Simon, that, whatever the case is, right? Or is it driven by specifically the hiring manager and then you implement it? How does it look?

In our case, I propose the structure before we actually kick off the new role.

And then we sit down and we align individually and as a group.

So I come up with the strategy.

My colleagues bring their input because I think it varies from hiring team to hiring team.

And of course, it always has to be very personalized based on their requirements.

One thing that has been very easy for us is the fact that we do everything through our ATS from the moment that we publish the job until the point where we process the candidates, we complete the scorecards, even the scheduling is fully optimized.

Not just going straight away, let's create an agent because we can.