And does that mean that you're hiring people based on skill set over kind of attitude? Or do you think that that maybe is a realization in this process that hiring people, like when you have the ability to train, you can actually hire people with a different skill set with the right attitude and make that shift.

You know, it's such a hard thing to figure out.

And I don't know that I'm perfect at this.

We have invested a ton of effort and time in how we bring people into our team.

So number one, absolutely, is anybody who gets referred to us within our network.

I highly trust my network and the people who are in it and especially people who's worked with us in the past.

So they already kind of have an idea of who we are.

And do you see cases where you have organizations where their leaders are in place, but these just aren't the people that should be leading the companies? And in those situations, do you think it's better to actually like, change leadership and change and have that disruptive effect and invest in other people who may be naturally better leaders? Or is it better to just invest more into people and keep stability?