Yeah, no one has a straight linear line in their career. There's so many, um, you know, curves and turns that it takes and, you know, to to no fault of your own at times. So, you know, I didn't start in the recruiting job. My first job out of college was actually selling private jet time. Um and so that was a short lived role. You probably will never see it on the rest may or linked in, but I did that for six months. However, that that taught me the important skills of cold calling and cold out, you know, outreach when it comes to email. And, um, you know, interestingly enough, even in my first job, I had some success just getting people to get back to me, like leaving some sort of compelling voice mail or email and getting someone on the phone or getting someone to call me back. So for me, that was that was fun. T be able to do something at 22 years old where, um you know, I almost pretended like I was, you know, more senior than I was. So, um, now you know that that job really has nothing to do with what I'm doing now. But all of that to say is, you know, I didn't go to school for recruiting. I kind of fell into it like many others. Andi, it's actually my passion, and I didn't know it at the time until I took a nurse recruiting job down in South Miami many years ago on. And so that taught me a lot of things, including sense of urgency. If I couldn't find a nurse, you know our patients would die. So it was very important toe, you know, match up the right sort of people with the right sorts of rules on that just kind of set me up for the rest of my career. And then once I got into more technical recruiting rules, those were definitely better suited for me, and I started on the agency side and then moved over to in house and went to a rise in and snap. And here I am now with signal Science is the world's fastest growing Web security company in the world

so there are a lot of responsibilities and decisions one has to do in my job. So, for instance, you know, talking about weekly work hours, you know, it's not your typical 9 to 5. I know what times on the weekends I'll be looking at resumes. Uh, you know, just, you know, over my lunchtime I may not have time. I might be. We're watching webinar and eating lunch at the same time. So it's not Every day is the same. Um, nor is every week the same, but you as faras work travel goes now with Kobe. You know, there is no work travel where previously I may have been going Teoh career fairs and conferences and that kind of stuff. So you know, working from home is 100% of the time right now, but we've really embraced it. Andi, I think a company that, um, you know, it is open to having their employees work remotely, especially at a time during now and moving forward. I think business is moving in that direction where you don't need to necessarily live in these big cities to be able to get the big jobs. And I think you know that's an important thing. Toeshe as faras responsibilities of decisions. So you know you're responsible for for me. I'm responsible for building out all of recruiting department from from scratch. So, you know, when it comes to choosing the software that we are applicant tracking system. So, you know, for instance, before I started, we didn't have a recruiting department. So it's figuring out, OK, what software tools we're gonna use, You know, what? What's the team composition gonna look like? You know what my gonna have reporting to me, That kind of stop so otherwise. You know, it's working closely with the different executives, and I'm managers to figure out Who are they looking for? Out in the market. And, you know, what are those challenges? You know, Let's say, for instance, you're looking for a Dev ops engineer in a certain area. There may only the eight de bots engineers in Salt Lake City where you're looking. So it's it's important to, um, you know, just be very open and communicate about what's going on, like the negatives. You know, let's say someone is, um you know, not gonna accept your offer. You're having a challenge, you know, with with the verbal offer with a candidate, and they're not open to you know what you're offering them. You know that? That's Ah, um, tough decision to you. Do you pull the the offer from them? Do you continue the process? So it's all just it's all learned through experience. And I think the look that I've had is I had a varied experiences of in house and agency side. So I'm able to understand things more from a 3 60 point of view. But there are a lot of decision that you make that are challenging. And sometimes I need Teoh, you know, ask a couple of people, you know, what do you think about this? This move here because you're dealing with people's livelihood, and so the decisions and responsibility is is big time. So you don't want to mess that up

Yeah. So LinkedIn is my main go to I'm sure you could have guessed that on. Do you know I like to create certain searches, like Boolean searches, where you're really targeting the kind of, you know, profiles for looking for the kinds of key words that people put in their legs and profile. So resumes. So I think for me, LinkedIn is my main go to tool on its software. And then otherwise, Yeah, I mentioned earlier. Greenhouses are up contracting system. That's where you know all the candidate feedback and everything resides on. Otherwise, you know, I'm a big fan of the G sweets, always making google dots and collaborating on Google dots and Google sheets. Um, you know, otherwise, you know, not too many other pieces of software. I mean, we use wiki to be ableto let everyone know about, you know, our furrow program and and other things going on at the company specific to different teams. Um, otherwise, yeah, that kind of rounds out, you know, love this software using on top of slack to collaborate