How do you spot and support high-potential talent before they burn out or walk out? Randi Seran, VP of People at workrise
talks about the often-missed signals of employee appreciation, why recognition isn't one-size-fits-all, and how resilience is quietly replacing potential as the new hiring metric.
We unpack her hiring playbook and explain why top performers aren’t always your future leaders.
Key Takeaways
➡ High potential employees often feel invisible—despite outsized contributions
➡ Not all top performers are high potentials, and that distinction matters
➡ Recognition must be personalized—some want the spotlight, others want quiet acknowledgment
➡ Many high potentials don’t self-identify, making them easy to miss without career promoters
➡ Hiring for potential means looking for passion, curiosity, and discipline—not just a résumé
➡ Resilience is becoming the most valuable trait in today’s talent landscape
➡ Communication is the foundation of trust, especially during change
➡ Feeling undervalued can derail even your most committed employees
➡ Behavioral interview questions reveal more than credentials ever will
➡ A clear, consistent hiring process helps uncover what resumes can't
Chapters
00:00 — Who is Randi Seran, VP of People at workrise
03:13 — Understanding High Potential Employees
05:54 — The Impact of Recognition and Appreciation
08:57 — Differentiating High Performers and High Potentials
12:09 — Hiring for Potential vs. Skills
15:00 — The Importance of Resilience in the Workplace
17:58 — Building Trust Through Communication
20:57 — Personal Experiences of Feeling Undervalued
23:56 — Randi's Ideal Hiring Process
Connect with our guest:
Randi Seran, VP of People at workrise: https://www.linkedin.com/in/randi-seran-sphr-4239682
Connect with us
William Tincup LinkedIn: https://www.linkedin.com/in/tincup/
Ryan Leary LinkedIn: https://www.linkedin.com/in/ryanleary/
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