Episodes

  • The Real Cost of Hiring on Gut Instinct | HireScore CEO Spencer Stang Explains

    The Real Cost of Hiring on Gut Instinct | HireScore CEO Spencer Stang Explains
    May 11 2026
    Most hiring teams still trust instinct over data. That works great until the “perfect” candidate flames out in 90 days. Spencer built a system that calls that bluff and replaces hiring bias with measurable outcomes. Hiring is still full of guesswork, résumé theater, and recruiter roulette. Spencer explains why companies keep making expensive hiring mistakes and how industrial psychology, assessments, and real-world data can dramatically improve quality of hire without wrecking candidate experience. In this episode… We unpack hiring science, candidate drop-off, assessment accuracy, safety-risk recruiting, and why most companies optimize for speed instead of fit. Spencer breaks down how HireScore combines ATS workflows, behavioral data, cognitive testing, and performance tracking into one system built to reduce bad hires. Key Takeaways : A bad hire can cost anywhere from 25% of first-year salary to 4x total compensation Some safety-sensitive workers are 10–20x more likely to cause workplace incidents based on behavioral risk scoring Most hiring managers still override assessment data because they “like” the candidate Companies often ask for the wrong fix. They ask for more applicants when the real problem is poor selection Removing account creation early in the apply flow dramatically reduces candidate drop-off Asking for a Social Security number too early caused massive applicant abandonment Structured interviews statistically outperform gut-feel hiring by a wide margin HireScore tracks outcomes 1, 3, 5, and even 7 years after hire for continuous validation Candidates who look strong verbally can still fail badly in logic and decision-making roles Work simulations and hands-on testing outperform résumé screening for many operational jobs Spencer’s team has spent 10+ years validating hiring outcomes against real employee performance “Good enough” hiring becomes dangerous in refinery, mining, and industrial environments where mistakes can kill people Guest : Spencer Stang | CEO HireScore LinkedIN : https://www.linkedin.com/in/spencer-stang-316495a Industrial-organizational psychologist focused on turning hiring science into practical recruiting systems that actually predict performance Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show More Show Less
    45 mins
  • Hiring CEOs Still Takes Weeks | Moravi Cuts It to Minutes

    Hiring CEOs Still Takes Weeks | Moravi Cuts It to Minutes
    May 7 2026
    Most recruiting tech stops at keyword matching. Moravi is trying to kill that model before another bad executive hire costs a company millions. A CEO search can drag for 10 weeks before teams even align on what they want. Meanwhile, the business bleeds time, productivity, and trust. Matt Mooney, Vicky Wilkins, and Jen Row break down why executive hiring still runs on manual research, gut feel, and “headhunter” logic and how they’re rebuilding the process with assessment-first technology, real proof, and faster decision-making. In this episode… The Moravi founders explain why most recruiting software fails at executive search, how they compress 4 weeks of market mapping into a 45-minute kickoff, and why “show your work” matters when one bad leadership hire can wreck a company. They also unpack assessment logic, candidate credibility, culture fit, and the skepticism slowing innovation in executive hiring. Key Takeaways : Executive search still operates like a 1970s industry despite modern recruiting tech Most executive hiring research is still done manually Moravi’s goal is compressing a 3–4 week search kickoff into 30–45 minutes Teams often spend weeks “realigning” during searches instead of forcing alignment upfront Traditional recruiting tools were built for staffing, not executive hiring Keyword matching alone misses leadership impact, company context, and business outcomes The platform evaluates candidate history against company performance, growth, and outcomes One bad executive hire creates outsized operational and financial risk Search firms regularly miss 30–40% of viable executive talent pools because of narrow filters Moravi highlights both strengths and risk gaps so recruiters know what to probe deeper The founders built the platform after failing to find software they trusted themselves Their biggest differentiator: every recommendation is backed by visible proof and data Guests : Matthew Mooney - Co-founder Marovi LinkedIN : https://www.linkedin.com/in/matthewamooney/ Vicky Wilkens - Co-founder Marovi LinkedIN : https://www.linkedin.com/in/vickywilkens/ Jin Ro - Co-founder Marovi LinkedIN : https://www.linkedin.com/in/jinro/ Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Substack: https://wrkdefined.substack.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show More Show Less
    46 mins
  • Your Referral Program Is Broken : Eqo CEO Tawfiq Explains Why You Don’t See It

    Your Referral Program Is Broken : Eqo CEO Tawfiq Explains Why You Don’t See It
    Apr 27 2026
    Most companies think they have referrals handled. They don’t. That gap is costing real money and nobody’s calling it out. Less than 15% of frontline hires come from referrals. Meanwhile, top performers hit 40%+. That delta isn’t small. It’s broken process, weak incentives, bad UX, and zero visibility. This episode cuts into frontline hiring, employee referrals, retention, and cost savings without pretending it’s complicated. In this episode you’ll see why most referral programs fail, what actually drives adoption, and how to turn referrals into your highest ROI hiring channel without adding complexity. Key Takeaways : Most frontline orgs get under 15% of hires from referrals Top 25% hit 34.8%, top 10% exceed 40% Referred employees show ~50% lower turnover One travel nurse can cost 4x a full-time hire Referral programs fail because employees don’t know they exist Bad referral experiences kill future participation instantly The “three E’s” drive performance: Enticing, Engaging, Easy $50 gift cards don’t motivate anyone. Real incentives do Email-only programs get ignored by 80%+ of frontline workers Simplicity beats features. Friction kills referrals Text-based UX wins. No apps, no logins, no excuses Referrals can replace job board spend before it even starts Guest : Tawfiq Abu-Khajil Co-founder & CEO - EqoLinkedIN : https://www.linkedin.com/in/tawfiq-abu-khajil Builds referral systems that actually work for frontline employees, not just HR dashboards. Connect with Us : William Tincup LinkedIn: https://www.linkedin.com/in/tincup/ Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/ WRKdefined : Site: http://www.wrkdefined.com TikTok: https://www.tiktok.com/@wrkdefined LinkedIn: https://www.linkedin.com/company/wrkdefined Facebook: https://www.facebook.com/WRKdefined/ Twitter (X): https://twitter.com/WRKdefined Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show More Show Less
    36 mins
  • The Future of Hiring: AI Meets Human Expertise

    The Future of Hiring: AI Meets Human Expertise
    Jun 19 2025
    Recruiting is broken—but what if you could fix it in 72 hours? In this episode, we talk with Lauren Heffran from SeekOut about Spot, a managed recruiting solution blending AI and real hiring expertise. From streamlining the candidate slate to saving time for overwhelmed hiring managers, Spot is rewriting how hiring works for startups and enterprise alike. We talk about recruiting, AI, candidate slates, and why HR tech is finally solving hiring at scale. Key Takeaways ➡ Spot is a fully managed recruitment service built by the team at SeekOut. ➡ AI helps streamline and accelerate candidate evaluation—without replacing human judgment. ➡ Spot offers both an agency-style experience and a curated slate model. ➡ The first 72 hours of a search are mission-critical to hiring success. ➡ Flexible models are winning in a market where no one wants to sign 12-month contracts. ➡ Spot serves as both solution and education tool for companies new to modern recruitment. ➡ Hiring managers don’t want more dashboards—they want hires. ➡ Calibration isn’t just helpful—it’s essential to get alignment fast. ➡ Companies that delay hiring lose candidates—and momentum. ➡ Spot is where urgency, tech, and talent actually align. Chapters 00:00 What are we talking about? 01:18 Lauren Heffran's Background and Experience 02:50 Overview of SeekOut and the Spot Team 05:09 Understanding the SPOT Model and Its Benefits 07:17 The Spot Process: Streamlining Recruitment 08:59 Market Trends and the Shift to Managed Services 10:54 Engaging Hiring Managers with the New Model 13:25 Identifying Ideal Customers for Spot 15:28 Calibrating Candidate Selection 18:56 The Role of Technology in Hiring 22:57 The Importance of Urgency in Hiring 23:58 Transitioning from Spot to Internal Recruiting 24:30 Understanding Success Fees 25:22 Questions Buyers Should Ask 26:56 Future Vision for Spot 27:59 Defining Candidate Slates Guest Info Lauren Heffran: https://www.linkedin.com/in/laurenskuchasheffran/ Lauren leads the Spot team at SeekOut, where she blends AI innovation with real-world recruiting expertise. 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
    Show More Show Less
    33 mins
  • How FinFit Is Flipping the Script on Financial Wellness—And Why Employers Can’t Ignore It Anymore

    How FinFit Is Flipping the Script on Financial Wellness—And Why Employers Can’t Ignore It Anymore
    Apr 3 2025
    70% of working Americans live paycheck to paycheck. That stat alone should stop you in your tracks. We sat down with Michael Woodhead, CCO of FinFit, to explore how financial stress is quietly wrecking productivity, retention, and employee wellness. From free financial coaching to earned wage access, this conversation cuts through the noise and gets straight to the money. In this episode we look at FinFit, financial wellness, employee benefits, earned wage access, employer responsibilities, financial stress, technology in finance, credit score, workplace wellness, Michael Woodhead, financial literacy, employee experience, financial wellness, behavior change, personalized guidance, financial stress, budgeting, financial habits, employer questions, mission-driven. ➡️ 70% of Americans live paycheck to paycheck—solve that or lose talent. ➡️ Financial stress crushes productivity, loyalty, and mental health. ➡️ Coaching and earned wage access aren’t perks—they’re must-haves. ➡️ Tech should remove shame, build credit, and create real behavior change. ➡️ One-size-fits-all is dead—personalized financial guidance wins. ➡️ If your wellness program doesn’t show outcomes, it’s noise. ➡️ Mission-driven brands don’t just retain people—they create evangelists. Chapters 00:00 What are we talking about today? 04:46 Understanding FinFit's Mission 10:30 Employer Responsibilities in Financial Wellness 16:25 Technology and Borrowing Experience 22:00 Behavior Change and Financial Stress 29:01 Understanding the Market and Business Outcomes 34:51 Mission-Driven Approach to Financial Wellness Connect with us here: 🔗 Connect with Michael Woodhead: https://www.linkedin.com/in/michael-woodhead-4867051/ 🔗 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
    Show More Show Less
    40 mins
  • Seamless Payroll Integrations: How Financial Wellness & Benefits Tech Are Transforming Workplaces

    Seamless Payroll Integrations: How Financial Wellness & Benefits Tech Are Transforming Workplaces
    Feb 13 2025
    Payroll and benefits management is a maze, and Doug Sabella, CEO of Payroll Integrations, is here to simplify it. He joins us to break down how integrating payroll software with benefits providers can eliminate inefficiencies, improve compliance, and enhance financial wellness for employees. From data security concerns to the evolving landscape of employee benefits, Doug shares insights from their Financial Wellness Report—including why Gen Z is outpacing previous generations in retirement contributions. We wrap up with real-world success stories from companies using Parallel Integrations to streamline operations, reduce headaches, and boost employee satisfaction. In this episode we look at Payroll Integrations, Financial Wellness, Employee Benefits, Data Security, Compliance, User Experience, Integration Solutions, HR Technology, Employee Experience, Business Efficiency and more. Key Takeaways ➡️ Parallel Integrations specializes in connecting payroll software with benefits providers. ➡️ Employers face significant challenges in managing payroll and benefits data. ➡️ Financial wellness is a key concern for employers and employees alike. ➡️ Data security is paramount when dealing with sensitive payroll information. ➡️ The integration platform simplifies the process for small and medium businesses. ➡️ Gen Z is contributing more to retirement plans than previous generations. ➡️ Employers need to communicate the total compensation package to employees effectively. ➡️ Success stories highlight the efficiency gained through integration solutions. ➡️ The platform is designed to be user-friendly and requires minimal maintenance. ➡️ Understanding the need for integration can save businesses time and money. 💬 What’s your take? Are seamless payroll integrations the key to financial wellness, or is there still a gap? Drop your thoughts in the comments! Connect with us here: 🔗 Connect with Doug Sabella: https://www.linkedin.com/in/doug-sabella/ or at https://www.payrollintegrations.com/ 🔗 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
    Show More Show Less
    45 mins
  • Revolutionizing High Volume Hiring with Fountain CEO Sean Behr

    Revolutionizing High Volume Hiring with Fountain CEO Sean Behr
    Dec 12 2024
    Frontline workers drive industries, but high volume hiring isn’t your average recruitment game. Fountain’s Sean Behr joins us to unpack the tech, tools, and strategies that make hiring seamless—while keeping the human element intact. From hourly worker engagement to fixing recruitment response times, this episode digs into solutions that matter. In this episode, we look at frontline workers, high volume hiring, Fountain, technology, employee engagement, recruitment, hourly workers, hiring practices, job application process, workforce management, communication challenges, employer branding, human capital management, response times, and career advancement. Key Takeaways Frontline hiring demands innovative tech solutions to tackle unique challenges. Employee engagement plays a pivotal role in recruitment and retention. Referrals and targeted messaging boost application success rates. Realistic job previews set clear expectations for candidates. Employer branding should attract the right fit while filtering out mismatches. Timely response times are critical in maintaining applicant interest. Frontline workers need tools designed for communication challenges. High volume hiring thrives on human capital management done right. Career advancement pathways enhance retention and loyalty. Streamlining workforce systems improves efficiency for smaller companies. The ‘telephone game’ in communication can derail engagement—fix it. Frontline workers are more empowered than ever to demand better conditions. Chapters 00:00 Introduction to Frontline Workers and Fountain 02:52 The Human Element in High Volume Hiring 05:59 Transitioning from Passion to Software Development 09:10 Understanding the Differences in Hiring Practices 12:01 The Competitive Landscape for Frontline Workers 15:02 Enhancing the Application Process with Technology 17:55 The Importance of Employee Engagement and Referrals 21:09 Navigating Disparate Systems in Workforce Management 22:52 Communication Challenges for Frontline Workers 24:51 Engaging Employees with Targeted Messaging 26:44 Tracking Employee Engagement and Performance 27:50 The Importance of Realistic Job Previews 30:55 Attracting and Repelling Candidates through Employer Branding 32:42 Creating Pathways for Career Advancement 38:03 The Critical Role of Response Times in Recruitment 40:55 The Value of Frontline Human Capital Management You can learn more about Fountain at: https://www.fountain.com/ and you can connect with Sean Behr on LinkedIn at https://www.linkedin.com/in/seanbehr/ 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 The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show More Show Less
    43 mins
  • Deepfakes Unmasked: Why Biometric Identity Verification Is Critical in the Age of AI with Andrew Bud, iProov

    Deepfakes Unmasked: Why Biometric Identity Verification Is Critical in the Age of AI with Andrew Bud, iProov
    Nov 21 2024
    Biometric identity verification is no longer optional—it's a necessity in a world dominated by remote interactions and generative AI advancements. Andrew Bud of iProov lays out the alarming reality of deepfakes and synthetic identities, warning that "you can't trust your eyes anymore." Organizations face mounting risks from this wave of technology, which enables impersonation and deception at unprecedented levels. Bud highlights the importance of proactive measures like identity verification, continuous monitoring, and robust threat analysis to combat this evolving threat. In this episode, we explore biometric identity verification, deepfake risks, synthetic identities, generative AI, and strategies for mitigating security threats. Andrew Bud shares insights on safeguarding enterprises, governments, and individuals from the growing misuse of AI technology, ensuring authentication processes remain accessible and effective. Key Takeaways Biometric identity verification is vital for remote-first interactions and reducing fraud. Deepfakes and synthetic identities are rising due to generative AI advancements. Awareness and preparedness in enterprises are lacking despite escalating risks. iProov offers accessible biometric authentication, ideal for governments and businesses. Deepfake threats impact workforce, contractors, and supply chains, requiring tailored solutions. Background checks, continuous monitoring, and proactive threat analysis can mitigate risks. Chapters 00:00 Introduction and Background 01:15 The Role of iProov in Biometric Identity Verification 02:16 The Shift to Remote Interactions 03:10 The Risks of Deepfakes and Synthetic Identities 06:04 The Accessibility of Deepfake Creation Tools 09:14 The Need for Awareness and Preparedness in Enterprises 20:51 The Rising Threat of Deepfake Technology 22:19 Implementing Identity Verification to Mitigate Deepfake Risks 23:14 iProov: Easy-to-Implement Biometric Authentication for Governments and Organizations 25:38 Securing Employees and Addressing Vulnerabilities in the Age of Deepfakes 30:30 Continuous Monitoring and Proactive Measures to Protect Against Deepfake Attacks Connect with Andrew Bud here: https://www.linkedin.com/in/andrewbud/ and learn more about iProov here https://www.iproov.com/ 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 The Site | Substack | LinkedIn | Instagram | X | Facebook | TikTok Share your brand across the WRKdefined Podcast Network Learn more about your ad choices. Visit megaphone.fm/adchoices
    Show More Show Less
    47 mins