Hiring Happy Hour

Fresh out of the sessions at SAP Connect, industry analyst Kyle Lagunas has sharp insights on where HR tech is headed next. Nicole and Kyle sat down in person at the event for this episode of Hiring Happy Hour, reflecting on everything they’d heard throughout the week. Kyle, Founder and Principal Analyst at Kyle & Co, shares why an outcomes-first approach is overdue, why transformation can’t be a lift and shift, how AI readiness differs from past waves like offshoring and cloud, and why HR needs a seat at the AI table. Add a few Gossip Girl references, a manifesto for four-day work weeks, and a This or That round that ends with a dirty gin martini! 

Takeaways:

• AI readiness starts with redesigning work. Instead of simply adding AI to existing processes, HR leaders should look for opportunities to rethink how work gets done and where people can create the most value.
• HR needs to be part of the AI conversation. AI is already influencing workforce and business decisions. HR leaders need the technical literacy and cross-functional relationships to help shape those decisions, not just respond to them.
• Technology alone won’t transform talent. Becoming an AI-ready or skills-based organization requires more than buying a new platform. Data, processes, operating models, governance, and change management all have to evolve alongside the technology.
• The future of talent is about the work, not just the job. Kyle and Nicole explore why organizations should look beyond job titles and focus on the work that needs to be done, including when to redeploy internal talent, hire externally, or redesign the work entirely.

Ready to begin your AI in HR transformation? Learn more about the move from SAP SuccessFactors Recruiting to SmartRecruiters. 

Quote of the Show:

• “We have an opportunity once in multiple generations to completely reinvent all of it [how we approach work, talent, and the workforce]. We have that opportunity in front of us if we can take it.”  - Kyle Lagunas

Links:

• Kyle’s LinkedIn: https://www.linkedin.com/in/kylelagunas/
• Kyle’s Website: http://kyleandco.com
• SmartRecruiters: https://www.smartrecruiters.com/ 
  • The Role of AI in HR Analytics and Decision Making: https://www.smartrecruiters.com/resources/article/ai-in-hr/ 
  • AI in Recruitment: The Future of Hiring for 2026 https://www.smartrecruiters.com/resources/article/ai-in-recruitment/ 
  • Why SmartRecruiters is the Best Move for SAP SuccessFactors Recruiting Customers https://www.smartrecruiters.com/resources/ebooks/why-smartrecruiters-is-the-best-move-for-sap-successfactors-recruiting-customers/  
• SAP: https://www.sap.com 
• TechWolf: https://www.techwolf.com 

Ways to Tune In:

• Substack: HiringHappyHour.com 
• Spotify: https://open.spotify.com/show/1Pnhu7Njmi09N6Yzye59Nf 
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• Transistor: https://podcast.hiringhappyhour.com/

Thousands of applications, no consistent way to review them, and great candidates slipping through. How does a global TA team fix that? In this episode of Hiring Happy Hour, Nicole talks with Danilo Bulatovic, Global Lead of Talent Acquisition Sourcing and Operations Technology at Syngenta, about turning that challenge into a success story. Danilo shares how SmartRecruiters’ Winston Match and Winston Screen brought consistency to top of funnel review while keeping humans in every decision. After five months of using Winston Match, more than 60% of candidates who scored a four have moved on to interviews at Syngenta, and early signs show less time spent on review and stronger candidates moving forward. Danilo also makes the case for responsible AI adoption: human oversight on every decision, regular checks on low-scored candidates, and screening that helps strong candidates move forward, not filter them out. He shares where the recruiting roadmap is heading, including agents that help candidates find roles that fit.

Takeaways:

• Find where your team’s time actually goes. Application review can take 30-50% of a TA team’s week, so look there first.
• Keep humans in the decision seat. Let AI prioritize candidates, then let your TA partners make every call.
• Pair matching with screening questions. Together they show your team who fits and surface details a resume may have left out.
• Don’t stop at the top matches. Review candidates across the full ranking to catch false negatives and build trust in the tool.
• Expect fewer applications reviewed, not lower quality. Early signs show less time at the top of the funnel and stronger candidates moving forward.

Quote of the Show:

• “When you join answers from Winston Screen and then with Winston Match, it does give a really great insightful way for recruiters to review these findings and also connect with the actual resume of candidates and decide who they want to move forward with.” - Danilo Bulatovic

Links:

• LinkedIn: https://www.linkedin.com/in/danilobulatovic/ 
• Website: https://www.syngenta.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://www.youtube.com/@HiringHappyHour 
• Transistor: https://podcast.hiringhappyhour.com/

What does it take to lead hiring through relentless change without losing the human thread that holds teams together? In this special re-aired episode of Hiring Happy Hour, Nicole Hammond sits down with Kim Nicholas, GM of Talent Acquisition Systems & Payroll at The Warehouse Group, for a candid conversation about resilience, leadership, and high-volume hiring under pressure. Kim reflects on navigating COVID-era disruption, enterprise-wide agile transformation, and exponential growth in applications, all while supporting over 10,000 employees across 190+ retail sites in New Zealand. The conversation blends hard-earned operational lessons with deeply personal leadership insights, offering a grounded perspective on what it means to build hiring systems that endure.

Takeaways:

• Change doesn’t pause for perfect conditions. Momentum matters more than flawless execution when organizations are under pressure.
• Education beats enforcement during transformation. People adapt faster when they understand the “why,” not just the process.
• Attitude can outweigh experience. Especially in frontline and early-career roles, curiosity and coachability drive long-term success.
• Candidate experience is brand experience. How applicants are treated directly impacts customer trust and loyalty.
• Automation should protect humanity, not replace it. The best systems remove friction so recruiters can focus on connection and judgment.
• Resilient leadership depends on mental health. Sustained change is impossible without boundaries, balance, and self-awareness.

Quote of the Show:

• “ It was really about how can we make an impact to the business when we're not the ones that decide the product goes in store, but we can help the experience of who comes in.” - Kim Nicholas

Links:

• LinkedIn: https://www.linkedin.com/in/kim-nicholas-26a23038/ 
• Website: https://www.twgcareers.co.nz/ 
• Email: [email protected] 

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 
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• iHeart Radio: https://iheart.com/podcast/317223012/ 
• Podchaser: https://www.podchaser.com/podcasts/hiring-happy-hour-6340769 

The hiring playbook most teams still follow was built for a market that no longer exists. Attention spans are shorter, competition is fiercer, and rigid systems slow every decision down. In this special compilation of Hiring Happy Hour, Nicole brings together five talent leaders to explore why the old playbook can't match today's pace. From shrinking attention spans to hidden talent pools and rigid legacy systems, one message comes through: static hiring leaves opportunity on the table. The path forward pairs speed and flexibility with AI that reflects your culture, while human judgment and relationships stay at the center. The teams that win won't choose between speed and the human touch. They'll build both into the process.

Takeaways:

• Audit your job ads for length and clarity. If candidates leave after half a scroll, your best message never gets read.
• Time to hire is only half the picture. Track how quickly someone goes from seeing a job to starting it.
• Stop treating job boards as your whole strategy. Only about 5% of qualified people are looking, and everyone is chasing them.
• Reach the other 95% before a role opens. Build relationships with people who aren't searching yet.
• If one system change disrupts several teams, your setup is too tangled. Choose tech that lets you adjust without breaking things.
• Tell candidates where they stand. A simple status email beats silence, and today's workforce expects it.
• Train AI on your culture and values like you would a new hire. Keep human judgment in charge of the final call.

Quote of the Show:

• "When you pair smart, adaptive AI and genuine human insight, you just don't fill roles. You build stronger, more connected teams for the long, long haul." - Nicole Hammond

Links:

• Nicole Hammond: linkedin.com/in/nicolemhammond
• Adam Reynolds: linkedin.com/in/adamreynoldsrecruitment 
• James Ellis: linkedin.com/in/thewarfortalent
• Chris Bailey: linkedin.com/in/chrisbaileysmartrecruiters 
• Jeremy York: linkedin.com/in/jeremyyork
• Alison Bosch: linkedin.com/in/alison-bosch-4360366 
• SmartRecruiters: 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 
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• YouTube: https://www.youtube.com/@HiringHappyHour 
• Transistor: https://podcast.hiringhappyhour.com/

25,000 hires. 170+ countries. 400+ recruiters enabled. SAP’s hiring team is officially live on SmartRecruiters, so we're hitting replay on Rebecca Carr's story of how this whole thing began. Trust us, it's even better knowing how it ends.

In part two of this re-aired conversation, Rebecca Carr, CEO of SmartRecruiters and now President of HCM Products at SAP, joins Hiring Happy Hour for a candid look at one of the most defining chapters in company history: rebuilding momentum internally, pivoting SmartRecruiters into an AI-first organization, and navigating the company’s acquisition by SAP, all at the same time.

What follows goes far beyond strategy decks and vision statements. At a moment when many companies slow down under the weight of acquisition and organizational change, Rebecca shares how SmartRecruiters accelerated, launching Winston into a market that was not fully ready and driving adoption to nearly 60% of all jobs running through the platform, a remarkable number at a time when most AI products struggle to achieve sustained enterprise usage.

But this conversation is about more than AI. It is about what innovation actually looks like inside a global enterprise: moving quickly without losing trust, creating clarity during uncertainty, and building a culture willing to execute before every answer is fully known. From rebuilding organizational confidence to navigating acquisition, Rebecca shares an honest look at what transformation demands from modern leaders: conviction, adaptability, and the courage to keep moving while the future is still taking shape.

Takeaways:

• Ship the vision before the market catches up. Waiting for industry consensus before moving on AI is how organizations fall behind. SmartRecruiters launched and drove adoption of Winston, the platform’s AI interface, while competitors were still debating the concept — and built a separation that's now measurable.
• Adoption is the real proof point, not the product itself. A strong launch means nothing if people don't use it. Getting there requires change management, internal champions, and a rollout strategy that's as deliberate as the product itself.
• Enterprise transformation and innovation can coexist if you're intentional. Navigating a major acquisition while simultaneously evolving your product vision is only possible when leaders are radically transparent about where the business is and what it needs to do next. Rebecca held both in motion by keeping the team informed, focused, and moving.
• Create conditions for bold thinking, then actually act on what comes out. The best strategic ideas rarely emerge from structured planning sessions. When Rebecca asked her team at a company offsite to bring back the craziest ideas on the planet, she got a product roadmap. Some of those ideas are still in flight today.
• Speed is a strategic asset, not a byproduct. In a crowded market, the organization that moves with both conviction and urgency creates its own differentiation. From launching Winston to closing an acquisition with one of the largest enterprise software companies in the world, pace itself became part of SmartRecruiters’ value proposition. 
• Confidence shown to the market is its own signal. Rebecca's "dance floor" analogy captures something every TA leader navigating a competitive landscape needs to hear: confidence shown to the market, even imperfect confidence, projects readiness and attracts the right partners before the window closes.
• Change management is an innovation problem, not just a people problem. Getting an enterprise to adopt new technology at scale means solving for trust, clarity, and momentum, not just capability. Treat rollout as a strategic challenge equal to the product build itself. 

Quote of the Show:

• “If you have a goal, and you have passion behind it, you have to believe in it as a leader.” - Rebecca Carr

Links:

• LinkedIn: linkedin.com/in/rebeccajcarr
• Website: 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://www.youtube.com/@HiringHappyHour 
• Transistor: https://podcast.hiringhappyhour.com/

This week on Hiring Happy Hour, we're re-airing this conversation for a very good reason: Rebecca Carr’s story just picked up an exciting new chapter. Alongside her role as CEO of SmartRecruiters, she's now also the President of HCM Products at SAP.

Rebecca Carr didn’t plan to end up at SmartRecruiters. What started as an accidental application through a demo recruiting account became the beginning of a decade-long journey helping shape one of the most influential companies in hiring technology.

In part one of this special two-part series, Rebecca, CEO of SmartRecruiters and now President of HCM Products at SAP, joins Hiring Happy Hour to reflect on the early career moments, bold bets, and customer partnerships that helped define both her leadership journey and the evolution of SmartRecruiters itself. From a 94-day global deployment for Bosch to rethinking recruiting around trust, candidate experience, and long-term partnership, this conversation traces the career arc that enabled Rebecca to become the leader she is today, helping shape enterprise hiring through one of its most transformative moments yet.

Along the way, Rebecca shares lessons on grit, belief, and what enterprise change actually requires — including why keeping the feedback loop between product and customer tight has always been central to her thinking, and why it matters even more as AI begins to reshape how companies hire. For HR and TA leaders navigating that same shift, this is a conversation about what it looks like to build the future of hiring, not just talk about it.

Takeaways:

• Great implementations don't just go live — they create methodology. When you build around global standardization, candidate-first design, and real change management, you're not just deploying software. You're creating a repeatable playbook that the whole organization can use long after the project team moves on.
• Candidate experience has to be a non-negotiable line item in every design decision, baked into how your hiring technology should be built and deployed. The companies that get hiring right don’t just treat it as something to optimize for when it's convenient. Every process choice should be tested against one question: what does this mean for the candidate?
• The best vendor-customer partnerships are bidirectional. Real progress happens when both sides are willing to do things differently than they planned. That means customers trusting the vendor's product vision enough to standardize, and vendors trusting the customer's operational reality enough to build with them, not just for them. 
• The tightest feedback loops produce the best products. Depth of collaboration during implementation is hard to sustain post-go-live, but closing that gap through technology is one of the most important problems companies (including SmartRecruiters) should be focused on solving now.
• Be unromantic about your processes. Great talent with grit and belief still needs well-defined processes to execute against — but the moment you fall in love with how something is done, you lose the agility that makes you competitive.
• The relationships built doing hard work together outlast the work itself. When both sides are fully invested in making something succeed, the personal connections that form become a lasting foundation that enables further success. 

Quote of the Show:

• “A lot of what I've been thinking about with my own product organization today is how do you keep that level of really high-touch alive in an agentic era? I'd love to keep that customer experience consistent through the life of a contract, not just the first critical months.” - Rebecca Carr

Links:

• Rebecca’s LinkedIn: linkedin.com/in/rebeccajcarr
• Rebecca’s LinkedIn Post: https://lnkd.in/p/gaau238m 
• Website: 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://www.youtube.com/@HiringHappyHour 
• Transistor: https://podcast.hiringhappyhour.com/

What happens when "migration" actually means starting over? In this episode of Hiring Happy Hour, Nicole sits down with David Novak, Senior Director of Strategic Customer Engagements at SmartRecruiters, to unpack what it takes for enterprise customers to move off SAP SuccessFactors Recruit and onto SmartRecruiters. Dave leads the team built to support these moves, and his message is clear: this isn't a lift and shift, it's a transformation. They dig into why SmartRecruiters is built to be configurable rather than customizable, how that trade-off actually unlocks scale, and why governance now matters as much for monthly product releases as it does for AI. If your organization is weighing a platform change, this is a grounded look at what separates a rocky transformation from a successful one.

Takeaways:

• Treat a platform migration as a transformation, not a copy-paste job. If you rebuild your old system exactly as it was, you lose the reason you switched in the first place.
• Before redesigning any workflow, revisit why you wanted to change: a compelling candidate experience, less admin work for recruiters, and hiring managers who actually engage.
• A configurable system beats a highly customized one once you're thinking about scale. Custom builds are hard to unwind, and they slow down every future release you'd otherwise adopt in minutes.
• Pilot new capabilities in a safe test environment, one region or business unit at a time, before rolling them out org-wide. Small, intentional tests build confidence without disrupting the whole hiring organization.
• Assign one clear owner for monitoring and rolling out product releases. Governance breaks down fast when everyone assumes someone else is watching for what's new.
• Hold AI to the same governance standard as any other release. Know where the data comes from, keep a human in the loop on hiring decisions, and watch for bias baked into historical data.
• Look for a technology partner who flags relevant updates before you have to ask. That shift, from reactive support to proactive guidance, is often what unblocks a complex transformation.

Quote of the Show:

• "Bring them [hiring managers] back to why they wanted to make the change in the first place... empowered recruiters, engaged hiring managers, and a compelling candidate experience."   - Dave Novak

Links:

• LinkedIn: https://www.linkedin.com/in/davewnovak/ 
• Website: 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://www.youtube.com/@HiringHappyHour 
• Transistor: https://podcast.hiringhappyhour.com/

Great design isn't about pretty interfaces; it's about earning trust one interaction at a time. In this episode of Hiring Happy Hour, Nicole sits down with Shefali Netke, VP of Product Design at SmartRecruiters, to explore how her team rebuilt their design process to keep pace with AI without losing sight of the humans on the other side of the screen. Shefali unpacks the three pillars driving her design strategy: agent coherence, intent-aware experiences, and scaling trust. She also shares how giving teams space to learn turned a moment of industry disruption into their most exciting product chapter yet. For HR and TA leaders navigating their own AI transformation, this conversation offers a blueprint for building technology people actually want to use.

Takeaways:

• Give teams dedicated time and space to build new skills, not just another task to squeeze in. Learning sticks when it isn't competing with everything else on the calendar.
• Root your product vision in real research, but stay flexible on the path to get there. About 80% should be grounded in reality; the rest can adapt as the industry shifts.
• Frame technology change as an opportunity, not a threat. Teams move faster and think bigger when they're driven by curiosity instead of fear of falling behind.
• Design AI experiences that adapt to how humans already work, rather than expecting people to reshape themselves around the tool. Usability should never be optional.
• Treat trust as a design requirement, not an afterthought. Visual consistency, compliance, and accuracy all shape whether people actually rely on what you build.
• When integrating teams or systems after a merger or acquisition, look for a better way of working together rather than defaulting to "how we've always done it."
• Invite HR and TA partners into research and testing early. Cross-functional curiosity leads to sharper products and stronger buy-in down the line.

Quote of the Show:

• "The vision is not supposed to be 100% accurate. Things change, tech changes, industry changes. You need to keep it adaptable." - Shefali Netke

Links:

• LinkedIn: https://www.linkedin.com/in/shefalinetke/ 
• Website: https://www.shefalinetke.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://www.youtube.com/@HiringHappyHour 
• Transistor: https://podcast.hiringhappyhour.com/

AI moves fast, and the organizations building for it need to move just as fast. In this episode of Hiring Happy Hour, Nicole Hammond sits down with Michal Nowak, SVP of Engineering at SmartRecruiters, to unpack the organizational shift behind building Winston and preparing for an increasingly agentic world of hiring. Michal shares why SmartRecruiters moved away from long-standing product teams and reorganized around six key outcomes, with small, short-lived squads focused on shipping specific features. He also explains how an “acceleration squad” protects teams from distractions, why process changes can be just as powerful as AI coding tools, and what the team has learned from making constant evolution a core part of how they work.

Takeaways:

• Change shouldn't feel like an emergency every time it happens. Build a repeatable process for reorganizing your team so each transition gets smoother instead of starting from scratch.
• When you're launching something new, define the outcome first and let people choose where they contribute. Teams show up more engaged when they pick their lane instead of being assigned to it.
• Not every task is exciting, but someone still has to own it. Rotate the unglamorous work across your team so the same people aren't stuck doing it indefinitely.
• Focus beats multitasking. A team working toward one clear goal at a time will consistently outpace one juggling five priorities at once.
• Before you build or roll out anything new, talk to the people who'll actually use it. Months of direct feedback upfront saves you from shipping the wrong thing.
• Don't just ask if a change "felt" successful. Track it: how fast work moves, how much gets delivered, whether people stay, and whether quality holds up.
• Give people a light at the end of the tunnel. Knowing their role or project will be revisited in a few months keeps people invested even when the current one isn't their favorite.

Quote of the Show:

• “Organization change or change in general shouldn't be like an event. It should be a competence. It should be something that we operationalize and internalize, and just be better at it.” - Michal Nowak

Links:

• LinkedIn: linkedin.com/in/mjb-nowak 
• Website: 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://www.youtube.com/@HiringHappyHour 
• Transistor: https://podcast.hiringhappyhour.com/

Many conversations on Hiring Happy Hour circle back to a familiar question: as hiring gets faster and more automated, where is human judgment most valuable? This special compilation pulls that thread together, bringing voices from across the show into one conversation about the moments that still need a human in the room. From the "hello" of a first interaction to the trust built long after the offer letter, this episode makes the case for a specific kind of balance: use AI to move work forward across the hiring journey so teams can spend more time on the decisions and relationships that shape a great hire.

Takeaways:

• Protect the first 72 hours after a candidate accepts an offer. This window is often where trust is won or lost, and losing someone here wastes everything invested to get them there.
• Candidates still notice when a real person shows up instead of an automated line. That small moment of human contact can become a genuine differentiator for your brand.
• Automation should buy back time for face time, not replace it entirely. The goal is judgment and connection freed up, not completely removed.
• A genuine cover letter or note still tells you something a resume can't. Taking the time to actually read them signals to candidates that the effort is mutual.
• Give candidates more than one way to show up and shine. Options like in-person interviews or pre-shared questions help you reach people who'd otherwise be excluded by a single format.
• Use AI to get to a first draft, not a final answer. The best communication still needs a human pass, or it starts to sound like everyone else's.

Quote of the Show:

• "The future of hiring isn't about choosing between tech and human connection. It's about using technology to make more room for the connection that matters." - Nicole Hammond

Guest Links:

• Stormy’s LinkedIn: linkedin.com/in/stormy-jones-shrm-cp-prc-5536b327 
• Adam’s LinkedIn: linkedin.com/in/adamreynoldsrecruitment 
• Angie’s LinkedIn: linkedin.com/in/angie-goldman-241a2251 
• Kim’s LinkedIn: linkedin.com/in/kim-nicholas-26a23038 
• Rob’s LinkedIn: linkedin.com/in/rdunderdale 
• Pia’s LinkedIn: linkedin.com/in/stenderpia 
• Alexandra’s LinkedIn: linkedin.com/in/alexandra-retif-gaillard 
• Jamie’s LinkedIn: https://www.linkedin.com/in/jamieszymkowiak/ 

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://www.youtube.com/@HiringHappyHour 
• Transistor: https://podcast.hiringhappyhour.com/