It’s actually quite silly and counterproductive to require TA to be in the office

The Case Against Mandatory In-Office Attendance for Talent Acquisition Professionals

In today’s dynamic work environment, the traditional notion that certain roles necessitate physical presence in the office is increasingly being challenged. This is especially true for Talent Acquisition (TA) professionals, whose daily tasks are predominantly digital and communication-driven.

Many TA practitioners spend the majority of their workday engaging over the phone or via computer—sourcing candidates, coordinating interview schedules, managing email correspondence, and more. Additionally, they often extend their availability beyond standard hours, conducting late-evening conversations to accommodate candidates’ busy schedules. Given the nature of these responsibilities, in-person interactions are, by and large, unnecessary for successful performance.

The prevalent expectation for TA teams to be physically present in the office appears increasingly outdated and counterproductive. When considering the core functions of talent acquisition, the value of remote work becomes evident. The emphasis on in-office presence not only overlooks the efficiency and flexibility offered by virtual communication but also imposes unnecessary logistical burdens on employees.

Requiring physical attendance in the office can hinder productivity, reduce work-life balance, and diminish job satisfaction among Talent Acquisition professionals. As organizations evolve in their understanding of effective work practices, it’s worth reevaluating policies that mandate physical presence, especially when much of the job can be performed just as effectively—if not more so—through remote means.

In conclusion, the insistence on in-office work for TA roles is largely unnecessary and may even be counterproductive. Embracing flexibility and trust in digital communication tools can foster a more efficient, motivated, and satisfied workforce—benefiting both organizations and their talent acquisition efforts.

Are we expected to lie in interviews?

Are Job Interview Questions Fair to Expect from Recent Graduates?

Navigating the world of job interviews can be a daunting experience, especially for recent graduates stepping into the professional arena for the first time. A common concern among newcomers to the job market is the nature of the questions asked during interviews and whether they fairly assess a candidate’s abilities or inadvertently expect them to craft stories that may never have occurred.

Recent Graduate Perspectives on Interview Question Expectations

Many young professionals and recent graduates encounter interview questions that seem to assume a level of experience they have not yet accumulated. For instance, questions like:

• “Describe a time you successfully persuaded someone to see your point of view despite initial resistance.”
• “Can you share an example of when you optimized a process?”
• “Tell me about a situation where you devised a novel solution to a problem.”

While these questions aim to evaluate problem-solving skills, creativity, and leadership potential, they often leave candidates questioning the fairness of expectations. Is it reasonable to expect a 23-year-old, fresh out of university, to have concrete examples that match these scenarios? Or are such questions expecting candidates to fabricate stories to fit an ideal profile?

The Challenge for Recent Graduates

Many recent graduates feel caught in a dilemma. On one hand, they want to demonstrate their skills and potential; on the other, they lack extensive work experience to draw upon. This situation raises questions about the nature of interview questions: should they be tailored to the candidate’s level of experience, or are they standard across the board?

Authenticity Versus Fabrication

Candidates often wonder whether they are expected to invent narratives during interviews. While honesty is paramount, the pressure to provide compelling examples can lead to stress and uncertainty. It’s vital for interviewers to recognize the value of potential, motivation, and transferable skills, especially for those just starting their careers, rather than solely focusing on past experiences.

Advice for Recent Graduates Facing Challenging Interview Questions

If you find yourself in an interview and are confronted with questions that seem beyond your current experience, consider the following approaches:

1. Be Honest and Reflective: If you haven’t faced the exact situation, it’s okay to acknowledge that and provide a hypothetical or how you would approach such a scenario.
2. Draw on Transferable Skills: Highlight related experiences, academic projects, internships, or volunteer work that demonstrate relevant skills.
3. Show Willingness to Learn: Emphasize your enthusiasm, adaptability, and eagerness to develop new competencies.

For interviewers, it’s beneficial to craft questions that assess potential and attitude rather than only past experiences. Situational or behavioral questions can be tailored to the candidate’s level, providing a fair assessment of their capabilities and mindset.

In Conclusion

While challenging interview questions can seem intimidating, they also present an opportunity to showcase your problem-solving mindset and adaptability. Remember, interviews are a two-way process, and honesty combined with a reflective approach can create a positive impression. Employers, in turn, should strive to understand the context of a candidate’s experience, especially for recent graduates, and tailor their questions accordingly.

Navigating job interviews is undeniably complex, but with preparation, authenticity, and perspective, you can turn even the most perplexing questions into a showcase of your potential.

What makes a great candidate experience?

Enhancing the Candidate Experience: What Truly Creates a Memorable Hiring Journey?

In today’s competitive talent landscape, crafting a compelling candidate experience is more critical than ever. Leading organizations recognize that the way they engage with prospective employees—from their initial interaction to the final hiring decision—can significantly influence their brand reputation and future success.

Understanding the Candidate Journey

Many companies boast strong brand visibility and maintain a consistent communication flow throughout the recruitment process. However, even with these strengths, there are often areas for improvement. Whether it’s the application process itself—whose user experience might be seen as either intuitive or cumbersome—or the touchpoints of engagement, every detail matters.

What Constitutes a Great Candidate Experience?

To truly excel, organizations should contemplate several key factors:

• First Impressions: The initial interaction, whether through a job ad, social media engagement, or direct outreach, sets the tone. Ensuring clarity, transparency, and a welcoming tone can make a positive impact.
• Application Process: A seamless, user-friendly application system reduces drop-off rates. Candidates appreciate transparency about timelines and what to expect at each stage.
• Communication: Regular, honest updates keep candidates engaged and demonstrate respect for their time. Even declining candidates should be treated with professionalism and empathy.
• Feedback and Closure: Constructive feedback or a thoughtful rejection can leave a lasting positive impression, encouraging future applications or brand advocacy.
• Digital Experience: In an era dominated by technology, a well-designed, mobile-friendly application platform and an interactive employer website can elevate the experience. Automation, chatbots, and clear content make the process efficient and engaging.

Balancing Expectations and Reality

While some aspects of candidate experience are apparent, continuous self-assessment is vital. What do candidates truly value? How do they perceive their journey with your organization? Engaging with candidate feedback and benchmarking against industry best practices can reveal blind spots and opportunities for enhancement.

Conclusion

Creating a great candidate experience is about more than just ticking boxes; it’s about fostering a genuine connection, demonstrating respect, and providing a smooth, transparent process from start to finish. By aligning your recruitment approach with candidate expectations—especially in the digital realm—you can differentiate your organization and attract top talent.

If you’re seeking inspiration or practical steps, consider reviewing your current hiring processes through the lens of your candidate’s perspective. Remember, a positive experience not only attracts quality applicants but also turns candidates into ambassadors for your brand.

Would love to hear your thoughts: What do you believe makes a candidate experience truly exceptional? Share your insights and best practices in the comments below.

LinkedIn is a monopoly and I’m over it.

The Dominance of LinkedIn in the Recruiting Industry: An Industry Perspective

In the realm of recruitment operations, staying ahead requires strategic partnerships with the right tools and platforms. Recently, our team at RecOps has entered negotiations with LinkedIn for our upcoming contract renewal—an experience that has prompted reflection on the platform’s pricing and market position.

To our surprise, the initial renewal proposal included a quote of approximately $15,000 per recruiter seat. This figure is quite staggering, especially when compared to other industry-standard tools; for context, Bloomberg terminals—known for their high cost—are often cited as expensive, yet LinkedIn’s recruiting products now seem to surpass them in terms of price.

This raises an important question: what are other organizations paying for LinkedIn’s recruiting services? The lack of comparable alternatives in the marketplace highlights a potential issue—LinkedIn’s dominant position as a near-monopoly in professional networking and recruiting tools. Despite the availability of various job boards and niche platforms, few can match the integrated reach and data depth that LinkedIn provides, which naturally leads to higher pricing and limited bargaining power for consumers.

The absence of strong competitors in this space is a concern for many HR and recruiting professionals. Monopolistic tendencies can stifle innovation, inflate prices, and ultimately impact the overall efficiency and effectiveness of talent acquisition strategies.

As the industry continues to evolve, it’s worth considering the implications of such market dynamics. Are organizations adequately exploring alternative solutions? Is the landscape ripe for new entrants that could challenge LinkedIn’s entrenched position? These questions underscore the need for ongoing industry discussion and innovation.

In conclusion, while LinkedIn remains a powerful tool in the recruiting arsenal, its pricing and market dominance warrant careful consideration by companies seeking cost-effective and competitive recruitment solutions. Industry stakeholders should remain vigilant and advocate for a more diverse ecosystem that fosters competition and innovation in professional networking and talent acquisition.

Verbal offer rescinded due to hiring freeze

Navigating Job Offer Cancellations Due to Company Hiring Freezes: A Personal Perspective

Securing a job offer is often a pivotal milestone in one’s career journey, marking the beginning of an exciting new chapter. However, what happens when, after months of anticipation and preparation, that offer is unexpectedly rescinded? This is a situation many professionals may face, particularly amid fluctuating economic conditions or organizational changes.

Recently, I experienced this firsthand. After two months of diligent interviews, engaging discussions about salary, benefits, visa arrangements, and start dates, I was thrilled to receive a verbal job offer from a reputable company. The process was thorough, and both the hiring manager and recruiter assured me of the company’s interest. My visa was approved, I excelled through all four rounds of interviews, and I was eager to embark on this new role.

However, despite these positive indicators, I was recently informed that the offer would not materialize due to a sudden “unforeseen circumstances” within the organization—specifically, a hiring freeze implemented unexpectedly. This decision was communicated to me after a lengthy wait for a formal written offer, leaving me feeling devastated and betrayed, especially after the company’s initial enthusiasm and my dedicated efforts.

Understanding the Situation

Hiring freezes can be implemented for various reasons, including budget constraints, organizational restructuring, or broader economic uncertainties. While these measures are often unforeseen and not personal, they can still cause significant disruption and disappointment for candidates who have invested time and hopes in the process.

How to Proceed When Your Offer Is Rescinded

1. Allow Yourself to Process the Emotions
   It’s natural to feel heartbroken, frustrated, or even angry. Acknowledge these feelings and give yourself space to process them.

2. Request Clarification and Feedback
   Politely reach out to your contact at the company—be it the recruiter or hiring manager—to understand the situation better. While specific reasons might not always be disclosed, expressing your continued interest and professionalism can leave avenues open for future opportunities.

3. Assess Your Options
   Reflect on your current circumstances—consider opportunities elsewhere, leverage your network, and update your resume. Don’t let this setback define your career trajectory.

4. Maintain Professional Relationships
   Keep the lines of communication open with the company. Sometimes, organizational changes are temporary, and future opportunities may arise.

5. Stay Positive and Proactive
   Use this experience as a learning opportunity. Many successful professionals have faced setbacks but persevered. Continue your job search with renewed focus and determination.

Moving Forward

While the rejection of a job offer can be disheartening, it’s important to remember that such situations are often out of your control. Maintaining professionalism, keeping communication open, and exploring other opportunities can help you navigate this challenging period effectively.

If you’re in a similar situation, know that you’re not alone. The job market can be unpredictable, but resilience and perseverance are key. Stay focused on your career goals, and new, promising opportunities will eventually come your way.

Conclusion

Experiencing a verbal offer rescinded due to company hiring freezes is undeniably tough. However, understanding the broader context and adopting a strategic approach can help you manage the situation constructively. Keep your spirits high, and trust that your persistence will lead you to the right opportunity.

If you’ve gone through a similar experience or have advice to share, feel free to leave a comment below. Your insights can help others facing the same challenges.

Worked in tech recruiting most of my career, just joined a large city municipal. Holy moly. I feel like I’m in the twilight zone.

Navigating a Career Transition: Insights from Moving from Tech Recruitment to a Municipal Government Role

Shifting career paths can be both exciting and challenging, especially when transitioning into a vastly different organizational environment. Recently, I made a significant move from a long-standing career in tech recruiting to joining a large city municipal government. The experience has been eye-opening and, honestly, quite surreal.

Divergent Hiring Processes and Practices

One of the most striking differences I’ve encountered is the approach to job offers. In my previous role, salary details were typically disclosed upfront during the offer stage. However, at the municipal level, the process is notably different. Offers are initially made without specified pay rates—recipients are simply asked to accept the offer first. Only after acceptance are background checks conducted, followed by a second offer that includes the salary information. This staged process is unfamiliar to many hiring professionals accustomed to transparency from the outset.

Communication Policies and Fairness Concerns

Another intriguing aspect relates to communication restrictions. To maintain fairness and avoid potential legal complications, employees are advised not to reach out to candidates individually on platforms like LinkedIn. The concern is that direct contact might be perceived as giving certain applicants an unfair advantage—a situation that could lead to claims of favoritism or legal disputes. This underscores a commitment to equitable hiring practices but also presents unique challenges in engaging with potential candidates.

Reflections on Organizational Culture and Personal Perspective

The differences extend beyond procedures to the underlying organizational ethos. Describing the municipal environment as ‘very socialist,’ I observe that the policies tend to emphasize equality and collective fairness, sometimes at the expense of transparency or flexibility common in private sector recruiting. While I am grateful to have secured stable employment after a period of unemployment, adapting to these new norms has been a learning curve.

Final Thoughts

Transitioning into the public sector has been an eye-opening experience that highlights how organizational culture and operational procedures can vary widely. Embracing these differences is part of professional growth, and understanding them can lead to more effective and adaptable hiring strategies in diverse environments. For those considering similar transitions, patience and openness to new practices are key to thriving in unfamiliar settings.

Update: Technical Recruiter rejected from an absolute DREAM Job

Career Shift Success: From Rejection to an Exciting New Opportunity in the Tech Start-Up World

Navigating the job market can be a rollercoaster, especially when faced with setbacks and unexpected turns. Recently, I experienced one such moment that taught me valuable lessons about resilience, strategic thinking, and embracing new opportunities.

The Setback: Rejection from a Dream Role

Previously, I shared my frustrations about being unemployed for eight months and my disappointment in being turned down for what I considered an ideal position—a Lead Technical Recruiter at a cutting-edge vector database start-up. Despite my extensive experience, including roles at major FAANG companies and a prominent gaming/digital entertainment firm, I was passed over in favor of a candidate with prior start-up experience. At the time, I was applying broadly but remained particularly drawn to positions within tech start-ups.

A New Beginning: Securing an Opportunity in Virtual Reality

I’m pleased to share that, as of this Monday, I’m stepping into an exciting role at a virtual reality (VR) start-up focusing on professional 3D and animation studios. This opportunity surpasses my previous aspirations in terms of innovation and impact—it’s genuinely cooler than vector databases! The start-up is in its seed stage, and I am humbled to be employee number 16. My prior experience recruiting for Oculus at Facebook—specifically in VR and hardware—played a role in demonstrating my understanding of the domain and aligning with their vision.

Negotiating in a Competitive Market

Entering a new venture always involves a degree of risk. I was concerned about the potential for a lowball offer, especially since start-ups often have tight budgets. Surprisingly, I received a compelling offer that exceeded my expectations, even though I accepted a slight salary reduction. Additionally, I was granted a 0.2% equity stake, which makes me even more excited about contributing to a product that promises to evolve from concept to market-launch.

Adjusting to a New Work Environment

One aspect I’m mindful of is the company’s requirement for full-time onsite presence—five days a week. In my previous roles, I enjoyed a flexible schedule with three onsite days, which allowed me to balance work and personal life effectively. Transitioning to a more rigid in-office schedule will be an adjustment. The leadership has assured me that they will revisit this policy after a few months, but for now, it’s an area I’ll need to adapt to. I believe that such changes, while initially challenging, often lead to new growth opportunities.

The Job Search Journey

My path to this role was extensive. Over nine months, I submitted 162 applications, with this company being the 100th—first reaching out in mid-November. I first received a response in mid-December, and subsequent interviews included multiple discussions with the CEO and hiring managers, culminating in an in-person meeting just before the holidays. Despite timing and uncertainties, I remained optimistic, and that perseverance paid off with an offer later that day, which I negotiated over the weekend before signing on December 31st.

Lessons Learned and Next Steps

This experience has underscored the importance of perseverance, patience, and being open to opportunities outside initial expectations. I recognize there’s still much for me to learn, such as implementing new processes—something I haven’t done extensively before. As I embark on this journey, I welcome any advice or insights from those with experience in scaling start-ups or process implementation.

Final Thoughts

To everyone navigating their own career paths: stay persistent. Rejections and setbacks are part of the journey but often lead to unexpected, rewarding opportunities. I am grateful for the support from this community and look forward to sharing my progress as I grow into this exciting new role.

Thank you for your encouragement and guidance!

— [Your Name]

Why can’t the companies disclose salary figures prior to interviews?

Understanding the Opaque Nature of Pre-Interview Salary Disclosures: A Closer Look

Navigating the job interview process can be complex, especially when it comes to discussing compensation. A common concern among job seekers is the lack of transparency around salary information prior to entering into negotiations. Many candidates find themselves in situations where they are asked to disclose their previous earnings without clear guidance on what to expect or how their future compensation might be determined. This blog explores why companies often refrain from disclosing salary figures before interviews and highlights the implications for applicants.

The Challenge of Salary Transparency

Consider a typical scenario: a candidate successfully completes an interview, receives an initial offer, and is then asked to provide recent payslips and other financial documents. When inquiring about the expected salary, the candidate is told that salary discussions will only occur after the submission of these documents. This approach can be frustrating and confusing, leaving candidates unsure about their potential compensation and how it aligns with their expectations.

Such opacity can create a sense of uncertainty, akin to waiting for a surprise lottery reveal—an uncomfortable and inefficient way to approach a crucial aspect of employment negotiations. From a candidate’s perspective, this lack of upfront clarity hampers their ability to make informed decisions, evaluate offers in the context of other opportunities, and negotiate effectively.

Why Do Companies Hesitate to Disclose Salary Ranges?

Several factors influence a company’s decision to withhold detailed salary information before the interview process concludes:

1. Internal Policies and Confidentiality: Companies may have policies that restrict divulgence of salary ranges to prevent internal discrepancies and preserve negotiation leverage.

2. Market Flexibility: Organizations might prefer to tailor compensation offers based on the candidate’s experience, skills, and bargaining power, rather than pre-set ranges.

3. Avoiding Disqualification: Some firms believe that sharing salary ranges upfront might deter candidates whose expectations are outside their budget, leading to fewer applicants.

4. Legal and Regulatory Constraints: In certain regions, legal frameworks may influence what information can be disclosed publicly or to candidates.

The Impact of Salary Transparency on Candidates

The lack of clarity around compensation can have significant repercussions for job seekers. For example, candidates operating in regions like India, where companies might have an international presence, often face challenges in interpreting how their previous salary influences future offers—especially when they have experienced underpayment due to external factors such as the COVID-19 pandemic.

Candidates may find themselves in a cycle where their current or past salary becomes the benchmark for new compensation, perpetuating a trend of underpayment. They argue that companies should instead disclose salary ranges for open roles upfront, recognizing their selection is based on merit, not just past earnings. Proper transparency ensures that candidates are valued appropriately and paid what the role is worth, independent of their prior compensation history.

Best Practices for Salary Transparency

To foster a fair and transparent hiring process, organizations can adopt the following best practices:

• Publish Salary Ranges: Provide clear salary brackets for each role during the job posting stage. This helps align expectations and attracts suitable candidates.

• Discuss Compensation Early: Address salary expectations early in the interview process to avoid unnecessary delays and frustrations.

• Separate Salary Verification from Negotiation: Use payslips strictly as verification tools during final stages, not as leverage points for initial offers.

• Respect Confidentiality: While transparency is valuable, ensure that all disclosures comply with legal standards and company policies.

Conclusion

The lack of pre-interview salary disclosures remains a common point of frustration for many job seekers. While companies have valid reasons rooted in confidentiality and strategic flexibility, increased transparency can lead to more positive hiring experiences, better candidate engagement, and a fairer compensation landscape. Applicants are encouraged to seek clarity early and advocate for transparent practices, fostering a more equitable and efficient hiring process for all parties involved.

Disclaimer: This article aims to provide insights into the complexities of salary transparency in the hiring process and does not endorse any particular company’s policies.

What’s with the fake candidates?

Uncovering the Rise of Fake Candidates in Tech Recruitment: A Growing Concern

In recent months, many hiring managers and recruiters have observed a perplexing trend: resumes that initially seem promising but, upon closer inspection, reveal troubling inconsistencies. These fabricated or heavily manipulated applications are increasingly targeted toward technology and programming roles, raising questions about authenticity, security, and the motivations behind such deception.

The Patterns of Deceptive Resumes

Candidates attempting to secure roles often submit resumes that appear tailored to the job description—highlighting relevant skills, experience, and credentials. However, a closer review often uncovers significant irregularities:

• Inaccurate Educational Backgrounds: Degrees listed on applications are from universities that do not exist or are unaccredited.
• Questionable Work History: Years of experience can be inconsistent or impossible to verify, with employment dates overlapping or stretching beyond typical career spans.
• Misrepresented Companies or Roles: Claimed positions at companies that do not provide the services or products listed.
• Fabricated Licenses and Certifications: Licensure or certifications that do not exist or are unrecognized by official bodies.

Firsthand Encounters with Deception

To illustrate, an experienced recruiter recounted an interview with a candidate claiming to be a seasoned professional with over 15 years of experience in South Florida. The individual introduced himself as “Brian Smith” or a similar name, and was reportedly in his 30s. During the interview, the candidate displayed limited English proficiency, despite the resume suggesting extensive international experience.

Further investigation revealed multiple discrepancies, and during the live interview, it appeared that responses might have been artificially generated or provided by a third party. The candidate’s answers seemed uncontextualized and inconsistent, prompting the recruiter to wonder if this was a case of AI-assisted deception or even an espionage attempt.

Emerging Threats and Motives

While such cases may seem unusual or isolated, anecdotal reports suggest a broader pattern. These fake candidates often seem to target programming and technical roles—positions that require specialized skills and are in high demand. The motivations behind these deceptive practices may include:

• Data Harvesting: Collecting personal information for identity theft or other malicious activities.
• Corporate Espionage: Gaining insights into a company’s operations, technology, or personnel.
• Testing Security Measures: Probing a company’s hiring process for vulnerabilities.

There is speculation that some of these impersonators could be members of state-sponsored espionage groups, such as North Korean hackers, or organized cybercriminal networks aiming to infiltrate organizations under false pretenses.

Implications for Recruitment and Security

These deceptive candidates pose significant challenges for hiring teams, who must distinguish genuine talent from forged resumes quickly and accurately. It underscores the importance of robust verification processes, such as:

• Verifying educational credentials directly with issuing institutions.
• Cross-referencing employment histories with previous employers.
• Incorporating technical assessments and live coding interviews.
• Utilizing background check services and identity verification tools.

Concluding Thoughts

As technology advances, so do the tactics of malicious actors seeking to exploit gaps in hiring processes. Organizations should remain vigilant, especially when recruiting for high-value or sensitive technical roles. Staying informed about emerging scams and investing in comprehensive verification practices are crucial steps toward safeguarding your company’s integrity and security.

Have you encountered similar cases in your recruiting efforts? Share your experiences and strategies in the comments below.

AI detox is becoming a real thing for recruiters

The Rise of AI Detox in Tech Recruiting: Embracing Authenticity in Outreach

In recent months, a noticeable shift has emerged within the realm of technology recruitment: the advent of an “AI detox.” This trend signifies a conscious move by recruiters toward more genuine, personalized engagement with developers and tech professionals.

For a significant period, artificial intelligence played a central role in outreach strategies. Recruiters increasingly relied on AI-generated messages, resulting in polished but often impersonal communication. While the volume of outreach soared, response rates stagnated or even declined — indicating that quality often trumps quantity in meaningful engagement.

Developers quickly recognized the mechanized tone, perceiving copy-paste templates that, despite their sleekness, lacked authentic human connection. This realization prompted a reevaluation among top recruiters, many of whom are now returning to a more human-centric approach.

Current best practices involve leveraging AI tools for constructing templates and initial drafts, but with crucial modifications: preserving the speaker’s voice, tailoring messages to individual contexts, and infusing genuine empathy. The goal is to strike a balance where technology enhances efficiency without sacrificing authenticity.

Successful recruiters have also recommitted to engaging where developers congregate online. Platforms such as Reddit discussions, Stack Overflow comments, GitHub issue threads, and daily.dev feeds serve as rich sources of insights into developer communities. These channels provide a window into developers’ thoughts, preferences, and the kind of communication that resonates authentically.

While AI can undoubtedly scale outreach efforts, the consensus now underscores that authenticity remains a vital driver of meaningful impact. Genuine interactions foster trust and engagement far more effectively than overly polished, impersonal messages.

In light of this trend, I am personally taking a proactive step — dedicating the upcoming week to an AI detox. The goal is to reconnect with the nuances of human-centric interaction and observe how authenticity influences engagement levels.

This evolving approach signals a broader understanding within tech recruitment: leveraging AI wisely, complemented by authentic human touch, is the key to building genuine relationships in a competitive market.