You Should Know Podcast Por WRKdefined arte de portada

You Should Know

You Should Know

De: 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 Economía Gestión Gestión y Liderazgo Política y Gobierno
Episodios
  • The Hidden Benefits of Job Hopping: What HR Needs to Know

    The Hidden Benefits of Job Hopping: What HR Needs to Know
    Mar 19 2026
    What if the candidate with the “messy” résumé is actually the one who ramps fastest? Rebecca Kehoe from Cornell University breaks down what HR gets wrong about job hopping, why onboarding matters more than most teams realize, and how performance, culture fit, and career transitions are more connected than we think. In this episode, Rebecca Kehoe shares research on how job hoppers often come up to speed faster, adapt to organizational norms more efficiently, and can show measurable impact within just a few months. The conversation explores onboarding, the role of “unlearning” during career transitions, post-COVID hiring patterns, internal mobility, and what this research means for how organizations evaluate talent. Guest Rebecca Kehoe is an Associate Professor at Cornell University’s ILR School where her research focuses on human capital, employee mobility, performance, and how organizations develop talent over time. Her work helps HR leaders better understand hiring outcomes, onboarding effectiveness, and the long-term impact of workforce mobility. LinkedIn: https://www.linkedin.com/in/rebecca-kehoe-a94b871/Cornell ILR School: https://www.ilr.cornell.edu/people/rebecca-kehoe Key Takeaways Employees who have moved between roles or organizations frequently ramp faster because they’ve already built the muscle of entering new environments, learning systems quickly, and adapting to unfamiliar cultural norms. The speed at which new hires succeed is heavily influenced by onboarding. Organizations with structured onboarding programs help employees translate prior experience into performance far more quickly than those that treat onboarding as an afterthought. Career transitions require a period of “unlearning.” Employees must let go of habits, assumptions, and processes from previous workplaces before they can fully align with the expectations and workflows of a new organization. Performance impact can emerge sooner than many companies assume. Research discussed in the episode suggests meaningful differences in ramp time and contribution can appear within roughly the first five months. Internal mobility can deliver many of the same benefits associated with external job changes. When organizations intentionally design pathways for employees to move between roles, they build adaptability and development while retaining institutional knowledge. 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/ Cornell's ILR School offers exceptional HR master's programs that combine rigorous academics with practical application. We offer programs designed for professionals with 2-5 years of experience and for executives with 8+ years of HR experience. Engage with world-renowned faculty, connect with HR executives, and become part of Cornell's prestigious alumni network. Take your career and organization to the next level with a Master’s from Cornell. Learn more about ILR’s Graduate Degree Programs Learn more about your ad choices. Visit megaphone.fm/adchoices
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    36 m
  • The New Rules of HR Tech Funding: Inside ADP Ventures with Oz Khan

    The New Rules of HR Tech Funding: Inside ADP Ventures with Oz Khan
    Mar 16 2026
    In this episode, Oz Khan (Head of ADP Ventures) joins William Tincup and Ryan Leary to discuss the shifting landscape of HR Tech investing. Learn why the Series A definition has changed, how AI-native startups are disrupting traditional SaaS models, and the strategic logic behind Build vs. Buy decisions at the enterprise level. Episode Overview: Technology constantly changes the "wrapper," but the core challenges of HR—hiring, performance, and workforce management—remain the same. As the head of ADP Ventures, Oz Khan breaks down how the market is moving toward global HCM opportunities and why a founder's narrative is just as important as their data. Key Takeaways: The New Series A: Why fewer deals are happening, but valuations for top-tier companies remain high. SaaS vs. AI-Native: How to distinguish between durable software businesses and fast-growing AI startups. The Investment Signal: Why AI is no longer an "add-on" but a core requirement for future upside. Global Expansion: Why the biggest HR Tech opportunities are currently sitting outside the U.S. market. Strategic Growth: When should a company build a feature internally versus acquiring a partner? The Founder’s Edge: How to craft a story of traction and market fit that wins over venture capital. Guest: Oz Khan, Head of ADP Ventures Oz leads investment strategies at ADP Ventures, focusing on early-stage companies that are redefining workforce innovation and the future of work. Topics Covered: HR Tech Trends, ADP Ventures, AI in HR, Venture Capital Strategy, HR Innovation, Startup Funding 2024, Global HCM Markets, SaaS vs AI, Human Capital Management. Hosts: William Tincup (LinkedIn: www.linkedin.com)Ryan Leary (LinkedIn: www.linkedin.com) Connect with WRKdefined:⁠Website⁠ | ⁠Substack⁠ | ⁠YouTube⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices
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    49 m
  • 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 m
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