In a labor market reshaped by AI and the erosion of entry-level roles, a new workforce analytics project is cutting through employer marketing to reveal which companies actually build careers. The initiative, called Where You Work Matters, grades 1,750 of America's largest employers based on real career outcomes of their workers.
The findings were discussed in a recent episode of the podcast You Should Know, hosted by William Tincup of WRKdefined, featuring Matt Sigelman, president of the Burning Glass Institute, and Rajiv Chandrasekaran, Managing Director of the Schultz Family Foundation. The project uses a database of 12 million career histories across 1,800 companies to measure promotion velocity, retention, pay growth, and regrettable turnover.
The core question, as Sigelman puts it, is simple: "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 answers, based on empirical data, often defy expectations.
For instance, only 22 of the 1,750 companies earned Platinum ratings across every category measured. Among 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 research also highlights a troubling trend: the disappearance of entry-level jobs, a issue flagged in a recent Harvard Business Review article. Chandrasekaran and Sigelman argue this threatens the future talent pipeline, making it harder for workers to gain a foothold in the labor market.
One concept central to the analysis is "mobility muscle." Companies that excel in building careers tend to have intentional manager conversations about career trajectory. Chandrasekaran cited conversations with CHROs at top-rated firms who point to these practices as the key differentiator.
For workers and job seekers, the project offers actionable insights. The site now includes an occupation finder tool for the class of 2026, surfacing roughly 6,000 highly rated entry-level openings. This transparency is crucial, as Tincup argues regrettable turnover, not raw turnover, is the metric that matters most.
The implications for HR leaders are significant. The data challenges conventional wisdom and provides a clear benchmark for what good looks like. Employers who want to attract and retain talent must pay attention to these outcomes, as workers increasingly seek opportunities for growth and advancement.
As the labor market evolves, this research serves as a critical resource for understanding which employers truly invest in their people. The full Where You Work Matters dataset can be explored at whereyouworkmatters.org.
