You know, where, where do the best candidates actually come from, and what does an A-plus job post look like rather than one that, that attracts the candidates you want and doesn't attract the ones you don't want versus one that's just gonna get you a really full inbox of, you know, a lot of mediocre candidates? So Rob, you wanna just start with that, you know, how to source it and what, what makes that job posting really pop?

Sure.

I'll start with the second point first.

So what makes kind of an A-plus post? You know, as we discussed before, recruitment and retention, number one and number two issues.

It's a very tight legal job market right now, and there are a couple of general trends.

Number one, candidates are ruling the market.

They probably have more leverage than ever before.

Okay, so nobody addressed one of the parts of my question, so then I'm just, whoever in the panel wants to jump on this, but I asked also what would, should we be doing in this sourcing to discourage the wrong candidates? So what, what could we be doing in the sourcing, uh, uh, part of the business to, to get, get your pool that comes to you to be people that are interested and to s- to push away people who aren't a good fit?