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Estimated from 2 chart positions in 2 markets.
By chart position
- 🇬🇧GB · Management#1785K to 30K
- 🇲🇽MX · Management#2430K to 100K
- Per-Episode Audience
Est. listeners per new episode within ~30 days
18K to 65K🎙 ~2x weekly·268 episodes·Last published 6d ago - Monthly Reach
Unique listeners across all episodes (30 days)
35K to 130K🇲🇽77%🇬🇧23% - Active Followers
Loyal subscribers who consistently listen
14K to 52K
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On the show
From 15 epsHost
Recent guests
Recent episodes
Brodie Meyer - How Yourco is using AI to close the communication gap between HR leaders and frontline employees
Jun 18, 2026
24m 48s
John Kim - The Hidden Costs of Hiring and How AI Amplifies the Problem
Jun 11, 2026
37m 23s
Carlee Wolfe - The Future of Work, AI and HR
Jun 4, 2026
28m 03s
Cole Napper - People Analytics in the World of AI
May 28, 2026
39m 45s
Peter Laughter - Rethinking HR Leadership in a Complex World
May 21, 2026
38m 09s
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| Date | Episode | Topics | Guests | Brands | Places | Keywords | Sponsor | Length | |
|---|---|---|---|---|---|---|---|---|---|
| 6/18/26 | ![]() Brodie Meyer - How Yourco is using AI to close the communication gap between HR leaders and frontline employees | This episode dives deep into the transformative power of AI in bridging the communication chasm between HR leaders and frontline employees. Brodie Meyer shares candid insights on how a simple SMS strategy turned into a revolutionary tool that improves engagement, safety, and retention, proven among industries that most need it. In this episode: Brodie's journey from blue-collar roots to HR tech innovator The story behind YourCo, a frontline employee communication platform Why traditional tools failed frontline workers and how SMS changed the game The magic of two-way texting and real-time conversations Metrics revealing improved engagement: from immediate reach to 86% two-way after 90 days The tangible outcomes: decreased turnover, higher safety, and increased productivity The strategic use of AI: frontline insights and sentiment analysis Practical advice: meet employees where they are on their devices and habits Brodie’s thoughts on AI’s role in scaling HR communications effectively Timestamps: 00:33 - Welcome to the HR Data Labs podcast with Brodie Meyer 01:08 - Meet Your Co: transforming frontline communication in traditional industries 02:14 - Brodie's personal motivation and background 03:01 - Juggling family and startup life with new born Nolan 04:12 - Brodie’s fun fact: love for Italian cooking 05:32 - The gap between HR and frontline workers — origins of the idea 06:15 - Struggling with Slack in blue-collar environments 07:55 - The breakthrough: SMS as the go-to communication channel 08:29 - Why texting works: older devices, language barriers, and habits 11:11 - Building a two-way platform that’s accessible and effective 12:05 - Employee and management feedback: engagement truths 13:05 - Impact: exceeding expectations and improving workforce sentiment 14:33 - Scaling solutions for large enterprises while maintaining engagement warmth 15:38 - Metrics: Achieving 86% two-way engagement after 90 days 16:52 - The importance of real conversations with frontline staff 17:39 - The ROI focus: reduced turnover, safety, productivity improvements 19:57 - AI in frontline communication: frontline intelligence and sentiment analysis 21:24 - Ensuring data accuracy and transparency with citations 23:08 - Practical advice: meet employees where they are to unlock results 23:43 - Closing thoughts and the power of meeting employees where they truly are. Resources & Links: Your Co -The frontline communication platform transforming industries Book: HR Transformation by John Smith Brodie Meyer - LinkedIn | Twitter AI & Sentiment Analysis Tools — Google Cloud AI Connect with Brodie Meyer: LinkedIn Twitter End on this: If you want to revolutionize HR and frontline engagement, meet your employees where they already are, on their phones, their language, their habits. That’s the secret sauce to unlocking productivity, safety, and retention at scale. Don’t just imagine it, do it! | 24m 48s | ||||||
| 6/11/26 | ![]() John Kim - The Hidden Costs of Hiring and How AI Amplifies the Problem✨ | recruiting challengesAI in HR+5 | John Kim | ParaFormWRKdefined Podcast Network | — | hiring costsAI bias+5 | — | 37m 23s | |
| 6/4/26 | ![]() Carlee Wolfe - The Future of Work, AI and HR✨ | AI in the workplaceHR innovation+4 | Carlee Wolfe | HR Data LabsWRKdefined Podcast Network | Chicago | AIHR+5 | — | 28m 03s | |
| 5/28/26 | ![]() Cole Napper - People Analytics in the World of AI✨ | people analyticsAI in HR+4 | Cole Napper | HR Data LabsWRKdefined Podcast Network | — | people analyticsAI+5 | — | 39m 45s | |
| 5/21/26 | ![]() Peter Laughter - Rethinking HR Leadership in a Complex World✨ | HR leadershiporganizational strategy+4 | Peter Laughter | HR Data LabsWRKdefined Podcast Network | — | leadershiporganizational failures+4 | — | 38m 09s | |
| 5/14/26 | ![]() Mike Ohata - The Implications for Tomorrow’s Workforce in Light of AI✨ | AI and workforcehuman leadership+4 | Mike Ohata | WRKdefined Podcast Network | — | AIworkforce+5 | — | 41m 42s | |
| 5/7/26 | ![]() Bruce Cohen - Building a Best-in-Class Performance Management System in 2026 and Beyond✨ | performance managementemployee motivation+4 | Bruce Cohen | WRKdefined Podcast Network | — | performance reviewsfeedback+5 | — | 37m 51s | |
| 4/30/26 | ![]() Christy Brown - Breaking Barriers & Leading Boldly: The Future for Women in Power in 2026✨ | women in leadershipchallenges for female CEOs+5 | Christy Brown | Fortune 500DEI | — | female CEOsleadership+5 | — | 37m 22s | |
| 4/23/26 | ![]() Schon Parris - Helping HR Leaders quantify the material value of the workforce: Through data analytics✨ | HR analyticsdata storytelling+4 | Schon Parris | ADP | — | HR analyticsbusiness impact+5 | — | 32m 02s | |
| 4/16/26 | ![]() Jacob Chase - Rethinking Performance & Pay: The Future is Decentralized✨ | performance evaluationdecentralization+4 | Jacob Chase | Infin | — | performance reviewsdecentralized systems+4 | — | 27m 53s | |
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| 4/9/26 | ![]() Amy Dufrane - Breaking the Silence on Substance Abuse in the Workplace: A Call for Compassion and Action.✨ | substance use disorderHR strategies+3 | Amy Dufrane | HRCIGlobal Recovery | — | substance abuseworkplace wellness+3 | — | 27m 49s | |
| 4/2/26 | ![]() Jess Von Bank - Different set of lenses: Women should be the center of our design decisions✨ | AI designhuman-centric approach+5 | Jess Von Bank | AIHR+3 | — | AI revolutionhuman values+6 | — | 42m 26s | |
| 3/26/26 | ![]() Charlene Li - Winning with AI: The 90-Day Blueprint for HR Success✨ | AI in HRleadership+5 | Charlene Li | OpenAIPerplexity AI+1 | — | AIHR strategies+5 | — | 36m 49s | |
| 3/19/26 | ![]() John Watson - Your Employees Are Customers. Start Building Like It.✨ | HR technologyemployee experience+4 | John Watson | AI-powered coaching toolAmazon+2 | — | HRcustomer experience+5 | — | 36m 09s | |
| 3/12/26 | ![]() Usman "Oz" Khan - Unlocking the Future of HR Tech with AI, Innovation, and Trust✨ | HR technologyAI transformation+4 | Usman "Oz" Khan | ADP VenturesADP+2 | — | AIHR tech+6 | — | 46m 49s | |
| 3/5/26 | ![]() Dara Brenner - Trust in the Age of AI: Tackling Candidate Fraud While Preparing for Next-Gen Hiring✨ | AI in talent acquisitioncandidate fraud+4 | Dara Brenner | EmployIBM Watson+1 | — | candidate fraudAI governance+4 | — | 38m 25s | |
| 2/26/26 | ![]() Steven Rothberg - The Evolution of Recruitment Metrics & The Future of AI in HR | Are you tired of dealing with outdated recruiting strategies? Wondering if AI can truly revolutionize hiring? This episode dives into the gritty truth about how modern metrics and emerging AI tools are reshaping talent acquisition—sometimes for better, sometimes for worse.Join us as we unpack decades of recruiting wisdom, the pitfalls of cost-per-click, and what’s next in HR tech. In this episode: The history of traditional job advertising and its limitations How cost-per-application models are changing the game The messy reality of defining "qualified" applications and why subjectivity matters The myth of AI as an unbiased recruiter and its legal risks Why transparency in pay and job descriptions can fix much of the hiring chaos The dangers of scaling bad processes and how to avoid scaling mistakes Practical insights on choosing the right metrics for your hiring needs The future of AI in recruitment and the importance of process over technology Useful links: College Recruiter Work Defined Podcast Network Ultimate Guide to Recruitment Metrics Artificial Intelligence in Hiring – Industry Report The Future of Pay Transparency Reach out to Steven Rothberg: LinkedIn Twitter Timestamps: 0:00 - Welcome and episode overview: Are recruitment metrics still holding up?00:42 - Introducing Stephen Rothberg and college recruiter’s journey01:14 - The roots of traditional recruiting: From flyers to newspapers02:25 - Starting a business from a summer job and risk-taking mentality03:52 - The Winnipeg Jets story: Childhood risks and lessons in boldness05:23 - The shift from inefficient to performance-based ad models06:49 - The real meaning of "click" and the confusion across platforms08:13 - The rise of cost per application and its emotional impact on employers09:54 - Defining "qualified applications"—subjectivity and its pitfalls11:35 - Why scaling bad processes makes them worse13:08 - The evolution of pay-per-click and undisclosed definitions14:54 - The deadly cycle of bad job descriptions and reposting16:23 - How hiring for "fit" often misses the mark and costs real money17:10 - Qualification in hiring: Who judges? The subjectivity of recruiters18:29 - Scaling broken processes: The airplane manufacturing example19:54 - The quiet cost of bad candidate sourcing: The ATS funnel22:17 - The dangerous hype around AI and its current limitations in hiring23:12 - The black hole of AI decision-making and lack of transparency26:24 - The importance of honest job descriptions and pay transparency28:43 - Do employers prefer CPC, duration-based, or new models?30:01 - The chase for quality candidates and the costs involved31:27 - How to effectively invest in recruitment—long-term wins over shortcuts32:28 - The impact of AI on assessments and candidate matching35:55 - The legal peril of AI-driven hiring decisions and audit trail challenges37:25 - Final thoughts: Embracing process, transparency, and smart metrics | 39m 23s | ||||||
| 2/19/26 | ![]() Brian Platz - The Future of AI in HR: Privacy, Security, and Transformation Opportunities | In this episode, we explore how artificial intelligence is revolutionizing HR, with a focus on building trust through data privacy and security. Join us as we discuss practical steps, emerging challenges, and the evolving role of HR professionals in the AI era. Key Topics: The importance of foundational data quality before implementing AI in HR Securing sensitive employee data and managing privacy concerns The role of semantic layers and data organization for effective AI use How AI impacts HR workflows and transforms knowledge work Practical approaches to integrating AI responsibly and securely Education needs for HR to understand AI risks and opportunities Future trends: AI's potential to reinvent HR practices, not just automate Resources & Links: Fuel 50 - Workforce Mobility and Talent Pipelines Amazon - Book: Data Privacy and Security in the Cloud Flurry - Official Website Amazon Bedrock - AI Model Service Anthropic - AI Safety and Privacy Guarantees OpenAI - Responsible AI Use Connect with Brian Platts: LinkedIn Twitter Timestamps: 00:30 - Welcome and introduction to the episode 01:15 - Brian Platts’ background in HR and software 02:08 - Flurry’s mission to make data meaningful for HR 03:26 - Fun fact: starting career driving a semi truck 04:44 - AI in HR: privacy, security, and data foundations 05:53 - Preparing your HR data for AI adoption 06:08 - Challenges with data quality and use cases 07:08 - Security considerations: private vs. public data 08:22 - Trusting AI vendors and data-sharing risks 09:15 - Teaching AI to query data securely 10:07 - Data organization and semantic layers 11:29 - Improving chatbots and avoiding misinformation 12:26 - Ensuring process accuracy and data integrity 13:14 - Sharing vs. protecting employee data 14:05 - Re-implementing permissions in AI-driven systems 15:01 - Education and awareness around AI security 16:13 - Learning from SaaS security issues during early cloud adoption 17:18 - HR’s role in AI education and safeguarding IP 18:14 - Balancing productivity gains with security controls 19:06 - AI’s impact on HR future: automation and new workforce roles 20:16 - The concept of the “Meat Layer” and human-AI collaboration 21:02 - Will AI replace HR jobs or empower them? 22:16 - The limits of current AI technology and future innovations 23:03 - Analogies: AI as a horse and the importance of tooling 24:06 - Embracing AI to enhance human work rather than replace it 25:16 - Reinventing HR processes beyond IT-led automation 26:18 - Regulatory challenges and incremental HR AI adoption 27:30 - How HR can lead responsible AI integration 28:03 - Final advice for HR professionals: think broadly and connect the dots | 30m 02s | ||||||
| 2/12/26 | ![]() Raswinder Singh & Ankit Abrol - Data Governance in HR is NOT Optional! | In this episode, we dive deep into the challenges and opportunities of HR data governance, exploring how organizations can improve data quality, ownership, and usability in a rapidly evolving AI landscape. Join us for practical insights from seasoned HR analytics experts on building a data-driven culture that supports strategic decision-making. Key Topics: Why HR data is often unreliable and the impact on decision-making The role of ROI and cultural mindset in improving HR data quality The importance of ownership, stewardship, and clear definitions in data governance How AI and machine learning magnify data quality issues if governance is lacking Practical steps to start building your HR data governance framework The critical role of documentation, data catalogs, and system integration Common pitfalls: managing multi-system data consistency and avoiding errors Quick wins: focusing on key metrics and stakeholder collaboration Timestamps: 00:00 - Introduction: Why HR data governance matters today 02:30 - Challenges HR faces with data quality and accuracy 06:15 - Why organizations struggle to demonstrate ROI from HR data 09:00 - Cultural and mindset barriers to effective data management 11:00 - The impact of AI and machine learning on HR data quality 12:30 - Context and system integration challenges across HR tech stack 15:11 - Defining HR data governance: Ownership, stewardship, and quality 17:00 - Creating a data glossary and system of record for HR data 19:05 - Real-world examples of poor HR data visibility and audit issues 21:00 - Using chatbots and AI: risks, benefits, and data consistency 24:00 - The importance of documentation and version control in AI applications 27:40 - Practical steps to start your HR data governance journey 30:00 - The significance of aligning metrics and defining owners 33:00 - Building a culture of data excellence and quick wins 36:00 - Addressing expectations for pristine data and managing realities 37:00 - Final recommendations for HR leaders to improve data governance Connect with Guests: Raswinder Singh - LinkedIn | Twitter Ankit Abrol - LinkedIn | Twitter | 40m 27s | ||||||
| 1/22/26 | ![]() Season 10 Recap | 🚀 Dive into the future (at least the next 6 months) of HR with the latest episode of the HR Data Labs podcast! In the Season 10 recap, host David Turetsky explores the evolving landscape of compensation, strategy, and people analytics. We recap the current Season 10, where we discuss addressing training gaps, the impact of AI in HR, and other cool episode topics. Then we review our prediction for the past 6 months and make bold predictions for first 6 months of 2026. Join us for a thought-provoking discussion that prepares you for the challenges and opportunities ahead. #HRInnovation #FutureOfWork #HRDataLabs | 24m 49s | ||||||
| 1/15/26 | ![]() Paul Reiman - What's to come in Compensation in 2026 | Join host David Turetsky and guest Paul Reiman from Novo Insights as they delve into the dynamic world of compensation strategies and pay transparency. Discover how regulatory changes in the US and Europe are shaping the landscape, the critical role of job documentation, and the impact of technology in fostering transparency. Tune in for insightful predictions for 2026 and learn how political climates may influence future pay transparency laws. Chapters Introduction and Guest Introduction Compensation Strategies and Pay Transparency Regulatory Changes in the US and Europe The Role of Technology in Transparency Predictions for 2026 Conclusion and Final Thoughts Quotes: "Job documentation is crucial for pay transparency." "Regulatory changes are reshaping the compensation landscape." "Expect a shift in compensation survey methodologies by 2026." "Technology plays a key role in enabling transparency." "Implementing pay transparency presents unique challenges." "2026 will bring significant changes to HR practices." "Adapting to regulatory changes is essential for success." | 42m 07s | ||||||
| 1/8/26 | ![]() Craig Friedman - How Skills Data is Transforming HR into True Business Partners | Craig Friedman, Talent and Skills Transformation Leader at St. Charles Consulting Group and author of Enterprise Skills Unlocked, joins us this week to discuss the shift toward skills-based organizations. He breaks down how data-driven transformations allow companies to move from simple headcount management to true capability management. Craig also shares practical advice on how to prioritize skills projects to ensure they solve real business problems and deliver ROI. [0:00] Introduction Welcome, Craig! Today’s Topic: How Skills Data is Transforming HR into True Business Partners [5:05] What does a skills-based transformation look like in practice? Shifting the talent process from an exercise in headcount management to an exercise in capability management. Moving away from static "boxes on an org chart" to using granular data that supports the entire talent infrastructure. Leveraging skills data that lives in both business systems (capabilities) and people systems (individual skills) to better align with business functions. [11:57] How different teams leverage skills data differently Why L&D teams need granular skill details, while staffing teams prioritize context on scope and scale for compensation purposes. The importance of creating an enterprise data taxonomy where different departments can agree on a skill but append their own metadata. Using machine learning to handle the searches, connections, and adjacencies required to make the data useful across teams. [26:14] The impact on Learning and Development (L&D) How real-time skills gap analysis simplifies curriculum redesign when jobs or organizational structures change. The growing need for assessment and validation to verify skills learned through informal methods like coaching or on-the-job experience. Identifying business cases where skills can make a clear difference and prioritizing them based on value and risk. [36:20] Closing Thanks for listening! Quick Quote “A lot of the reason we're doing this now when we couldn't do it before is because of these more advanced tools in data analytics and AI and machine learning that actually help us manage data at that scale.” Link to Craig's book: https://a.co/d/0naqmvh | 38m 34s | ||||||
| 12/18/25 | ![]() Holiday Reflections and New Beginnings | 🚀 Exciting changes are coming in 2026! Join David Turetsky as he shares his vision for HR Data Labs, focusing on positivity and growth. Discover how we're merging brown bag lunches into our podcast and launching something new for HR Data Labs. #HRDataLabs #2026Vision #Positivity Chapters 00:00:34 Introduction and New Directions 00:01:42 David Turetsky's Personal Goals 00:03:59 HR Data Labs Evolution 00:06:19 HR Data Doodles news | 9m 46s | ||||||
| 12/11/25 | ![]() Why Hybrid Work is Still a Mess | Ranya Nehmeh, HR Strategist and Adjunct Professor at FHWien der WKW in Vienna, Austria, and Peter Cappelli, Professor of Management and Director of the Center for Human Resources at the Wharton School, join us this week to discuss some of the topics covered in their book, In Praise of the Office. We explore the current tumultuous state of Return-to-Office (RTO) mandates, why "hybrid" work is often failing to deliver on its promises, and the critical need for intentional management to foster human connection. [0:00] Introduction Welcome, Ranya and Peter! Today’s Topic: The Realities of Hybrid Work [9:15] The messiness of Return-to-Office (RTO) today Why the media narrative often contradicts the realities of small business data. Why the definition of “hybrid” varies per organization. [19:03] Is work actually getting done remotely? Distinguishing between hitting individual KPIs and maintaining organizational health. The deterioration of meeting culture and the rise of "cameras off" apathy. The loss of social norms and the difficulty of resolving conflict without face-to-face interaction. [29:50] Do policies need to change for the new world of work? Addressing proximity bias and its impact on promotions and career development. Why treating hybrid work the same as traditional office work is a management failure. Understanding the winners and losers of remote work, particularly for younger or newly onboarded employees. [46:23] Closing Thanks for listening! Quick Quote “If you really want people to come back into the office, you have to do it with intentionality.” | 49m 31s | ||||||
| 12/4/25 | ![]() Steve Brink - Why US Executive Pay Leads the Global Market | Steve Brink, CEO of GECN Group, joins us this week to discuss the complex world of executive compensation. Steve breaks down why the US pays a premium compared to the rest of the world, how boards are shifting their focus from simple compensation to holistic talent management, and the global trends driving executive pay structures today. | 36m 31s | ||||||
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