitive, and proactive. ➡️ Ethical frameworks are essential to build confidence in AI systems. Chapters 00:00 Who is Yvette Cameron and what is Oracle's role to AI in HR 06:41 The Evolution of AI in HR Processes 11:10 The Future of AI Interfaces in HR 20:09 The Role of AI in Decision-Making 26:47 Building Confidence in AI Capabilities 33:15 Unlocking Insights with AI Analytics 💬 Hot take or just hype? Are we headed toward a new normal, or is this just workplace chaos rebranded? Drop your thoughts in the comments! Connect with us here: Connect with Oracle's Yvette Cameron: https://www.linkedin.com/in/yvettecameron/ Connect with William Tincup: https://www.linkedin.com/in/tincup/ Connect with Ryan Leary: 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