Sure, but that's not what we're talking about here. There was even a case where we hired someone directly from my prior employer to be on my team but it was very clear that I wouldn't be involved to prevent any kind of non-solicit issues. We were also, as an organization, sued by another company, where our CRO was prior, for non-solicit issues when a large number of their sales staff joined ours. So I'm not sure this is relevant. Everything I've read suggests non-solicits are enforceable, including in CA.

Non-solicits are not enforceable in CA as a matter of law.

In 2019, CA courts ruled that this also applied even while the soliciting employee is still employed at their old job.

Of course, a competitor can and will sue if they feel like it financially benefits them to do so, such as by interfering in your company's business procedures or discouraging other employees from leaving. This doesn't mean that what they're doing is lawful or that they won't face legal penalties for their actions.

Seems you're right: https://www.law.com/therecorder/2019/06/11/employee-nonsolic...