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You Should Know

You Should Know

Written by: WRKdefined
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 "You Should Know," a podcast delving into pivotal leadership challenges in the workplace. With broad topics, it engages anyone invested in the evolving world of work. Join us as we unravel workplace dynamics. Proudly brought to you by WRKdefined with hosts William Tincup and Ryan Leary.All rights reserved by WRKdefined Economics Management Management & Leadership Politics & Government
Episodes
  • How Internal Mobility Really Works: Insights from Cornell ILR’s JR Keller

    How Internal Mobility Really Works: Insights from Cornell ILR’s JR Keller
    Feb 3 2026
    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
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    48 mins
  • Why Findem’s acquisition of Getro signals a shift from job posts to outcomes

    Why Findem’s acquisition of Getro signals a shift from job posts to outcomes
    Dec 23 2025
    Talent acquisition is flooded with AI tools, but most hiring teams are still optimizing for activity instead of results. Bad data, shallow signals, and outdated job posts continue to slow real progress, even as technology accelerates. In this episode, the conversation centers on the acquisition of Getro by Findem and what it reveals about the future of recruiting. The focus stays on outcomes over tools, why weak network ties surface the best opportunities, and how intelligent job posts change hiring from a volume game into a precision exercise. What We Cover Why AI struggles in recruiting when data foundations are broken What the Getro acquisition adds to Findem’s talent intelligence model How networking actually drives job discovery Why weak ties outperform strong ties in hiring What it means to turn job posts into intelligent outcomes Key Takeaways AI is not ready for HR because most recruiting data is fragmented, biased, and poorly structured. Without clean inputs, automation simply scales bad decisions faster. The Getro acquisition strengthens Findem by adding community and network signal to traditional talent intelligence. It shifts recruiting closer to how people actually find jobs. Networking remains the most effective job search and hiring mechanism. Weak ties consistently surface higher-quality opportunities than close connections. Job posts should evolve from static descriptions into intelligent systems tied to outcomes. Hiring success improves when posts adapt to signal, fit, and market feedback. The future of recruitment is outcome-centric, not tool-centric. Teams that prioritize quality, relevance, and signal will outperform those chasing volume. 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 Guest 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
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    36 mins
  • What AI Adoption at ADP Reveals About Employee Experience and Trust with Naomi Lariviere Chief Product Officer, VP Product Management ADP

    What AI Adoption at ADP Reveals About Employee Experience and Trust with Naomi Lariviere Chief Product Officer, VP Product Management ADP
    Dec 22 2025
    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
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    41 mins
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