quite quite a ride actually So then when it comes to building and leading your own teams, what's your approach to talent and what do you look for specifically beyond the CV?

Yeah, I mean, I think the kind of first step in any team building exercise is to look at yourself as well, to look, what weaknesses do I have? Where am I, you know, what do I need in this team to make it kind of complete? And that was certainly when I was at ASIMCAM, that was the first kind of step I took is like, where are we weak in this particular region? What customers, what kind of, what do we need more technical or more of a hunter type thing? So I think that's always kind of a first step.

But I think for me, when you are kind of looking for someone, it's the mentality, it's the attitude, that's the bit.

Because the people you are looking at, they will have a certain level of experience, they'll have a certain track record.

You can kind of see that from paper.

If they've had a relatively stable work history and they've had some success at other companies, there's a reasonable chance they can replicate it.

But I always ask those kind of same three questions.

And just to touch upon again in terms of the way that you then hire externally, has your approach to the way that you hire and sort of the way that you go to market when it comes to talent, has that been impacted at all by a particular mistake that you've made? Is there anything sort of specific that you would point to? Yeah,