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Can you give me a little bit of your background and professional journey?
For the better part of a decade, I was in finance — specifically fundraising for startups. I got a lot of exposure to a lot of different types of backgrounds not just demographic wise, but also cultural.
After a while I got kind of burnt out and took some time off to reflect.
Then, a family friend ofzx mine needed help with recruitment, and I started at Westside, Eastside and Smith Animal Hospitals in early January.
Can you give me a bit of background on Westside, Eastside and Smith Animal Hospitals?
Currently we have three practices here in Spartanburg, South Carolina — just above Greenville right in the little corner of the Northwest of the state.
Eastside Animal Hospital is technically our newest practice and they’ve been around for a decade.
Smith Animal Hospital is a community staple and has been in business for almost 80 years.
And, we also have Westside Animal Hospital which splits the difference.
Each of these practices, even though they share resources, they do act individually. Some are appointment-only and some do walk-ins. So they get the benefits of both sides of; having the freedom to practice how they desire, but have central and shared resources for marketing and recruiting.
Which is where I come in.
All three of these practices are definitely a bit old school, so part of my work has been to modernize the marketing and recruiting processes because of my previous startup experience. These hospitals have been around for a long time and, for instance, we didn’t even have a website for them and were getting clients and recruiting via mostly word of mouth. Which has been fairly successful, but it’s always good to build up processes and different avenues before you desperately need them.
What were your first impressions of working on Scout?
When we first started, the team wasn’t very familiar with active recruiting. They had used recruiters before, but more in an old-school way. For instance, with Smith, the last veterinarian they hired was five years ago, so they hadn't needed to recruit much because their retention was strong at that level.
My initial thought was that we needed to explore what resources were available. We tried different job boards like Indeed, LinkedIn Premium, and more industry-specific platforms like iHireVeterinarian and AVMA. While there’s a lot of resume access, the challenge was that both candidates and employers can get overwhelmed. Candidates receive a flood of emails, and I was sifting through countless resumes to find the right fit.
A lot of profiles were incomplete, or candidates wanted to remain confidential, which I understand, but it made follow-ups difficult. That’s one thing I appreciate more with Scout—there’s a focus on meaningful engagement. At first, I wondered why I didn’t have immediate access to all the contact details, but as I used the platform, I realized the chat feature encourages more genuine interactions. It ensures there’s mutual interest before moving forward, which has been helpful.
Scout also gives candidates more control over how much they share, while still allowing me to showcase our practice effectively. I can’t just mass-market without putting in effort, and that’s a good thing. Since it’s a tough labor market, hiring is a HUGE challenge for many, but we’ve seen the most engagement and hires through Scout. The structured approach, especially the chat feature, has made a real difference in our recruiting process.
What are some magic moments you've had on Scout?
We’ve had some great success on Scout, including hiring a fantastic relief vet who’s helped with our transition while we recruited for a full-time role. We’ve also brought on an associate veterinarian who started in July 2024.
What really stands out, though, is the exceptional customer service. Lucy has been incredible and is always willing to hop on a call and walk me through any questions I have, no matter how many times I ask. The support is hands-on, which is a rare find compared to other platforms.
What sets Hound apart is the combination of value and flexibility. Most job boards charge a high fee just for access, with very little engagement or support. With Hound, you're not just paying for access—you’re paying for a platform that actually helps you succeed and even further you’re getting a partner in your recruitment process. It’s a much smarter investment compared to other, more passive platforms where you're essentially paying for little more than a resume database.
If you continue delivering that level of value, combined with ongoing improvements, I think you're in a league of your own.
What has been your favorite part of working with us so far?
The standout for me has been the people I’ve engaged with—especially my customer experience manager, Lucy. The chat feature itself is also a game-changer. It forces the conversation to be more focused, which helps both sides get to the point quickly. And once we get to know each other, we can always take it offline. (Hound charges no additional platform hiring fees or predatory worker buyout fees!)
What I really like is how the notifications work. Typically, with other platforms, you’re bombarded with mass emails that don’t feel relevant. But with Scout, I get notified when someone views my profile or messages me. It keeps the conversation alive and ensures both sides stay engaged. I imagine it’s the same for candidates, which is a big plus in keeping the process active and not passive like most platforms.
To sum it up, my favorite things are the top-notch customer service, the cost-benefit of being able to try out the platform, and the chat features combined with the smart notifications that keep everyone engaged. You’ve really made the process feel interactive rather than just a static job board.
What advice would you have for other recruiting teams to get the most out of Scout?
My advice is to really engage with the platform and do it with intent. When you come across a profile, even if it’s not fully fleshed out, try to find something in it that resonates with you as a recruiter. This increases your chances of making a meaningful connection. It’s not just about filling a seat quickly; it’s about finding someone who could genuinely thrive in the role and enjoy working with you.
We sometimes spend too much time judging based on what’s on a screen, but the more effort you put into understanding the profile and reaching out in a thoughtful way, the better your results will be. The candidates who engage with me most are the ones I’ve taken the time to connect with on a personal or professional level, whether it’s something that clicks with me or aligns with what my colleagues are looking for.
Also, experiment with the filters. You may start by searching locally, but you could miss out on candidates from farther away who are open to relocating. For example, we hired Dr. Rybolt, who lives in Illinois but wanted to move back to South Carolina. If I’d only focused on the immediate area, I wouldn’t have found her.
In short, spend time on the platform not because it’s difficult, but because you’ll uncover great candidates if you’re open-minded and willing to dig a little deeper. You never know where you’ll find the right fit.
The Value of Partnership and Personalization:
What I’ve really appreciated, both on a personal and professional level, is the partnership mindset. Everyone I’ve engaged with on your team has been incredibly open-minded and engaging. It truly feels like a two-way relationship where you’re helping us, and in return, we’re giving feedback that helps improve the platform.
I think the key is not going into this with a dismissive attitude. A lot of companies build software, then assume they can just set it and forget it. Customer service becomes an afterthought, and support is reduced to passive emails that take days or weeks to respond to. That’s frustrating, but with Hound, it’s completely different.
Lucy is always available, and there’s no hesitation to jump on a call or discuss any concerns. Austin, a co-founder, was even emailing me over the weekend after coming back from a trip, and I didn’t expect that. This level of service and inclusiveness puts my mind at ease and makes me feel like we’re truly getting the most out of the platform.
I’m excited to see where the platform goes as you continue to build it out. We’re looking to hire at least two, if not four, more vets across our sister practices. But even once we’ve filled those roles, we’ll still use Hound for other positions like veterinary technicians, kennel assistants, and front office staff.
What I appreciate most is that while you’re continuously adding features, you’re keeping the cost low. We’re not a massive corporation with endless resources, but even if we were, I’d still value the personalized approach Hound takes. It’s not just about filling roles quickly but finding talent that’s likely to stay long-term. Dr. Rybolt, one of our hires, felt encouraged by the process, and it all started with Hound.
In short, the personal approach has been a game-changer for us in finding the right talent, and I believe it will contribute to long-term retention.
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