I mean, okay, let's jump in and start with number one, which would be transparently posting about the job with salary. Okay? If this is disruptive to you think about the reckoning that's happened and just the stats you throughout our just like we can easily just rattle those off and to sit with that to know what that means for four and a half million to voluntarily leave, what a reckoning we're having. And so of course, we've got to be transparent. And you know, we just came off a series where we talked about the power of culture, and why culture matters. That's why we started this series with culture matters, is because ultimately, the interior culture of your organization is going to be experienced by those outside of your organization, the world is too connected now, like you can't live in a silo have that. So you need to be transparent from the beginning. And so we're seeing the most progressive organizations lean into this in the way they write job descriptions, expectations, location, expectations, and salary, because it's all about not wanting to waste people's time and energy and your time and energy as well. And so putting that out there is maybe going to take some change management, and Valerie just beautifully came on the podcast last week and said, make a 1% shift, this is an easy 1% shift, that's going to save your hiring team time, and align candidates that are willing to come work in the you know, range that you're looking to pay. And so I love this so much. But we also think this is a chance to storytel What are your values? What is your manifesto? You know, that's a big word that we talked about, what's that kind of driving narrative of why everybody is aligned culturally, to do whatever your mission is, like thread that together in the way you talk about this. Because as people are looking for purpose, they want to attach themselves to be part of that story. You know, we just came back from the virtuous conference, we get to be on the ground in Phoenix. And I will say, on one level, you could say versus like a tech platform, right. And that would be the 1% depth, you get to know the people that are there, like they are so excited to be there because they love and believe in the mission work that they're attached to. And that is like a team that really comes alive. And so of course leaning into that is going to attract the type of people that you want to be perpetuating on your team and the level of talent