But it's such a, I love decision making frameworks. Because one of the hardest questions I get asked, it's on a repeated basis, is I don't know who to hire. Or I don't know what good for this role looks like. And so I'll give you two filters for that hiring process. Number one is during the hiring process, am I learning more from them than they're learning from me? Now, if you take three interviews, guess what? You might have just three bad candidates. Just like if you take three sales calls and you might not close any of the three, it doesn't mean that you should change anything. It might just mean that you got on the phone with three bad customers and just as likely three bad candidates. So you want to talk to ten or twenty candidates and then what happens is if you talk to twenty candidates you'll very quickly see who are the people who really know their stuff and who doesn't. And so I look for the quantity and quality of metrics that they discuss about their position in terms of how they influence success. And so it's how do you define success, and then what are the things that you will do, what are the actions you take that will influence or increase the likelihood that this successful event occurs. And so if someone can't describe to me, this sounds very basic, in what ways do your actions contribute to this outcome? Now, if you wanna, the 201 version, this is for leadership and up, you say, how does that outcome drive outcomes in the larger business? If they can't connect those dots, guess what? They probably won't connect them in your business either.