HHH - Carrie Brophy
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[00:00:00]
Nicole Hammond: All right, crew. Uh. I can't use one word to describe how I feel about this person, so I'm just gonna name a bunch.
Excited, elated over the moon. Jazzed. Recently got to saw, see her in person. Um, smiling from ear to ear and [00:01:00] I. I can attest that everyone around me feels the same sentiment. So she is a dynamic ATS specialist and talent acquisition leader with over 20 years of experience driving HR recruitment transformation across multiple sectors.
She brings deep expertise in selection, implementation, and optimization. This I know of leading platforms including Oracle. Avature Paradox, Smartrecruiters and SuccessFactors. So if you have any or all, you better be listening. She has held senior roles at global organizations and has supported hiring teams in more than 70, yes, 70 countries across all levels of talent.
Recently joining Smartrecruiters and our Center of Excellence. Please join me in a huge warm hug, elation, all the things. Carrie Brophy, welcome to the show.
carrie-brophy_3_04-10-2026_144953: Thank you. I think that's the nicest introduction I've ever
Nicole Hammond: You know, If all else fails in this world, I am going to just do introductions for people because seeing people smile as they come on here and hear all the accolades. My work is [00:02:00] done, my work is done.
carrie-brophy_3_04-10-2026_144953: You were a great, you, a great hype.
Nicole Hammond: I am a hype girl. Uh, they tell me at Smartrecruiters, I'm a culture carrier. So, hype person, culture carrier, bleeding green.
Now a little blue. Here we are. Carrie. Welcome.
carrie-brophy_3_04-10-2026_144953: Here. We're so nice to be here. Thank you for
Nicole Hammond: Oh my gosh. I'm gonna go off script a little bit before we get to our main topic and just share with our audience how amazing this human is. Um, Carrie used to work at Smartrecruiters, uh, and then she went over to the beautiful world of Marriott, um, and gained heaps and heaps of experience and then.
Jess recently joined us back. Um, but the best part of this is I get to work with her daily. And so this brings me joy. And to that intro, I can tell you that everyone here just absolutely is so happy to have you back. Um, and that's what this show is all about, is about people that make impact, um, people that are truly, uh, carrying in this hiring and TA space [00:03:00] and just really, um.
I wanna make a difference. And so, Carrie, during this time, I want you to ensure that you physically pat yourself on the back because you've done amazing things, both when you were here the first time, and now I know even within the first weeks are going to make a huge impact for us. So thank you.
carrie-brophy_3_04-10-2026_144953: Thank you. That's very kind.
Nicole Hammond: And now we need to share your secret sauce with the world. So, um, you and I had a brief discussion around this and there's a lot of directions we can go because you have done so many amazing things. But I think you do have a unique background in being, um, both functional and technical. And I think that is a superpower.
And so. I would love to get into it 'cause I know we have a bit of a journey to go on with you around what you're hiring Happy hour. What is that moment or moments in time that have truly been impactful and shaped your career, but also where you felt that you could pat yourself [00:04:00] on the back because of the amazing things you achieved?
carrie-brophy_3_04-10-2026_144953: Thank you Nicole. So yeah, I agree with you. My. I often say the secret to me having a career is that I'm very, very technical, but I'm also a avail able to explain things to people. I'm very functional. I like people. Um, that's gonna be a recurring theme. I think it's why I had a great time at Marriot.
They're a very people first culture. I really, really have always been passionate about technology since I was a very small person playing on my Amstrad 4, 6 4, when I was like
Nicole Hammond: Wow.
carrie-brophy_3_04-10-2026_144953: Um, yeah, so I mean I did a degree in media studies 'cause I loved film, I loved tv, but in the early naughties in Australia, there were no jobs.
So I went back to school and did my info systems master just happened to go work with some friends who had built. An ATS almost by accident. Um, that ATS is still going. It was called Page Up. I had a great couple of years working there. Really foundational. I [00:05:00] worked on the dev team, I worked on the support team, did a bit of customer success, uh, then moved back to the UK where I'm from. Uh, tried to be a recruiter for about a year. bad at it, really enjoyed it, but I was the person on the temp desk that would go and fix everyone's computer and help them work in the system. And I got tapped on the shoulder pretty quickly, think, do you wanna go and train? Do you wanna support? Do you wanna deliver? And that's what I've done ever since in various guise. my hiring happy hour is always. Implementing systems. Not everybody's favorite thing to do, but I love it. I love the journey. I love figuring out the purpose behind the implementation. Um, and I love working with people and getting to know different customers, different personalities, and often bridging the gap between the functional, the recruiters who just wanna hire, they just wanna do
Nicole Hammond: Yep.
carrie-brophy_3_04-10-2026_144953: job. And HRIT who often have a different agenda, more practical, more. Risk and compliance focused, and that's sort of my happy place is getting in [00:06:00] between the two and finding great outcomes for customers.
Nicole Hammond: I love this, and we have this in common, right? I don't think I can say I am as technical as you, but I feel like I could be a bit savvy. I once coded with our APIs. I mean, that's, that's an accolade in itself,
but I think implementation is foundational and, and I will say a lot of the successes we see for a number of individuals is based on them implementing a system because it is such a rigorous.
Um, project or experience, and I think it comes with a lot of great foundational skills of project management, technical knowledge, uh, et cetera. So, so expand for us on that experience of that implementation that truly hit home, um, and you felt, wow, um, this isn't what I expected it to be, and I did something amazing.
carrie-brophy_3_04-10-2026_144953: There's two in my career that really stand out. The first one was for a company called Credit Suisse, who was a big Swiss investment bank. I was working for an RPO at the [00:07:00] time and got parachuted in for two weeks to help with a project and then sort of. Four years later I was still there and I'd done a lot of transformational work, had a fantastic time, but they implemented Taleo while I was there, back when that was sort of still really leading edge at the time, back in the day.
It hadn't been acquired by Oracle at that PO at the point we started the implementation that happened during the process. Um, but they had a really clear vision, which was really unusual at the time. Which was, they wanted to increase internal mobility, and that was a key driver for them. They kept losing great staff to other banks, to other consultancies, and they were like, we actually spent a lot of money on early careers.
We nurture talent and we lose them like five years in. What can we do to show them? They have fantastic career
Nicole Hammond: Smart.
carrie-brophy_3_04-10-2026_144953: And they did a lot of work around that. There were career fairs, there was internal promotions. It was a board level like trickle down piece that they promoted, but they were like, how can the tech support this?
And that was my little piece of the [00:08:00] implementation, which rolled into. Leading the user acceptance testing. I ended up living in New York for a few months helping with that project. Sat on the PMO. We went live on January 1st, which I have carried with me since then as a bad thing.
Nicole Hammond: Lesson learned,
carrie-brophy_3_04-10-2026_144953: it's very good from a reporting perspective, not fun. Um, on year's eve when you are sat there going, okay,
Nicole Hammond: 3, 2, 1.
carrie-brophy_3_04-10-2026_144953: The job's alive. Um, very
Nicole Hammond: Fireworks everywhere.
carrie-brophy_3_04-10-2026_144953: Um, it works everywhere and it look, but it worked. It, it was successful from day one and they had a really audacious goal of getting to like 40% internal ability.
So
Nicole Hammond: Wow.
carrie-brophy_3_04-10-2026_144953: of their highs being filled internally and they got there largely because we put tech in place. And this was in 2012 for employees to say. I wanna move, I'm eligible, I wanna go here, I wanna learn more about this. And they really plugged into employee's needs and it, [00:09:00] and it, and it increased the longevity of employees' time there.
It was phenomenal. And it was really led by some phenomenal people, um, who I'm still in touch with now. But it was just, it was a great bunch of people with clear purpose. Yes, they wanted an ATS, they wanted it to be compliant. They wanted it to help them hire people faster. there was that. Slightly different goal, which really sort of inspired people and what it made them want to do something different, and that was really
Nicole Hammond: I love this. I love this. First of all, testament to you supposed to be there for a few weeks, then you're there for four years. That's, that's number one. Um, and number two, some of the foundational pieces of implementation that are important for it to be successful. So those of you that are listening, um, whether you have been through an implementation transformation or not, whether it's something that you are going through right now or considering, here's some key factors, right
first and foremost. Executive buy-in, right? Number one, you said trickle down from the top. This is key to success from an awareness from a comms, [00:10:00] from a prioritization perspective. Uh, number two, I think having clear objectives of what success looks like. They wanted internal mobility, they had metrics with it, and you keep that in mind as you go through that entire experience because you'll have to make some decisions through that process.
Correct, Carrie? Where you have to come back to the objective and say, does this support our internal mobility objective? Of, um, number three, having individuals like Carrie who can speak to both functional and technical, right? You have to bring along your company and the people that this impacts on this journey.
Whether it's minimal awareness to large adoption, depending on the role in the company, you are great at that, right? You can speak the language of a person that may touch the system one time a year, or another person that touches the system daily.
carrie-brophy_3_04-10-2026_144953: Absolutely storytelling's a really powerful piece, uh, to have in your toolkit as a change leader, as an implementation consultant, being able to say why we're [00:11:00] doing this. And it also helps with adoption because if people can connect the change and see how it impacts them, they're much happier to go along with
Nicole Hammond: What are some other keys to that secret sauce? We've talked about executive buy-in. We've talked about kind of communication objectives, change management. What am I missing that you think is just fundamental for our audience to know as they go through this process?
carrie-brophy_3_04-10-2026_144953: There are a couple of things which sometimes you think about too late, number one, And so when I used to, when I was at Alexander Man Solutions, I helped lead the CRM implementation team and quite often, like we'd be doing really fast sprints to get tech in because it's an RPO, you move quickly, you're there to flex up. But often like we'd be talking and suddenly go, oh, hypercare. We need to make sure we plan for that. you cannot just go, we're gonna implement day one. January first, pop the champagne, walk away. How? How are you going to [00:12:00] sure you're checking in with everybody? How does this feel? What is landing? What is not landing? people. Not saying, you can't just at that point go to the people who've worked on the project. You can't just go to your champions, although they're really important. You kind of need to have some anonymous testing. You need to find out a way of surveying the people, the changes impacted the most, and find out how it's landing and retool and rework. Look, success is, this is Aism, which I love. Success is never
Nicole Hammond: Hmm.
carrie-brophy_3_04-10-2026_144953: and day one of go live is, it's not the end of the journey. So you have to make sure you are able to hand over and make sure that the impact is felt long after go live in a positive
way.
Nicole Hammond: I love that. Um, so for those of you that aren't familiar, hypercare is post Go Live and the time where you go through a number of things that Carrie just mentioned. Feedback from the field, um, testing additionally, finding things where you optimize. Right? Let's be real.
carrie-brophy_3_04-10-2026_144953: Yep.
Nicole Hammond: Nothing's gonna be perfect. You're gonna wanna [00:13:00] change things.
That is the beauty of SaaS. That is the beauty of technology. You can. Um, And so this is where you have that time post go live to truly make those small tweaks, um, and continue to improve and gain adoption and achieve a goal of over 40% internal mobility. Huge. Love that. Absolutely love that. And for those of you out there that didn't think about that, I mean internal mobility in itself, um, we can talk about it another time, is a whole goal and there's tons of the same components around it, um, that could be relevant.
But I want to switch to number two because I think we need to hear more about impactful carry. Um, so share with us, Carrie, uh, what's the second one that truly makes you proud?
carrie-brophy_3_04-10-2026_144953: The second one was the first time I ever worked with Smartrecruiters. Not a plug. Genuine. I was just back from having my first child and got put onto a project to help a customer select an ATS. And Smartrecruiters was the, oh, they're the little, this is [00:14:00] 2017
2018 At that, you, you were already at Smartrecruiters then? Um, old school. It was the, honestly, it was the little ATS that could, it was put in as a bit of a, let's see what they can do. I think Rebecca Carr, who's now our CEO, walked into the room, spoke about the vision, and everyone went, oh wow. I, You know, I was pretty savvy. I'd implemented a lot of ATS technology, a lot of CRMs in that time. I saw Smartrecruiters and went, oh wow. This is different. This is really like special. they, won, um, the bids. I then worked on the implementation. it was for Anglo-American who are a South African mining company, still a customer today. and it was a pleasure to be on that journey. Firstly, everyone was really excited because the technology. Promised to give them this huge amount of flexibility. But they also had a really wonderful leader, uh, Sima Sharif, who was super inspiring, really visionary. [00:15:00] in terms of wanting to simplify. So they had a huge diverse portfolio. They had mining sites where people were still handing in CVS on
paper.
Nicole Hammond: Yeah.
carrie-brophy_3_04-10-2026_144953: Um, mobile phones being shared with across families,
You know, so
Nicole Hammond: Oh yeah.
carrie-brophy_3_04-10-2026_144953: a lot of duplication of information. All the way to like really high-end diamond sellers and then all of their corporate hiring as well. And she said, we're gonna have free hiring processes. That's it. And this went down from hundreds of hiring processes, and they did it because they knew the system was configurable enough. They knew that they could bring that in and we had a big sign up. There's a, a great guy who Nicole and I worked with Chris Rech Weber, who was working at Smartrecruiters at the time. He's still here
working in Shout out to Chris.
a little sign shout at Chris, a little sign that said LFR. And if something wasn't legal, fiscal or regulatory, it didn't warrant a change in process.
Nicole Hammond: Love it.
carrie-brophy_3_04-10-2026_144953: And it and it, and it worked. It worked. It made everyone's [00:16:00] life a little bit easier. They continued to iterate it over time, but having a really clear principle through the design phase saved us so much wasted time
and
Nicole Hammond: Yeah,
carrie-brophy_3_04-10-2026_144953: small spaces. 'cause we said this is our goal. Our goal is simplicity. It's a harmonious process. It's something we can train a lot of people and it's something we can scale and it was amazing.
Nicole Hammond: I live by this. I live by this. Simplicity is key. And I think, I don't want the audience to think you're too large or you're an exception to this. I think this is truly transformational, right? This is process. This is people, this is technology. This is truly transformational. So say those three again because I wanna elaborate on that a bit.
carrie-brophy_3_04-10-2026_144953: Regulatory.
Nicole Hammond: Anybody can do this right down to three processes. Absolutely. I've lived through this with Bosch. We went to one process globally when we launched. Now they're in over a [00:17:00] hundred countries. Yes, they have a few more processes, but not many. And I think it is a challenge that I challenge our audience with. If you are a large organization and you are thinking about transformation, do not do a lift and shift.
I repeat that makes Carrie and eye cringe. Um, please consider transformation and consider looking at your processes and setting an objective. Perhaps it's related to those three. Um, perhaps it's related to something. Bosch's was candidate first. Everything we did was candidate first in mind, hiring manager, second recruiter third.
And I don't think there is anything wrong with this, but I think the fundamental piece to this transformation is having those design principles, right? Having those things that guide you as you go through process change, as you go through configuration change. And here's the reality that you also hit on Kerry, and I love this.
Standard versus flex, right? Every country has their legalities and has to do things a bit differently, but they can still have the same fundamental process and have that flex. And [00:18:00] so I, I'm not plugging Smartrecruiters, but as you look at systems out there across anything that you're doing in HR or beyond, make sure that the system offers that standard versus flex.
If it only meets high volume, if it only meets. Uh, corporate, you might look somewhere else.
carrie-brophy_3_04-10-2026_144953: Have that flex. And with regulatory changes in particular, having that simplicity means it's much easier to tackle when new regulations come in. Because
you can
Nicole Hammond: Great point.
carrie-brophy_3_04-10-2026_144953: you don't have that flex in the system, it can be like a huge, like GDPR was a huge transformation for so many
Sure. But with systems that are more flexible, it is easier. And if you, if you build hundreds of processes, it's hundreds of processes to update. So long term, think about, actually, that's another thing I add to my hypercare. Think about how you're gonna support your applicant tracking system long term, because your wonderful implementation team will disappear.
How are you gonna support that in-house [00:19:00] without creating a lot more work? And that's a, that's probably an episode all in
itself.
Nicole Hammond: We can take that as an episode all in itself. I've, I've had center of excellences within businesses support that. But, um, I hope you guys have gotten some gems for this. This is fundamentally key and hopefully you had an aha moment today, uh, listening to Carrie talk about this. This is phenomenal. I love it. And to your point, Anglo is still with us, so there is the success of that.
carrie-brophy_3_04-10-2026_144953: S.
Nicole Hammond: And Bosch is still with us. So look at us, look at us high fives virtually. Um, before we transition to personal, Carrie, you mentioned that you had just come back from having a baby while going through this project, um, and I don't want to discount the accolade there.
That is not easy.
carrie-brophy_3_04-10-2026_144953: It is not easy. And I got, I was pregnant with my second through the implementation, um, and I delivered the final training session about a month before go live. Eight and a half months pregnant. They all came to London, um, and I was walking around the room. People were like, [00:20:00] should you be here? I was like. This is it. I I wanted to get here and yeah, it was great. And they, um, I mean this speaks to the Anglo team and this speaks to the people on the project, which is so important. 'cause you create this wild little
family. My son, who's now seven, still sleeps with, um, he called, um, Teddy Horizon. ' cause it was Project Horizon,
Nicole Hammond: Oh.
carrie-brophy_3_04-10-2026_144953: the team bought for him. So I'm very fond of that team. But yeah, I mean, look, that is, you are going through a lot of. Stuff when that is happening. Um, but saying I think what Nicole and I speak about sometimes is being a working mom is a superpower, because you do simplify. You do say what needs to get done? What can I leave behind so I'm home for bedtime so I can focus on my life outside work. And that's the big thing that being a working mom has given me, is that clarity and that desire to be done by five o'clock as much as I can be.
Nicole Hammond: I love that. I love that. And You know what? I think in today's world of being able to be remote, [00:21:00] I think during my 11 years here at Smartrecruiters having three kids, I've had that flexibility. I think as long as we get our work done, there is that flexibility and, I will say my kids sometimes get on a computer 'cause that's what mom does.
But they have no idea what I do. Which is okay. Which is okay.
But I work European hours so that I can go pick them up and be the shuttle service for all the sports. Right. And so, yes, kudos to you, Carrie, because that is an accolade in itself. I brought my ohana hat, which means family.
So here we are. Um, and that makes this transition a lot easier to your. Personal happy hour. So as we think about just life in general, it's important, You know, outside of work to have that balance. And I would love to hear, because I feel like there's so many things you could say or of what is your personal happy hour?
What brings you balance? What brings you bliss? What makes you continue to [00:22:00] smile from ear to ear?
carrie-brophy_3_04-10-2026_144953: Well, I mean, look, it's Friday here. I hope it's Friday when you, you're all listening. Um, end of the end of the week. I love to cook. I love, I love food. Um, I love cooking for my family. I love entertaining spending time with friends. Um, I love, there's always music on in my house. Um, I love a musical. a musical, which Nicole
knows
Nicole Hammond: I do.
carrie-brophy_3_04-10-2026_144953: we, are lucky enough to be New York, um, a couple of weeks ago.
Any opportunity for like live theater or live music, that really fills up my cup. Um, and just spending time with my husband and my two kids and the extended family and friends. That's, that's why I do everything.
Nicole Hammond: I love it and it's so true. Um, she loves theater and we had a great opportunity in New York to see a Broadway show together, but also to learn about her kids and their theatrical, uh, adventures. So
I absolutely love that and I know where they get it [00:23:00] from. And then I will say. Go on a trip with Carrie. She is your restaurant guru.
She is your directional guru. She lived in New York, and I will tell you that is something that I absolutely adored. Um, it was such a wonderful trip. Um, so what are we cooking this weekend, Carrie?
carrie-brophy_3_04-10-2026_144953: Well, my kids actually are away, so it's gonna be all the stuff that they don't
eat. Oh, oh,
food,
interesting
Nicole Hammond: it.
carrie-brophy_3_04-10-2026_144953: I mean, they're pretty good. Um, but they're eight and six, so they, they just wanna eat pizza all the time. So, yeah, there'll be, um, lots of price, lots of spicy food, and anything that they wouldn't touch with a barge pole, as we say in the uk.
Nicole Hammond: I love this. I love this. Well, I'm coming to your house across the pond. I'm just gonna beam myself over.
carrie-brophy_3_04-10-2026_144953: on over.
Nicole Hammond: All right. We are going to switch to my favorite part, which is this or that. Um, and You know how to play this. So feel free to say both. Feel free to elaborate, feel free to do your thing. Um, but let's learn more about Carrie.
So first and foremost, resume or LinkedIn profile.[00:24:00]
carrie-brophy_3_04-10-2026_144953: Oh,
resume. Okay. You make us,
I reacted
so
Nicole Hammond: I know. Well, and I, I I feel like
carrie-brophy_3_04-10-2026_144953: resume,
Nicole Hammond: anyone that says LinkedIn is wrong, like,
carrie-brophy_3_04-10-2026_144953: font choice. I think that's, I think that's from like me being a bit more old called, I like, You know, the font choice has been put together.
Nicole Hammond: Smelly paper.
carrie-brophy_3_04-10-2026_144953: to see how it's been created. Yeah.
Nicole Hammond: Okay. Right.
Oh, hey, you sold me. Um, AI or no, ai?
carrie-brophy_3_04-10-2026_144953: ai?
Nicole Hammond: Yeah. Find me or find you.
Like, do you go and find your next career or do you wanna come and search be found?
carrie-brophy_3_04-10-2026_144953: Ooh, that's a really good question. I like
both
I, like both I put CRMs, candidate relationship management tools in for us I love sourcing. I think having a good talent, pipeline's really fun. I think also like sometimes you see a job and you're just ready for it. You're ready for a new opportunity. So I think both ways are a fantastic ways to find a job.
Nicole Hammond: I love that you [00:25:00] just geeked out on CRM.
carrie-brophy_3_04-10-2026_144953: I'm such a nerd.
Nicole Hammond: Okay. Lift and shift or transform and optimize.
carrie-brophy_3_04-10-2026_144953: Transform
and optimize.
Nicole Hammond: Yeah.
carrie-brophy_3_04-10-2026_144953: an easy
Nicole Hammond: Yeah. That's the one where I would've expected the resume response. Like, oh no, don't you dare lift and shift. Don't you dare people.
carrie-brophy_3_04-10-2026_144953: Never. Never. I've never recommended that. Ever.
Nicole Hammond: Me neither. Maybe to a box that you carry across a room, but that's about it. That's the only thing you can lift and shift. Okay. Um, big Bang or phased.
carrie-brophy_3_04-10-2026_144953: What? It really depends. I actually like a big bang because I think you get a lot of, I get a lot of excitement out of like, you can really shout about it. You can go company wide. This has happened, this is amazing. We're on the journey together. But phased can give you a little bit more time to sort of iterate and get it right.
It, it really depends on the organization. Yeah. but I'm, I'm quite fond of a big
bang.
Nicole Hammond: Yep. The consultants in us, we were on an offsite or onsite. And, um, there was a question asked [00:26:00] and both Carrie and I were like, it depends. It depends. It depends. And that is the number one term out of consultant's mouth. Right. But it does, you need to know more. You need to know more, and then you can provide
an answer.
carrie-brophy_3_04-10-2026_144953: I've done both and both, both work great. But something about a big bang, you, you feel like such satisfaction that everyone's
alive and
Nicole Hammond: Yeah,
yeah, yeah,
carrie-brophy_3_04-10-2026_144953: an
hour.
Nicole Hammond: yeah. Feel free to reach out to Carrie and put your scenario with her and she'll, she'll give you an answer beyond, it depends, right? Yeah.
carrie-brophy_3_04-10-2026_144953: I will.
Nicole Hammond: Okay. This is a fun one. Manual mapping or automated intelligent mapping
carrie-brophy_3_04-10-2026_144953: well, I'm really excited to learn more about automated intelligent mapping 'cause I have spent so many late nights manually mapping. Um, so automated mapping just sounds incredible. I'm very excited about it. So it's, that is where
I'm going and that's, that's where I'm like, yes. Thank you
Future.
Nicole Hammond: For those of you, we are learning this from an agent [00:27:00] perspective of what automated intelligent mapping looks like. As we think about Smartrecruiters coming into success factors, um, and I think every person that has done a late night hour of manual mapping, which hopefully all of you out there that have done it, your shoulders are heavy right now.
Now think about Winston Superhero intelligent mapping. Someone coming in, I just see him with his cape going, beep, beep, beep, beep. And moving it all over.
carrie-brophy_3_04-10-2026_144953: mean, it would've saved me hours and hours of my life. I was like, this is
amazing. I'm
Nicole Hammond: Agreed.
carrie-brophy_3_04-10-2026_144953: that everyone's doing implementation
now.
Nicole Hammond: I know you are very lucky back in our day.
carrie-brophy_3_04-10-2026_144953: Oh man. In the old
days,
Nicole Hammond: I know, right? Right. Okay. Um, career path or whatever comes my way.
carrie-brophy_3_04-10-2026_144953: Whatever comes my way. I've had a really wonky career path. I've always worked in talent acquisition. I love it, but I think always be open to opportunities and taking sideways steps or even boomeranging, which I'm a
big fan
Nicole Hammond: [00:28:00] Here we are. Here we are. Love it, love it, love it, love it. Love it. Okay, automated interviewer, or live human.
carrie-brophy_3_04-10-2026_144953: Oh, consultant answer there it depends. It depends. I think for high volume, the automated interviewing is just so fantastic, but when you get to the later stages, it's really important for a lot of reasons to check the chemistries, speak to people. and sort of trust your instincts.
I think it's so exciting now we have the ability to have both in a single process. And it's just, it's so exciting to see that transform
recruitment,
Nicole Hammond: yeah. But don't forget the humanized hiring component, right? Don't forget it. Don't forget it.
carrie-brophy_3_04-10-2026_144953: it's so important. I mean, you and I spoke about this already on the podcast, but it's people, first people are what make an organization and that's not going to
change.
Nicole Hammond: Nope. I love it. I love it. All right. Uh, reward or Recognition.
carrie-brophy_3_04-10-2026_144953: Oh, both.
Nicole Hammond: Yes. Yes. [00:29:00] Um, good manager or fun Job. Ooh, this is it.
carrie-brophy_3_04-10-2026_144953: Again,
both.
Nicole Hammond: Okay.
carrie-brophy_3_04-10-2026_144953: I should disclose that you are my manager and I have a fun
job, so
Nicole Hammond: I I didn't even think about that until I read it and I was like, oh, oh, yeah. Let's see what she says. This is not a test, Carrie. It's not,
carrie-brophy_3_04-10-2026_144953: Fun manager.
Nicole Hammond: I would say both too. Uh,
carrie-brophy_3_04-10-2026_144953: both.
Nicole Hammond: okay. I threw this one in based on a, a, a recent joke of ours, San Diego or New York.
carrie-brophy_3_04-10-2026_144953: Oh no, don't make me choose new. New York is my favorite city to visit, so it's, but I haven't been to San Diego yet, so who
knows?
Nicole Hammond: it's an and, okay. Uh, Broadway show or kids theater show.
carrie-brophy_3_04-10-2026_144953: Broadway show. Don't even play. Oh, with my kids in it. Oh,
I'm not changing my answer.
Nicole Hammond: I love it. I love it. They're never gonna hear this, so it's okay. It's okay. You can be that actress that you are and say, [00:30:00] best show ever,
carrie-brophy_3_04-10-2026_144953: Best
show.
Nicole Hammond: uh,
carrie-brophy_3_04-10-2026_144953: show ever.
Nicole Hammond: beer or wine.
carrie-brophy_3_04-10-2026_144953: Probably
wine. I like
Nicole Hammond: Okay.
carrie-brophy_3_04-10-2026_144953: Or a Negroni.
Nicole Hammond: It's like, You know me. No one ever asked me, but yes, Negroni.
carrie-brophy_3_04-10-2026_144953: Yeah.
Nicole Hammond: Carrie, tell everyone where they can connect or find you.
carrie-brophy_3_04-10-2026_144953: LinkedIn is the best place to find me. Um, I think there'll be a link to my profile. I'm always happy to chat. I can tell you if you should do a Big Bang or a phase or which Broadway show to
go
to, um, or where to get a good bite to eat in
the
west country in
Nicole Hammond: There you go.
carrie-brophy_3_04-10-2026_144953: they're my areas of
expertise.
Nicole Hammond: See, there we go. And beyond that, hopefully you have learned something and can take it with you, whether it's going through transformation, whether it's around data migration, whether it's around anything that involves, uh, people, process, technology carrie's here for you. Um, we love Carrie. And Carrie, thank you so much for doing this on your Friday.
I know I am standing between you and a [00:31:00] beautiful meal. Um, but. This has been wonderful, and this has been another episode of Hiring Happy Hour, and thank you audience for listening, watching, um, learning with us as we go through this. If you have questions or someone you wanna see on the show, please, please let us know.
All right. Have a good one.
carrie-brophy_3_04-10-2026_144953: Have a good one. Thanks Nicole.