Sure, yeah. And just pretty basic. So the positions that I was just looking at I actually am based in my Utah so kind of excited to hear that you guys are looking at moving over here. So of course, the Utah based ones immediately catch my eyes. So I noticed just quick browse, and I'll admit, I didn't do any kind of deep diving before this call. But I didn't notice any kind of salary ranges. So I'm curious how you determine that not to necessarily put you on the spot for those two specific roles, but it's always nice for us on the on the candidate side to know what kind of monetary range we're dealing with so that we're not wasting your time and vice versa. Yeah, and that's a huge thing for us too. So candidly, I actually have a proposal and with our executive team about adding compensation to our job postings and really wanting to help drive that so I'm glad you brought that up. They'll help me fuel my argument to them. I think you know, what we the process that we go through to look at any sort of way, especially when we're looking at properties like Moab is we're going to do a market assessment of what's happening in the market. And our goal is to be at the top of that market so that we're really competitive on wages. And I think you know, for property positions, generally, you know, housekeeping right now in Moab tends to be like 18 to 20 bucks an hour on the last assessment we looked at so that would be our goal, just kind of as a reference point. Does that help? Sure. And I guess, somewhat related to that. If, if you don't get to the point where you're necessarily putting salary ranges directly in the job position, at what point do during the hiring process, does that normally come up? We do that in the screening call. So that first initial call that you would have with us we talk compensation because we don't want to waste your time if that's not going to work for you. Awesome. Yeah. Thanks for that.