A new workforce analytics project, 'Where You Work Matters,' has graded 1,750 of America's largest employers based on actual career outcomes, and the findings are sobering: only 22 companies earned Platinum ratings across every category measured. The study, discussed on the 'You Should Know' podcast hosted by William Tincup of WRKdefined, draws on a database of 12 million career histories across 1,800 companies, measuring promotion velocity, retention, pay growth, and regrettable turnover.
Matt Sigelman, president of the Burning Glass Institute, and Rajiv Chandrasekaran, managing director of the Schultz Family Foundation, joined the podcast to unpack the implications for HR leaders, workers, and job seekers. Sigelman explained the methodology in plain terms, cutting through employer marketing claims to focus on empirical outcomes. 'If two people start in the same role at directly competing firms, how likely are they each to move up? How likely are they each to stay? How does their pay change over time?' he asked, describing the core question behind the American Opportunity Index and its successor project.
The findings are particularly relevant as entry-level roles erode and AI reshapes hiring. A recent Harvard Business Review article flagged the disappearance of entry-level jobs, which threatens the future talent pipeline. Tincup pushed back on conventional HR wisdom, arguing that regrettable turnover—not raw turnover—is the metric that matters. Chandrasekaran and Sigelman agreed, adding that transparency benefits workers too.
The conversation went deep on findings that defy expectations. Of the hundreds of firms employing financial analysts, just 27 rated as great across early career, growth, and stability stages, and only six of those were in banking or financial services. Standouts included General Mills, Liberty Mutual, and Nike. At Whole Foods, food preparation workers fare surprisingly well because prepared foods drive margin. The concept of 'mobility muscle' is key, with firms like Procter & Gamble, Lockheed Martin, Salesforce, Apple, and Whole Foods stacking up differently by role.
Chandrasekaran cited conversations with CHROs at top-rated firms who point to intentional manager conversations about career trajectory as the practice that separates leaders from laggards. This suggests that what matters most is not just hiring well but creating an environment where employees can see a future. The study's website now offers an occupation finder tool for the class of 2026, surfacing roughly 6,000 highly rated entry-level openings. The full 'Where You Work Matters' dataset can be explored at whereyouworkmatters.org.
This research is important because it provides hard data on which employers actually build careers, not just what they claim. In a labor market where workers are increasingly concerned about job security and advancement, this information is crucial for job seekers and policymakers alike. The findings underscore that while many companies talk about investing in their people, only a few deliver on that promise.
