Talent Acquisition Leadership isn’t built in a straight line.
It’s built through pivots. Through risk. Through moments where you leave what’s “safe” to gain what’s necessary.
In this episode of GoHire Talks, Rhonda Merchant shares the real story behind her career — from recruiting coordinator to global TA leader. Along the way, she moved between recruiting, training, field operations, corporate environments, and now healthcare — building something meaningful at every stop.
If you’re thinking about the career path of a TA leader, this conversation is required listening
Key Topics Covered
- Why Career Pivots Shape Talent Acquisition Leadership
- How Cross-Functional Moves Strengthen Talent Acquisition Leadership
- Technology Evolution and Talent Acquisition Leadership
- Building Employer Brand Through Talent Acquisition Leadership
- Leading Global Teams with Talent Acquisition Leadership
- Connecting Mission to Talent Acquisition Leadership
Why Career Pivots Shape Talent Acquisition Leadership
Talent Acquisition Leadership often starts by accident.
Rhonda didn’t plan to go into recruiting. She studied marketing. But when presented with an opportunity to help build a recruiting function at a startup, she leaned into curiosity instead of certainty.
That decision shaped everything.
She later pivoted out of recruiting into training and development. Why?
Because after market downturns and layoffs, she questioned the stability of recruiting. Instead of staying put, she expanded her skill set.
Key insight:
- Strategic pivots build leadership depth.
- Lateral moves can be long-term accelerators.
- Safe isn’t always strategic.
The career path of a TA leader is rarely linear — and that’s the point.
How Cross-Functional Moves Strengthen Talent Acquisition Leadership
Strong Talent Acquisition Leadership requires operational empathy.
Rhonda moved between:
- Recruiting
- Training & Development
- Corporate recruiting
- Field & retail recruiting
- Entertainment & hospitality
- Healthcare
Each pivot added context.
When she stepped into leadership roles, she wasn’t just managing recruiters — she understood operations, field hiring complexity, and skills development.
One powerful move?
She left a high-profile international marketing recruiting role to gain retail field recruiting experience — intentionally preparing herself for future TA leadership.
That decision positioned her for a Director role overseeing both corporate and field recruiting.
Leadership isn’t about titles.
It’s about range.
Technology Evolution and Talent Acquisition Leadership
Rhonda has recruited through every major technology wave:
- Pre-ATS systems
- Early applicant tracking systems
- LinkedIn’s launch
- Social recruiting
- AI acceleration
Talent Acquisition Leadership today requires technological fluency.
Her advice is clear:
Get comfortable with AI and recruiting technology — because the pace is only accelerating.
This doesn’t mean abandoning human connection. It means:
- Understanding automation tools
- Evaluating sourcing technology
- Leveraging AI strategically
- Staying adaptable
TA leaders who resist technology fall behind.
TA leaders who embrace it shape the future.
Building Employer Brand Through Talent Acquisition Leadership
Recruiters aren’t just screeners anymore.
They’re marketers.
At Main Event and in previous retail roles, Rhonda leaned into recruitment marketing before she even labeled it that way:
- Creating videos
- Showcasing employee stories
- Highlighting culture
- Positioning the brand differently than competitors
Modern Talent Acquisition Leadership requires understanding:
- Employer branding
- Candidate experience
- Social presence
- Market differentiation
You can’t rely on compensation alone.
You must tell a compelling story.
Leading Global Teams with Talent Acquisition Leadership
Today, Rhonda leads a fully remote team across the U.S. and the Philippines.
Global leadership isn’t about geography.
It’s about connection.
Her approach includes:
- Regular team meetings
- Mental health check-ins
- Cultural awareness
- Consistent communication rhythms
She emphasizes that strong leadership fundamentals translate globally:
If you can connect with people, the global piece isn’t a hindrance.
The real challenge?
Ensuring recruiters feel connected to the work — even when they don’t see it firsthand.
Connecting Mission to Talent Acquisition Leadership
In healthcare — specifically behavioral health — mission matters.
Recruiters are often far removed from the therapists and patients they’re hiring for. So how do you keep the team grounded in purpose?
Rhonda’s organization:
- Opens leadership meetings with client testimonials
- Shares videos from patients and families
- Invites operators into TA meetings
- Reinforces impact stories consistently
When recruiters hear directly how hiring impacts real lives, it shifts everything.
Talent Acquisition Leadership isn’t just about filling roles.
It’s about fueling mission.
🙌 About the Guest
Rhonda Merchant is a strategic HR and talent executive who helps organizations transform how they attract, develop, and retain talent. Operating at the intersection of strategy, people, and technology, she partners with CEOs and CHROs to align workforce strategy with business priorities — turning talent analytics and HR innovation into measurable growth.
With experience spanning global leadership development, enterprise HR technology modernization (Oracle Cloud, Workday, SAP SuccessFactors, JobVite), and large-scale talent initiatives, Rhonda is known for simplifying complexity and building future-ready, inclusive organizations. Her industry background includes Health Care, Hospitality, Retail, Consumer Goods, Manufacturing, Logistics, and Professional Services, supporting brands such as PepsiCo, Keurig Dr Pepper, and BNSF Logistics.
📎 Connect with her on LinkedIn
Full Rhonda Merchant Transcript:
[00:00:01] Jonathan Duarte: Hey, we have a great show today, this is gonna be an interesting one because Rhonda Merchant has been in recruiting, I say 20 years. We’ll keep it keep it shallow here for a second. And has taken on roles and changed positions in companies, in industries in multiple ways to advance their career.
[00:00:22] Jonathan Duarte: For anyone coming up in TA or HR. I think Rhonda’s got a great story to tell about how you can move, why you move why you should think of moving between roles. Welcome Rhonda to the show.
[00:00:35] Rhonda Merchant: Thank you, Jonathan. Happy to be here.
[00:00:38] Jonathan Duarte: Yeah. So give us a quick intro. How’d you get into. Talent Acquisition and maybe your first 10 years.
[00:00:44] Jonathan Duarte: How did it all happen?
[00:00:46] Rhonda Merchant: Funny enough, that’s probably the least planned of my career. I actually thought I wanted to be in marketing. I grew up thinking, I wanted to live in New York and work for one of the major cosmetics [00:01:00] firms in their marketing department.
[00:01:02] Jonathan Duarte: Yeah.
[00:01:02] Rhonda Merchant: My degree is in marketing. Double minored in communications and management. Just to round that piece out. But when I graduated I was really focused on finding, a marketing type role. And it just so happened that I was working with the recruiting agency and they were sending me on interviews I was having lunch with the recruiter and she said, I just had this great opportunity come up.
[00:01:27] Rhonda Merchant: It’s a little bit different. It’s recruiting, working for this startup organization and, you’d be helping them build out the recruiting function. It’s a recruiting coordinator position bottom of the barrel. That’s where I started. When she was explaining this to me while I had taken HR courses at least then they didn’t have recruiting specific.
[00:01:49] Rhonda Merchant: courses in order to work about that. And I asked her, I was like what would I do and she was like, exactly what I’m doing. Like you meet people. You engage with people, you connect people with the right opportunities and [00:02:00] organizations. And so I thought, why not? I’ll go interview.
[00:02:03] Rhonda Merchant: Went into the interview. It was great. Really connected with everyone there. And it was interesting. I was presented an offer there and with an organization to come in as a marketing coordinator. And there was just something that pulled me towards the recruiting side. It was a startup environment, something different and new.
[00:02:24] Rhonda Merchant: I knew I was coming into a role that didn’t exist before and I was gonna be able to really make it my own. And so I took that position and started just. Learning, being a sponge. I was fortunate to have worked in an environment with very established, respected recruiters.
[00:02:44] Rhonda Merchant: They had all come from agency backgrounds and had over 20 years of experience they poured into me and I quickly went from scheduling on their behalf and reaching out to candidates, to prescreening within. [00:03:00] That first year I was getting a good feel for, what recruiting entailed, we were having. trouble identifying technical candidates for specific roles. It was high tech recruiting and I went to my boss and I was like, Hey, you know I’m, I know I’m right out of college, but I think there could be an opportunity for us to tap into universities and build out a college recruiting program.
[00:03:24] Rhonda Merchant: Is that something that, you’d be okay if I look into and he’s go for it. That sounds great. So that was really the first opportunity I had to really build something enterprise wide. And so I established the college recruiting program. Which really helped bring in a funnel and a pipeline for those roles, those hard to fill positions.
[00:03:46] Rhonda Merchant: I was there for a couple years. It was, early two thousands and.com and that whole. Industry fizzled out
[00:03:53] Jonathan Duarte: Oh my gosh. Yeah. What a time.
[00:03:55] Rhonda Merchant: Yes, exactly. So the company closed and I was one of the [00:04:00] last there to help make sure, things were handled with our employees and everything.
[00:04:06] Rhonda Merchant: I’m back on the market and I thought, okay, maybe switch gears a little bit. That was more innovative, something different. I’m like, maybe I should go to a more traditional company where, it may be safer.
[00:04:19] Jonathan Duarte: Yeah,
[00:04:20] Rhonda Merchant: that’s what I was thinking at 20 something. So I went to work for KPMG. Really exciting. Completely opposite, one of the big four financial firms and I started a couple months before 9/11, and we know how that turned out. The recruiting team of about 50 people.
[00:04:42] Rhonda Merchant: Quickly, diminished to less than a handful because the financial industry was really impacted after the events of 9/11. So now I find myself a couple of years out of college in a situation where I’m like, okay, they didn’t teach us this in college. I have a degree.
[00:04:59] Rhonda Merchant: [00:05:00] I’m working like, what is going on? And so I thought maybe recruiting, isn’t it? Because it seems like when companies, go through, some type of big struggle, recruiting is the first to go. I intentionally looked for roles in HR that were not recruiting focus. And I found a role that was training and development.
[00:05:23] Rhonda Merchant: And I thought, okay, that fits still in HR. I love working with people, helping people. I am not helping them find their next dream position, but I’m helping them with their skills development. I shifted out, went that direction for about five years and I enjoyed it.
[00:05:41] Rhonda Merchant: It was another opportunity to build I was their first trainer they hired. for an auto insurance company. I also picked that role because I thought if anything happens, auto insurance in Texas is legal, a requirement, and so
[00:05:59] Jonathan Duarte: uhhuh
[00:05:59] Rhonda Merchant: my [00:06:00] job should be secure.
[00:06:01] Jonathan Duarte: Yeah, that’s interesting.
[00:06:02] Jonathan Duarte: So let me summarize here real quick, is through the “Dot Bomb”, which I don’t think I’ve ever told anyone like this, but I had started my first company in 96, one of the first job boards We were selling to tech recruiting companies. In 90 days, we lost 90% of our revenue, I was young. Still like 24 or 25, so it wasn’t a big thing, but it was like, how, like what?
[00:06:30] Jonathan Duarte: What do you. What, what do you do? Whole, like it’s got game over. But we stuck it through. We weren’t huge. We didn’t, hadn’t taken venture capital or anything, so we’re like, fine. All right, we’ll figure it out. That was interesting. And then I see the pivots now okay, got into recruiting, which is great.
[00:06:49] Jonathan Duarte: And you, it is marketing. Recruiting is marketing.
[00:06:54] Rhonda Merchant: Yes.
[00:06:54] Jonathan Duarte: It’s just we have a different funnel than the marketing team does. But very similar in so many ways. [00:07:00] And then you go into you move up and interesting to hear you’re one of the last people standing, having been, just outta college only a couple years.
[00:07:10] Jonathan Duarte: Then, pivot couple industries, KPMG, the 9/11, and into insurance if we round it out, HR, if there was like a visual of HR, you’ve got the marketing part of recruiting, you got that piece, you’ve got actual recruiting.
[00:07:30] Jonathan Duarte: The piece of doing the work, doing the scheduling, knowing the process flow and hands-on. ’cause as a recruiter it’s basically high volume, right? Yeah. And then you go into training. So you’re a little bit of attack, but you’re picking up this piece and this piece.
[00:07:44] Jonathan Duarte: So what’s the next piece after, once you get through insurance, like as your brain’s going through this oh, there’s one other question I wanted to ask you. You’re a go-getter and I can tell where’d you get that?
[00:07:56] Rhonda Merchant: From my mother.
[00:07:58] Jonathan Duarte: Yeah.
[00:07:58] Rhonda Merchant: So I was [00:08:00] raised single parent in Fort Worth, Texas, Uhhuh.
[00:08:03] Rhonda Merchant: And my mom she was amazing. So she had her degree, master’s degree. She worked for the government for the Department of Defense, and she was the first African American woman to hold. That level of role in the government at that time. I saw her work ethic. Like I saw, she getting me where I needed to go to school, to different things, but still, being this working professional and I didn’t realize and connect the dots obviously growing up because it is what you’re used to seeing.
[00:08:37] Rhonda Merchant: But now in hindsight it’s okay, this is. I, it looked different with her at that time, but this is what I saw her doing.
[00:08:45] Jonathan Duarte: Yeah. And it’s amazing. I’m so glad I asked that because most people don’t. When I meet leaders and people I think are very influential, I ask ’em a one simple question, I won’t ask you this ’cause it’s probably not [00:09:00] appropriate for the show because most people start crying but you can think about it what’s the one thing that you told yourself when you were a little girl that was gonna make you successful?
[00:09:09] Rhonda Merchant: I can answer that.
[00:09:10] Jonathan Duarte: What is it?
[00:09:11] Rhonda Merchant: So I remember we had a really small house, like it was tiny, probably less than a thousand square feet.
[00:09:18] Rhonda Merchant: And in my room, looking out I could see our main street across the street from us on a hill, there was this house and this couple. And they would come out every Saturday night deck to the nines, get in their Cadillac. The wife would have a fur, just long dress, and he would have a tuxedo and they would drive off.
[00:09:38] Rhonda Merchant: And I remember sitting there like, where are they going? And I imagined all of this, oh, they’re going to
[00:09:45] Jonathan Duarte: fantasy world
[00:09:46] Rhonda Merchant: falls or dances or traveling. And I just remember saying, when I get to be that age, like I want to decked out in a ball gal.
[00:09:55] Rhonda Merchant: But that stuck with me. I want to be successful, [00:10:00] where, I can have that Cadillac dream. And, live that life.
[00:10:04] Jonathan Duarte: That’s amazing. I think that every leader absolutely knows that point. Sometimes it’s really hard for them to talk about it. But you hear and you ask any good leader and they know that point. I ask people in interviews all the time. I won’t hire anyone unless they know that.
[00:10:24] Jonathan Duarte: Yeah,
[00:10:24] Rhonda Merchant: that’s a great question.
[00:10:25] Jonathan Duarte: Yeah. Because for average employees is not a big deal. But if you’re gonna become a leader, there has to be your drive.
[00:10:30] Jonathan Duarte: And if you don’t have motivation, you don’t know what it is. It’s, there’s nothing I as a leader can tap into you to ask you, Hey, you remember the fur coat? Okay. And you’d just be like, if you were going off on a tangent or if I said that to you, you’d be like, okay, take a breath, recenter you.
[00:10:50] Jonathan Duarte: That’s all anyone would ever have to say and to be Okay. Gotcha. Let’s go. True. I think that’s a good one. Alright, [00:11:00] diverted for a little bit. So now let’s skip ahead a little bit. So we met back in, oh. Five, eight years ago or so when you were doing entertainment stuff with main events.
[00:11:11] Rhonda Merchant: Yes.
[00:11:12] Jonathan Duarte: And that was a completely different model. Now you’re a TA leader. And a director, I believe then. What’s been the transformation, like the next areas, if we look at the dial of your career, what’s the next angle that you’ve, moved from? If someone
[00:11:28] Jonathan Duarte: was in your shoes in their twenties, thirties, what should they be thinking about their careers, those kind of career moves and those opportunities that you’ve been? Jumping into and making transitions for
[00:11:41] Rhonda Merchant: Yes, absolutely. I went into insurance because it was safe, and that was not my passion.
[00:11:46] Rhonda Merchant: I quickly realized I missed talent acquisition. Yeah. And so what I would say is no. Who you are as much as you can. And when you’re still young, you’re still figuring it out. That was a great figure out moment because it loops me to be ready [00:12:00] for a future leadership role when I was leading training as a senior director.
[00:12:05] Rhonda Merchant: And if I didn’t have that experience, I wouldn’t have been equipped. When that opportunity came about. But, it’s okay to pivot. It’s okay to pivot outside of what you think that you want to do. It’s okay to go out and come back. So I came back into recruiting because I missed it. And then I built, I don’t know, 10 years or so really being a corporate recruiter during that time.
[00:12:28] Rhonda Merchant: I worked for very large, established CPG organizations. I left. A really big role to pivot again, when I say really big role, I was recruiting for international marketing talent, and I left that role to take a lateral move to recruit
[00:12:48] Rhonda Merchant: I wanted retail experience. And field operations recruiting experience. I knew mid-career, that I wanted to eventually be a TA leader. I love pouring into people. What I love the [00:13:00] most about, where I am in this stage in life is that I get to
[00:13:04] Rhonda Merchant: influence people help develop them. At that stage I knew okay, you’re either going to be too corporate heavy, which is gonna limit your opportunities. You need, if I really want to have this breadth of experience, I needed to be in a organization that was operations driven, field recruiting.
[00:13:24] Rhonda Merchant: So I pivoted to a grocery store in retail, and I did that for a couple years. When we met the opportunity at Main Event someone reached out to me about that role because my background was corporate and field and Main Event was a director over a corporate and field recruiting team.
[00:13:44] Rhonda Merchant: Had I not. Pivoted at that point and stepped out of something that, on paper looked really good to go to the grocery side, retail side, I wouldn’t have been ready for that opportunity. That is a big aha moment for me. Just to [00:14:00] answer your question for, anyone out there trying to navigate their career, I think at some point you wanna know where you want to get to.
[00:14:08] Rhonda Merchant: And reach out, ask people, my brain is naturally wired this way, I can’t say that I, reached out to someone and said, Hey, if I wanna eventually be a TA leader, what experiences do I need? I just knew that I needed to be well-rounded. Main event, that’s entertainment, like you said, hospitality again, gives me a different industry.
[00:14:29] Rhonda Merchant: One of the other facets about me that I think people also should realize, I also realized during that timeframe, like I’m a builder. I enjoy. Coming into organizations where I have the opportunity to put up my footprint and to build, leave a legacy of sorts.
[00:14:50] Jonathan Duarte: Yeah.
[00:14:51] Rhonda Merchant: And
[00:14:51] Jonathan Duarte: that’s what
[00:14:51] Jonathan Duarte: That’s what they’re gonna hire you for.
[00:14:52] Jonathan Duarte: If they need to build it, even if we talk to CHROs, a lot of times they may not recognize [00:15:00] that they have a system that’s broken.
[00:15:01] Jonathan Duarte: Because the data is terrible. The systems are often terrible. And then when you say, oh, I need to build a leader.
[00:15:10] Jonathan Duarte: That becomes a very narrow set of skills that there are very few of in TA there’s directors trying, coming up to try to build it. But what are some of the skills, if someone’s in that kind of role, say they’re in a director of TA role now, what are some of the areas of skills?
[00:15:28] Jonathan Duarte: ’cause now, I looked at your resume and it’s every piece. TA at this point.
[00:15:34] Rhonda Merchant: Definitely get as familiar as you can with AI and just the technology. So many of our platforms starting when ATS systems were launched, like I was in recruiting when before ATS systems and I feel that helped because I was always in this mode of learning new technology.
[00:15:53] Rhonda Merchant: I was already in recruiting when LinkedIn launched and I had to learn that. But now there’s so much out there, but [00:16:00] it’s taken the time to make sure you understand those big buckets of technology because that it’s always been the direction. And it’s gonna continue being the direction, but now I think it’s advanced and it’s at a faster pace.
[00:16:14] Rhonda Merchant: Things are evolving. I would also say from recruiting from a, true skills that has nothing to do with, sourcing and interviewing talent would be employment branding and recruitment marketing. That’s a huge piece of it. Now in ta, we’re expected to understand that area. We’re expected to know that,
[00:16:34] Rhonda Merchant: it’s a big part of candidate attraction what you’re doing socially and in the marketplace to expand your brand. That was a key. Experience I picked up at Main Event, and even prior to that, I didn’t realize I was doing recruitment marketing initiatives and creating videos, in the retail experience to try to engage candidates,
[00:16:56] Rhonda Merchant: so it’s being creative, being [00:17:00] strategic and just thinking outside of. sourcing and screening and, placing candidates if you wanna be a recruiter long term. Absolutely. Like I praise those individuals. We need true recruiters. But there’s differences when you look at talent acquisition and if you’re looking to be a true TA leader, then those are just additional skill sets that you have to spend time learning and developing.
[00:17:28] Jonathan Duarte: Yeah. So what’s next? From a career side, I know you just switched over with your new company recently. What’s the next challenge that you’re seeing in the market now that you have a global team
[00:17:41] Rhonda Merchant: I love to stretch like that.
[00:17:43] Jonathan Duarte: It sounds like it.
[00:17:45] Rhonda Merchant: I do. I love a good stretch opportunity. And it’s really interesting, like I’ve worked with global teams throughout different phases of my career and once you really understand the cultural nuances, it’s the same, it’s leading people.[00:18:00]
[00:18:00] Rhonda Merchant: And if you are a strong leader of people, if you can connect with people then the go global piece is not, a hindrance to that. For me it’s really just, I’m now in the healthcare space, which is really exciting. It is. Fast paced. It is, very nuanced with, I’m in behavioral healthcare, that rings very true to my heart. I have, family and friends impacted in different ways. And even me personally with my mom. It’s about how we can be strategic in this competitive space.
[00:18:35] Rhonda Merchant: A lot of TA leaders can relate to that. What are you doing differently than your competitors? You can’t always rely on money medical, dental, vision, benefits to tell the story for you. You have to really tell this compelling story about why you would wanna work.
[00:18:53] Rhonda Merchant: This environment and for our organization. And so it’s really, for me right [00:19:00] now, I’m in that mode of figuring out the best way to frame our story, to communicate our story, to make sure that the recruiters on the team are well equipped with that information because they’re the front lines, like they’re the ones selling and marketing this.
[00:19:17] Jonathan Duarte: Oh yeah.
[00:19:18] Rhonda Merchant: An opportunity.
[00:19:19] Jonathan Duarte: So let me finish off and ask you this one last question with the employer brand and the culture you’re talking about, and now having a global team, the global team is not connected to. The actual work, they don’t see the behavioral health and most people in the recruiting team, even on shore, are not gonna know, Hey, this is what the therapists do, this is what they do on a daily basis.
[00:19:45] Jonathan Duarte: How do you. Instill the culture and the type of people that are good for your clients and your team in your TA team that really doesn’t touch ’em. Don’t get [00:20:00] to see ’em on a daily basis.
[00:20:01] Rhonda Merchant: That’s a great question. The TA team is completely remote.
[00:20:05] Rhonda Merchant: We’re all over the country located just in the US and we have our Philippines global team. This organization does a really good job of sharing meaningful moments where it’s either client testimonials or videos. We open up. Leadership meetings with those moments. And we’re hearing directly the impact that our therapists are making, our counselors are making we’re hearing directly, from our autism patients, and that brings us back to.
[00:20:40] Rhonda Merchant: The reason we’re doing this work? Yeah. And as a team, one of the things that we do, we meet very regularly and we open up our meetings with mental health. Tips and taking, time for yourself, we’re supporting this mission, but it’s also important that we realize especially [00:21:00] working remotely, you can get in this groove of, you have breakfast at your desk, you have all these meetings, you have lunch at your desk, and then it’s dark before you, you don’t even get sunlight potentially.
[00:21:11] Jonathan Duarte: Oh, and you have nine different time zones
[00:21:13] Rhonda Merchant: yes.
[00:21:14] Jonathan Duarte: Yeah.
[00:21:14] Rhonda Merchant: So we, internally, it’s very important that our people know this is our mission. This is our vision. This is what we’re here for. We’re here to serve this population.
[00:21:24] Rhonda Merchant: We make sure that they’re connected. to that, from that standpoint, we’ll have operators join our TA team meetings and give, stories and talk through when you visually see the pictures and the videos and you hear the stories, it helps to connect you.
[00:21:42] Jonathan Duarte: Yeah. That’s amazing too, because it’s such a bigger task that we all had to learn in COVID in some way.
[00:21:51] Jonathan Duarte: To instill it in a team like that from a global side, because they’re just so far away from the actual work is [00:22:00] amazing I look forward to seeing the company grow and hearing about how it works and how our recruiting works over time. That’d be great.
[00:22:07] Rhonda Merchant: Thank you Jonathan.
[00:22:08] Rhonda Merchant: I’m looking forward to sharing that with you.
[00:22:10] Jonathan Duarte: How can people reach out to you if they wanna connect?
[00:22:13] Rhonda Merchant: Sure. Find me on LinkedIn. I’m happy to connect there. Reach out and would love to connect and I’m always open to meeting new people, sharing insights, best practices.
[00:22:24] Jonathan Duarte: All right. Thank you very much.
[00:22:26] Rhonda Merchant: Thank you.
16 February, 2026
