What about some of the organizational considerations when you think that we're bringing together an exciting sort of fintech and technology company and a bank that was founded over 100 years ago?

Yeah, I mean, look, there's a lot of people challenges in that.

And it's so fascinating to hear the detail from the both of you.

Because I look at things from the human, the decision making of do I want to join this firm? What does the prospect of this firm look like? How exciting would this be for me and my career? And I think that is really relevant to this conversation because Yes, Jason, I am very aware of just all the complexities that I know that you've just given us like the tip of the iceberg on it.

But when it comes to an individual and them choosing whether to grow their career in one company or another, it's about making sure that story is really clear.

And this is the piece that I think about when I hear the both of you talking about this conversation.

there is a vision, there is a plan, there's a train that we can get on board.

I'm keen to get your initial thoughts and reactions.

So what did you feel was missing from the recruitment at that period of time when you realized you wanted to build on this? And And how did you want Harrington to do things differently?

I think, especially back in 2010, one of the biggest issues with the recruitment space, and I still think this is an issue now for recruitment, was the lack of trust.

And, you know, everyone, you talk to anyone in any industry about a recruitment experience that they've had and their first one will be a negative one.

And that is such a shame for our industry.

And I do think, you know, back in 2010, when we were thinking, how do we do this better? It was about that trust and it was about that quality of service.

Now, back in 2010, no one spoke about customer service from a recruitment perspective.

And so that became one of our foundational pillars.

So what are the biggest changes you've seen in the FinTech space and the roles companies are hiring for the past few years?

So how is that affecting the process?

There's been a huge change.

I think also we need to talk about the circumstance of the change.

So if we go back to 2021 or 2022 in FinTech, everyone was hiring.

It was hard to hold on to talent because there were so many opportunities out there.

So just the vibe and the attention and the care for the humans within businesses, it was really at a high.

If we just remember those times, if you spoke to any leader of any business and you said to them, look, 10% of your staff may be leaving tomorrow, They'd panic and they'd say, what do you mean? Should we offer them more flexibility? Should we pay for their at-home desks? Should we help them with their electricity bills because they're working from home? It was all wanting to make sure that everybody and all their differences could thrive and they would be happy at work.

How do you think is it affecting the market in the long run? Because who's going to train junior engineers if everyone is using AIs and LLMs?