Ep 267 – How BNY is Betting Big on Early Talent | Shannon Hobbs, BNY

1. Scaling early careers means rethinking how managers lead

BNY grew its analyst program from 500 to nearly 2,000 in just a few years. But Shannon was quick to emphasize: this isn’t your parents’ analyst program.

Today’s early career talent is tech-savvy, fast-learning, and hungry for impact — and if companies don’t meet them there, they’ll leave. That means giving them meaningful work and helping managers adapt.

“We spend as much time training managers as we do analysts. They need to understand what this new generation can do — and how to challenge them in the right way.”

BNY also creates intentional headcount space for early talent by prioritizing analyst hiring as attrition occurs. It’s not just a pipeline play. It’s a business strategy.

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2. Flattening the org unlocks talent you didn’t know you had

To support cross-functional work and faster decision-making, BNY is shifting toward a platform operating model. That means fewer layers, more client-facing pods, and radically different talent visibility.

“When you flatten an organization, you see people rise. People who were buried two or three levels deep now get real visibility and real accountability.”

The result? More exposure, more mobility, and more opportunity for hidden gems to emerge.
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3. Managers are now responsible for talent acceleration

Shannon shared how elevating talent isn’t a side job for managers at BNY. It is the job.

“The legacy of a leader is the next generation they create. We make that part of their role and we reward it.”

BNY is reorienting its culture to make talent development central to every leader’s success metrics — not just HR’s.

4. AI isn’t just a tool. It’s a cultural unlock.

Instead of waiting for the perfect solution, BNY built its own internal AI platform: Eliza. The goal? Demystify AI, give employees a safe sandbox, and unleash grassroots innovation.

“We didn’t just say ‘go learn AI.’ We gave people the tools, the training, and a place to build. That’s how you get adoption.”

Over 99% of employees are certified to use Eliza. More than 15,000 agents have been built. And the People Team’s own agent now handles everything from policy questions to location-specific headcount data.

5. Transformation isn’t about buzzwords. It’s about commitment.

At BNY, transformation isn’t just about structure or systems - it’s about enabling people, building culture, and delivering for clients. Shannon made it clear: the work starts with people if you want to run the company better.

“The secret to transformation? Do it end to end. And don’t stop halfway.”

With 60% of the org already in the new model and 100% projected by the end of next year, BNY is proving that even the most established institutions can reinvent themselves — if they’re willing to lead with culture, not just tech.