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HR STRATEGY

Ideal list

A businesswoman sitting at a desk working with a 4 of 5 star rating above her head

Amelia Kinsinger

HR leaders looking to benchmark the quality of the roles inside their organization have a new tool on which to rely.

The new Where You Work Matters List, developed by the folks from the American Opportunity Index, offers research into the creation of high-quality jobs by major US employers. The Schultz Family Foundation and the Burning Glass Institute developed the list and its research with help from the Managing the Future of Work Project at Harvard Business School.

Rajiv Chandrasekaran, the Schultz Family Foundation’s managing director, told HR Brew exclusively ahead of the launch that he sees the new dataset as a useful resource for businesses to understand the quality of jobs inside their companies on an ongoing basis.

“We asked ourselves a basic question a few years ago,” Chandrasekaran said. “Which employers are doing best at creating jobs; that are helping people rise; that are creating economic opportunity and mobility for their workers?”

For more on the Where You Work Matters List, keep reading here.—AD

Presented By Paradox, a Workday Company

High-stakes hiring

Medtronic doesn’t sell smartphones or boast next-day shipping. Their tech lives somewhere more important: inside the human body.

With a mission to protect patients and staff, Medtronic’s hiring decisions are absolutely critical. That’s why they built an AI-powered hiring engine on Paradox, HiredScore, and Workday.

At their April 7 webinar, you can learn how this helped them become a recruiting superpower.

Here’s a quick teaser: Medtronic’s AI assistant, Sam, cut interview scheduling from two to three days to a mind-boggling 17 minutes. Automation from HiredScore and Paradox reduced their admin work by 20%–30%. They hired faster, candidates were happier, and recruiters could focus on strategy instead of spreadsheets.

RECRUITMENT & RETENTION

Coworking with John Geaney

John Geaney

Here’s this week’s edition of our Coworking series. Each week, we chat 1:1 with an HR Brew reader. Want to be featured in an upcoming edition? Click here to introduce yourself.

John Geaney’s hired for the gamut of roles, from forklift drivers and laborers to finance executives and technologists. He’s currently senior corporate recruiter at discount variety retail giant Dollar Tree.

Geaney told HR Brew he’s not satisfied with the status quo in recruiting. It’s an ever-evolving field, he said, and he aims to deliver “white-glove service” to candidates as their “confidant, advocate, therapist.” He’s shared his personal cell and has even dolled out neighborhood and school recs for candidates relocating to his native Hampton Roads area of Virginia, where Dollar Tree is headquartered.

The extra effort isn’t just for candidates. Geaney has worked with hiring managers over the years with a variety of personalities and levels of interest in TA, from the super disengaged to the super hands-on. He said the best way to deliver is to meet people where they’re at and to transparently explain the steps and process, compliance, and budget, and flag potential roadblocks early. The hiring process between recruiters and hiring managers is symbiotic. “Both are required to fill the role and get the right person,” he said.

TECH

It’s a transition

An individual wearing a blazer using a computer with a 3-D display in front of the screen.

Cravetiger/Getty Images

How much does it cost to return to the office?

In a world where some tech companies are making RTO a condition of continued employment, taking stock of the financial and security costs is important while planning the policy.

It’s often not a simple fix, Mimecast CISO Leslie Nielsen told IT Brew. While he personally feels that it’s best for staff to work from wherever they have the most success, he understands organizations pushing workers to come back in. But there are problems that arise from that approach, including how to manage security when a hybrid or remote workforce returns to the office.

For more on the tech challenges associated with RTO, keep reading on IT Brew.—EH

Together With Stream

Financial stress costs you…About seven hours per week, per employee—nearly $200b every year. That’s not a problem that financial wellness seminars can solve. We teamed up with Stream to learn how employers can help their teams build long-term financial stability and resilience—and support a healthy bottom line.

WORK PERKS

A desktop computer plugged into a green couch.

Francis Scialabba

Today’s top HR reads.

Stat: At the end of 2025, 40% of white-collar workers who changed jobs took a pay cut of upwards of 10%. (Business Insider)

Quote: “We know ICE isn’t just here to enforce the law, they are agitators, they are being violent, they are killing community members...Anything can happen. The whole industry needs to understand that we cannot put our lives at risk. Money is important, our jobs are important, but our life and our safety is more important. We need to make sure that we come back to our families.”—Ana Mendez, a banquet server at J.W. Marriott in southern California, on unionized hospitality workers signalling they will skip shifts if their business hosts ICE for raids in the community (LA Times)

Read: A tepid labor market is hitting recent college grads and early-career job seekers hardest as companies continue to hunker down amid the AI transformation. (the New York Times)

One sharp edge: To out-hire competitors, Medtronic is using mission-driven storytelling and AI tools from Paradox, HiredScore, and Workday. Join their webinar to learn how interview scheduling dropped from two to three days to 17 minutes.*

^{*A message from our sponsor.}

Take a break

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Written by Adam DeRose and Eoin Higgins

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