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Season 7 kicks off the only way Jaded HR knows how: with questionable life decisions, corporate chaos, and HR stories that make you wonder how some companies are still functioning.

Warren almost dies test-driving a 50-year-old truck (worth it), Cece is out here installing gas appliances like a DIY queen, and somewhere in the middle… we actually talk HR.

This episode dives into the latest mass layoffs at Oracle Corporation, including:

• The brutally cold layoff email that feels like it was written by AI (because… it probably was)
• Reports of 12,000+ jobs cut globally while the company remains profitable
• The growing trend of companies cutting staff to fund AI investments and cost reallocation
• Why “we’re profitable but still laying people off” never sits right

We break down the reality of mass layoffs in tech, including:

• Why large-scale layoffs ignore individual performance (yes, even your top performers aren’t safe)
• The psychological chaos of “tap on the shoulder” layoff days
• Whether there’s actually a right way to lay people off (spoiler: there isn’t, but there are definitely wrong ways)

Then we pivot into another workplace classic:

LinkedIn… but make it a red flag 🚩

• Should hiring managers really be comparing resumes to LinkedIn profiles like it’s a forensic investigation?
• Why LinkedIn is basically “business casual Instagram”
• And why not updating your profile for 5 years doesn’t mean you’re unemployable (shocking, we know)

We also get into:

• The current hiring slowdown (hint: bonuses + economic anxiety)
• Why employees are staying put instead of job hopping
• And the increasingly sketchy trend of companies stretching 401(k) vesting schedules to keep your money (because of course they are)

If you’re in HR, leadership, or just trying to survive corporate America without losing your mind, this episode is your reminder that:
👉 Common sense is still optional in business decisions
👉 “People over profits” is usually just a slogan
👉 And sometimes… you almost die buying a truck and still consider it a win

🎧 Tune in for real talk on HR layoffs, workplace trends, LinkedIn hiring myths, AI job disruption, and why corporate logic rarely makes sense.

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This week on Jaded HR, we dive into an HR nightmare that somehow checks every single box of what NOT to do.

A pregnant employee. A doctor’s note. A simple work-from-home request.
And a company that said… “nah, come into the office.”

What happened next? A $22 million lawsuit that has HR professionals, employment lawyers, and workplace experts all asking the same question: what were they thinking?

We break down the now-viral case involving Total Quality Logistics and unpack the real-world implications around:

• Pregnancy accommodations in the workplace
• Remote work policies vs. medical necessity
• HR compliance, FMLA, and legal risk
• How rigid company culture can backfire (spectacularly)

Along the way, we also get into:

• Why “HR is here to protect the company” isn’t always the slam dunk people think it is
• The dangers of blindly following policy without using actual human judgment
• And yes… somehow TikTok HR advice catches a stray (as it should)

If you’re in Human Resources, leadership, or just enjoy a good corporate cautionary tale, this episode is equal parts insight, frustration, and “you’ve got to be kidding me.”

Because sometimes protecting the company… means not handing someone a $22M reason to sue you.

🎧 Listen now for real talk on HR mistakes, workplace law, pregnancy discrimination, remote work, and how common sense isn’t always that common.

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A CEO takes a tiny bite of a new burger, calls it “the product,” and accidentally hands the internet a masterclass in cringe. We use the McDonald’s Big Arch backlash as a springboard to talk about something bigger than fast food: leadership authenticity, executive presence, and what happens inside organizations when nobody feels safe saying, “maybe don’t post that.”

From there, we pivot into the HR side of real-world messes. Warren shares an offboarding story where a terminated employee shows up unannounced to collect belongings and tries to roam, vent, and reconnect, all while a well-meaning employee holds the door. We break down the practical security risks of tailgating and why a clean termination process protects everyone, including the person leaving.

Then we get into hiring and talent: an interview for a finance role that “requires expert Excel” turns into the infamous sideways M explanation. It opens up a bigger conversation about applicant tracking systems (ATS), AI screening, and why resumes are less trustworthy than ever. We also talk about ethical AI use for school and work, and why organizations that refuse to train people on AI tools are setting themselves up to fall behind.

If you care about HR, leadership, workplace culture, recruiting, and the future of work, hit play. Subscribe, share the episode with a coworker, and leave a review so more people can find us, then tell us: what’s the most unbelievable interview moment you’ve ever seen?

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This episode has a little bit of everything: the Olympics, employee side hustles, and a workplace debate that is guaranteed to make at least one person in HR deeply uncomfortable.

We kick things off with a question no one asked for but everyone has an opinion on:
Can women mansplain?
(And more importantly… should you be having that conversation at work?)

From there, we dive into:

• The reality of workplace double standards (and how they actually play out)
• Employee side hustles — when they’re fine, when they’re not, and when companies pretend to care
• Why some workplace debates are less about being right… and more about not getting yourself fired

It’s part cultural commentary, part HR therapy session, and part “maybe don’t say that in a meeting.”

As always, we bring a mix of sarcasm, real-world perspective, and just enough honesty to make this slightly dangerous to play out loud.

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What happens when a global consulting giant decides AI proficiency is the new baseline? We dig into Accenture’s headline-grabbing cuts, its billion-dollar bet on upskilling, and the ripple effects this kind of mandate has on culture, fairness, and everyday HR work. The story isn’t robots taking jobs—it’s people who learn new tools outpacing those who won’t, and leaders choosing whether to invest, communicate clearly, and measure what actually matters.

We start with the human side: how fast change collides with real teams, the pressure that public targets create, and why skills-based expectations land differently across age groups. Then we get practical. We share how we evaluate AI-enabled ATS options that free recruiters from busywork without outsourcing judgment, and why prompt craft, data hygiene, and clear workflows beat flashy features every time. We also zoom out to the trust problem—self-checkout friction, surveillance at retail, and what happens when technology feels like a cop instead of a coach. Those same dynamics show up at work. AI that reduces toil earns buy-in; AI that polices without context breeds resistance.

If you’re an HR pro, manager, or curious employee wondering where to start, we sketch a path: pilot small, track time saved and quality gains, reward learning in performance, and set explicit expectations that tools will change every few years. We trade doom for agency, making the case that your value grows when you can wield modern systems with judgment. And yes, we still make time for the real workplace issues that spark outsized drama—like cream cheese gone missing during a bagel drop.

Hit play to get a candid, no-fluff take on AI at work, the skills race, and how to build teams that adapt without burning out. If this resonated, follow the show, share it with a colleague, and leave a quick review so more HR folks can find us.

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Let’s address the elephant in the office:
Nobody likes HR.

Okay, that might be a slight exaggeration… but not by much.

In this episode, we dive into the long-standing (and very vocal) frustration people have with HR — where it comes from, why it persists, and whether some of it is actually… deserved.

We get into:

• The most common reasons employees say they don’t trust HR
• Where HR actually earns that reputation (yes, we said it)
• The disconnect between what HR thinks it does vs. how it’s perceived
• And why “we’re here to help” is often met with… skepticism at best

This isn’t a defense of HR.
It’s not a takedown either.

It’s more of a brutally honest conversation about why HR sits in one of the most awkward positions in any organization — and why that probably isn’t changing anytime soon.

If you work in HR, this might sting a little.
If you don’t… you’re probably already nodding.

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Just when everyone got comfortable working from home…
companies have decided it’s time to bring everyone back.

Because clearly, that’s what employees wanted.

In this episode, we break down the return of return-to-office mandates and the completely predictable reaction from employees: resistance, frustration, and a whole lot of updated LinkedIn profiles.

We get into:

• Why companies are suddenly doubling down on in-office work
• How employees are responding (hint: not enthusiastically)
• The impact on retention, morale, and recruiting
• And whether forcing people back is actually about productivity… or something else entirely

If your company has recently announced a “we’re all coming back together” plan, this episode might explain why that Slack channel got real quiet afterward.

Or why half your team is suddenly “exploring new opportunities.”

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It’s been quite a year in HR… so naturally, we decided to let ChatGPT weigh in.

But before we get there, we start with a story that’s a little more serious (and a lot more expensive): SHRM and an $11.5 million reckoning that raises some uncomfortable questions about leadership, accountability, and how things can go sideways even at the top of the HR world.

Then, because we like to balance chaos with… slightly different chaos, we turn things over to AI.

Yes, really.

We asked ChatGPT to recap the year in HR — and the results are somewhere between insightful, mildly concerning, and a reminder that even robots are starting to understand workplace dysfunction.

In this episode, we cover:

• What happened in SHRM’s $11.5M situation (and why it matters)
• Lessons for HR leaders who think “that would never happen here”
• The biggest themes and trends from the past year in HR
• And what happens when you let AI summarize an entire profession

If you’ve ever wondered how HR looks from the outside… or from a machine that has read way too much internet, this one’s for you.

Support the show

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Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.
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