“Monica is an accomplished Corporate Talent Acquisition Professional within Cox Communications and her community. She volunteers her personal time to assist those in transition by providing insight to the recruiting and hiring process. Her professional guidance and encouragement is appreciated by those she meets during her community service.”
Monica S. Johnson, SPHR
Raleigh-Durham-Chapel Hill Area
13K followers
500+ connections
13K followers
500+ connections
About
I specialize in everything Talent Acquisition: Developing and implementing strategic…
Activity
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We’re moving to sunny Florida! (SimSpace that is) Big milestone for SimSpace as we officially move our global headquarters to Orlando. Grateful to…
We’re moving to sunny Florida! (SimSpace that is) Big milestone for SimSpace as we officially move our global headquarters to Orlando. Grateful to…
Liked by Monica S. Johnson, SPHR
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One of the things I appreciate most about working at SimSpace is that we don’t wait for the market to catch up. We build for where it’s…
One of the things I appreciate most about working at SimSpace is that we don’t wait for the market to catch up. We build for where it’s…
Liked by Monica S. Johnson, SPHR
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My wife and I were blessed to have met and broke bread with Ben Owen and his lovely bride Jessica Owen, who by the way is a fierce warrior herself!…
My wife and I were blessed to have met and broke bread with Ben Owen and his lovely bride Jessica Owen, who by the way is a fierce warrior herself!…
Liked by Monica S. Johnson, SPHR
Experience
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Retired
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Education
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Volunteer Experience
Honors & Awards
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Sr. Professional in Human Resources (SPHR)
SHRM
Recommendations received
7 people have recommended Monica S.
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A drunk driver hit my husband’s parked car last night. We opened the door to police officers standing there, which is never how you want to start an…
A drunk driver hit my husband’s parked car last night. We opened the door to police officers standing there, which is never how you want to start an…
Liked by Monica S. Johnson, SPHR
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Hiring became a process. Recruiting became survival. There’s a dangerous belief floating around: “We optimized hiring, so recruiting is fine.” SHRM’s 2025 Recruiting Executives Benchmarking shows a different story (2017 → 2022 → 2025). Executive hiring costs have surged (+113% vs 2017, +21% vs 2022). At the same time, only 20% of organizations track Quality of Hire. So we’re getting “efficient” at moving candidates through pipelines… while staying blind to the only question that matters: Did this hire ramp, perform, and stay? One-sentence diagnostic: What’s your definition of a “good hire,” and how do you measure it 90 days later? If that answer is unclear, your hiring system isn’t optimized. It’s just busy. If you’re building this now (success definition, a simple QoH layer, decision discipline, and a hiring process that produces consistent outcomes), that’s the kind of work we do at RIST. Full SHRM source + our notes: https://lnkd.in/dFpg-ZV6
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