like in a nice agentic way that's that's saving you from having to hire more junior people question number one and then the second part of that question which is a dilemma that i face as well is if folks like me and you aren't hiring junior level people where do the next set of experienced professionals come from

yeah yeah that's an interesting topic i have three kids that are either in college or one that just finished grad school and that's a big question for me is like You know and and they're they're they're coming out of a really really good schools with and they're you know They they've got capabilities, but it's a tough slog I think and I and maybe we're in a bit of a dislocation right now Where businesses are trying to figure it out, but I do know that when I talk to I know some senior level very senior level people at large accounting firms and you know am law 100 law firms and and their view is you know, eventually we're not gonna be around.

So how do the lower levels, if AI is supposed to do all this stuff, well then who's supposed to replace this pyramid of an organization? And I think in services business, it's particularly pronounced or at least a little more obvious.

I don't really have a good answer for it, but I do think that there's a way I think to bring in junior people and enable them with AI But you can't take the critical thinking and the why and how out of the process for them.

And again, I'm speaking theoretically here, but that's just me having run large teams, just like what my gut tells me.

But to go back to your question about how I do it.

So my back office is pretty... lightweight in terms of like, you know, I've got my own accountant who does all my books and invoicing and all that stuff.

Once you moved across, was there something that you didn't understand about what it was like on the company side that you now understand, having done the work for a number of years?