A new data-driven ranking of America's largest employers is challenging how companies are evaluated for career development. The Burning Glass Institute and the Schultz Family Foundation have released 'Where You Work Matters,' a comprehensive analysis of 12 million career histories across 1,800 companies. The project grades 1,750 employers based on actual career outcomes—promotion velocity, retention, pay growth, and regrettable turnover—rather than stated policies or marketing claims.
The research, discussed on the podcast 'You Should Know' hosted by William Tincup of WRKdefined, features insights from Matt Sigelman, president of the Burning Glass Institute, and Rajiv Chandrasekaran, Managing Director of the Schultz Family Foundation. Sigelman explained the core methodology: '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?' This approach cuts through employer rhetoric to expose what really happens to workers.
One of the most striking findings is the scarcity of top performers. Only 22 of roughly 1,750 companies earned Platinum ratings across all measured categories. For financial analysts, just 27 firms 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, a result linked to the company's emphasis on prepared foods as a margin driver.
The study also highlights the erosion of entry-level jobs, a trend flagged in a recent Harvard Business Review article. As these roles disappear, the future talent pipeline is threatened, making it more critical than ever for employers to invest in upward mobility. The concept of 'mobility muscle' is introduced, showing how firms like Procter & Gamble, Lockheed Martin, Salesforce, Apple, and Whole Foods perform role by role.
Chandrasekaran noted that CHROs at top-rated firms often cite intentional manager conversations about career trajectory as a defining practice. This transparency benefits workers, who can now use an occupation finder tool on the Where You Work Matters website to discover roughly 6,000 highly rated entry-level openings for the class of 2026.
The implications are significant for Long Beach and surrounding areas, where job seekers and employers alike can leverage this data to make informed decisions. For workers, it shifts focus from company reputation to real outcomes, enabling smarter career choices. For HR leaders, it provides a benchmark to identify gaps and improve internal mobility, ultimately helping to build a more resilient workforce.
