Erica Weser

Only 37% of hiring leaders say they feel prepared for AI, so what's the other 63% missing? Matt Alder, host of the globally renowned Recruiting Future podcast and one of the most forward-thinking voices in TA, joins Nicole to cut through the noise. From drawing sharp parallels between AI and the early internet to defining what actually separates real, working innovation from a flashy demo, this conversation is grounded, strategic, and refreshingly honest about why execution matters more than ambition, how the industry needs to think, not just act, differently. Takeaways:The AI era mirrors the internet era, but this time, hesitation has a much higher price. The mindset skills that helped teams survive early internet disruption are the same ones needed now; the difference is you have weeks, not years, to adapt. Agility isn't a nice-to-have; it's the only strategy that survives this cycle.Vision anchors you when everything else is shifting. When the path forward is unclear, a strong strategic vision keeps your team aligned even as the tactics change underneath you. Without it, every product update feels like a crisis. With it, change becomes fuel, not friction.Only 37% of hiring leaders feel prepared for AI, and that number is optimistic. The ones who think they're fully ready may not fully grasp the scope of what's coming. True preparedness isn't a state you reach; it starts with asking better questions and building toward the answers, fast.Build the foundation before chasing the features. The organizations making the biggest strides with AI have invested in infrastructure, trust, and culture first. Innovation without a foundation is just expensive experimentation.AI should handle what it does better than humans, and step aside for the rest. AI can process and interpret resumes at a scale no human can match; humans bring the judgment, relationships, and emotional intelligence that no AI has mastered. Knowing where to deploy each one is the real competitive edge.Candidate trust is the missing piece of the AI adoption conversation. Much of the skepticism around AI in hiring is perception-driven, not fact-driven, and that means companies have an opportunity to lead with transparency and explainability to rebuild it.Freeing up recruiter time only creates ROI  if your team knows what to do with it. AI-driven efficiency is only as valuable as what replaces the time it frees. If your team can't clearly articulate the strategic work they'll do with that bandwidth, that's not an AI problem — it's a strategy problem. And it's the most important one to solve before you invest.Quote of the Show:“If AI is going to free up this time for us, what is it that you are going to be doing that adds value to the business?” - Matt AlderLinks:LinkedIn: linkedin.com/in/mattalderWebsite: https://recruitingfuture.com/Ways to Tune In:Substack: HiringHappyHour.com Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf Apple Podcasts: https://podcasts.apple.com/podcast/hiring-happy-hour/id1868802369 Amazon Music: https://music.amazon.com/podcasts/d60912b0-8925-4bba-aff1-f5230a0cc793 iHeart Radio: https://iheart.com/podcast/317223012/ Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769

What does real TA transformation actually look like, beyond a system migration? In this episode of Hiring Happy Hour, Nicole sits down with Alan Walker, Co-Founder and CEO of Udder, to unpack what it takes to build hiring operations that actually work from the ground up, under pressure, and at scale. Alan shares how Udder grew from a two-person startup, launched mid-pandemic with a few hundred pounds, into a global consultancy that has delivered more than 600 HR tech implementations, including hundreds of SmartRecruiters projects. From leading with design before configuration to putting people and process ahead of technology, this conversation offers a grounded look at why a migration changes systems, but transformation changes outcomes, improving how hiring works for recruiters, hiring managers, and candidates through better design, stronger adoption, and more disciplined execution.Takeaways:Migration and transformation are not the same thing, and the difference matters. If you are simply moving from one system to another without rethinking process and behavior, you are migrating, not transforming. The language you use sets the mindset for the entire project.Front-load design time before you ever touch the system. Organizations that rush into configuration end up revisiting decisions mid-implementation. Investing in discovery and process design upfront is what allows large organizations to go live in three months, not twelve.A good consultant pushes back and earns the right to do it. The best implementations are not built on order-taking. Building trust early gives your team the standing to challenge assumptions and redirect when something will not serve the client long-term.Momentum during uncertainty is a competitive advantage. When COVID hit, Udder's ability to make decisions quickly and start delivering immediately won clients that would have otherwise gone to much larger firms. Speed and accountability compound over time.Hire for curiosity and character, and train for hard skills. The traits that define Udder's people, including curiosity, an engineer's mindset, and a genuine drive to go the extra mile, cannot be taught the same way system knowledge can. Culture is the foundation; capability gets built on top of it.True transformation touches the trifecta: hiring managers, recruiters, and candidates. If all three stakeholders experience meaningful improvement, you have transformed something. If only one does, you have optimized a corner of a broken process.Executing against a vision beats chasing trends every time. Whether it is an ATS implementation or building a company, the organizations that define a clear end state and stay committed to it, even when the path changes, are the ones that actually get there.Quote of the Show:"Transform the people, because they'll then transform the process." — Alan WalkerLinks:LinkedIn: https://www.linkedin.com/in/walkeralan/ Website: https://udder.rocks/ Ways to Tune In:Substack: HiringHappyHour.com Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf Apple Podcasts: https://podcasts.apple.com/podcast/hiring-happy-hour/id1868802369 Amazon Music: https://music.amazon.com/podcasts/d60912b0-8925-4bba-aff1-f5230a0cc793 iHeart Radio: https://iheart.com/podcast/317223012/ Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769 

Some of the best ideas in business history weren’t born in boardrooms, and Steve Hardy has the Sip Club to prove it. In this episode of Hiring Happy Hour, Nicole sits down with Steve Hardy, five-time CMO, Forrester Marketing Executive of the Year, and current SmartRecruiters CMO for a conversation about what modern hiring innovation should actually enable and all that it takes to get there. From building a Friday ritual that outlasted his own tenure at a company to keeping culture, momentum, and execution intact through big change, Steve and Nicole discuss how the future of hiring will be shaped by teams that can ship, learn, adapt, and deliver with trust. And yes, they get into the numbers too. Because when nearly 60% of hires on your platform are already touching AI, and you’ve shipped 160% more product in a single year, the story goes beyond marketing and into the day-to-day reality of getting great work done. At a time when hiring leaders are looking for proof over hype, visible product progress, and consistent execution, Steve offers a grounded view of what it takes to keep momentum going inside a fast-changing environment.Takeaways:If your team does not feel connected and inspired, do not expect execution to show up on its own. Ask yourself honestly whether the people executing actually believe in what you're building.Watch the market and keep your eye on customers, but make room for new ideas to surface. Some of the best thinking happens when people have the space to reflect, connect dots, and solve problems informally.Build WITH your customers, not just FOR them. Every feature SmartRecruiters ships has spent real hours in front of real users, and your design partner program isn't a nice-to-have, it's your quality filter. A quicker pace of innovation only matters when what you are delivering is clear, useful, and easy for customers to put into practice.Don't be afraid to kill what isn't working. Sunsetting a workflow, product, or idea is not failure; it is often how teams protect momentum and redirect energy toward what actually moves the needle.When navigating change, lead with curiosity instead of certainty. Ask more questions, bring in different perspectives, and let those differences sharpen the path forward rather than slow it down. Use frameworks like "five whys" to get to the real heart of how things work on both sides.Stop bracing for what AI might take away and start building toward what it could create. A decade ago, nobody had a job title with "cloud" or "social" in it, and the same shift is happening right now.Quote of the Show:“We don’t call it innovation when it happens on a playground. Kids are just being creative. They’re given the space to be individuals and explore ideas freely, and I think we need to create more of those opportunities in the workplace to get the best out of people.”  - Steve HardyLinks:LinkedIn: linkedin.com/in/steve-hardy-cmoWebsite: smartrecruiters.com Ways to Tune In:Substack: HiringHappyHour.com Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf Apple Podcasts: https://podcasts.apple.com/podcast/hiring-happy-hour/id1868802369 Amazon Music: https://music.amazon.com/podcasts/d60912b0-8925-4bba-aff1-f5230a0cc793 iHeart Radio: https://iheart.com/podcast/317223012/ Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769

What does it actually take to build a hiring system from scratch, launch it during COVID, and hit 1.3 million hires in a single year? In this episode of Hiring Happy Hour, Nicole sits down with her friend and former implementation partner Preeti Woods, Senior Product Manager at Amazon Web Services, to unpack the real story behind deploying SmartRecruiters to 3,000+ Amazon DSPs across 14+ countries, including the moment a UAT crisis forced a full pivot that changed the product forever. This conversation is equal parts technical, human, and deeply honest about what it means to build something that actually works when the stakes couldn't be higher. Takeaways:Passion and belief in the "why" aren't soft skills, they're load-bearing. Knowing why your work matters and who it ultimately serves is what keeps teams moving when timelines tighten and decisions get hard.Speed is an asset until it isn't. When UAT revealed a fundamental flaw in their deployment model, slowing down to pivot correctly was the only move… and it paid off.Your customer's customer matters. Preeti kept candidates and DSP owners at the center of every product decision, not just internal stakeholders, and that lens shaped a better outcome at every turn.Build relationships with your vendors the way you'd build them with your team. Transparency and trust between Amazon and SmartRecruiters made an impossible pivot possible in under a month.Outcome-oriented leadership beats micromanagement every time. Whether it's four days or six, remote or in-office, Preeti's standard is simple: are you delivering?Don't underestimate what one person with clarity can drive. Preeti started as a team of one and within months was coordinating a product launch that set new Amazon records.The hardest moments make the best case studies. The willingness to write a pivot doc, convince leadership, and take a risk is often where real transformation begins.Quote of the Show:"Ultimately we worked hard. We accomplished something big and now our customers are truly delighted by it." - Preeti WoodsLinks:LinkedIn: linkedin.com/in/preetiwoodsWebsite: https://aws.amazon.com/ Ways to Tune In:Substack: HiringHappyHour.com Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf Apple Podcasts: https://podcasts.apple.com/podcast/hiring-happy-hour/id1868802369 Amazon Music: https://music.amazon.com/podcasts/d60912b0-8925-4bba-aff1-f5230a0cc793 iHeart Radio: https://iheart.com/podcast/317223012/ Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769 

We're bringing this one back to the feed because some conversations are too important to only hear once. Jamie Szymkowiak, Head of Talent Acquisition at EcoVadis, former political advisor to the UK House of Commons, and disability rights advocate who turned personal adversity into a top 5% billing career, is someone whose story doesn't lose anything on a second listen. Nicole and Jamie’s conversation is a masterclass in doing hiring right, tackling AI's unintended blind spots, practical frameworks for accessibility, and why integrity isn't optional in recruiting.Takeaways:State your accessibility options directly in the job description and on your careers page. That single line of text is often the first signal to a candidate that your organization actually sees them.AI interviewing can inadvertently exclude the people you most want to reach. Candidates with anxiety, disabilities, or nervous dispositions need human touchpoints, not just automated queues, to show up as their best selves.The most powerful step toward inclusive hiring is listening to the people most affected by it. Lived experience isn't a nice-to-have; it's the most credible source of insight and accountability you have.Unconscious bias training only works if it's recurring. A one-time module fades; it has to be woven into the rhythm of how your team operates, not treated as an annual obligation.Once you make inclusive changes, go back to the people who've been hired through your process. They've seen it from the inside, they trust you, and they're your most honest and underutilized source of feedback.Integrity in recruiting is your long-term brand. Every shortcut has a cost. Jamie learned it the hard way when a single lapse with a confidential client search ended a promising business relationship for good.The best recruiters don't just place candidates, they redirect them. Giving honest, actionable feedback and pointing someone toward a better-fit opportunity might be the single most impactful thing a TA professional can do.Quote of the Show:"The human-centric aspect of our job will never go away." — Jamie SzymkowiakLinks:LinkedIn: https://www.linkedin.com/in/jamieszymkowiak/  Company website: http://www.ecovadis.com/ Ways to Tune In:Substack: HiringHappyHour.com Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf Apple Podcasts: https://podcasts.apple.com/podcast/hiring-happy-hour/id1868802369 Amazon Music: https://music.amazon.com/podcasts/d60912b0-8925-4bba-aff1-f5230a0cc793 iHeart Radio: https://iheart.com/podcast/317223012/ Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769 

What happens when the host becomes the guest , and her closest colleague holds the mic?In this one-of-a-kind episode of Hiring Happy Hour, Nicole Hammond steps out of the interviewer seat and into the spotlight. Her friend and SmartRecruiters' Global Head of Content & Communications, Erin Diamond, takes the wheel, pulling back the curtain on Nicole's career journey, her philosophy on change management, AI, and what it actually takes to build something that lasts. From bio-psychology to Deloitte to a decade-plus at SmartRecruiters...this one's personal, honest, and a whole lot of fun. Plus, Nicole’s iconic hat collection makes a special appearance that you don’t want to miss! Takeaways:Empathy isn't soft, it's a leadership skill. Understanding how your actions impact others is the foundation of great teams, great hiring, and great parenting too.You can't fake role clarity, you have to live it. Swapping roles in a structured, safe environment builds the kind of cross-functional appreciation no memo ever could.Change management isn't a task you assign, it's a discipline you invest in. If you're just tacking it onto someone's existing role, you're setting the initiative up to fail.AI works best as a support mechanism, not a decision maker. The companies getting this right are using it to reduce noise and increase efficiency, not replace human judgment.Every organization needs a centralized AI committee. When departments run AI initiatives in silos, overlap happens, value gets lost, and risk goes unmanaged.The best leaders don't just plan the next step, they map five steps ahead and work backwards. Vision without execution is just a daydream; reverse-engineering makes it real.Filling your bucket, and someone else's, matters more than we admit. In an industry focused on metrics, one act of kindness and recognition can shift everything.Quote of the Show:“ Just take a moment to make someone else feel good. I think the world will always go through trials and tribulations and positivity is a gift that we should all share. ” - Nicole HammondLinks:Nicole’s LinkedIn: linkedin.com/in/nicolemhammondErin’s LinkedIn: linkedin.com/in/erinpdiamondWebsite: https://www.smartrecruiters.com/ Ways to Tune In:Substack: HiringHappyHour.com Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf Apple Podcasts: https://podcasts.apple.com/podcast/hiring-happy-hour/id1868802369 Amazon Music: https://music.amazon.com/podcasts/d60912b0-8925-4bba-aff1-f5230a0cc793 iHeart Radio: https://iheart.com/podcast/317223012/ Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769 YouTube: https://youtu.be/BC0LkWbP5rY 

What happens when you combine deep technical expertise with a genuine love for people? You get Carrie Brophy, and she is everything. With over 20 years of experience driving HR and recruitment transformation across the globe, Carrie is a rare ATS specialist who can speak the language of the recruiter on the floor and the HRIT team in the boardroom. She has implemented some of the world’s most powerful platforms across more than 70 countries, and she brings every ounce of that expertise to this episode. Whether you're mid-implementation, considering a transformation, or just trying to figure out why your ATS is not working the way it should, this one is for you. Carrie breaks down what it really takes to “Go-live” successfully, stay successful after launch, and build technology solutions that actually serve your people. She also brings a refreshing dose of real talk about working motherhood, simplicity as a design principle, and why you should never lift and shift. It all comes together in an episode worth savoring like a Negroni on a Friday evening.Takeaways:Bridge the gap between functional and technical. The rarest skill in TA tech is being able to speak both languages, and it's what makes transformation actually stick.Executive buy-in is non-negotiable. If the goal isn't championed from the top down, adoption will stall before you ever reach go-live.Design principles are your north star. Name them early, whether LFR, candidate-first, or simplicity, and let them filter every single decision throughout the process.Go-live is not the finish line. Hypercare is where real success is determined, so plan for feedback, iteration, and long-term support from day one.Simplicity scales. Complexity doesn't. Fewer, well-designed processes beat hundreds of edge-case configurations every time and make future changes infinitely easier to manage.Working motherhood is a masterclass in prioritization. Carrie delivered her final training session at eight and a half months pregnant, proving that radical clarity on what matters is a superpower.Stay open to the wonky path. Say yes to sideways steps and boomerang moments, because they often lead somewhere more extraordinary than any straight line could.Quote of the Show:“Success is never final, and day one of go-live is not the end of the journey.” - Carrie BrophyLinks:LinkedIn: linkedin.com/in/carriebrophyWebsite: https://www.smartrecruiters.com/ Ways to Tune In:Substack: HiringHappyHour.com Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf Apple Podcasts: https://podcasts.apple.com/podcast/hiring-happy-hour/id1868802369 Amazon Music: https://music.amazon.com/podcasts/d60912b0-8925-4bba-aff1-f5230a0cc793 iHeart Radio: https://iheart.com/podcast/317223012/ Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769 

Ed Zetusky, Director of Talent Acquisition at Comoto Family of Brands, spent over a decade transforming a good referral program into a great one, starting at RevZilla, a Philadelphia-based motorcycle e-commerce company, where he identified that only a small group of employees were driving the majority of referrals and set out to fix it by designing a point-based contest that rewarded employees at every stage of the hiring funnel, layered public recognition at all-hands meetings, and capped each year with an Olympic-style celebration complete with a custom podium and cash medals, resulting in referrals going through the roof, a full-time average tenure of five years, and voluntary full-time turnover of just 20% across Comoto’s 180+ locations.Takeaways:Reward the journey, not just the destination. A point-based system that credits employees at every stage of the hiring funnel, not just when someone is hired, motivates broader, higher-quality participation from across the organization.Pair recognition with rewards to maximize impact. Publicly celebrating referral winners in front of the whole company creates social proof and friendly competition that cash alone can’t generate, and makes the recognition as visible as possible.Sell referrals as a team benefit, not just a bonus. Framing referrals as a way for employees to bring in great colleagues who will make their own jobs easier speaks directly to employees’ self-interest and drives genuine engagement.Lean into your company culture when designing the program. The most successful referral programs are tailored to the organization’s personality, whether that’s Olympic ceremonies, themed branding, or weekly shout-outs; the format should feel authentic to your team.Get leadership involved early. Executive advocacy when launching the program provides the initial momentum and signals to employees that this initiative has real organizational backing.Quote of the Show:“Take risks, wear a helmet." - Ed ZetuskyLinks:LinkedIn: https://www.linkedin.com/in/edzetusky/ Website: https://ridecomoto.com/http://www.revzilla.com/careers https://www.cyclegear.com/careers https://www.jpcycles.com/careersWays to Tune In:Substack: HiringHappyHour.com Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf Apple Podcasts: https://podcasts.apple.com/podcast/hiring-happy-hour/id1868802369 Amazon Music: https://music.amazon.com/podcasts/d60912b0-8925-4bba-aff1-f5230a0cc793 iHeart Radio: https://iheart.com/podcast/317223012/ Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769