Can centralized hiring really scale without losing speed, quality, or trust? Or is it just another idea that sounds good on paper? In this episode of Hiring Happy Hour, Nicole sits down with Chris Bailey, Enterprise Solutions Architect at SmartRecruiters, to unpack what really works when scaling hiring in complex organizations. This conversation goes beyond theory into real-world decision-making, change management, and why playing your own game, not following trends, is often the smartest move. If you’re navigating TA transformation, tech strategy, or organizational resistance to change, this episode offers practical insight grounded in experience, not hype.

Takeaways:

• Don’t centralize just to follow a trend; centralize with intention. Centralization works when it’s designed to remove friction and create consistency, not when it strips teams of ownership or context.
• The best tech often wins when speed and adaptability matter. Hiring moves too fast for slow release cycles, so choose technology that can evolve as quickly as your business does.
• Trust is built through partnership, not persuasion. Find operational allies early, work alongside them, and let shared wins become your proof points.
• Always show the cost of doing nothing. ROI matters, but leaders also need to understand the financial and operational risk of staying fragmented or outdated.
• Optimize the start of the hiring funnel to stabilize everything downstream. Fixing inefficiencies early reduces churn, volatility, and constant ramp-up cycles later.
• Technology should empower teams, not trap them. Systems that allow self-service configuration and continuous improvement prevent stagnation and over-reliance on vendors.

Quote of the Show:

• “ If you don't evolve, not just the tech stack, but the ways of working, then you are never gonna be able to achieve the efficiencies that you need.” - Christopher Bailey

Links:

• LinkedIn: https://www.linkedin.com/in/chrisbaileysmartrecruiters/
• Company 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

What does it take to lead hiring through relentless change without losing the human thread that holds teams together? In this 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: kim.nicholas@thewarehouse.co.nz

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 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 Goldman

Links:

• 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