HHH_Angie Goldman
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Nicole Hammond: [00:00:00] Thanks everyone for joining us for this episode of Hiring Happy Hour. I'm your host, Nicole Hammond, and I am over the moon. Excited to have someone wonderful here. She is an experienced recruitment leader with over 15 years of specialized experience in veterinarian and medical recruitment across.
Australia and beyond. She began her career in veterinary recruitment with Vetlink Employment Service before broadening her expertise in medical recruitment with Wavelength International, specializing in psychiatry, anesthesia and ICU. a background in veterinarian science, she brings a rare combination, and I do mean rare of clinical understanding and recruitment expertise To her work, her approach bends strategic insight with genuine care, making her a trusted partner for both candidates and stakeholders. Please join me in welcoming Head of Talent at Green Cross Pet Wellness Company. Angie Goldman, welcome to the show, Angie.
Angie Goldman: Thanks, Nicole. I'm glad to be here.
Nicole Hammond: [00:01:00] I'm so excited to have you here. I've had a few guests now, and I can tell you that when we first spoke, um, you were very relatable. Um, just all the things that you speak to and talk about. And so I'm really excited for our listeners to hear more from you because I think that they will feel that authenticity. Uh, and so with that, I wanna jump into our primary question. is what is your hiring happy hour? And for those of you that are new to our program, let me explain to you this a little bit. So, hiring happy hour is a moment or an impactful milestone that our guests have within the hiring space. And it can be anything we've heard today around transformation. We've heard about humanizing hiring, and today I think we're gonna get a little different feel, which I'm very excited about. So, Angie, please tell us more about. Your hiring happy
Angie Goldman: Yeah, absolutely. So. This role that I'm in, this head of talent with Green Cross, it's not a role that I really expected to [00:02:00] be into. So it was a happy coincidence, I think is the best way to describe it. Um, a couple of people left our business and moved on to, you know, other roles and other companies, um, and they tapped me on the shoulder and well asked me to move into the role.
So that was really exciting. Um, it's been a big learning curve, particularly because at the same time we lost pretty much our whole team. So I came into a role that was new. I had to build a new team, so find all new recruiters except for one. Um, so I've still got one existing team member, um, and train them up.
So some of them came from within the veterinary industry, others came from, um, recruiting background, so quite a different experience base and knowledge base. Um, and I'm really proud. Of what we've done. So, um, it hasn't been smooth the whole time. Um, but we're here, we're happy. Um, we've just done a little reshuffle in the last couple of weeks within the team, so still [00:03:00] the existing team, but slightly changing roles.
Um, and I'm really hoping that we found our happy place now.
Nicole Hammond: Uh, well first of all, kudos to you. I mean, building something somewhat from scratch or starting a new chapter with little to none of the same team is not. Easy. Uh, and I think a lot of us can relate, right? Whether it's expanding our organization or going into a new role where they say, Hey, um, I want you to take on X.
And I'll tell you, I've had eight different roles within smart recruiters, so I've definitely been in that. Sure, why not? Let's take
Angie Goldman: Yeah. Great.
Nicole Hammond: done this before, but I'm a builder. I could do this. Um, and I love that. And so tell me more about. How you got that perfect combo because from our first time talking, it sounds like all of these individuals have very different backgrounds, contribute so many things, but as you described it, it is a perfect storm, perfect team, um, that you've established
Angie Goldman: Yeah, I think we really have, so Alana would be our longest serving team member [00:04:00] and she works, um, looking after our clinical support role. So we'll have vet nurses, um, practice managers, um, anything non-vet essentially. Um, and I have just recently moved another team member Victoria into help her. Um, and her background is as a veterinary nurse, so she brings a wealth of in clinic experience and that real.
Standing of what we need for those roles, like what we are looking for from a qualifications, a skill set, a personality. 'cause at the end of the day, personality's the biggest one. Um, so we've buddied those two up together. Um, we've also got a GP vet portfolio, um, and I've got MATA who came from human health, um, working within our public health system here in Australia, um, and RO, who came from a veterinary practice manager and business owner.
Background. So those two really vibe well together. They've got different ideas, um, and I think that's a really good partnership between those two. Um, and then we've also got our specialty in emergency. Fit, [00:05:00] um, division where we've got Charlene who came from also human health, but more aged care. Um, and she's really doing that headhunting, that specialist recruitment, um, which is really quite neat.
Um, she's only been with us for a few months and she's doing amazing work. Um, and then Pache, she works really closely with, and again, someone who came from human health or medical devices. Um, so brought different experience, but a lot of talent acquisition background. And then me, I'd only been in the role for a year and a bit when I changed.
Um, so you know, I'm an exag agency recruitment who's suddenly become head of talent.
Nicole Hammond: You're a builder. You're a builder, Angie. for those that are listening out there that may not be in the veterinarian space, but also serve a specialty
Angie Goldman: Hmm.
Nicole Hammond: or just industry-wide, um, if we wanna expand it to that, tell me like what is the methodology to the madness? What are the fundamentals that you look for as you build new department or rebuild a department
Angie Goldman: [00:06:00] Yeah.
Nicole Hammond: Talent?
Angie Goldman: I think the most important thing to me, whether I'm recruiting for my own team or recruiting for our clinics is that personality and those communication skills. Um, because. TA can't do all the heavy lifting. We need to be able to build relationships with our stakeholders at the site level, um, and the operational level, and have really strong relationships with them in order for them to then, if we call, they pick up the phone straight away.
Um, but if we don't have that relationship or that respect, then we can get overlooked and it makes our job exponentially harder. So really important on that side, but then also for that candidate experience. So I want people that prioritize an excellent candidate experience, um, and who are able to build those strong bonds with the candidate because it's a big deal of changing jobs.
Um, so they've gotta trust us. They've gotta feel like we are being genuine and have their best [00:07:00] interest at heart. So that's probably my number one thing. Um, whether it is my own team or you know, our clinic team.
Nicole Hammond: It. It's interesting you say that because I think we're hearing more of that in today's world, whether it's industry specific or specialty specific of having those trusted conversations, being very honest, being very open of everything that. Could be possible taking on this role. Um, and I appreciate that in a very ai automated
Angie Goldman: Right.
Nicole Hammond: uh, recruiting world, is that we don't lose that. Um, share with us more about what you guys have achieved in this year of building and what you're looking forward to.
Angie Goldman: Yeah, so we have filled some really critical roles recently. Um, and I guess if the audience don't know much about vet, uh, recruitment, it's an incredibly candidate short space, so it doesn't get much harder than. That recruitment [00:08:00] in terms of the availability of candidates. So, um, I think to have filled, um, quite a few critical roles is huge.
Um, we've got, you know, if I look at the last two weeks alone, we've got three new specialists. Joining our network. And that's huge. Um, because you know, with specialists we aim to find maybe one a month, um, because they are quite rare. Um, you know, there's not many in Australia, so we often have to look overseas and move them and their families over.
So, um, you know, knowing that we've done that in the last couple of weeks is a really big deal. Um, what I'm really looking forward to is if I'm going. Specifically smart recruiters, we are starting to roll out the Winston Suite, so I'm looking forward to getting rid of our old chat bot and getting Winston chat up on our careers page.
Nicole Hammond: I'm excited for you Um, and I think we, you know, another thing that I'm looking forward to is we've got smart analytics pro now, so, um, having some more tailored reporting. That we can do and some dashboards that people can just go to [00:09:00] and see for themselves what we are doing and what's working. Um, rather than me having to justify all the time, um, why I don't wanna pay for another ad, or, um, why it's a bad idea to spend our money in a certain area, they'll be able to actually see for themselves.
Oh, love that Now. I'm just thinking more about specialty market and you talking about this accolade of hiring one specialist a month. long does it take you to source and hire those individuals?
Angie Goldman: That's a tricky one. Um, it's generally, so it's usually all of our specialists come through headhunting. So, um, you know, looking for people who firstly have a degree that. Can register here in Australia, so the right base degree, then the right specialist qualification, and then they're willing to talk to us.
Um, so that alone can take months to get people on, you know, actually talking to [00:10:00] us and, um, being able to articulate to them why Green Cross or why our specialty and emergency network and then some of those people. Um, to become a specialist, you have to do a three year residency. Program similar to human doctors.
Um, and then you have to complete all of the mandatory requirements of that and sit in exams. So often they'll still be completing their residency when we are talking to them, and then their exams might be another six or 12 months off. Before they actually become a specialist. So we'll start talking to them
Nicole Hammond: Wow.
Angie Goldman: Um, sometimes they'll accept a job before their exams. Um, sometimes they'll go, well, actually I wanna finish this, and it might be a 12 month lead time before they actually start. So they'll accept a job, but we still need to wait another 12 months for them to join the business.
Nicole Hammond: That's a lot of planning. That's a
Angie Goldman: Hmm.
Nicole Hammond: of planning. That's a lot of patience.
That's a lot of engagement over a long period of time. How do you stay up on this? you
Angie Goldman: Luckily, Chalene's incredibly
Nicole Hammond: Okay.
Angie Goldman: [00:11:00] organized. So, um, and the other part of that is that's a really hard sell to our sites. You know, why should I wait 12 months for someone, um, my perfect person might come up. They might suddenly, you know, appear and, um, be able to start tomorrow. Um, so actually getting them to understand how unlikely.
That is, you know, I'm probably more likely to win the dream house that I bought a ticket for, for Christmas. Um, so actually selling that to them and articulating it and getting their buy-in, um, is as much of a battle as actually getting the candidates as well
Nicole Hammond: Wow. I feel like you are truly, when you hire an individual, it is quite the accomplishment, right? We think of these situations where there's.
Angie Goldman: specialists. Yes,
Nicole Hammond: Yes, specialists. Um, and I think too, if you may not think of yourself this way, but you have to be a seller, right? Like, not only are you the trusted person, but you're selling them on the business, becoming part of this beautiful family [00:12:00] community. Uh, tell us about the retention. Like, are, are you proud and do you still know a majority of these that you've brought
Angie Goldman: Yes, I actually, so we have an annual conference each year. Um, and I love going, my favorite job at conference is being on the registration desk because you've got everyone coming in to get their lanyard and scanning in and you can go, oh my God, it's you. Do you remember? How's it going? All of that. I absolutely love that.
Um, so we've got a good retention rate. Um, you know, sometimes it doesn't work out, but I think as a team we really pride ourselves on. Not just hiring to fill jobs, but hiring for fit. So getting the right person the first time, and hopefully them having a really long career with Green Cross.
Nicole Hammond: I love that. I love that, and I think that's important and you should be proud of seeing those individuals and the
Angie Goldman: Oh, I love it.
Nicole Hammond: just. [00:13:00] Memories. I love that too. I love that too. Um, I wanna talk ideal state, right? When we first spoke, you mentioned strategy and ~ and it is the Christmas time, right?~
~The holiday season. So maybe Santa is listening. Um, ~tell me, as you now have established this beautiful foundation, after taking a year plus to build, you have these critical roles that you're hiring for. You have a plan in place. What do you see on the horizon? Two year, three year plan is areas of focus.
Angie Goldman: I am really excited about, you know, hopefully getting us to a point where it's less of that working reactively to fill those roles and the having the ability to be more proactive in what we are doing. Um, and I'd really like our team to become. More than just talent acquisition business partners, but more talent advisors.
Um, because I feel like, I feel like there's a difference between the two. So I want them to be the experts in what they're doing and be able to provide that advice to the teams and have the teams [00:14:00] trust them, um, and really. You know, I hate to use the word partnerships, but that's what I'm looking for. Um, I want that really strong partnership between each of the people in my team and their stakeholders.
So, um, that we kind of work synergistically, um, and it's less us chasing them or them chasing us. Um, it just kind of happens organically. You know, and we could go, okay, well let's look at the future within our business. We've got a vet at this site who you might be considering retirement in the not too distant future.
So what's our contingency plan then? Like how are we succession planning for that rather than one day getting a. Call from that area manager and going, oh, hey, our vet director at this site has decided to retire quick. We need to do something about it. So getting to the point where we're really thinking about that, and even if I think about our grads and our interns, because we have a big grad and intern program, um, making sure that we're having those conversations with those [00:15:00] guys before they get to the end of their program.
So, um, you know, at various points throughout that so that we can retain them within our network. So whether it's in specialty and emergency and they want to go on and pursue a specialist pathway or do an internship in a different area, or even move into gp. Um, make sure that we've, you know, had them there for a year and don't suddenly lose them because we can offer them pretty much anything.
Within that
Nicole Hammond: Love it.
Angie Goldman: So, and you know, if we think about GP vets, um, GP grads, do they wanna go and do an internship? Do they wanna do specialty and emergency? So just having more of those conversations, um, and helping that internal mobility more.
Nicole Hammond: Love it. I heard that she's offering everything, so please, please a look. No, uh, joking aside, I, I do appreciate how forward thinking, how organized, how strategic you are thinking and. The world of specialty, how important it is, right? Not only are you thinking of the past [00:16:00] about retaining and ensuring like for retirement, as you mentioned, but your university, but all those forward thinking and that thoughtfulness and planning that has to go in play.
And it does come back to the data, right? The data that now people will be empowered to see view, get their hands on, get in the, the stories that it needs to tell for their stakeholders. You mentioned. Allowing your team to be more strategic, more in that partnership mode. And that comes with, I wouldn't call it sacrifice, but what I tell a lot of our stakeholders, having your shoulders lighter because you're relying on automation, you're relying on tools to help you. Um, where do you see that for your team? Where are they allowing for the tools to truly do the, what I would call mundane tasks, um, to allow them to be more strategic?
Angie Goldman: absolutely. Our clinical support currently is the portfolio where we are using, you know, if I think of the automation within smart recruiters, um, that's where we are [00:17:00] particularly using it. Right now. Um, and you know, we've got knockout questions, uh, right at the beginning of an application for any of our vet nurses.
So whether it's whether they hold qualifications in the first place, have they got minimum experience, do they have Australian work rights? So that's doing a lot of filtering because you can imagine that's more. It's not quite volume recruitment, but it's a lot more volume versus our vet recruitment. Um, so it's just cutting out a lot of the noise there for those two recruiters so that they can focus on the candidates that we can actually glaze.
Um, so it's been really helpful there. Um, and you know, I hope in 2026 that we can start using, you know, the self-scheduling for screening calls and interviews a bit more of that function within smart recruiters. Um, and yeah, just go from there and keep slowly adding things in.
Nicole Hammond: I mean, slow and steady is, is the right pace, especially for your group since they have so much going on. Um, I'm excited. I'm [00:18:00] excited to hear more about what the future holds. Uh, I wanna pivot now. We've talked a lot about. The organization. We've talked a lot about you and the team building something beautiful. I wanna hear more about you, um, and who you are, who Angie is as an individual, and what possibly drove her to be the builder that she is. Uh, so tell us, Angie, outside of work, um, what is your happy hour? What brings
you bliss?
Angie Goldman: very busy outside of work, Nicole. So
Nicole Hammond: This I know.
Angie Goldman: Yeah, so I'm the single mother to two small boys outside of work, a 10-year-old and an 8-year-old. So that keeps me pretty busy, um, particularly when you throw in two dogs and two cats, um, and a slight gym obsession. So, you know, between all of that and work, there's not much space for a great deal else.
We did just have a week at the beach and that was magical.
Nicole Hammond: [00:19:00] I love it. So you're superhuman, you don't sleep. Um, I'm sure all the single moms or even moms can attest the two boys in that age
range
is
a lot.
Angie Goldman: Oh my God, it's so loud.
Nicole Hammond: Oh my gosh. Uh, I have a five-year-old and he throws all things and I have two older daughters and I will tell you there's quite a difference between a boy and a girl.
Um, just wasn't expecting everything to
be
Angie Goldman: Mm-hmm.
Nicole Hammond: and everything to be so. bang,
boom,
right?
Angie Goldman: Yeah. Thank God for noise canceling AirPods at the end of the day, because sometimes you need them, right?
Nicole Hammond: Yes. Just that moment of
peace.
That
Angie Goldman: Yeah.
Nicole Hammond: peace and the exercise, right? It gets you there, it gets you
therapeutic.
Angie Goldman: Mm-hmm.
Nicole Hammond: Oh, I love that. Um, and this beach trip, uh, just sounds divine. Please tell us where did you go?
Angie Goldman: Uh, so we went up the Sunshine Coast to a beach called Mar Cooler. It's just, I think most people would know Noosa in Queensland, so it's just south of Noosa. Um, so I took my two boys and my two labradoodles, and I'm not actually [00:20:00] sure out of the boys or the dogs who loved it more, um, because everyone just loves being at the beach.
I don't know, just it's, there's something magic about that. Salt water.
Nicole Hammond: And the air and just getting outside.
Angie Goldman: Mm-hmm.
Nicole Hammond: good for you. You look
Angie Goldman: Yeah.
Nicole Hammond: energized, uh, great. Uh, newa yogurt is the one thing when I went to Australia and
went
Angie Goldman: Yogurt.
Nicole Hammond: of Noosa,
Angie Goldman: Uh.
Nicole Hammond: yogurt from that town. Um, if you are in the states, and you know what I'm talking about, it is my favorite yogurt.
Uh, so I recommend you try it if you haven't already.
Angie Goldman: Yeah, it's a special place up there. We did go and do the national park work, walk in Noosa, um, and had a swim in one of the bays surrounded by that national park, and the water's just flat and you just kind of bob in the water. It's pretty great.
Nicole Hammond: Love it. I'm with you. I'm a beach girl too. And just
getting
Angie Goldman: Hmm.
Nicole Hammond: and, and water. There is something about water that just sets your mind right. So
Angie Goldman: Yeah.
Nicole Hammond: lovely. [00:21:00] uh, We're gonna pivot to a game of this or that.
So I think we talked a little bit about this, but are you, have you ever played this or that before?
angie_2_01-14-2026_090852: I have not. No.
nicole-hammond_9_01-13-2026_150914: All right.
So I am going to give you two words or two
items, uh, and I would love for you to share your instant thought of which one resonates with you most. If you cannot decide and you feel, You know, both or neither, uh, let me know. We can talk through it. All right?
angie_2_01-14-2026_090852: All right?
nicole-hammond_9_01-13-2026_150914: Okay. All right. First one,
resume or LinkedIn profile.
angie_2_01-14-2026_090852: Resume,
nicole-hammond_9_01-13-2026_150914: Okay. Okay.
angie_2_01-14-2026_090852: but with a LinkedIn profile stalk.
nicole-hammond_9_01-13-2026_150914: Fair. Fair. So that auto parse, make sure you have your LinkedIn link in there.
angie_2_01-14-2026_090852: Yeah.
nicole-hammond_9_01-13-2026_150914: AI or no, ai.
angie_2_01-14-2026_090852: I am pro AI with a human overlay.
nicole-hammond_9_01-13-2026_150914: I love that. I love
angie_2_01-14-2026_090852: Yeah. So I, um, You know, I think we, there's a trap at the
moment of just sending something that's been written by AI without [00:22:00] editing it.
And what we're ending up with is everything's pretty homogenous.
nicole-hammond_9_01-13-2026_150914: Yep.
angie_2_01-14-2026_090852: It doesn't tell me much about you, so I want you to do that, but then put your own
twist on it.
nicole-hammond_9_01-13-2026_150914: love it. Love it. Use it as a first version, iterate.
angie_2_01-14-2026_090852: Yep. Or refine with it.
nicole-hammond_9_01-13-2026_150914: Yep. Agreed. Agreed. I use it all the time, but I do exactly what you said, so thank you.
angie_2_01-14-2026_090852: Yeah, I think I've trained mine well at this point. It sounds like me.
nicole-hammond_9_01-13-2026_150914: Pretty soon we'll be naming them. Um, alright on the topic of ai, AI for vacation, or AI for meal planning.
angie_2_01-14-2026_090852: Uh, I haven't actually used it for either at this stage. Um, I can see maybe meal planning because I hate cooking for my family at the moment, so I can see the appeal there.
nicole-hammond_9_01-13-2026_150914: Yes, yes. I mean, we should just take it a step further and have robots cooking for us. 'cause that would
make everything me up.
Me too. Me too. Um, I actually used AI on my last vacation. Not for the entire plan, but I will say [00:23:00] in moments of
travel, just asking a simple question about transport or just asking, You know, would you rather more of this and that to the ai Got some great insight, but to your point, I think you have to take it and then do something with it.
angie_2_01-14-2026_090852: Yeah.
nicole-hammond_9_01-13-2026_150914: Yeah. Alright. I love this one. Find me or find you.
angie_2_01-14-2026_090852: Uh, I think by virtue of the space that we work in, it's that going out and hunting.
I would love it if they All came to us. That'd be incredible. My job would be easy. Um, but it
doesn't work like here we go. Let's, let's put it out there. Wishlist.
Yeah. Vets Please come to me.
nicole-hammond_9_01-13-2026_150914: Please come to Angie. Uh, but yes, for the niche space that you're in and for the specialized roles you're hiring, I think that's
probably the norm. I think everyone has the same wish as you with specialized roles, that it would be nice for them to be a source pool of them.
And who knows? We'll see what Maybe 2026 is the
Hey, fingers, toes crossed. [00:24:00] All right. Career path or whatever comes my way.
angie_2_01-14-2026_090852: I would like to think that I was a career path person, but we know by now that I've kind of ended up here by accident. So,
um, the reality for me has been a bit of
whatever's come my way. Um,
and it's, You know, I've been lucky enough that it's kept him within the vet industry.
nicole-hammond_9_01-13-2026_150914: But, and you've done amazing things. You've done amazing things, so that's the best part of it.
angie_2_01-14-2026_090852: Yeah.
nicole-hammond_9_01-13-2026_150914: Uh, Career site or billboard, job board. Uh.
angie_2_01-14-2026_090852: I like both. I think both have got their place. Um, You know, a piece of work that we wanna do this year is improving our career side. Um, but I think the beauty of a career side is it tells you more.
About the business. So you get that bigger picture, um, and
gives you that opportunity to do a bit of a deep dive into the culture and the benefits.
Whereas if you're on a job board, you're just getting whatever's in the job. A
nicole-hammond_9_01-13-2026_150914: Yeah. Do you think [00:25:00] that there's a component too, of candidates that go to career sites? There's more of a want
and desire for that organization because they've done their homework versus job board? I feel like it's like click and apply.
angie_2_01-14-2026_090852: Like Submit cv. Submit cv.
Yeah.
nicole-hammond_9_01-13-2026_150914: Yeah. Yeah, I'm with you. All right. Uh, I love this one too.
Reward or recognition?
angie_2_01-14-2026_090852: Again, I think they both have their place. Um, I'm probably more of
a reward person, but if I think of my team, there's Alon of them that would like recognition, um, before rewards.
Um, and as a manager, I have to remind myself of that as well. Um, because You know, when you don't need something, you don't necessarily think to do it.
For others. Um, so just having that reminder in my head constantly. Don't forget to recognize your team and do that publicly, um, so that I'm filling their cup.
nicole-hammond_9_01-13-2026_150914: Yeah, I, I wanna
ask my sales teams this question because they're in sales, so they should be [00:26:00] reward driven, but then there is also like the prestige. So it's a great psychology question in my mind.
angie_2_01-14-2026_090852: Yeah, and I think, You know, sales background recruitment, so of course it's gonna be reward.
nicole-hammond_9_01-13-2026_150914: See, I'm, I'm recognition.
angie_2_01-14-2026_090852: Are you okay?
nicole-hammond_9_01-13-2026_150914: I wish I was more reward driven. We could go down a spiral here, but I think I, I actually appreciate being valued versus monetary and don't tell my boss that.
'cause I'll always take a comp increase.
angie_2_01-14-2026_090852: I'm just naturally competitive. I think
that's what it is. Runs in my family.
nicole-hammond_9_01-13-2026_150914: yes. These are all great traits to have.
angie_2_01-14-2026_090852: Yeah.
nicole-hammond_9_01-13-2026_150914: Uh, all right. Good manager or fun job?
angie_2_01-14-2026_090852: I think I would take the good manager because if you've got a good manager, You know a job that might not be the most exciting job or the most fun job
on paper can become really enjoyable. But if you're in a fun job with a bad
manager is it still a fun job?
nicole-hammond_9_01-13-2026_150914: Great point. [00:27:00] Probably not.
Probably not. Uh, four day work week or work remote.
angie_2_01-14-2026_090852: I have to say work remote because that's what I do. Um, and it works for my life. So I would take that every day of the week.
nicole-hammond_9_01-13-2026_150914: Yes, there is a certain someone though that works better in a work remote world. Again, from what I've learned from you, Angie, we are very similar
and we probably don't shut it off. Uh, so work remote, they're getting the best bang for their
buck.
angie_2_01-14-2026_090852: Yeah. And if it was a four day week, I'd still be working on that fifth day anyway.
nicole-hammond_9_01-13-2026_150914: yeah,
totally, totally. It's just all ideal. All right. Ooh, a good one for you. Dog or cat,
angie_2_01-14-2026_090852: I've got both Nicole, so I can't choose. I don't.
have favorite babies,
nicole-hammond_9_01-13-2026_150914: I
angie_2_01-14-2026_090852: but maybe my dogs.
nicole-hammond_9_01-13-2026_150914: yes. Let's talk about a cat versus a dog.
angie_2_01-14-2026_090852: The dogs are always happy to see me.
nicole-hammond_9_01-13-2026_150914: That never ending unconditional love. Um, but fair enough. I won't tell your cats.
angie_2_01-14-2026_090852: please [00:28:00] don't.
nicole-hammond_9_01-13-2026_150914: All right. Last and certainly not least since we are talking, hiring happy hour wine or beer.
angie_2_01-14-2026_090852: I am probably more of a beer or champagne
person. I don't drink regularly, but if I do, You know, a
glass of champagne's gonna hit the spot. Or if it's a really hot day at the beach, 'cause we're a
summer in Brisbane right. now, I'll take it. Ice cold beer.
nicole-hammond_9_01-13-2026_150914: There you go.
There we go. And it just sounds better
coming from you, an ice cold bath. Yes, I'm in for it. I'm in. I love it. I love it.
I probably don't do it justice, but I do love it. Um, oh, Angie, thank you. This has been amazing. Um, tell people where can they find you.
angie_2_01-14-2026_090852: Uh, I am on LinkedIn. Angie Goldman at Green Cross Pet Wellness Company, or anyone's welcome to email me if they wanna get in touch. It's just Angela dot goldman@gxltd.com au
nicole-hammond_9_01-13-2026_150914: And know she's always sourcing for those niche roles. [00:29:00] So she is a fund manager at a fund company and You know, in the this or that, if you want a good manager. Angie's your gal. Um, thank you.
angie_2_01-14-2026_090852: Thanks, Nicole.
nicole-hammond_9_01-13-2026_150914: Thank you everyone for listening. Uh, this has been so fun and I think hiring happy hour hopefully is giving you some nuggets, whether it's just taking a moment to pride yourself on your own accolades or, You know, learn something from these as you're going through some sort of hiring topic, transformation. Uh, anything in that regard. Um, but thank you Angie. This has been another excellent episode. Hiring happy hour. Um, and thank you everyone. We will see you next time.