You know, can you talk a little bit more about what happens when these teams aren't aligned, perhaps, Danielle?

Yeah, I think when they're not aligned, what you will end up leading into is pay equity issues.

Oftentimes, if you're not aligned on the front end, it just sets you up for further issues from not only a pay equity perspective, but a compression perspective.

And when I say compression, I'm referring to perhaps you're bringing candidates in that are even above their leader's pay rate, or other individuals who have more skills that are already within the organization.

So it really creates misalignment within the compensation structure.

Additionally, as I've seen at some organizations, when you think about total rewards, if the benefit package isn't competitive, oftentimes you may run into negotiations on the front end to offset poor total rewards packages that creates misalignment.

So it might not only be the rates that you're offering to get that candidate in, but it could also be a different issue, maybe on your benefit side that you need to explore.

So what does a shared language between talent acquisition and compensation look like? And how have you gone about building stronger partnerships? And how are you both working towards continually improving that?

You know, can you talk a little bit more about what happens when these teams aren't aligned, perhaps, Danielle?

Yeah.

I, I think when they're not aligned, what you will end up leading into is pay equity issues.

Oftentimes, if you're not aligned on the front end, it just sets you up for further issues from not only a pay equity perspective, but a compression perspective.

And when I say compression, I'm referring to perhaps you're bringing candidates in that are even above their, their leader's pay rate, or other individuals who have more skills that are already within the organization.

So it really creates misalignment within the compensation structure.

Um, additionally, as I've seen at some organizations, when you think about total rewards, if the benefit package isn't competitive, oftentimes you may run into negotiations on the front end to offset poor total rewards packages, and that creates misalignment.

... and, um, how are you both working towards continually improving that?