Vet Med Hiring That Feels Human: Ginger & Nash's Results with Hound’s Tools
Kara Mohler spent two decades hiring at scale, and her very first message on Scout reached exactly the right candidate for Ginger & Nash.
Hound Team · July 8, 2026 · 10 min
It did not feel like we were posting into a void. It felt like a conversation with people who genuinely cared about helping us find the right fit.
Kara Mohler
Ginger & Nash is a women-founded in-home veterinary wellness company partnering with local clinics to deliver preventive care where pets are most comfortable. As they launched a pilot and began building their team, they turned to Hound's recruiting tools. The result was an experience co-founder Kara Mohler describes as "comfortable and simple," with "efficiency balanced with high touch and empathy." With a small and focused effort, Ginger & Nash met a veterinarian and a veterinary technician who "felt like Nashers from the very first call."
A People-First Company Entering a Talent-Constrained Market
I've spent my career helping people and organizations grow.
Kara Mohler
For more than two decades she led talent acquisition teams and built recruitment strategies across startups and Fortune 100 brands.
My work has always centered on understanding what helps people thrive, what motivates them, how they connect, and how systems can either support or hinder that potential.
Kara Mohler
When she and the founding team created Ginger & Nash, that people-first lens shaped everything. Their model "supports both sides of the relationship." Pet parents get less stress. Clinicians get "flexible, balanced ways to practice medicine."
Kara joined veterinary medicine with eyes wide open.
I was scared to go into this knowing the battle for talent in the veterinary space. There is much more demand than there is supply.
Kara Mohler
She had to design a hiring approach that fit the reality of the market.
Because of that, we have to do it differently.
Kara Mohler
Why Scout: Recruiting as Relationship Building
As a growing company, we were looking for a recruiting partner who understood that veterinary care is built on relationships. It's not just about filling roles, it's about connecting people who share a philosophy of care and compassion.
Kara Mohler
The introduction came through a now-familiar friend of the profession.
We were first introduced to Hound through our relationship with Cindy Trice, and everything immediately resonated.
Kara Mohler
Kara and cofounder Leigh met Cindy at a conference.
We literally had a conversation in the ladies room and we have been fast friends ever since.
Kara Mohler
From the start, Hound felt comfortable and simple. The interface was clean, intuitive, and built for connection rather than transaction. It gave us confidence that the process would reflect our values: efficiency balanced with high touch and empathy.
Kara Mohler
Pain Points in Hiring Veterinary Talent
Pain Point
What Kara Needed
How Hound Helped
Time and cognitive load
Simple, scannable workflows
Clean interface: "read a few sentences and know if there's a fit"
Clinician preference mismatch
Candidates who want flexibility and lower stress
Profiles that surface flexible and relief-seeking candidates upfront
Availability precision
Part-time, 10-20 hr/week candidates specifically
Hours-per-week preference visible on every profile
Human touch at scale
High-touch recruiting without losing efficiency
Communication that feels like relationship building, not recruiting
The Magic Moment: First at Bat, Perfect Match
The first outreach is the part Kara still smiles about.
The very first veterinarian candidate I reached out to happened to be an entrepreneurial mobile vet with years of experience providing in-home care. She was passionate about the same things we were at Ginger & Nash. I could not believe how perfect of a candidate she was.
Kara Mohler
Even though they did not hire her during the pilot, the experience was proof of concept. She needed to work more full time in a clinic for her own personal reasons, and Ginger & Nash was hiring only for part-time during the pilot phase. But the lesson was bigger than a single hire.
The magic of finding a match at the first at bat that aligned with our values and the culture of what we are building was so validating. It proved to me that what we are building here is attractive to vets and techs and these individuals are on Hound.
Kara Mohler
Hound did not feel like a job board. It felt like discovery. That conversation yielded two hires who stood out for the blend of skill and heart.
What stood out immediately was their mindset. Both professionals brought technical expertise of course, but what impressed us was their emotional intelligence. They were curious about our model, asked thoughtful questions about how we support clinicians, and expressed genuine enthusiasm for reimagining what work in this field could look like. They were not just looking for a job. They were looking for a community of care. They get it. They feel like Nashers from the very first call.
Kara Mohler
How Kara Runs an Efficient Scout Workflow
Step
How Kara Does It
Focused sourcing
"I go out, I click on ten people, I send them my message." Filter by hours and availability preference before reaching out.
Conversation over credentials
"I can read a few sentences and know we should talk." Values and curiosity signals over resume length.
Quick progression
"Two or three respond. I talk to one or two, and boom, we are on to the second round." Short loop, high-touch.
Human follow-through
Leverages Hound team support: "Whenever I need to figure something out, I reach out to Meaghan and she responds so quickly."
Product Features That Mattered Most
Feature
Why It Mattered
Quality of communication
Felt like a team, not a tool: Hound's support made the process feel collaborative
Availability flags
Instantly target 10-20 hr vs. 30-40 hr seekers: critical for a pilot-phase hire
Profile clarity
Focused, not bloated: the conversation reveals the rest
Relief-friendly filters
Filters and messaging aligned to flexible and mobile work preferences
Results
Outcome
Detail
2 mission-aligned hires
Technical expertise plus emotional intelligence: "They were culture builders"
First outreach to perfect match
First DVM contacted was an ideal values and experience fit for Ginger & Nash
Efficient pilot coverage
"I go out, click on ten people, send my message": focused, not exhaustive
In-home model validated
~80% of candidates Kara speaks with express interest in the home-care model
Lessons Learned for Employers
Lesson
What It Means in Practice
Lead with your story
The clearer your values, the more naturally aligned candidates appear. Treat Scout like a storytelling platform, not a job board.
Stay engaged and present
Great matches happen when both sides are genuinely present and curious about each other.
Use availability signals
If you need 10-20 hours, filter for it before your first message. Respect everyone's time.
Nurture relationships even when timing is off
Kara's first perfect-fit candidate was not ready for part-time. "Will we probably hire her later? Probably."
Scaling Next: From Pilot to Playbook
Kara is candid about what comes next.
Phase one is building out a team and being in Hound every day and talking to more candidates, because they are out there. I clearly see that as being possible with the existing Hound application today.
Kara Mohler
She knows pilots teach operational reality.
You cannot think of every nuance. You just have to experience them and adjust and bring them into your SOPs.
Kara Mohler
The team is refining marketing with partner hospitals and has set a pilot goal to see twenty-five to thirty pets to prove repeatability. Hound's role will expand as volume grows.
One veterinarian prospect "saw me driving by. I have a Ginger & Nash magnet on my car." That is the charm of a community-based model. You hire great people, then great people find you.
The Human Factor
The relationship with the Hound team matters to Kara.
Hound built something special because they understand this industry from the inside out. The process feels collaborative and grounded in real partnership.
Kara Mohler
She names names because it is personal.
Whenever I need to figure something out, I reach out to Meaghan and she responds so quickly. I love that she has experience as a vet tech which helps bring such a helpful perspective.
Kara Mohler
When Kara reflects on the two professionals they hired, she returns to one idea.
It was their ability to balance clinical skill with compassion.
Kara Mohler
They asked about support and growth. They were "genuinely excited about new ways of delivering care." They were not just great hires. They were culture builders.
It does not feel like recruiting. It feels like relationship building.