In what ways, like when you think about like your role inside the precision manufacturer, like as a marketer, In what ways did you work with HR? And I guess what I'm looking for is, can you just kind of set the table for what that looked like? Like from your experience, what happens when those two teams actually start working closely together? Like just, I don't know, paint a bit of that picture.

Yeah, absolutely.

So.

I was fortunate enough where sometimes leadership buy-in can get a little muddied with what marketing should be doing for what other departments, but we were actually asked, our marketing team, to start working with human resources because in manufacturing, you can have all the sales you want, but if you don't have the people and the pipeline for the talent, to help produce those products or those services that you've promised your clients, you don't have a business.

So Reader Precision, we really started working hand in hand with our marketing and human resources team to cultivate creative, innovative recruitment strategies that ultimately actually aligned with our go-to-market business marketing platform strategy.

we started treating HR and the recruiting strategies like our internal customers of marketing.

So instead of HR just saying, we need to hire, we actually started putting the framework together with who are we trying to attract? What do they care about? What would make them choose us? And that marketing would support with content, which would be employee stories, shop floor videos, messaging, and obviously structure behind the campaign strategy.

If you were in a company and you need to kind of start down this path, what would you do early?