Yeah, I think one of the things I know recruiting has to be perpetual, it can't stop. So if you look at functional disciplines across an organization, if you're if you're continuously you know, you understand your platform, you understand your coding languages, you understand yourself, you understand your marketing, finance, HR, whatever your platforms, what you're looking for, it has to be perpetual. You bring up the point of resumes. I you know, and I truly believe at some point that maybe within the next three Three to five years that that the traditional paper resume will be obsolete completely. And that's just a shift in artificial intelligence. What does that look like? Do you think? I think it looks like you would have basically a digital footprint, and everyone has one. So when you're looking across, you know, we we toss these paper resumes around, you know, continuously Well, you have things in a mayor now, such as GDPR. And the privacy rights where, you know, having and holding this information from a candidate, you know, you have to, you have to test their candidate, or anyone has the right to be forgotten to delete their data away. And then the other side of that is, is, you know, do you have a legitimate interest in how you're approaching people think of, I guess, the best way I would think of it is, is LinkedIn, right you have, everyone basically goes on and creates a social profile, that is essentially their resume. And I'm not saying that that will be the doctor, or whoever that will look, but in that fashion, that's where people will go, they won't, that, you know, recruiting will not be a transactional action as it is now, of, of, in some instances where people apply, you know, then then only those applied are vetted. But it'll be more of a model where, you know, people can apply automatically, they can we can look at Digital profiles, artificial intelligence, or create a complete digital footprint of what they're sharing publicly. And then the artificial intelligence and machine learning will essentially tell you from someone's digital footprint, you know, what their motivators are, what their lives, what their dislikes, based upon the employee population that you have, that are in these certain demographics that this person is going to essentially fit better culturally, then then this person, and I think a lot of that will be done, I think what will come become even more important, is ability for recruiters to, since sourcing, for all intents and purposes will be automated, it'd be even more important for the recruiter to be able to talk about value propositions, the ability to negotiate, actually, you know, get a candidate to see them as an employer of choice, so that that skill will become even more important.