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Hiring someone in four days sounds like a win. But what happens if they leave before they ever become productive?
That’s where this episode of The Frontlines Podcast gets interesting.
Recorded in Boston following the Workday Horizons frontline hiring event, Tim Sackett and Madeline Laurano sit down with Vinod, a PwC partner with more than 30 years of experience in HR technology and transformation. Together, they tackle a question every talent acquisition leader should be asking: Are we using AI to make individual tasks faster, or are we actually changing how hiring works?
Because buying the technology is the easy part. Rethinking your processes, preparing your people, and turning those investments into business results? That takes leadership.
Vinod makes the case for TA to lead AI transformation, with a strategy that connects technology, governance, change management, and how work gets delivered. The conversation also challenges the assumption that candidates need to be technically savvy to benefit from AI. For frontline workers across generations, the goal should be simple: make applying and interacting with an employer easier.
Then comes a metric that deserves a spot on your dashboard: time to yield. Time to fill tells you how quickly you hired someone. Time to yield asks how quickly that person becomes productive. And when you’re hiring thousands of frontline employees, shaving even one day off that journey can have a significant business impact. Lose someone before they reach productivity, and you’re paying to start the whole cycle again.
The discussion gets especially candid when Vinod shares lessons from PwC’s work with Chipotle, including how Workday and Paradox helped support a recruiting transformation that brought hiring time down from roughly 16–18 days to four. But faster hiring also raised questions about turnover, candidate commitment, and whether removing friction changes who enters the funnel. The team explores those questions without pretending the relationship between speed and retention is settled.
That leads to an essential distinction: unnecessary application hurdles versus meaningful steps that help employers and candidates make better decisions.
And if your retention strategy starts and ends with “we have great pay and culture,” prepare for some uncomfortable questions. Tim, Madeline, and Vinod explore the retention moat: what gives employees a compelling reason to stay? From scheduling flexibility to recognition and personalized development, they discuss how better data can help employers understand what matters to individual workers.
Supported by sponsors Workday and Paradox, this episode connects the frontline hiring technology conversation to the outcomes TA leaders need to deliver: productive employees, stronger retention, and measurable business value.
If your team is under pressure to hire faster and prove the return on AI, this conversation will give you plenty to bring back to your next leadership meeting.
