Yeah. There's a lot of challenges that particularly young applicants face. I can share the one that we see most blatantly every day, which is these young folks are creating resumes and applying on job boards generally. And they're usually their resumes or their applications are being sent through a what we call an ATS scraper, if you're familiar with that. And so what happens is, basically, these resumes are being scraped for a couple of keywords. And if those keywords don't exist, they're just being thrown in a a virtual trash can or a black hole. And that's very demotivating because what happens is young people, they don't know how they can improve. They are applying at scale, ten, twenty, hundred applications, and their resume never gets that feedback, never gets that kind of, you know, approval or or or, hey. These these these terms were good or bad. And so that's really something that we're looking to fix with our tooling and our platform. We are looking to, one, allow students to answer interview questions that are specific from the company. This will allow people who don't know how to manage their resume well yet still to be able to showcase their personality and answer so that they can be evaluated on what they can bring to the table. That's very important. The second thing, and we're working on this now, is a scoring system for the resume builder that we have on platform so that they can be scored over time, not just on keywords, but on other things in terms of how they are writing their bullets, in terms of the school that they went to, in terms of maybe other qualitative pieces of information that they can add, and that's, something that's very much needed for the industry. There is still a huge dynamic of people submitting hundreds of applications and just never hearing back. Five hours or older. Yeah. Yeah. You know, over the past couple of years, we've seen a lot of different resume formats come and go. You may have seen some as well. I know that I remember in '22 or '23, TikTok came out with a video resume platform. There were other than long tail apps that try to go that route as well. By and large, I think you'll agree that those technologies have not been adopted. And there may be some industries where video resumes are compelling, but by and large, when you are hiring for folks, you are looking for more than just whether they can represent themselves on camera. You are looking to evaluate their skill set in some way. You are looking to look at a portfolio of prior work on your own time. You're make looking to make a kind of a a judgment on the full package. And so I think the format will continue to involve, but I believe that the resume will always be a part of it. A %. And sometimes to to to make that point, we give the example to someone who asks the question and say, picture, you know, a larger corporate just getting video resumes and then sharing that internally. How is that gonna go down? Is are they just gonna flip through video resumes? And how are they going to kind of communicate and database and structure that data. Right? Are they making an evaluation on whether that person, you know, is good on camera or not? I mean, that might only be relevant for a very specific type of job such as content creation or or or video marketing or something like that.

Bigger or a little higher level. So let's talk a little bit about not just, like, Gen Z or college market, but, like, overall, like, job and recruiting market. Can you see some of the problems that you see, like, today? Just, like, in general recruiting job market. And then how do we like how do we make it better? Yeah. I heard the job market these days is really bad to the point where, like, you know, some students were like, hey. If you see this LinkedIn post, a job post that is, like, five hours, you know, or or or older. Right? Yeah. It's like five hours and then, you know, they don't even, like, bother to apply because they know, like, so many applicants have submitted their resume. So it's really bad. And then, like, you know, people talk about resume being an old concept and then, hey. Like, the resume is such a big, like, a old concept. But, based on what you just described because so much of data process is happening, it is still important to write your resume really well so that it captures, all the right points. Otherwise, you might even not have a you know, stand a chance because, you know, they have a filtering mechanism. Right? Yeah. I mean, maybe a video can be helpful. Like, if you have, like, three resumes, and then these are, like, equally good, and then you're trying to, like, pick one, and then, hey. Let's look into their personalities. I mean, obviously, there's interview, but then even before the interview, you can look at the video resume. And then, like, maybe, you know, it makes more sense that way, but then, like, people just don't have time to to watch all these videos anyway. Right? So the first filter would be, like, resume or, like, whatever, like, structured data. And then after that, other things come in, I guess. Gotcha. Gotcha. So