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 recruiting tools. The result was an experience that Kara Mohler, Co Founder and Talent Acquisition leader at Ginger & Nash, 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.” This case study unpacks the pain points they faced in today’s tight market, how they used Hound Recruiting Tools , and what other employers can steal from their playbook to attract the right people faster.
A people-first company entering a talent constrained market
“I’ve spent my career helping people and organizations grow,” Kara told us. For more than two decades she has 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.”
When she and the founding team created Ginger & Nash, that people-first lens shaped everything. “Ginger & Nash is a women-founded in-home veterinary wellness company built around a simple idea: care should be convenient, compassionate, and community based. We partner with local clinics to bring high quality preventive and wellness care directly into homes where pets are most comfortable and owners can feel truly at ease.” Their model “supports both sides of the relationship.” Pet parents get less stress. Clinicians get “flexible, balanced ways to practice medicine.” Behind the scenes the team is “building the systems, data, marketing, and partnerships that make it easy for clinicians to focus on what matters most.”
The challenge is not a secret. 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.” She had to design a hiring approach that fit the reality of the market. “Because of that, we have to do it differently.”
That market reality has numbers behind it. In 2025, 82 percent of veterinary professionals surveyed still agreed the profession faces a workforce shortage. At the same time, mobile and relief style work is growing as clinicians seek flexibility and better balance, a trend highlighted across the 2025 discussion of economic and workforce shifts in DVM360 and AVMA channels. DVM360+1
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Why Hound Recruiting Tools: recruiting as relationship building
“As a growing company, we were looking for a recruiting partner who understood that veterinary care is built on relationships,” Kara said. “It’s not just about filling roles, it’s about connecting people who share a philosophy of care and compassion.”
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 and cofounder Leigh met Cindy at a conference. The origin story is pure serendipity. “We literally had a conversation in the ladies room and we have been fast friends ever since.”
What made Kara lean in was philosophical alignment. “We saw Hound as a natural extension of what we value at Ginger & Nash: thoughtful matching, transparent communication, and a deep respect for people’s time and talent.” She wanted a process that felt “deliberate, human, and rooted in care and trust.”
Here's what Kara has to say about her very first time using the product: “From the start, Hound felt comfortable and simple. The interface was clean, intuitive, and built for connection rather than transaction.” She kept coming back to communication. “It didn’t 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.” That first impression mattered. “It gave us confidence that the process would reflect our values: efficiency balanced with high touch and empathy.”
Pain points in hiring veterinary talent that Ginger & Nash needed to solve
1) Time and cognitive load
Kara is a founder while also running recruiting and sales. “I like things to be simple. I do not want to have to click five times to accomplish one thing because time is very valuable.” She needs a workflow where she can “read a few sentences about someone and feel like okay this could be potentially a good fit, let’s have a conversation.”
2) Misfit between clinician preferences and traditional roles
Many doctors and techs want different schedules and settings. “They are overworked. Compassion fatigue is a true thing.” Ginger & Nash needed to meet candidates where they are. “If they want more flexibility, if they want to get out of a busy clinic, if they do not want to work overnight ER shifts, and if they want to see less stressed pets, then what we have to offer is something different.”
3) Precision on availability and workstyle
The team was launching a pilot that required part time help. “What is great about Hound is I can go out and see who is looking for ten to twenty hours a week, who is looking for thirty to forty. It is right there on their profile. I just reached out to the ones that are looking specifically for what we have to offer today.”
4) Maintain human touch while scaling
Kara is realistic about the next phase. “Scale is going to look like building out a team and being in Hound every day and talking to ten people a day instead of one to two people a week.” Hound has resources around messaging to help with increased outreach volume without losing the personal feel. “The platform is streamlined without losing the human touch, which is rare in recruiting tools.”
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.”
Even though they did not hire her during the pilot, the experience was proof of concept. “Ultimately she needed to work more full time in a clinic for her own personal reasons, so we could not move forward because we were hiring for our pilot phase which is only part time.” 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.”
Hound did not feel like a job board. It felt like discovery. “It did not feel like we were posting into a void. It felt like a conversation.” 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.”
Kara’s standard for fit is vivid. “They were not just looking for a job. They were looking for a community of care.” When she talks about alignment you can hear the yes click into place. “They get it. They feel like Nashers from the very first call. You can sense when someone is mission aligned. It is in how they talk about care, teamwork, and the human side of veterinary work.”
Process notes: how Kara runs an efficient Hound workflow
Kara’s process is simple and repeatable.
- Focused sourcing
“I go out, I click on ten people, I send them my message.” She uses Hound filters to target part time relief candidates and looks closely at the hours and preferences that are visible in profiles. - Conversation over credential-hunting
“It does not take a long resume to decide if there is a fit. I can read a few sentences and know we should talk.” She optimizes for values and curiosity signals. Kara’s favorite part is that “it does not feel like recruiting. It feels like relationship building.” - Quick progression
“Two or three respond. I talk to one or two, and boom, we are on to the second round.” She keeps the loop short and high-touch to match her brand promise of intentional care. - Human follow through
Kara calls out the Hound team by name. “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 brings such a helpful perspective.”
Product features that mattered most
- Quality of communication
Kara returns to this theme. “What stood out most was the quality of communication.” She felt like she had a team, not a tool. - Precision availability flags
Being able to see whether someone is seeking ten to twenty hours versus thirty to forty is a difference maker in pilots and flexible programs. - Profile clarity over bloat
“Her Hound profile was simple and did not say too much, but the conversation showed me everything. The platform helps you get into the right conversation quickly.” - Relief friendly experience
Relief and mobile-style work is gaining ground and Hound reflects that reality with filters, messaging, and expectations aligned to flexible work. DVM360’s 2025 analysis highlights this shift toward non-traditional schedules as a path to better quality of life, which Kara is tapping directly. DVM360
Outcomes so far
- Aligned hires who build culture, not just capacity
“It was their ability to balance clinical skill with compassion,” Kara said. “They were culture builders.” That is a crucial distinction for small and growing teams, where every hire is a signal to the market and to future candidates. - Pilot coverage without over-recruiting
Kara did not need to churn through pages of profiles. “ I have not had to spend a lot of time on the tool,” she said. “I go out, I click on ten people, I send them my message.” The result was quick interviews and offers that fit the pilot cadence. - Validation of the in home model for talent attraction
Kara estimates that “probably 80 percent” of candidates she speaks with see the appeal of in-home care, citing calmer patients, happier owners, and meaningful work without overnight ER stress. That alignment shows up in conversations and acceptance. - Cross-channel lift from Hound’s ecosystem
Kara noticed halo effects. “I think the highlight you provided for us has driven a few candidates our way.” She also appreciates that Magic Moments are shared to both employer and job seeker audiences, helping with talent and hospital partnerships.
Lessons learned for employers: how to get more from Hound
- Lead with your story
“Lead with your story,” Kara told us. “The more clearly you communicate your values and your why, the more likely you are to attract candidates who fit naturally into your culture. Hound gives you the tools to showcase who you are as an employer. Do not treat it like a job board, treat it like a storytelling platform.” - Stay engaged and present
“Great matches happen when both sides are present, transparent, and genuinely curious about one another. That is where the real connection and long-term retention come from.” - Design for flexibility and humanity
Candidates are not only seeking higher pay. They are seeking work that feels sustainable and aligned with life. That is consistent with the 2025 conversation around retention and technician well being in AAHA and JAVMA publications. AVMA+1 Craft your role and your messaging to speak to flexibility, psychological safety, and support. - Use availability signals to save time
If you need ten to twenty hours, filter for it. If you need location or mobile interest, name it in the first message. Respect the candidate’s time and your own. - Nurture relationships even when timing is off
Kara’s perfect first candidate was not ready for part time. “Will we probably hire her later? Probably.” Keep these threads alive. The market moves and your needs evolve.
Scaling next: from pilot to playbook
Kara is candid about what keeps her up at night. The scaling plan is straightforward. “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.”
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. How do we approach the home? Where do we park? How do we move samples back to the clinic in time for pickup?” The team is refining marketing with partner hospitals and has set a pilot goal to see twenty five to thirty pets to prove repeatability. “On day one all of those things happened just fine,” Kara said of the logistics, “but we need to see enough scenarios to know what we need to go to the next step.”
Hound’s role will expand as volume grows. “The scale is going to look like Kara reaching out to more candidates,” she laughed. She also sees referral momentum building. 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.” 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.” That empathy is not fluff. It shortens cycles and calms the chaos.
Kara also appreciates the distribution of stories like this one. “We have both Work With Us and Partner With Us on our website,” she said, excited that this piece reaches both segments in Hound’s audience. “Not only am I responsible for the talent, but I am also responsible for sales and working with partnering animal hospitals.” A platform that helps on both fronts is invaluable for a lean founding team.
What clicked in the hires they made
When Kara reflects on the two professionals they hired, she returns to one idea. “It was their ability to balance clinical skill with compassion.” They asked about support and growth. They were “genuinely excited about new ways of delivering care.” They talked about “the human side of veterinary work” as naturally as they talked about clinical protocols. That is Ginger & Nash DNA. “They were not just great hires. They were culture builders.”
What surprised Kara about vetmed recruiting versus other industries
Kara has built teams in several sectors. Vetmed is different. “There is such a high demand for these professionals. They are overworked. It is a very demanding lifestyle. Compassion fatigue is a true thing.” That means the offer must be more than a role description. It must be a better experience of care. “What we are offering, kind of, is a great option for the talent that exists in the marketplace,” she said, describing calmer pets, grateful owners, and clinicians who can practice at a humane pace.
She also discovered that simple beats complex. “How we were doing it then, and what exists today, and how recruiters go about reaching out to candidates, everything is completely different.” Yet the core remains. “I like things to be simple.” Hound’s design matched that preference, and it showed up in outcomes.
Advice to employers on Hound
Kara’s advice is crisp.
- “Lead with your story.”
- “Stay engaged.”
- “Use Hound as a storytelling platform, not just a posting site.”
- “Be transparent about schedule, support, and how you care for your team.”
- “Respect time. Keep the loop short. Keep the tone human.”
These behaviors do more than attract candidates. They become retention muscles. AAHA’s 2025 retention research emphasizes surveying employees and understanding workplace needs and desires, especially for technicians who are the backbone of care. Build that listening culture during hiring and you are already ahead. AVMA
Learn more about Ginger & Nash
If you are a veterinarian or technician who values curiosity, collaboration, and care that feels personal and intentional, Ginger & Nash would love to meet you. If you are a hospital leader who sees the benefit of a trusted in-home wellness partner that extends your standard of care into living rooms and backyards, they would love to partner.
Learn More about Ginger & Nash
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Hound by Hound: what this case says about modern vetmed hiring
Kara’s experience is a snapshot of a national story. Demand remains high and clinicians are rewriting their relationship to work. Relief and mobile options are rising as people seek balance and meaning, a shift noted in 2025 economic coverage. DVM360 states that Employers who win tell a clear story, design flexible roles, and use platforms that honor time and humanity.
Kara sums it up best. “It does not feel like recruiting. It feels like relationship building.” When that is true, the first at bat can feel like magic.
FAQ:
1. What is Ginger & Nash?
Ginger & Nash is a women-founded in-home veterinary wellness company that partners with local animal hospitals to deliver preventive and wellness care directly to pets in their homes. Their mission is to make veterinary care more convenient, compassionate, and community-based while giving veterinarians and technicians flexible, fulfilling ways to practice.
2. How did Ginger & Nash use Hound by Hound for veterinary hiring?
Ginger & Nash used Hound by Hound to connect with veterinarians and veterinary technicians seeking flexible work opportunities. The platform’s intuitive interface and precise filters helped them quickly find candidates who matched their hours, workstyle, and values—saving time while maintaining a human touch.
3. What hiring challenges does Hound help veterinary employers solve?
Hound helps veterinary employers overcome the ongoing workforce shortage, streamline recruiting, and connect with mission-aligned professionals. It simplifies the process of finding relief and part-time clinicians, supports better communication, and creates authentic matches that lead to higher retention.
4. What results did Ginger & Nash see from using Hound?
Ginger & Nash found their first perfect-fit candidate on the first outreach and quickly hired veterinarians and technicians who shared their people-first philosophy. The process felt “comfortable and simple,” allowing the team to scale efficiently while staying focused on culture and compassion.
5. How can other veterinary employers get the most out of Hound?
Lead with your story and your “why.” Veterinary professionals value authenticity, balance, and purpose. By clearly communicating your culture and remaining engaged throughout the hiring process, you’ll attract clinicians who truly align with your mission and build a stronger, more sustainable team.
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