Nicole Hammond

What does it really take to build a talent team that earns trust, drives results, and plays the long game? In this episode of Hiring Happy Hour, Nicole Hammond sits down with Angie Goldman, Head of Talent at Greencross Pet Wellness Company, for a thoughtful and refreshingly honest conversation about leadership, team building, and specialty recruitment. Angie shares her unexpected path into a Head of Talent role, what it was like rebuilding a team from the ground up, and how blending clinical expertise with recruiting experience created a stronger, more balanced function. The conversation explores long-term workforce planning, proactive hiring, and how automation can support recruiters without sacrificing human connection.  Takeaways:Personality and trust outweigh process alone. Strong communication skills and genuine relationships are essential for both candidate experience and stakeholder partnership.Building teams requires intentional balance. Angie pairs recruiters with different backgrounds to combine clinical credibility with recruitment expertise.Specialty hiring demands long-term thinking. In highly constrained markets, success often means engaging candidates months, or years, before they can start.Proactive planning beats reactive hiring. Succession planning, internal mobility, and early conversations with grads and interns are critical to retention.Automation should remove noise, not humanity. Using technology to filter, schedule, and streamline allows recruiters to focus on strategy and connection.Leadership extends beyond work. Angie’s approach to balance, boundaries, and personal fulfillment directly informs how she leads her team.Quote of the Show:“ I want people that prioritize an excellent candidate experience and who are able to build strong bonds with the candidate because it's a big deal of changing jobs. They've gotta trust us.” - Angie GoldmanLinks:LinkedIn: https://www.linkedin.com/in/angie-goldman-241a2251/ Website: http://www.greencrosslimited.com.au/ Email: angela.goldman@gxltd.com.au 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 a recruiter refuses to let technology replace the human connection at the heart of hiring? In this episode of Hiring Happy Hour, Nicole Hammond sits down with Stormy Jones, HR Business Partner at Pyrotek, for a conversation centered on the human side of recruitment. Stormy shares how her transition from decentralized to centralized recruiting reshaped her career and strengthened her approach to hiring. She reflects on standout candidate experiences, the power of values alignment, and the importance of understanding team dynamics beyond the job description. Nicole and Stormy also dig into the role of AI and automation, generational differences in adopting new tools, and the need for thoughtful change management. Stormy’s farming background, people-first mindset, and deep appreciation for her team shine throughout the episode, ending with a fun “this or that” game that highlights her authentic style. Takeaways:Human connection should lead the hiring process. Technology can streamline administrative tasks, but it should never replace personal, face-to-face conversations with candidates.Values alignment drives long-term success. Stormy explains that great hires go beyond qualifications. Their mindset, collaboration style, and cultural fit matter just as much.Centralized recruiting creates clarity and consistency. Moving from a decentralized model helped Stormy build stronger partnerships with hiring managers and improve outcomes across the organization.AI is helpful, but it shouldn’t dominate. Automating tasks can create efficiency, but recruiters must remain intentional about maintaining meaningful interactions.Small gestures from candidates still stand out. Follow-up notes and thoughtful communication demonstrate genuine interest and leave a lasting impression.Quote of the Show:“We have to learn a way to blend the two of tech and human interaction.” - Stormy JonesLinks:LinkedIn: https://www.linkedin.com/in/stormy-jones-shrm-cp-prc-5536b327/ Website: http://www.pyrotek.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  

How do you transform an underperforming talent acquisition function into an award-winning engine of efficiency, candidate experience, and innovation, while navigating stakeholders, tech stack overhauls, and the rapid rise of AI? In this episode of Hiring Happy Hour, Nicole sits down with Derek Del Simone, Chief Talent Officer at Abano Healthcare and one of Australia’s top HR and TA leaders. Derek walks through the two-year transformation that turned a reactive talent function into an industry-recognized powerhouse, earning awards for best tech stack, candidate experience, and innovation. He shares how to build trust with senior stakeholders, translate recruiting metrics into business value, advocate for the right technology, and navigate the fast-evolving world of AI with intention.  Takeaways:Transformation starts with a voice at the table. Derek emphasizes that TA leaders must advocate for their function and position themselves as revenue enablers to drive meaningful change.ROI only resonates when framed in dollars, not days. Time-to-fill means little to executives unless tied directly to revenue impact, reduced agency spend, or improved retention. Leaders must translate talent metrics into business language.Adoption is the quiet engine behind tech success. Even the best platforms fail without stakeholder buy-in and team engagement. Bringing people along early ensures long-term transformation sticks.Curiosity is a leadership skill, not a hobby. Derek dedicates time daily to learning, researching trends, and exploring emerging tools. He believes continuous curiosity is what keeps TA leaders ahead of the market.Personal balance fuels professional clarity. His first-ever four-week holiday reminded him that leaders must model the boundaries they encourage. Stepping away strengthened his perspective and renewed his energy.The future of TA is shifting rapidly, and leaders must adapt. From the potential decline of job boards to AI-powered interviewing and automation, Derek sees the next five years as a defining moment for the evolution of talent acquisition.Quote of the Show:“ I'm a firm believer that ATS suites could be right for one team, but not for another team. You have to really dive into the right tech stack for yourself.” - Derek Del SimoneLinks:LinkedIn: https://www.linkedin.com/in/derekdelsimone1/ Website: https://abanohealthcare.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 

Welcome to Hiring Happy Hour, where we celebrate the human side of hiring. Join host, Nicole Hammond, and as she pulls back the curtain on the people shaping the future of work- the innovators, dreamers, and change makers behind today’s hiring technology experience.