Yeah.

you know, several years ago, we didn't have a team focused on strategy, right? We've solely focused on execution, especially when you think about the volumes of people that we hire.

It was all about how do we execute that.

And so now instead of processing candidates, me and my team are responsible for thinking strategically about talent acquisition, about workforce planning, about talent as a whole at FedEx, right? You know, I have talent acquisition and I also have onboarding and I have learning and development and those connected pieces of making sure talent at FedEx is attracted, is onboarded, is developed, and we're really looking at how we do all of those through a strategic lens.

So when you think about it through the lens of TA, how do we source talent? When we mentioned before, you know, it sometimes was a peanut butter spread.

We just, you know, put money everywhere to make sure we had enough people in the funnel.

It's now a strategic design, right? What is our data telling us? Where do we need to invest in sourcing talent? Where do we really place and how do we place our brand to naturally organically attract talent to FedEx? You know, where do we make those very expensive, sometimes investments, to ensure we're making the right decisions at the right time to ensure we have our positions filled at FedEx? And then what's happening in the labor markets, right? We can better understand.

And