This study examines the co-construction of five successful gatekeeping encounters. Drawing from a database of employment interviews, the emically derived concept of trustworthiness is identified as a key determiner in the success or failure of job candidates. Three critical, potentially problematic moves are identified: supplying inappropriate references, demanding too high a salary, and failing to account for gaps in one's work history. What distinguishes the successful from the failed interviews is not the frequency of these potentially damaging occurrences but the compensatory characteristics of those encounters in which trust (and subsequent success) is established. The successful candidates vary widely in terms of second language ability (in the case of nonnative speakers of English) and work experience. What they share, however, is the ability to present themselves positively, to establish rapport/solidarity with their interlocutor, and to demonstrate flexibility regarding job requirements and preferences. Both linguistic and nonlinguistic features are examined.I am grateful to Gabriele Kasper and Claire Kramsch, who provided me with numerous critical and insightful comments on earlier versions of this article. The data analyzed here come from the database that was used for my dissertation research (2001). Attempts have been made to reflect the constructive, and much appreciated, criticisms of two insightful anonymous reviewers of an earlier version of this article.