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Welcome to the official limited podcast series from SHRM Talent 2026, recorded live at the Gaylord Texan Resort & Convention Center in Grapevine, Texas. In collaboration with SHRM , WRKdefined created this 33-episode series, which captures real conversations shaping the future of hiring, recruiting, talent acquisition, HR technology, leadership, workforce planning, candidate experience, AI at work, and the evolving world of work. Across the series, WRKdefined sat down with HR practitioners, talent leaders, consultants, analysts, creators, founders, and technology providers to explore what’s actually happening inside modern HR and recruiting teams. No corporate theater. No overproduced sound bites. Just smart people sharing practical ideas, lessons learned, industry trends, and honest perspectives from one of the largest HR and talent events in the world. SHRM Talent brings together thousands of HR and talent acquisition professionals focused on recruiting strategy, employee experience, workforce transformation, leadership development, hiring technology, and the future of work. This limited series extends those conversations beyond the conference walls and into the hands of HR professionals everywhere. Whether you work in HR, recruiting, talent acquisition, people operations, HR tech, staffing, leadership, learning and development, or workforce strategy, these conversations were built for you. 33 episodes. One conference. Real conversations that matter. Recorded and produced by WRKdefined in collaboration with SHRM.
Unknown Host hosts SHRM Talent 2026.
Most companies obsess over attracting talent and spend far less time thinking about what happens next. Chad Sorenson argues that real talent management starts before someone joins and continues long after they leave. The
Too many leaders are managing a 2026 workforce with lessons they learned in 2006. Krishna Powell argues that the biggest leadership challenge today isn’t attracting talent. It’s understanding, developing, and deploying t
“How’s it going?” might be the most expensive question managers ask. Joe Rotella argues that vague conversations create vague performance. Employees leave one-on-ones frustrated, managers leave without clarity, and nothi
Most leaders spend more time asking why employees leave than why they stay. Njsane Courtney argues that’s backwards. The answers companies need are already sitting inside the organization. They just aren’t asking the rig
Resumes have never been perfect. AI just made the problem harder to ignore. Philip Nash argues that companies are spending too much time chasing credentials and not enough time evaluating character, coachability, and the
Ask ten HR leaders about AI adoption and you’ll get ten different answers. Cole Napper argues that most AI conversations are broken because people are talking about completely different things. Personal AI tools. Vendor
Every candidate suddenly sounds polished. Every resume looks optimized. Every interview answer feels rehearsed. Isela Conley breaks down what hiring leaders are quietly struggling with right now: figuring out who actuall
The days of “trust us, we investigated it” are over. Jackie Schafer explains why HR teams are facing increasing pressure to document decisions, prove fairness, and back every conclusion with evidence. In a world of growi
Most organizations are still measuring the wrong things. They hire for today’s job description while the role changes six months later. Art Jackson argues the companies winning the talent game aren’t looking for perfect
AI adoption isn’t failing because of technology. It’s failing because companies still don’t know what problem they’re solving. Every HR platform suddenly has “AI” slapped on the homepage. Meanwhile buyers are stuck askin
Most companies still hire for resumes. Meanwhile the real gap is human judgment, AI fluency, adaptability, and leadership under pressure. That’s the shift Yigal Rosen is betting on. If your people can’t learn fast, manag
Everybody talks about productivity. Almost nobody talks about maintenance. Jim Giovannini dropped one of the simplest frameworks for leadership burnout we’ve heard in a long time: PIES. Physical. Intellectual. Emotional.
Every Resume Looks the Same Now. That’s the real hiring crisis. Not talent shortages. Not AI. Just recruiters drowning in identical applications while trying to make million-dollar hiring decisions with gut instinct and
Most people wait to “feel ready.” That’s why they stay stuck. Jaylin Williams breaks down why discipline wins, why leaders are built through routine, and why relocation is way more personal than companies think. One bad
The hiring market isn’t broken. Communication is. Pete Schramm breaks down why candidates disappear, why recruiters lose trust fast, and how most companies still make hiring way harder than it needs to be. Most hiring pr
Most companies still hire like it’s 2014. Gut feel. Broken systems. Hope. Lindsey Zai from Dayforce breaks down why recruiting is shifting from guesswork to real-time talent intelligence and why bad payroll kills trust f
Learn how healthcare organizations are using AI agents to automate recruiting, improve candidate communication, reduce hiring delays, and fill high-cost vacancies faster. This conversation explores why healthcare has bec
Most workplace learning is built around convenience, not science. Three-hour presentations. Endless slides. Mandatory training sessions nobody remembers. Marcy Baughman explains why education research has known for decad
The best recruiting teams don’t fill jobs faster. They help businesses make better decisions. Paul Norman explains why too many recruiters are still measured by recruiting metrics while business leaders care about entire
The recruiting funnel is overflowing, but confidence is disappearing. Mike Peditto explains why recruiters are battling fraud candidates, AI-generated applications, and record inbound volume while trying to figure out wh
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