<![CDATA[Hiring Happy Hour: Podcast]]>https://www.hiringhappyhour.com/s/podcasthttps://substackcdn.com/image/fetch/$s_!fxXz!,w_256,c_limit,f_auto,q_auto:good,fl_progressive:steep/https%3A%2F%2Fsubstack-post-media.s3.amazonaws.com%2Fpublic%2Fimages%2F126516fe-f167-4470-98d2-91edea5c7708_1280x1280.pngHiring Happy Hour: Podcasthttps://www.hiringhappyhour.com/s/podcastSubstackFri, 17 Apr 2026 19:58:42 GMT<![CDATA[The Implementation Blueprint with Carrie Brophy - Hiring Happy Hour - Episode #013]]>https://www.hiringhappyhour.com/p/the-implementation-blueprint-withhttps://www.hiringhappyhour.com/p/the-implementation-blueprint-withTue, 14 Apr 2026 09:02:28 GMT

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.

    Links:

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]]><![CDATA[Referral Hiring Isn’t Luck…It’s Strategy - Ed Zetusky - Hiring Happy Hour - Episode # 012 ]]>https://www.hiringhappyhour.com/p/referral-hiring-isnt-luckits-strategyhttps://www.hiringhappyhour.com/p/referral-hiring-isnt-luckits-strategyTue, 07 Apr 2026 09:00:52 GMT

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.

Links:

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]]><![CDATA[Disability, Inclusion & Integrity - Jamie Szymkowiak - Hiring Happy Hour - Episode # 011 ]]>https://www.hiringhappyhour.com/p/disability-inclusion-and-integrityhttps://www.hiringhappyhour.com/p/disability-inclusion-and-integrityTue, 31 Mar 2026 09:01:48 GMT

What does it actually mean to build a hiring process that works for everyone, not just the majority? In this episode of Hiring Happy Hour, Nicole sits down with Jamie Szymkowiak, Head of Talent Acquisition at EcoVadis and former political advisor in the UK House of Commons, to dig into one of the most underrepresented conversations in TA: accessible and inclusive hiring for people with disabilities. Jamie speaks from both professional expertise and lived experience, navigating the workforce as a disabled recruiter who became a top 5% biller, then a political activist, and now a global TA leader driving real change. From AI interviewing pitfalls to the three-step framework any organization can start with today, this conversation is equal parts personal, practical, and long overdue.

Takeaways:

  • Your hiring process sends a message before the interview even begins. Make your job descriptions and careers page explicitly state that accessible interview options are available.

  • Unconscious bias training isn’t a one-and-done box to check. It needs to be recurring and built into the rhythm of your team, or it quietly fades and old patterns return.

  • When building inclusive hiring practices, start by talking to the people most affected. Lived experience is your most valuable source of insight and accountability.

  • Measuring inclusion efforts requires both data and conversation. Don’t overlook the candidates who made it through; they’ve seen your process and are often your most honest, trust-based source of feedback.

  • Integrity in recruiting shapes your brand permanently. The moment you cut a corner with a client or candidate, the long-term cost far outweighs any short-term win.

  • Great recruiters don’t just fill roles; they redirect. Giving honest, actionable feedback to candidates who aren’t the right fit, and pointing them toward better opportunities, is one of the most impactful things a TA professional can do.

Quote of the Show:

  • “ There’s a saying within disabled rights. If it’s about us, make sure that we’re included. Nothing about us, without us.” - Jamie Szymkowiak

Links:

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]]><![CDATA[Culture Doesn't Disappear in an Acquisition - Lehua Stonebraker - Hiring Happy Hour - Episode # 010]]>https://www.hiringhappyhour.com/p/culture-doesnt-disappear-in-an-acquisitionhttps://www.hiringhappyhour.com/p/culture-doesnt-disappear-in-an-acquisitionTue, 24 Mar 2026 09:01:30 GMT

What really happens to your culture, your people, and your identity when your company gets acquired, and what does it look like from both sides of the table? In this episode of Hiring Happy Hour, Nicole sits down with Lehua Stonebraker, SVP of People & Culture at SmartRecruiters, to unpack the very human side of mergers and acquisitions. Drawing from her time leading TA through eight acquisitions in 18 months at Dayforce, and now navigating SmartRecruiters’ integration into SAP, Lehua brings a rare, hard-won perspective that goes far beyond the playbook. This conversation is a masterclass in change management, psychological safety, and why open-mindedness isn’t just a buzzword.

Takeaways:

  • No two acquisitions are the same. Each one comes with different goals, cultures, and challenges. Approach every integration with fresh eyes and curiosity rather than a checklist.

  • Transparency beats perfection when leading through change. You don’t need all the answers; you need to share what you can and bring people along for the journey rather than letting change happen to them.

  • The most growth happens in the uncomfortable middle of a transition. Resist the urge to race to the other side; the lessons live in the uncertainty.

  • Relationships are your most valuable currency during any acquisition. Start building them early, and don’t wait for a formal introduction to make a connection.

  • Shared values make integration infinitely easier. When both companies can point to the same cultural DNA, the path forward feels collaborative rather than combative.

  • Ask “why”, and then ask it again. Understanding the reason behind a process, policy, or behavior is how you unlock smarter, faster ways of doing things together.

  • Open-mindedness isn’t just about accepting change; it’s about staying grounded in gratitude for what you can influence while gracefully releasing what you can’t.

Quote of the Show:

  • “ There’s natural apprehension when you’re going through a learning curve, and oftentimes people wanna race to the other side. But the uncomfortable middle is where the most growth and the most learning happens.” - Lehua Stonebraker

Links:

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]]><![CDATA[The Power in Partnership - Andrew Porter - Hiring Happy Hour - Episode # 009]]>https://www.hiringhappyhour.com/p/the-power-in-partnership-andrew-porterhttps://www.hiringhappyhour.com/p/the-power-in-partnership-andrew-porterTue, 17 Mar 2026 09:01:44 GMT

Strong hiring doesn’t happen in isolation; it happens through relationships. In this episode of Hiring Happy Hour, host Nicole Hammond sits down with talent leader and transformation expert Andrew Porter to explore the power of partnerships in hiring, leadership, and technology. Andrew shares why the most effective talent strategies are built on authentic human connection, including building trust across internal stakeholders and creating collaborative vendor ecosystems. As organizations navigate rapid innovation, especially with the rise of AI, leaders must balance experimentation with pragmatism while strengthening the relationships that power real transformation. Tune in to learn how talent leaders can drive change through collaboration, navigate complex technology ecosystems, and foster partnerships that unlock better hiring outcomes.

Takeaways:

  • Partnerships are the foundation of successful talent strategies. Talent acquisition thrives when recruiters, leaders, and stakeholders collaborate to drive stronger hiring outcomes.

  • Transformation requires collective buy-in. Meaningful organizational change happens when teams and stakeholders align around a shared vision and work toward it together.

  • Move beyond “supplier relationships” to true collaboration. Treating vendors as strategic partners fosters trust, transparency, and better long-term results.

  • AI adoption requires a balanced approach. Organizations should embrace AI thoughtfully, experimenting and learning while aligning its use with their broader strategy.

  • Technology ecosystems work best when partners collaborate. Bringing technology partners together helps ensure tools integrate effectively and support a stronger hiring ecosystem.

  • Difficult conversations strengthen partnerships. Open, honest dialogue builds trust and helps partners navigate challenges more effectively.

  • Balance outside work fuels better leadership. Prioritizing health, relationships, and personal interests helps leaders stay energized and resilient.

Quote of the Show:

  • “Human connection underpins what we do as talent acquisition, and the power of partnership is how you leverage it. ” - Andrew Porter

Links:

Ways to Tune In:

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]]><![CDATA[Trust Your Gut, Back It With Data - Kyle Lagunas - Hiring Happy Hour - Episode # 008]]>https://www.hiringhappyhour.com/p/trust-your-gut-back-it-with-datahttps://www.hiringhappyhour.com/p/trust-your-gut-back-it-with-dataTue, 10 Mar 2026 09:02:41 GMT

What does it actually mean to be AI-ready, and are you already doing it without knowing it? In this episode of Hiring Happy Hour, Nicole sits down with Kyle Lagunas, Founder of Kyle & Co., whose rare vantage point spanning practitioner, vendor, and analyst roles makes him one of the most grounded voices in talent today. Kyle unpacks the three dimensions of AI momentum and makes the case that getting AI-ready isn’t about chasing the hottest tools. It’s about the foundational work most organizations are already behind on. If you’re navigating transformation, skeptical executives, or just wondering where to start, this conversation meets you exactly where you are.

Takeaways:

  • Redefine what “doing AI work” actually means for your team. Cleaning data, building integrations, and growing AI literacy all matter more than the tools you’ve bought.

  • Ground your gut instincts in real data and experience. Strong instincts without receipts can come across as brash; the combination is what makes you a trusted advisor.

  • Own the KPIs your team can actually control. Measuring interview-quality talent from inbound efforts gives sourcing and attraction teams a defensible, meaningful metric.

  • Know your three dimensions of AI momentum: posture, capability, and investment. Every team, from a solo HR manager to a 3,000-person org, works through the same framework.

  • Being solutions-oriented means knowing when to push back. The best TA leaders aren’t yes people. They understand constraints and find a path that serves everyone.

  • Don’t wait for an executive mandate to start your AI readiness work. Most of the prep is within reach right now, regardless of company size.

  • The AI winners in HR and talent will be the ones who stay curious, stay connected, and resist the urge to confuse buying software with building strategy.

Quote of the Show:

  • “We are solutions people, and solutions people are not just yes people.” - Kyle Lagunas

Links:

Ways to Tune In:

]]><![CDATA[The Goldilocks Theory - Adam Reynolds - Hiring Happy Hour - Episode # 007]]>https://www.hiringhappyhour.com/p/the-goldilocks-theory-adam-reynoldshttps://www.hiringhappyhour.com/p/the-goldilocks-theory-adam-reynoldsTue, 03 Mar 2026 10:02:55 GMT

What happens when you need to double your hiring output in the middle of a global pandemic while competing with every business on the block for the same talent? In this episode of Hiring Happy Hour, Nicole Hammond sits down with Adam Reynolds, Head of Talent at Fraser’s Group, a leader who oversees hiring for a 40,000-employee multinational retail powerhouse supporting iconic brands. Adam shares how his team scaled from 12,000 hires in 2020 to 25,000 in 2022, all while navigating the chaos of post-COVID talent wars. He reflects on the “pain-associated learning” that came from outdated systems, the critical importance of speed in modern hiring, and how they completely reimagined their candidate experience. Nicole and Adam also dive into the “Goldilocks theory” of hiring, the power of in-person hiring events, and why pace matters more than perfection.

Takeaways:

  • Speed is everything in modern hiring. Candidates have short attention spans, so your job ads, application process, and candidate experience need to grab attention immediately and move quickly.

  • Visual appeal matters. Heat maps revealed that candidates were abandoning job ads halfway through a scroll. Colors, captivating copy, and visual design are no longer optional; they’re essential.

  • Know your competition. Post-COVID, retail wasn’t just competing with other retailers. They were fighting for talent against delivery services, pubs, gas stations, and anyone else hiring entry-level workers.

  • The Goldilocks theory works. In high-volume hiring, speed trumps perfection. Move fast, learn from what breaks, and iterate quickly. Waiting for the perfect system or process will cost you talent.

  • In-person connections still win. Whether it’s hiring events or working with your team, face-to-face interactions create momentum, accountability, and better outcomes.

Quote of the Show:

  • “  We retain talent by giving them opportunities to do things that they would never in a million years expect they were going to be doing.” - Adam Reynolds

Links:

Ways to Tune In:

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]]><![CDATA[Stop Playing the Hiring Game the Wrong Way - James Ellis - Hiring Happy Hour - Episode # 006]]>https://www.hiringhappyhour.com/p/stop-playing-the-hiring-game-thehttps://www.hiringhappyhour.com/p/stop-playing-the-hiring-game-theTue, 24 Feb 2026 10:02:16 GMT

If recruiters only spend seconds reviewing resumes, why are we still telling candidates to play a game they can’t win? In this episode of Hiring Happy Hour, Nicole sits down with James Ellis, employer brand strategist, author, podcaster, and unapologetic truth-teller, to unpack what’s actually broken in hiring today…and what both candidates and companies can do differently. James challenges nearly every outdated assumption we still cling to: from resumes that all look the same, to job boards that feel productive but deliver diminishing returns, to talent pipelines that exist in theory but rarely in practice. This episode is equal parts practical, provocative, and refreshingly honest, whether you’re a recruiter trying to hire smarter or a candidate tired of sending your resume into the void.

Takeaways:

  • Treat your resume like a commercial, not a biography. Lead with the value you uniquely bring, not a long list of responsibilities that look like everyone else’s.

  • Stop trying to win the hiring game by applying more. Volume increases competition and fatigue, not your chances of being noticed.

  • Design your resume to make a recruiter’s job easier, not harder. If they can’t quickly explain why you’re different, you won’t move forward.

  • Don’t rely on job boards as your primary hiring strategy. They attract the same small pool of active candidates that every company is already chasing.

  • Build relationships with talent before you need to hire them. Pipelines shorten time-to-fill and dramatically improve quality when roles open.

  • Use employer branding to differentiate, not to polish. If your message sounds like everyone else’s, it won’t attract the people you actually want.

  • Invest in internal mobility as a system, not a slogan. Without planning, trust, and recruiter support, it will break down under pressure.

Quote of the Show:

  •  ”Think about brands not as looking good, but as being different, showing how you are not like other companies.” - James Ellis

Links:

Ways to Tune In:

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]]><![CDATA[When Centralization Works - Christopher Bailey - Hiring Happy Hour - Episode # 005 ]]>https://www.hiringhappyhour.com/p/when-centralization-works-christopherhttps://www.hiringhappyhour.com/p/when-centralization-works-christopherWed, 18 Feb 2026 10:01:49 GMT

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:

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]]><![CDATA[Hiring Through Constant Change - Kim Nicholas - Hiring Happy Hour - Episode # 004]]>https://www.hiringhappyhour.com/p/hiring-through-constant-change-kimhttps://www.hiringhappyhour.com/p/hiring-through-constant-change-kimTue, 10 Feb 2026 10:02:20 GMT

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:

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]]><![CDATA[Building Talent Teams in the Toughest Markets - Angie Goldman - Hiring Happy Hour - Episode # 003]]>https://www.hiringhappyhour.com/p/building-talent-teams-in-the-toughesthttps://www.hiringhappyhour.com/p/building-talent-teams-in-the-toughestTue, 03 Feb 2026 10:03:16 GMT

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.

Links:

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]]><![CDATA[The Human Side of Hiring - Stormy Jones - Hiring Happy Hour - Episode # 002]]>https://www.hiringhappyhour.com/p/the-human-side-of-hiring-stormy-joneshttps://www.hiringhappyhour.com/p/the-human-side-of-hiring-stormy-jonesTue, 27 Jan 2026 10:01:15 GMT

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 Jones

Links:

Ways to Tune In:

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]]><![CDATA[Tech, ROI, and the Future of Talent - Derek Del Simone - Hiring Happy Hour - Episode # 001]]>https://www.hiringhappyhour.com/p/tech-roi-and-the-future-of-talenthttps://www.hiringhappyhour.com/p/tech-roi-and-the-future-of-talentTue, 20 Jan 2026 10:01:55 GMT

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 Simone

Links:

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]]><![CDATA[Hiring Happy Hour Trailer!]]>https://www.hiringhappyhour.com/p/hiring-happy-hour-trailerhttps://www.hiringhappyhour.com/p/hiring-happy-hour-trailerTue, 13 Jan 2026 19:39:04 GMT

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.

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