Monica Gutierrez Rhodes

The California Pay Transparency Act (SB 1162), effective from January 1, 2023, aims to enhance wage equity and transparency within workplaces. It mandates that employers with 15 or more employees disclose salary ranges for job openings, encompassing all positions within the company. This transparency initiative extends to sharing pay ranges with current employees upon request. Additionally, private employers with 100 or more employees are obligated to annually report median and mean hourly pay rates by gender, race, and ethnicity for different job categories to the California Civil Rights Department. This reporting requirement serves to pinpoint potential wage gaps and promote accountability in pay practices. Moreover, employers must maintain records of job titles and wage histories for each employee during and post-employment for up to three years. This record-keeping provision facilitates investigations into pay discrimination allegations, ensuring a fair and equitable work environment. Non-compliance with the California Pay Transparency Act can result in penalties, including fines, for employers failing to disclose salary ranges accurately or report pay data as mandated. Upholding these regulations is crucial for fostering fair pay practices and reducing disparities, particularly those rooted in gender and race.

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Your TA TechStack should enhance the talent journey and streamline user workflows. In other words AI (software/tools) shouldn't replace recruiters. TA Leaders; It's on us to educate and inform our stakeholders, that these tools help the house get built. We still need humans to do the work. Thank you Matt Charney for calling out SELECTING PEOPLE is more important than selecting software.

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How are other organizations preparing for the future? The UC Irvine team generously shared all their hot tips and expertise in this insightful webinar. From not overlooking “silent skills” and empowering employees to manage their careers there was lots of great advice! Learn more about why UC Irvine chose Fuel50 to help grow their people and ultimately their organization too. Carve out an hour and watch here: https://hubs.la/Q02BQFx50 . #Fuel50 #TalentMobility

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Lots of conversation around AI taking the job of recruiters and TA professionals. I do not think it will play out that way. Talent acquisition has evolved into a finely tuned symphony of data, intuition, process management, and human touch. With AI and predictive analytics, recruiters can now sift through resumes faster than ever, identifying top talent with pinpoint accuracy. But despite these technological marvels, the essence of recruiting still hinges on understanding people’s dreams, motivations, and unique qualities—something no algorithm can fully capture. The HUMAN in human resources, where TA sits, must and I think will remain for a long time. AI may say what is on paper fits - but we have all seen great resumes that amount to terrible candidates. Recruiters and TA sift that out. Recruiters today are like the ultimate blend of detective, therapist, project manager, HRBP, and matchmaker, uncovering hidden gems and aligning them with the strategic needs of a rapidly growing organization. They balance the complexities of hiring in different regions, departments, specialties, and levels, ensuring the right fit not just for the role, but for the company's evolving culture and goals. Their obligation extends to supporting hiring managers by presenting candidates who not only meet the job requirements but can also thrive in a scaling enterprise. In this fast-paced landscape, where a TEAMS/Zoom interview might feature someone in sweatpants, flip flops and a dress shirt, a cat cameo, or a toddler interruption, the human element has never been more pronounced, or more relatable. Ultimately, talent acquisition in 2024 and beyond will be about blending the best of tech with the irreplaceable value and efforts of HUMAN connection, making it both a science and an art that drives organizational success.

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Our partners at RogueHire have launched the 16th Annual Healthcare Talent Acquisition Benchmark Study that looks at recruitment data from 145+ healthcare organizations to gain deep insights into how healthcare TA teams compare to industry norms and elite performers. All participating healthcare systems will receive a customized benchmark scorecard with actionable recommendations and help them gain a competitive edge – all at zero ($0) cost. #talentacquistion #healthcare For more details: https://lnkd.in/eqa-TZkk

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Earlier this week, I brought my fully remote, distributed team together in Napa for a two-day offsite, where I intentionally stepped away from the typical planning and strategy sessions. Instead, I created space for us to simply connect.🙌 The days were mostly unstructured—a welcome break from the daily grind. We shared great meals, stories, and laughter—lots of it.🤣 Here’s what I walked away with: ✅ Immense gratitude for each person I work with. ✅ Confidence that those two days were time well spent. I truly believe that the supportive, psychologically safe environment we’ve built as a team is a direct result of the time we’ve dedicated to getting to know each other, understanding one another better, and prioritizing playfulness and fun. Too often, leaders underestimate the value of this type of connection, dismissing it as "fluff" or making minimal efforts, treating it as an afterthought. But for me, it’s the foundation of a thriving, cohesive team.❤️ Each smiling face in this photo is a big part of why my career is such a fulfilling and positive force in my life.🙏 #leadership #innovation #mentalhealth #peoplefirst #remote #remotework #wfh #humanresources

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What are the hidden insights in your 2024 hiring data? It's more than just numbers. Each stat, from offer acceptance rates to hiring manager satisfaction, sheds light on your talent acquisition health. Ready to uncover what's working, what needs adjusting, and where 2025 can take your team? Swipe through to learn the five data points that matter most! #WeAreTMF #HealthcareIndustry #HealthcareRecruitment #TalentAcquisition #WorkforceDevelopment #HiringStrategy #StrategicPlanning

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One of my favorite Rumi quotes is:" Be a lamp, or a lifeboat, or a ladder. Help someone’s soul heal.” I am so grateful that I am able to serve on the board of YouthCare Seattle. Thank you for the opportunity, Degale Cooper. Each year, 4.2 million young people in the U.S. experience homelessness. LGBTQ+ youth are particularly vulnerable. Factors like family conflict, poverty, and lack of affordable housing contribute to this crisis. 🛑 **Challenges Faced by Homeless Youth:** - Basic needs: food, shelter, safety - High risks: health issues, substance abuse, exploitation - Limited opportunities: education, employment ❤️ **YouthCare’s Impact:** In Seattle, YouthCare provides: - Safe spaces, nutritious meals, hygiene facilities - Outreach teams connecting youth to resources - Education programs for high school and vocational training - Mental health counseling and addiction recovery - Transitional housing for independence 💪 **Get Involved:** Supporting YouthCare means directly impacting young lives. Donations fund shelter beds, counseling, and education. Check out their website to see what they need the most. https://lnkd.in/gnzXJUxF Together, we can break the cycle of homelessness and empower youth. Watch this video to see the difference YouthCare makes: #YouthCare #EndYouthHomelessness #SupportOurYouth #CommunityImpact #Volunteer #Donate

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Is "good enough" really the best we can do? In my 20+ years in TA, I've navigated some tough markets, but today’s environment stands out. The sheer volume of incredible talent at the experienced and strategic TA level leaves me wondering—why are so many great TA leaders finding themselves underutilized? Jim Collins said it best: “Good is the enemy of great.” From my experience, this is where the challenges for internal TA often begin—and where experienced TA leaders can find their impact limited. As a Head of Talent Acquisition, my passion lies in building, transforming, and scaling best-in-class TA teams. Not just to fill vacancies faster or reduce agency spend (though we do that too!), but to ensure recruitment directly aligns with business performance and growth. Truly exceptional TA teams partner with the business, offering so much more than the perceived administrative recruitment offering: 🔎 Insight, market and competitor intelligence 📈 Creative solutions to hiring challenges 🚀 Future-proof strategies to support growth and scale 🏆 Superior stakeholder and candidate experience However, here’s the catch: when a business decides the needle has moved "enough," progress stalls. For those of us who thrive on pushing boundaries, this feels like being tripped up 80m into a 100m race. It’s frustrating because the magic happens when we move from “good” to great. A great TA team does so much more than recruit—it becomes your company’s showcase. It creates compelling candidate attraction, builds seamless processes, and positions your organization head and shoulders above the competition. Great TA is a distinguishing factor, it is proactive, strategic, and a true commercial partner. I firmly believe that a best-in-class TA team can make the difference—not just in attracting top talent but in supporting the bottom line. So, why do so many businesses settle for "good enough"? 🤷‍♀️ What’s your take—how can we elevate TA from “good” to great? #TalentAcquisition #goodtogreat #enoughisgoodenough

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Lifestyle spending accounts (LSAs) are hot right now. 🔥 If you work in healthcare and are curious about them this webinar is for you. It will cover the basics of LSAs, compare the different types that exist, and cover real-world examples of how employers in healthcare are using them to maximize the impact of their total rewards and boost retention. Hope to see you May 31st at 12pm CST! You can register below #lifestylespendingaccount #LSA #healthcare

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(Skip the deep Carrie thoughts below and order some fun sample employee recognition pins in the attached link) I've spent so much time in my career discussing and brainstorming thoughtful approaches to employee recognition. I want to create an experience that all employees can enjoy and appreciate, which can be a challenge.  What's a fun, modern, streamlined way to recognize important moments in an employee's journey (in a non cheesy way of course because for those who know me, you know I can definitely bring the cheese)?   Luckily for me, I work for a pretty incredible company that has helped me create a cute little pin recognition experience that I'm really proud to share. I feel like it represents Brilliant so well and allows us to commemorate anniversaries and other important company moments and milestones in a pin. We've even created a fun pin page(https://lnkd.in/gjirmxGi) to showcase the program.   If you'd like to see some examples in real life, I set aside a few samples for you to order and check out. Just throw your info (work email address, mailing address) in (https://lnkd.in/gzmvvB9g) and pins will be on their way!

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Cut Through the Noise in TA Tech TA leaders face endless internal and external pressure. With so much noise, it’s hard to focus. But clarity is key to choosing the right tech. Ask yourself these critical questions: What does your business value from TA? What are the core problems you face? What are your biggest opportunities right now? Where are resources being wasted? Now, address these: What tech best aligns with your needs? How should you design it for impact? What’s the true cost and ROI? What’s the future performance expectation? How do I get all my stakeholders aligned? Ready for a clear tech roadmap? Work through these questions to build out your plan Reach out if we can help Rooting for you! 👇 Comment below with your biggest challenge.

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Professionals In Human Resources Association | PIHRA #cahr #cahr2024 can’t wait to see everyone and I know Nicole B. and Jesus Munoz are going to have some great info for everyone!

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When AI headlines promise a new dawn in every field, it's essential to temper excitement with realism. On the latest episode of the Talent Acquisition Leaders podcast, Tony Lioi of BAYADA Home Health Care brings a grounded perspective to the buzz surrounding generative AI. Click the link below to hear the full episode. #Talent #Recruiters #Recruiting #HRTech

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📊 Bay Area Hiring Outlook: Bright and Promising for 2025! 🌟 After enduring years of tech sector layoffs, the Bay Area job market is showing strong signs of recovery as we move into the new year. A recent survey by Robert Half highlights some exciting developments: 👥 67% of companies in the Bay Area plan to increase permanent roles in the first half of 2025, a notable rise from 56% last year. 📈 National hiring optimism is also up, with 63% of companies across the U.S. looking to hire in 2025, compared to 57% in 2024. 🔍 In the Bay Area, 67% of these companies are expanding their teams due to company growth, 52% are launching new projects, and 35% are addressing employee turnover. 📝 61% of local companies intend to boost the number of contract employees, signaling a flexible approach to expanding their workforce. 🚀 Highlighting the tech sector's rebound, major players like Salesforce, Okta, C3.ai, Zscaler, Veeva Systems, and Workday have announced extensive hiring plans to support their ambitious growth and innovation strategies, particularly in AI and machine learning. Are you ready to be part of this exciting growth trajectory? Now's the time to gear up for new opportunities that 2025 is set to bring! https://lnkd.in/gYhG8AiU

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Transforming Childcare in Seattle: Success Stories from 3 SI In this video, we explore the significant impact of 3 SI in Seattle over the past decade. Discover how strategic initiatives have led to over $150 million in funding for early learning services in underserved neighborhoods, addressing crucial childcare access issues. #ChildcareAccess #SeattleSuccess #EarlyLearning #3SIImpact #CommunitySupport #EducationFunding #AccessDeserts #LocalInitiatives #ChildCareReform #KingCounty

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Time to Reinvent Talent Acquisition Josh Bersin's article, "Talent Acquisition at a Crossroads," lays bare a harsh truth: talent acquisition is stuck in the past. Here's the wake-up call. The Stats are Grim: Only 32% of HR leaders are part of strategic workforce planning. 42% believe their company has no workforce plan at all. 46% are just trying to keep up. In a world where 58% of companies say skills shortages are crippling their business plans, this is unacceptable. CEOs acknowledge the crisis but then slash TA budgets. It's like complaining about a fire and then firing the firefighters. From Tactical to Strategic: Talent acquisition isn't about filling seats; it's about securing the future. We need to shift from being "order takers" to strategic leaders. This means understanding the roles we need, the skills required, and ensuring cultural fit. Spoiler alert: "Just hire anyone with a pulse" is not a strategy. Leverage Internal Talent: Top companies excel by focusing on internal mobility. We need to uncover hidden talent within our organizations using talent intelligence tools. Trust me, your future star employee might be buried under a pile of outdated job descriptions. Technology: A Tool, Not a Savior: AI and modern recruiting technologies can streamline processes but can't replace strategic thinking and human touch. No algorithm can tell you if a candidate is a good fit for your office dodgeball team. Lessons from Big Tech: From my time at Microsoft and Amazon, I learned that throwing bodies at a problem is not a strategy. You need a plan, the right people, and a culture that doesn't just react but anticipates. And, maybe, a few less meetings. Meta Moment: At Meta, I saw firsthand the perils of over-complicating things. We once created a dashboard so intricate it needed its own instruction manual. The lesson? Sometimes, the best solutions are the simplest ones. And no, we don't need another meeting to discuss it. Call to Action: How do we elevate talent acquisition to a strategic level? What are your experiences with integrating TA and L&D? How can we use technology effectively without losing the human element? Let's debate. Share your thoughts, experiences, and ideas. Together, we can transform talent acquisition. Or at least make it a little less bureaucratic. #TalentAcquisition #RecruitmentStrategy #HR #Leadership #WorkforcePlanning #InternalMobility #AI #FutureOfWork

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Understanding the future of the talent tech market is essential when developing an effective talent strategy. We share our best practice tips for building a best-in-class tech stack - a critical piece of the journey to achieving your talent goals. #Talent #HR #TalentTechnology #AI #ArtificialIntelligence #Tech #Technology

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