Wellable Weekly

In this week's episode, Nick and Geoff dig into a ⁠landmark Stanford study⁠, which revealed that the AI tools many employers use to screen job applicants are introducing racial bias and locking the same candidates out of opportunities across multiple companies. They also discuss ⁠Uber's announcement that it's cutting 23% of its HR workforce⁠. While the company claims AI has nothing to do with it, it may be hard to take at face value. Key Takeaways90% of US employers use AI screening tools to rank applicants, and most rely on the same few third-party models, creating what researchers call "algorithmic monoculture," where a single rejection can cascade into rejection everywhereA Stanford HAI study covering 3.4 million applicants and 4 million job applications found AI hiring tools are producing significant racial bias and correlated rejections across employers using the same modelAI hiring tools differ from human recruiters in four critical ways: pervasive adoption across employers, persistent memory across applications, high-stakes consequences, and opacity—properties that create systemic risks candidates cannot see or contestApplication volumes have tripled as AI makes it easier than ever to apply for jobs, creating a capacity crisis that pushes HR teams toward AI screening even as the risks emergeUber is cutting 23% of its HR team while denying it is AI-driven, but the timeline—aggressive AI spending, a blown Q1 AI budget, and an admission of unclear ROI—makes that explanation difficult to accept

In this week's episode, Nick and Geoff dig into a single story with big implications for HR and workforce strategy. New research from the Federal Reserve Bank of New York challenges the narrative that AI is behind the Gen Z hiring crisis, pointing instead to remote work as the primary culprit. Key Takeaways64% of the rise in youth unemployment traces back to remote-eligible fields, directly challenging the AI displacement narrative that has dominated headlinesUnemployment for college graduates under 29 rose from 3.1% to 3.7% over the last nine years, while unemployment for those over 29 stayed flat or declined, a split that points to remote work rather than AI as the driverPublished National Bureau of Economic Research findings describe the impact of remote work on early-career employees as having "scarring effects," with feedback on coding work increasing 18.3% when engineers were in the officeCompanies with distributed workforces are increasingly choosing experienced hires over younger candidates who require more feedback and development than a remote environment can reliably deliverStanford remote work researcher Nick Bloom, when asked what he would advise his own daughter, said find a company that is in the office five days a week—a telling signal from someone who has spent his career studying both sides of the debate

In this week's episode, Nick and Geoff start by breaking down two stories about how AI is affecting the modern workforce. They dig into why Gen Z graduates are booing commencement speakers who tout AI's promise and discuss a company that suspended its 401k match mid-year to fund AI investment. They also unpack the Bolt CEO's headline-making decision to fire his entire HR team.Key TakeawaysGen Z graduates are booing commencement speakers who frame AI as an exciting opportunity, reflecting their real anxiety about entering the current labor market in light of all the AI-driven layoffsTTEC suspended its 401k employer match mid-year and redirected those funds toward AI tools and infrastructure, signaling a troubling new willingness to treat previously untouchable compensation benefits as variable costsOnce a few prominent companies adjust benefits previously considered off-limits, it lowers the bar for others to follow, a pattern already playing out across parental leave and other benefitsFew CEOs have publicly committed to distributing AI gains to employees, and profit-sharing or bonus contingency plans tied to AI-driven growth would meaningfully change how workforce cuts are receivedClickUp offers a rare counterexample, cutting 22% of its workforce while introducing $1 million salary bands for remaining staff, connecting the restructuring to a tangible upside for those who stayBolt CEO Ryan Breslow fired his entire HR team, but the core functions didn't disappear—they were redistributed to a People Ops team, making the move less radical than advertised

In this week's episode, Geoff sits down with Chase Sterling, founder and executive director of Wellbeing Think Tank, to explore what it truly takes to build a healthy workplace in today's environment. Chase brings over 20 years of workplace wellness expertise to a candid conversation about how organizations can build a healthy, resilient workplace even in uncertain times. Key TakeawaysWellbeing Think Tank started as a side passion project to break down silos in workplace wellness and has grown into a full-time nonprofit organization offering free events, evidence-based resources, memberships, and trainingsAs AI reshapes the way we work, the organizations best positioned for the future are those treating it as a tool to automate tasks and reduce mental load, not a replacement for human connection and creativityThere's no such thing as survey fatigue. It's inaction fatigue; employees are eager to share feedback when they trust that their organization will listen and respond meaningfullyOrganizations often invest in programs based on assumptions rather than actual employee needs, leading to well-intentioned but misaligned spending that frustrates both employers and employeesThe healthiest workplaces focus on the fundamentals (making employees feel seen, heard, and valued) and let core mission, vision, and values genuinely guide policy and decision-makingOrganizations that embrace the art of listening and have strong, healthy cultures can weather major disruption without major well-being declines

In this guest episode, Nick sits down with Al Lewis, founder of Quizzify and the Validation Institute, to challenge long-held assumptions about workplace wellness. From his dramatic reversal on health screenings to a deep dive into GLP-1 education strategies, Al shares candid insights on what works and what does not in employee health. The conversation explores how a new, low-cost screening technology could reshape population health strategies, why most wellness ROI claims fall short, and how employers can better manage the surge in demand for weight loss drugs.Key TakeawaysAl Lewis has reversed his stance on biometric screenings after investing in a new, non-invasive technology that delivers similar insights at a much lower cost and with greater accessibilityTraditional screenings often fail due to high costs, administrative burden, and false positives, making them inefficient at scaleMany wellness ROI claims should be viewed critically, as they often rely on self-reported outcomes and selective data that do not accurately reflect true behavior change or cost savingsGLP-1 drugs are growing in popularity, but high dropout rates highlight the need for better education and expectation settingEducational content can help employers guide employees through GLP-1 decisions and improve long-term success

In this week's episode, Nick and Geoff dig into a BCG study of 1,500 U.S. workers that puts a name to something many employees are quietly experiencing: "AI brain fry". They unpack how the push to use more AI agents is driving cognitive overload, decision fatigue, and real productivity losses—and why tying compensation to AI usage metrics may be making things worse. They close with a striking real-world illustration: a solo founder who built a $1.8 billion business with AI says his only reason to hire now is loneliness.Key TakeawaysA new BCG study coins the term "AI brain fry"—acute cognitive overload distinct from burnout—affecting employees increasingly pushed to manage multiple AI agents simultaneouslyProductivity gains from AI peak at two to three tools and actually decline beyond that, challenging the assumption that more AI use always means more outputMarketing and HR are among the hardest-hit functions, with nearly one in five employees in those departments reporting "AI brain fry"Workers whose managers actively answer AI-related questions report 15% lower mental fatigue scores, making manager involvement one of the most practical interventions availableTying compensation to AI usage metrics—like token consumption or lines of AI-generated code—drives behavior that prioritizes activity over impact, accelerating brain fry rather than reducing it

In this week’s episode, Nick and Geoff explore how shifting social behaviors among Gen Z—particularly reduced in-person interactions—are impacting workplace readiness. They dive into how employers can rethink development through in-person experiences and skill-building and how broader economic uncertainty is shaping employee sentiment, job mobility, and the need for continuous upskilling. Key Takeaways:Only about 56% of Gen Z enter adulthood having engaged in a romantic relationship, versus 75% of older generations, signaling reduced exposure to experiences that build communication and interpersonal skillsGen Z is socializing less overall, contributing to underdeveloped skills that are critical for workplace successIn-person work environments can accelerate the development of communication and collaboration skills that are harder to build in remote settings27% of employees who changed jobs recently took a pay cut, highlighting a shift in job market dynamics and reduced bargaining powerOnly 28% of employees report feeling secure in their current job, reflecting widespread economic uncertainty and anxietyJob growth remains stagnant, with effectively zero net new jobs created in recent data, reinforcing concerns about labor market stabilityMore employees are “struggling” than “thriving” for the first time in Gallup’s tracking, with implications for engagement, productivity, and well-beingUpskilling, especially in response to AI and evolving job requirements, is increasingly critical for job security and career advancement

Nearly one third of employees say they would switch employers for GLP-1 coverage, signaling just how mainstream these drugs have become. In this week's episode, Nick and Geoff unpack the cost implications for employers; how clinical support programs can help manage those costs and increase value from the investment; and how HR leaders should think about coverage decisions based on their company's size, industry, and culture. Key Takeaways:Nearly one third of employees would switch employers for GLP-1 coverage, making it one of the first drug classes to factor meaningfully into recruitment and retentionNearly half of employees are already using third-party apps to find GLP-1 drugs at lower pricesAdding GLP-1 coverage for weight loss could increase employer health insurance premiums by 5.3% to 13.8%51% of employers now cite GLP-1s as the top driver of prescription cost growthClinical support and lifestyle management programs can serve as meaningful gatekeepers, helping manage costs while ensuring employees get the most out of the drugHR leaders should ground coverage decisions in a clear understanding of their company's size, industry, and culture because the right benefits strategy looks very different depending on the company and value proposition they are offering employees

In this episode, Nick and Geoff discuss the rapid adoption of GLP-1 drugs; recent FDA crackdowns on compound pharmacies; and the implications for employers, consumers, and the healthcare industry. They explore market dynamics, regulatory challenges, and the potential economic impact of GLP-1s.Takeaways:1 in 5 employers cover GLP-1s for weight loss, 12% of US adults report currently using the medicationFDA crackdown on compound pharmacies and active ingredients will affect GLP-1 supply, as compound versions surged amid shortagesMarket demand is strong, and employers will continue to face decisions on eligibility for coverage as supply tightensBroader economic impact of GLP-1s is only beginning to unfold, with early ripple effects already appearing in industries like airlines and food as consumer behavior and health trends shift

In this episode, Geoff and Nick have some post-Super Bowl fun by discussing Anthropic's commercial that humorously critiques the potential for ads in AI tools. They focus on the reality of AI at work and the challenges businesses face when implementing AI, emphasizing the need for commitment and workflow changes to achieve success. They also highlight the importance of understanding AI limitations and the human element in AI interactions. Takeaways:Super Bowl Monday sees a significant number of absences in the workplaceAnthropic's ad cleverly critiques the potential for ads in AI tools95% of AI implementations deliver zero return on investment, according to an MIT studySuccessful AI projects require commitment and workflow changesAI tools need to be integrated thoughtfully into existing processes, while considering their limitations

Glassdoor named “fatigue” its Word of the Year, highlighting just how widespread workplace burnout has become. This week, we look at four stories that reveal what employers can do to promote rest, reduce financial stress, and support long-term well-being. For more insights, subscribe to our newsletter!

This week on Wellable Weekly, we explore what happens when culture fails to support well-being. From a high-profile discrimination case against SHRM to data revealing just how few employees feel appreciated, each story offers a wake-up call on the emotional and financial costs of misalignment. We’ll dive into the root causes of the “Sunday Scaries,” the dangers of tone-deaf benefits, and how small cultural shifts can prevent big morale problems. Plus, stay tuned for a practical tip to help you surface hidden culture gaps before they turn into talent losses. For more insights, subscribe to our newsletter!

In this episode of Wellable Weekly, we explore how small wellness practices and shifting workforce dynamics are shaping the modern workplace. Learn how just 12 days of gratitude journaling can enhance focus and engagement, why Zillennials are relying on AI for benefits decisions, and what new research reveals about the hidden risks of poor sleep.Plus, hear how the majority of employed caregivers are now men—and what that really means for workplace equity. Don’t miss this week’s practical tip on fostering gratitude at work. For more insights, subscribe to our newsletter: ⁠⁠https://www.wellable.co/resources/subscribe-to-newsletter/