Yeah, sure. Yeah, you're right. We do see lots of CDs, and we, you know, we're going through a proper sort of hiring thing at the moment. And I think sometimes people have to kind of realized, particularly if the, you know, applying to larger practices is that it's a time pressured thing. And a lot of the time when practices are hiring, it's on a short timescale, and it's on a it's a reactionary thing. You know, I think, you know, when I was when I was doing my part one, the practice I joined it was, you know, the part one left, they had a new part one, the part one left, they had a new part, one sort of thing, you know, it was it was kind of that Bring the door of, yeah, season basically, yeah, completely. So, you know, we would have our token part one for the for the year, and then we get another one sort of thing. And, you know, particularly in the, in my experience of, you know, large, you know, London based practices, the the hiring process, a lot of the time happens, because the jobs come in, you know, we need to assemble a team, you know, we don't have the resource in house, we need to find that team, you know, I speak a lot about, you know, the important skills that people need, you know, to exhibit and, you know, within architecture, you know, and I think a lot of the time when it, I mean, what, okay, let's take this into stages, you know, there's the initial thing of finding people, so, you know, we get CVS portfolios through the door, you know, they all go into one big folder, and then, you know, when we need somebody, we look in that folder with, you know, this data on, and we will read them. So, there's a very quick process of saying, you know, understanding a CV, reviewing it from sort of first instinct sort of thing. So, for me, formatting and clarity are, you know, so important in, you know, kind of that first impression, sort of thing. So, you know, you think about that level of information you are being judged on, you know, one piece of paper that says, This is my name, and this is what I've done, and another few pages, which has got some examples of your work, you know, it's an incredibly reduced level of information for you to be you as this complex, interesting person to be judged on. So it's so important to get that kind of, I guess, I guess, get get your message across. And so much comes in, in terms of the sort of clarity of what you've put out there, you know, I have a real thing about sort of formatting and whitespace, and clarity of information sort of thing. And, and that's how you can be judged on that sort of instant level. Because, again, you know, you're looking at hundreds of CVS, you're looking at hundreds of people sort of thing. So there's that sort of instantaneous thing. So that's kind of one level. But then, you know, in interviews, obviously, it's a joy to kind of talk to people and to understand, you know, their projects, and particularly when you're hiring part ones, or part twos, you know, so much of our conversation is about the university projects, because, you know, we're, we're all frustrated architects with our day to day issues of, you know, the client is not paying or, you know, this thing, not fitting in a riser sort of thing, and they're talking about, you know, like you say, like, these these big picture things. So, there's so much joy in, you know, I get lost in interviews, because, you know, we're, we're kind of looking into the imaginary worlds and incredibly interesting things. And, I mean, yeah, there's a, there's a kind of base level of, you know, have they used any of the software before? And have they done this and have done that, but, I mean, for me, it's so much about personalities, so much about, you know, understanding them as a person understanding that there, you can get on with them, you know, my, my, my old boss, mentor, used to be like, you know, most of the time interviews, just checking that they're all right, as a person, sort of, you know, I mean, like, kind of, you can, they can be in your team, because that's what I mean, ultimately, you know, when you're hiring, you're hiring someone for your team that, you know, you're gonna work on whatever project it is, you know, for a number of years. And, you know, you're gonna go through highs and lows, and, you know, through intense periods and quiet periods, and, you know, I think, showing those sort of key personal skills of empathy and understanding and communication, yeah, I always bang on about communication architecture, and whether that's verbal communication, visual communication, you know, I'm super passionate about hand drawing, and the simplicity of communication in that way of just being able to, you know, take whatever's in your head, and put it on the page sort of thing to clearly communicate something. So, you know, so much of what we look for, and what I personally look for, and I think the key skill of architecture is about communication. So, yeah, I think there's that kind of the instant thing of, you know, the the boring stuff of graphics and how things put together and, you know, refinement things. And then there's that kind of personality science,