Christina Massa (Raggio-Esposito)

As a leader/hiring manager, I would say to genuinely put the candidate's needs first, always. When you create an applicant-centric experience, you empower the candidate and facilitate a better fit for all with longer retention. Ask the right questions, not questions that are just perceived as box checking (e.g., do you have your PMP certification?). Be thought provoking. If you can see early on in the process that the candidate is not a good fit, don't string them along and don't force it, there are empathetic approaches to get this right for all. Lastly, don't just interview someone to check a box, it shows and is not a good look for the company that you represent.

Yes! Tough exam. I had a license 28 years ago and let it expire. I was doing rentals in queens…sold one house in the mix. I should have renewed it!

When you promote AI appropriately and responsibly, you promote more time for human touch, where it’s needed most. Passionate innovators are motivated by nay-sayers keep doing you…

I agree with the variety of sources. It spices things up. I also think it’s important to decide which spices to add to your stew and which to omit. You are the chef of your career.

Integrity matters for all, always. Entities do need to protect themselves as do individuals to your points. The key factor here though is that for an individual, displacement feels personal and often comes with emotions understandably. Having said that, one must try to remove the emotions and stick to the facts of the terms.

Multi-faceted is the timeless differentiator.