In a labor market where entry-level roles are shrinking and AI is transforming hiring, a new data-driven project is shedding light on which employers actually build careers. The initiative, called Where You Work Matters, grades 1,750 of America's largest employers based on real career outcomes, moving beyond corporate marketing to empirical evidence.
The findings, discussed in a recent episode of the podcast You Should Know hosted by William Tincup of WRKdefined, draw on a database of 12 million career histories across 1,800 companies. The project measures promotion velocity, retention, pay growth, and regrettable turnover, offering a granular view of how workers fare at different firms.
Matt Sigelman, president of the Burning Glass Institute, and Rajiv Chandrasekaran, Managing Director of the Schultz Family Foundation, joined the conversation to unpack the methodology and implications. Sigelman explained the core question: "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?"
The research reveals that only 22 of roughly 1,750 companies earned Platinum ratings across all categories. Among firms employing financial analysts, just 27 were rated as great across early career, growth, and stability stages, with only six 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, illustrating that career opportunities can vary by role even within the same company.
The concept of "mobility muscle" emerges as a key differentiator. Companies like Procter & Gamble, Lockheed Martin, Salesforce, Apple, and Whole Foods show varying strengths across different roles. The study also flags the disappearance of entry-level jobs, as highlighted in a recent Harvard Business Review article, which threatens the future talent pipeline.
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 transparency benefits workers too, allowing them to make more informed decisions about their careers.
The Where You Work Matters site now offers an occupation finder tool for the class of 2026, surfacing roughly 6,000 highly rated entry-level openings. This resource empowers job seekers to identify employers that genuinely invest in their workforce.
The discussion also challenged conventional HR wisdom, with Tincup arguing that regrettable turnover, not raw turnover, is the metric that matters. Sigelman and Chandrasekaran agreed, emphasizing that understanding why workers leave is crucial for improving retention and career development.
As the labor market evolves, this data provides a critical lens for HR leaders, workers, and job seekers. It underscores the importance of measuring career outcomes, not just hiring numbers, and highlights that where you work truly matters for long-term success.
