In an interview published in November 2024, Gary Shapiro, the CEO of the Consumer Technology Association (CTA), shared insights on hiring practices that prioritize employee loyalty. He expressed a strong preference for job candidates who indicate they cannot start immediately, as it reflects their commitment to their current employers. Shapiro indicated that candidates ready to leave their previous job on short notice might exhibit similar behavior toward future employers, raising concerns about their reliability and dedication. Shapiro's approach has been consistent throughout his 30-plus years in his position at CTA, where he places significant value on an employee's loyalty to an organization. He conveyed that higher notice periods for candidates are often more favorable and demonstrate a readiness to transition responsibly. This philosophy was notably applied when hiring for the role of chief operating officer at the CTA, where the successful candidate required six weeks to leave her prior position, which he regarded as a positive indicator. Furthermore, Shapiro's loyalty test also applies to existing employees who decide to resign. He noted that providing adequate notice, typically two weeks or more, is crucial for "boomerang" employees—the term used to describe past employees who return to the company. When rehiring, CTA considers the conditions under which the employees left, as positive exits enhance their potential for re-engagement. The interview shed light on the broader implications of these hiring strategies amid the evolving job market, especially with the rise of artificial intelligence in recruitment processes. Many hiring managers are re-evaluating traditional interview questions and expectations due to AI's influence on candidate behavior. Overall, Shapiro's emphasis on loyalty and commitment illustrates a shift toward valuing long-term employee relationships within the context of organizational stability and growth.