Warren Highlights Commissioner Goldsmith Romero’s Decades of Experience As a Financial Regulator

Senator Warren's exchange with CFTC Commissioner Christy Goldsmith Romero, nominee for to Chair of the Federal Deposit Insurance Corporation (FDIC), at a July 11, 2024 hearing of the Senate Committee on Banking, Housing, and Urban Affairs entitled: "Nomination Hearing to Consider the Nominations of Christy Goldsmith Romero, to be Chair of the FDIC; Caroline A. Crenshaw, to the SEC Commission; Kristin N. Johnson, to be Assistant Secretary of the Treasury; and Mr. Gordon I. Ito, to be a Member of the Financial Stability Oversight Council."

[@justrosy5]

Please post more of Hon. Goldsmith Romero! She interviews well under pressure and I desperately need examples like hers (and yours) to learn from! I'm on the Spectrum, I'm terrible with these things, I'm out of work and need a job ASAP. I feel like watching videos like this one can really help me when I get interviews! Anyway, thank you for posting this! It's very helpful!
In fact, I'm going to throw some "notes to self" (notes to others on the Spectrum, their Life Coaches or Care Givers, etc., too) here, in case anyone else finds them helpful. Most of these are notes from the interview above, and the last 2 are from my own personal observations from past experiences:
1. Part of researching the company is also researching the job title. What does a person in this role do at various peer companies and at this company, beyond the description in the job ad? How is the applicant already qualified to do the job they're applying for (not just to do the jobs they've already done)?
2. Stay positive. Look for the positive spin. What should this company know about how the applicant handles bad situations as they happen? No, if the person didn't cause those situations, or if it's unreasonable to expect that they would be able to prevent them, then they haven't done anything wrong. But what did they do right?
3. What standards did the applicant have to meet or exceed in their previous rolls that prepared them for the standards of the new roll they're applying for, and specifically how did they meet or exceed those standards?
4. "Yeah" is ok, but probably just once. Don't freak out about it, but try to remember to say "Yes" more often. (I once freaked out about that in a job interview and I'm pretty sure that's what tanked it for me. I should have just kept going. Oh well, it turned out to be a bad employer anyway, so no biggie. 😆)
5. Keep in mind that, regardless of the applicant's experience, there's always someone who had less experience who either applied for or even got the job. It's not worth it to be self-conscious about such things. Just march in confidently and get through the interview and try to feel good about it regardless of what happens. People don't just apply for whatever because they know they can't do the job or something.
6. Try to keep notes on the top 5 big things the applicant did for each of their previous companies, like how many customers they think they helped, or what were their big accomplishments, or in what ways did they help people or keep people safe?
7. Don't be afraid to point out things the applicant has done at previous companies that the current company needs but doesn't currently have a process or the tools for, and then say how the applicant can bring those to the new company if hired. Point out the positive benefits and results of these things working for previous companies. It's not an insult to do that if the Hiring Manager has any sense at all - they'll want to hire the applicant!
8. Focus on how the applicant brought emotional security to peers, customers, and upper management. This may seem silly and cheap to those of us on the Spectrum, because we see it all as "just another day at the office," but these things matter to everyone around us, and at the end of the day, we want to be emotionally supported too, so we have to at least try to actively grant others the same thing. We have to think about how they probably feel, then talk about it in terms of how we tried to bring good feelings to them. It's ok to talk about that to at least a summarized degree, when talking about things the applicant did that helped others.
9. Think this whole thing through. What would the applicant be looking for if they were the interviewer for their own company who's trying to hire people in this position? What would be their concerns, and what kinds of answers to those concerns would satisfy them? That's what the Hiring Manager needs to hear.
10. Don't ask them to hang onto your resume - it looks desperate, and they'll do that anyway if they think they want to keep it for future reference. Employers are even posting fake job ads just so they can collect resumes for potential future jobs that may never exist. They'll hang onto the applicant's resume after interviewing them, even if they never hire the applicant for anything.
11. Don't take it personally if they don't ask for another interview. Just thank them, shake their hand, walk out, and keep looking for another job. Maybe email them to thank them for the interview, and again a few days later to check on the status of the application, but really, just keep looking for work. If they call back for another interview, that's great! If not, oh well, it's nothing personal. It wasn't a waste of the applicant's time because they got more interviewing experience. Also, just throw out any letters they send in the mail if they haven't asked for another interview or offered the job. Employers don't send acceptance letters, they call or email if they want another interview or to hire. It's not the applicant's fault they waste postage on needless insults. They can do that with emails instead and save the postage. Mailed rejection letters are passive-aggressive and applicant's don't need to read them anyway. It's the company's loss, not the applicant's! Keep looking for work elsewhere!

[@jcarle1001]

Speaks great volumes to the work they have done and continue to do.

[@peterbarker8249]

...no. Man. ease 💆💆