LinkedIn, Reddit, and Blind abound with enraged job applicants and employees sharing tales of how difficult it is to book paid leave, how Kafkaesque it is to file an expense, how nerve-racking it is to close out a project. "I simply hate Workday. Fuck them and those who insist on using it for recruitment," one Reddit user wrote. "Everything is non-intuitive, so even the simplest tasks leave me scratching my head," wrote another. "Keeping notes on index cards would be more effective." Every HR professional and hiring manager I spoke with — whose lives are supposedly made easier by Workday — described Workday with a sense of cosmic exasperation.

If candidates hate Workday, if employees hate Workday, if HR people and managers processing and assessing those candidates and employees through Workday hate Workday — if Workday is the most annoying part of so many workers' workdays — how is Workday everywhere? How did a software provider so widely loathed become a mainstay of the modern workplace?

This is a saying in systems thinking: The purpose of a system is what it does (POSIWID), not what it fails to do. And the reality is that what Workday — and its many despised competitors — does for organizations is far more important than the anguish it causes everyone else.

In 1988, PeopleSoft, backed by IBM, built the first fully fledged Human Resources Information System. In 2004, Oracle acquired PeopleSoft for $10.3 billion. One of its founders, David Duffield, then started a new company that upgraded PeopleSoft's model to near limitless cloud-based storage — giving birth to Workday, the intractable nepo baby of HR software.

Workday is indifferent to our suffering in a job hunt, because we aren't Workday's clients, companies are. And these companies — from AT&T to Bank of America to Teladoc — have little incentive to care about your application experience, because if you didn't get the job, you're not their responsibility. For a company hiring and onboarding on a global scale, it is simply easier to screen fewer candidates if the result is still a single hire.

A search on a job board can return hundreds of listings for in-house Workday consultants: IT and engineering professionals hired to fix the software promising to fix processes.

For recruiters, Workday also lacks basic user-interface flexibility. When you promise ease-of-use and simplicity, you must deliver on the most basic user interactions. And yet: Sometimes searching for a candidate, or locating a candidate's status feels impossible. This happens outside of recruiting, too, where locating or attaching a boss's email to approve an expense sheet is complicated by the process, not streamlined. Bureaucratic hell is always about one person's ease coming at the cost of someone else's frustration, time wasted, and busy work. Workday makes no exceptions.

Workday touts its ability to track employee performance by collecting data and marking results, but it is employees who must spend time inputting this data. A creative director at a Fortune 500 company told me how in less than two years his company went "from annual reviews to twice-annual reviews to quarterly reviews to quarterly reviews plus separate twice-annual reviews." At each interval higher-ups pressed HR for more data, because they wanted what they'd paid for with Workday: more work product. With a press of a button, HR could provide that, but the entire company suffered thousands more hours of busy work. Automation made it too easy to do too much. (Workday's "customers choose the frequency at which they conduct reviews, not Workday," said the spokesperson.)

At the scale of a large company, this is simply too much work to expect a few people to do and far too user-specific to expect automation to handle well. It's why Workday can be the worst while still allowing that Paychex is the worst, Paycom is the worst, Paycor is the worst, and Dayforce is the worst. "HR software sucking" is a big tent.

Workday finds itself between enshittification steps two and three. The platform once made things faster, simpler for workers. But today it abuses workers by cutting corners on job-application and reimbursement procedures. In the process, it provides the value of a one-stop HR shop to its paying customers. It seems it's only a matter of time before Workday and its competitors try to split the difference and cut those same corners with the accounts that pay their bills.

Workday reveals what's important to the people who run Fortune 500 companies: easily and conveniently distributing busy work across large workforces. This is done with the arbitrary and perfunctory performance of work tasks (like excessive reviews) and with the throttling of momentum by making finance and HR tasks difficult. If your expenses and reimbursements are difficult to file, that's OK, because the people above you don't actually care if you get reimbursed. If it takes applicants 128% longer to apply, the people who implemented Workday don't really care. Throttling applicants is perhaps not intentional, but it's good for the company.

But what brings this all together is the battery life. I observed real-world uptime of about 15 hours, a figure that is unheard of in the PC space. And when you combine this literal all-day battery life the MacBook Air’s light weight and thinness, and its lack of active cooling, what you end up with is a unicorn. We just don’t have laptops like this that run Windows. It feels miraculous.

But cross-device platform features like AirDrop (seamless file copy between Apple devices), AirPlay (seamless audio/video redirection between Apple and compatible third-party devices), Continuity (a suite of cross-device integration capabilities), Sidecar (use an iPad as an external display for the Mac), Handoff (the ability to pick up work on another device and continue from where you were), and others are all great arguments for moving to the Apple ecosystem.

It’s the little things, like effortlessly opening the lid with one finger and seeing the display fire up instantly every single time. Or the combination of these daily successes, the sharp contrast with the unpredictable experience that I get with every Windows laptop I use, experiences that are so regular in their unpredictableness, so unavoidable, that I’ve almost stopped thinking about them. Until now, of course. The attention to detail and consistency I see in the MacBook Air is so foreign to the Windows ecosystem that it feels like science fiction. But having now experienced it, my expectations are elevated.

Living in an immigrant, multilingual family will open your eyes to all the ways humans can misunderstand each other. My story isn’t unique, but I grew up unable to communicate in my family’s “default language.” I was forbidden from speaking Korean as a child. My parents were fluent in spoken and written English, but their accents often left them feeling unwelcome in America. They didn’t want that for me, and so I grew up with perfect, unaccented English. I could understand Korean and, as a small child, could speak some. But eventually, I lost that ability.

I became the family Chewbacca. Family would speak to me in Korean, I’d reply back in English — and vice versa. Later, I started learning Japanese because that’s what public school offered and my grandparents were fluent. Eventually, my family became adept at speaking a pidgin of English, Korean, and Japanese.

This arrangement was less than ideal but workable. That is until both of my parents were diagnosed with incurable, degenerative neurological diseases. My father had Parkinson’s disease and Alzheimer’s disease. My mom had bulbar amyotrophic lateral sclerosis (ALS) and frontotemporal dementia (FTD). Their English, a language they studied for decades, evaporated.

It made everything twice as complicated. I shared caretaking duties with non-English speaking relatives. Doctor visits — both here and in Korea — had to be bilingual, which often meant appointments were longer, more stressful, expensive, and full of misunderstandings. Oftentimes, I’d want to connect with my stepmom or aunt, both to coordinate care and vent about things only we could understand. None of us could go beyond “I’m sad,” “I come Monday, you go Tuesday,” or “I’m sorry.” We struggled alone, together.

You need much less to “survive” in another language. That’s where Google Translate excels. It’s handy when you’re traveling and need basic help, like directions or ordering food. But life is lived in moments more complicated than simple transactions with strangers. When I decided to pull off my mom’s oxygen mask — the only machine keeping her alive — I used my crappy pidgin to tell my family it was time to say goodbye. I could’ve never pulled out Google Translate for that. We all grieved once my mom passed, peacefully, in her living room. My limited Korean just meant I couldn’t partake in much of the communal comfort. Would I have really tapped a pin in such a heavy moment to understand what my aunt was wailing when I knew the why?

For high-context languages like Japanese and Korean, you also have to be able to translate what isn’t said — like tone and relationships between speakers — to really understand what’s being conveyed. If a Korean person asks you your age, they’re not being rude. It literally determines how they should speak to you. In Japanese, the word daijoubu can mean “That’s okay,” “Are you okay?” “I’m fine,” “Yes,” “No, thank you,” “Everything’s going to be okay,” and “Don’t worry” depending on how it’s said.