From the way that you're looking at this from a job postings perspective, how do you think about job architecture is more Is it more about career progression? Like, how are you seeing that play out?

I think the career progression is more important now than before because AI, the use of AI increases the value of institutional knowledge from my perspective, right? And here's what I mean by that is that if you know the business, the industry and the space really, really well, you know, all of those little human nuances that we could never code in to a machine.

Your information base is more important to me than someone who knows how to click all the buttons to make something move fast but get the wrong result.

And so I think any company that is really deeply invested in a five-year plan that is built off of retention, knowing that you can't beat those costs, retention costs will kill you as far as expenses, right? Because if you keep losing talent, you have to backfill all of it.

It costs one third of their first year salary to backfill with time.

And that's not even looking at like the value to the business because you can't look at that uniformly.

And I bring all of that up because I think I don't know the answer, but how I'm thinking about it and what I'm recommending to these companies who are thinking ahead is to start to look at jobs within these category sets.

Before we close out, Do you want to tell the audience a bit more about the research that you're doing and maybe some of the observations that you're seeing without giving too much away?

From the way that you're looking at this from a job postings perspective, how do you think about job architecture is more Is it more about career progression? Like, how are you seeing that play out?

I think the career progression is more important now than before because AI, the use of AI increases the value of institutional knowledge from my perspective, right? And here's what I mean by that is that if you know the business, the industry and the space really, really well, you know, all of those little human nuances that we could never code in to a machine.

Your information base is more important to me than someone who knows how to click all the buttons to make something move fast but get the wrong result.

And so I think any company that is really deeply invested in a five-year plan that is built off of retention, knowing that you can't beat those costs, retention costs will kill you as far as expenses, right? Because if you keep losing talent, you have to backfill all of it.

It costs one third of their first year salary to backfill with time.

And that's not even looking at like the value to the business because you can't look at that uniformly.

And I bring all of that up because I think I don't know the answer, but how I'm thinking about it and what I'm recommending to these companies who are thinking ahead is to start to look at jobs within these category sets.

Before we close out, Do you want to tell the audience a bit more about the research that you're doing and maybe some of the observations that you're seeing without giving too much away?