great question, but just started beginning to give you a little context I've been in recruiting. This is now my 29th year in recruiting. I started out as a military recruiting revolving. Some was in the U. S. Moons and I was assigned as a military. And I did that for approximately four years. And at the end of my stint, um, I was given that opportunity that become a career recorder in the military or, you know, go out and find my way in the saloon. What I ended up doing was taking that that that military, it's minutes not recruiting knowledge and and parlaying that into, you know, a sort of the civilian environment and start without in employment agencies and, uh, the rest of kind of history. I have been in corporate recruiting for 23 years now, 2023 years now, Andi. Through that time, there's been a real evolution in regards to how staffing has has taken place are least our practices. And I think that that's true of any organization out there that are any. Any function is that you know that the job and is going to evolve, so you give you a little bit of context. I when I first started corporate with Pretty this is before the Internet. And so uh, uh, what we would do is we had actually post ads in the newspaper and tell people, Hey, you know, if you're interested in this particular position, fax or or or send your resume to, you know, on address, we would host our roles, not Lamb. We would receive resumes, and what we would do is we've actually put him into a folder and read residents, and that's how we would find candidates. Obviously that is, you know, it's so antiquated way no longer do those six of things. Everything is, uh, via keywords. And what I'm forecasting next is what I would call a I recruiting, you know, and what I mean by that is there will be more of almost artificial intelligence off of screening and vetting off resumes in candidates as as time goes on, who notes? But that's started seeing a shift in in in the function off of staffing attorney

it's a there's to give you some context, you see a little bit of both. Um, over my career, I've probably the longest developer was working about working from outside of cove. It I was with you a Packard for close to a decade. And during that whole time, I waas, uh, remote and up a t kind of back things up a little bit, you know, are still to work hours on those sorts of things. It could be further consistent. Andi, think that's I mean by that? Yes, It's not just a, you know, 95 sort of job there. There are moments where, especially as we've shifted toe global support being available, you no offense. Our again, it's it's relatives of the work that you're doing. But it's warm in a 40 hour hurt. A decides in my experience, most of my career. But there are those opportunities, Steve be on site, um, business. Where is it? Or, um, Teoh work from home, which is just kind of nice

It's great. That's a great question. So, as you say before, there's been an evolution of, of of the tools that we've utilized over the years. I was actually when the Internet first tomatoes, one of the first recruiters to ever use a, you know, a a resume database. And it was actually a it would set a database that monster actually purchased. And that was how we did recruiting for a very long time, Aziz. Time has gone on. We've gotten away from things like a monster or HotJobs sort of things, and it's evolved into these. He's job search engines such as Last door indeed, and now even it's of that is a big one. It's linked. And jobs. Even Google has served about their own resume search system of database service of Google. Resume research that's out there as well. But it internally, you're gonna Most organizations have a a napkin tracking system of some sort, and some are good. Some of that the big ones are Taleo brass brass, me resin mix, you know, ice ums. And, um, I know this is one, but they're basically all the same right now. We here in video, we utilize work