A new workforce analytics project, 'Where You Work Matters,' grades 1,750 of America's largest employers based on actual career outcomes of their workers. The project, developed by the Burning Glass Institute in collaboration with the Schultz Family Foundation, analyzes a database of 12 million career histories to measure promotion velocity, retention, pay growth, and regrettable turnover. The findings are particularly timely as entry-level roles erode and AI reshapes hiring, posing significant implications for HR leaders, workers, and job seekers.
The research, discussed in the latest episode of the podcast 'You Should Know,' hosted by William Tincup of WRKdefined, reveals that only 22 of the 1,750 companies earned Platinum ratings across every category measured. This indicates that most employers fall short in providing consistent career advancement opportunities. For instance, among hundreds of firms employing financial analysts, only 27 were rated as great across early career, growth, and stability stages, and just 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, highlighting the role of industry-specific dynamics.
Matt Sigelman, president of the Burning Glass Institute, 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?" Sigelman asked, describing the core question behind the American Opportunity Index and its successor project. This approach provides a transparent, data-driven view of career mobility, enabling workers to make informed decisions and employers to benchmark their practices.
The conversation also delved into the concept of "mobility muscle" and how firms like Procter & Gamble, Lockheed Martin, Salesforce, Apple, and Whole Foods stack up role by role. Rajiv Chandrasekaran, Managing Director of the Schultz Family Foundation, 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 career development is not merely a function of formal programs but of everyday management practices.
William Tincup pushed back on conventional HR wisdom, arguing that regrettable turnover, not raw turnover, is the metric that matters. Sigelman and Chandrasekaran agreed, adding that transparency benefits workers too. The research also highlights the disappearance of entry-level jobs, flagged in a recent Harvard Business Review article, which threatens the future talent pipeline. The site now offers an occupation finder tool for the class of 2026, surfacing roughly 6,000 highly rated entry-level openings, providing a practical resource for job seekers.
The findings have profound implications for the workforce. For workers, the data empowers them to choose employers that genuinely invest in their growth. For employers, the ratings serve as a wake-up call to improve career development practices to retain talent and remain competitive. For policymakers and educators, the erosion of entry-level roles calls for renewed focus on training and pathways that align with evolving job demands.
The full 'Where You Work Matters' dataset can be explored at whereyouworkmatters.org. The episode is available now wherever podcasts are heard, offering a deep dive into the methodology and findings. As the labor market continues to evolve, understanding which employers truly build careers becomes not just a matter of individual choice but a critical factor in shaping a resilient and equitable economy.
