Leveraging AI and HR Strategies for Enhanced Organizational Efficiency

So but you have to select the state and the district first. You select the district

and section or you >> Yeah, district 26.

>> Yeah, that's fine. I feel you >> because of

everything. We have claw now. Is it? >> Yes.

>> Yeah, we've just taken. >> Oh, sick. That's amazing. >> Pretty nice.

>> I won't we won't be needing Samahit anymore. Okay. >> All our investment decisions.

>> Guys, just look at it. Now, this is the uh summary that it made yesterday. Next discussion

can't see at all. Correct. >> No, the teams are not there in the

meeting because I think >> No, it's just picking out the team. >> Yeah, correct.

Can I can I just understand what is this? Yes. Ah, how cool.

basically. Okay. download.

Can I just ask this? Why is it that I have to tell Google to find this out and host a session?

This is something that all of us could have done. Now, this is very nice. Let's just do this.

The one thing that I've always tried to ensure whether I had money or didn't have money even when we set up we almost

just said I want can I try MacBook we [ __ ] got three MacBooks uh my friend Hina said I want an iPad we

got two iPad or three iPads here they're all lying down lying here is the other one

in the reception >> that's always in the reception where is this

I took it back. >> No, I thought I

>> No, that is there. That iPad is my personal. >> No, I I had taken this iPad for one day

because there was some some data something here. But I sent it back. Suru sent it back.

Okay. I think we have to be uh you know every single time by the way whether it is that podcasting feature or something

and it's something that only I did and uh AI usage also in the firm by the way has been pushed by me otherwise

nobody would use AI or try to better their English or language through AI etc. And I don't understand. I thought

if there's one thing that youth gives, you know, everything else is experience, but if there's one thing youth gives is

this excitement for technology and gadgets and newer things. Anyways, let's just see this. It's quite

cool and let's start implementing some of these things. If these are tools, I want to use them. Go was like data

security. demo. Okay.

Okay. Just go down. It's showing to show the process now.

See? Holy [ __ ] Holy [ __ ] >> On its own, dude. Holy [ __ ]

>> It's doing on its own. >> Holy [ __ ] So, what he's going to

>> Yeah, it's a little >> But how will you know, Rochester? I didn't know yesterday.

>> It's a little slow. It's quite uh slow. I think it's a glitch now. >> No, it's just very slow

>> right now. That's s >> you know there was this one joke you know there's this is

he was this guy like this robot can do anything you know you ask him he will turn on the light the robot goes turns

on the light he said now it can actually fetch this from the kitchen this he said how was this robot called he like some

half a million dollars that he said I have something better sanction of a he said

Oh my god. I'm like I just think where will we be in the next 10 15 years?

Was crazy. That is what exactly what Tamar told me. I just told the AI check me in and send

me my boarding pass. So it can let me you know uh seats preferably. I don't think it can

do e-commerce yet because of financial concerns but because payment was but it checked in the boarding pass also.

Yeah. And maybe later on I have those threshold. Okay. Anything less than

5,000 just book it. I can book it also. But it's integrated with like let's say how do I go about like ordering like a

cap booking you have to so this is actually on teams it And it edited the meeting. It downloaded the

meeting and it gave you the meeting minutes. >> Yes.

And meet Some crazy stuff. Open

security. What else? Word, right?

>> Yeah. If we tell them Yes.

download. >> So you know what Anoj did? Ano uh was trying to make a project for us. He's

building this uh residential thing in Pali and he had to make a presentation for the society.

He told this claude only that it was already linked to his PowerPoint. He just said make make this

presentation was there. He said align it >> also include other issues that people face societies say this that pa local

regulation timeline I'm saying these are things that I think we should use by the way

you know so much effort we put in understanding renewable energy transmissions this that you know let's

use these Thanks. So let's say that there was a session that somebody would have taken.

Can we say session meeting minutes turn that into a PPT and give it to us. So for example,

I did read. >> I think some of these now have like built-in OCR.

>> You read non OCR. No, let's just see some practical things now like

presentation presentation recorded. >> It's already given the notes right of the yesterday's presentation. Why don't

we try converting that into a PPT? It's given the minutes >> and also tell it to update basis general

knowledge other uh general other items as well. I get the email,

huh? Oh, yeah. This is a test resolute part. Amazing.

They keep following up, sending me emails. I don't know why. You just need to check is already active.

Please do not please remove me. make one PPT on the meeting minutes which you given. Okay, good.

So, what does this cost by the way? >> $20 per month. That's it. Who all want it?

It happens. I mean if it's better than GP sector legal research

to three people from the same ID will it make one one thing.

>> Yes. So, for example, >> so let's do this now. Let's give it to one or two people who want it right now.

Who wants it? Who wants to try it first? Whoever tries it, I'm going to ask you every day.

>> Who wants it? I'll take it. But I just want to do like legal research and stuff to see how it

is. Not trying this stuff at home. >> Oh, now everybody's quiet now. Nobody wants

one sec. payments and all of this. >> What payment? If there is any you can

make it from that is the last thing she will >> but it's quite slow though.

>> Yeah it's quite slow or this is nice. Anything else? >> Who's a

geek here? Who is >> all of us use AI?

It's a question of you use AI like Multitasking.

was very We've done that. You're at the same time.

>> Why don't we do this? Why don't we give Why don't one of the people try this? Please can somebody volunteer please?

Yes, if we have lot of time I think and I will use this open

systems. And by default

open I'm subscribing let me subscribe and anybody else who wants it you can

tell us >> you want it Open. Close.

Let's try this. Can we tell it to pick up one of the interviews

and say, "Can you identify the strengths of the candidate?" Yeah.

You have access to the head >> because I tell you the one thing which I which I really want by the way and this

can be part of our HR thing also is that uh sometimes I feel that the questions that we ask in interviews are way too

technical and all that and I don't get a fair assessment. sleep. >> So,

the parody of this. By the way, one thing I saw on the HR portion the more detailed responses agree or

agree pros and cons will write one one line. >> No one person.

>> So I've made two things mandatory by the way. Now, pros and cons and the rating.

>> You must be able to rate the candidate. >> Honestly, it does a very good job. By the way, can you also find this? Can you

please do me? This is like pretty reactive. I ask you, I give you the app and then you tell me what the app does.

Can it be slightly more proactive where you tell me this is something which you don't even know or you haven't even

heard of. Can you do that for us? go ahead of me at least in tech right so and tell me what are the new

thing I think that the new HR tech is also it will actually go and ask a lot of questions also to the candidate bunch

of HR questions basis that will build a good profile what's your family background about and

it will chat by the way it's not even typic in that it will tell me a profile

aggressive it is this it is that thinker like it gives me a very good picture. I want that also because as I always say

one of my biggest assets and that's why we are so choosy you know so careful with hiring

uh give me the stats I think 515 people applied and I think only about 1920 or

something you know offers were made and all that I think the the point is that uh

you know that's our biggest asset right and I don't sometimes the sharpest people do not come with the best uh CDs

they don't uh they may not be from the best colleges they may not be uh you know I

mean look at them like terrible college like which college are you from >> LMX

so I mean I'm just saying that if it were purely CV she wouldn't have made it and actually if She won't have met me.

She won't have made it for sure. I mean I can be certain. But there is something that you know I

think that there's something far more innate that we found you know. So and historically I've seen it even in

NDA we took people from Harvard Kelloggs and everywhere we in fact also went to Canada and we found the most terrible

people from Harvard and they all came with a chip on their shoulder you know

and they all were like you know uh living in some fancy world of theirs they're too smart this

super amazing. So it doesn't come you know it doesn't come from the CD where is Nishan from is

taco law college where some taco law college yeah where is vya from tan law college

uh sedhhat rajot law school I'm just saying that some of the sharpest brains and they were the sharpest and I think

our effort is also to find that magic in mediocrity you know there are some mediocre in college and school Let's try

they're mediocre because they've never found their love or their calling. But the moment they find their calling,

they shine like magic. You have to give them wings, you know, to fly.

And uh that is our job. And the validictorians are the people who don't uh

necessarily they've just done everything by the rules. You know, they might be college

toppers. In fact, they never succeed. >> So, let's just see on the HR also, huh? That

just to see how it works at least. >> Yeah. >> And also you see the I I I feel the

implementation are we now giving like five options? We are not

>> sorry what five >> we send an email to the candidate for the do we give those five options

>> for the papers for the interns right interns yeah but I don't >> are we are we giving five

>> five options or three >> not basically we have a job job

right >> yeah see this is the frustration that I have by the way when I say something to

the way it gets implemented there's a massive gap I said this I called up I called everybody

and I said I want five topics to be given in different fields yet what goes out

I want us to figure out why is this happening can you tell me why is this happening

can you write down please why is this happening forot

>> can you please write down here because my biggest frustration is that I say something and it just doesn't

happen. Why it did not happen and who all were responsible for it? Please write down

who all were responsible. Write down the names. Okay. Next.

No, but do you guys know about it? >> Okay. >> Anybody else knew about it? Who you knew

about the facts? Okay. So, Disha, you tell me. One second. Be there only.

What if we were to rewind? What can you do that this gets fixed? It's not about you forgetting. It's

about the institutional processes not being followed. What can you do that we don't forget this?

>> Write it down somewhere. I don't think you even wrote it down cuz it completely skipped my what happened in that

discussion. I remember >> Can you write down here? Can you write down the remedies that what can be done?

I want everybody to suggest an emity please how this can be solved. >> Yeah.

>> You know in organization this is the job by the way because the board members are the big guys. Develop strategy, forget

about it. Most organizations suffer from what we call as the last mile. Strategy is very easy. I will say let's do an

event webinar. Everybody will listen and disperse. Who executes it and ensures it is there

somewhere in the records to pull back and say this has not happened. Okay.

Now my job will be just be to say strategy. Let's say I say that okay let's Ashish is coming. Let's do two

dispute webinars. I'll give some topics. Ashish will say yes yes we'll do it. Then I'll call Sh. I said sh you have to

work with Ashish. Ensure this is done. Give me the webinar invite. They'll say yeah it will be done

and nothing happens. Now whose job is it disha? Your job. So let's understand how will we make it

happen and this is what I call you know when the stakes are not high what is it called

>> you see whenever you push something when muffy sends me an email for that Aries matter and I don't write the same day

why don't I write the same day as deadline I will do it but I won't do

because the stakes are too low. I can push it to tomorrow. I can push it

to day after. Okay, that is being complicit. Right? When Rishikes sends me an email to SEI

drafting it late night, I look at it and I don't respond and next day I tell him remind me

tomorrow. What is that? smartness compl okay it seeps into the organization

slowly without you even realizing everybody will by the way feel that they're working very hard

very hard but there will be no outcome and the best organizations are those which

are able to successfully transition from effort- based organizations to outcome based organizations It doesn't matter

what effort you have placed. It doesn't matter. Sometimes efforts matter. Sometimes

outcomes matter. Right? So when you say uh we are a equal employment firm,

right? Question is what does it mean? Do you employ equal number of women? No. You give equal opportunities to

women. Right? So it's equality of opportunity not equality of outcome.

So there outcome doesn't matter opportunity effort matters. In some cases only outcome matters

and in execution stages it is only outcome that matters. Your role by the way becomes more and

more difficult. And this is what happens you know when you take a super technical topic

your innate intelligence is not as much required right if you work in assembly lines you

are a highrade techie which is doing some profile work it doesn't matter but the moment you become more general a lot

of intelligence is required right for instance he's presentation yesterday right here you might That's

what you've done a fantastic job. It's prepared. You've done everything. And yet when you started speaking

the question that we asked and the answers that you gave were farost, right?

uh because when you take a topic like that which is far more general

there is a lot more risk and a lot more effort involved because you have completely expanded the landscape

right so if you want to become an actor it's a very difficult entry point it's very easy to enter but very difficult to

excel Anybody on the street can become an actor and say I'm an actor.

If you want to become a politician, anybody can enter and say I like politics. I will speak about BJP.

But if you excel the highest Narendra Modi, Donald Trump, the competition becomes that much

difficult. If you want to become a doctor, pediatric this that easier entry barrier difficult

and it plateaus in these areas which are of generalistic nature entry barrier lower but standards much higher

right and that's why I say when I set up my firm people said managing partner I'm like what firm managing partner

so entry barrier over today. Any one of you can walk out and start and right

>> something associates you can be the managing partner entry barrier very low

but what is the differentiation that you will make very difficult now look at it the other way around.

You make a lot of effort. You go to Harvard, Colombia, you join Simpson Thatcher.

Entry level barrier very high eventual effort might get plateaued. It's okay. You will

still make that amount of money because you've reached there. When you enter into fields where entry

barriers are lower, the effort is not linearly higher. it is exponentially higher

exponentially higher so in areas which are with low entry barriers so I say in law the entry barrier is much lower okay

it's a very difficult time now there was a time once when I started my practice that time private equity funds and all

were like people 80 90% people did not understand what we were speaking crazy this

And it was very easy for us to capture the market. But we did.

And today you are again in a situation where entry barriers are lower. Fund formation. By

the way, just so you guys understand how the market changes and why we why I left it. I started as a fund formation lawyer

as a tax and fund for information lawyer. I did I did I did that for a living in the beginning. You know we

used to charge $150,000 in 2007 $150,000

for setting up a fund an offshore fund. You know what's the price now? 10 lakh rupees.

When I did my first NCDD was a super complex trade etc. The first few trades were all $120,000. You know what's the

rate now? Five lakh rupees. What I'm trying to tell you is people catch up. The world is catching up

faster and you have to raise faster. So you need to constantly find those areas where you keep making the entry

barrier higher. Other people cannot compete. The reason I do this eBay events and all this because this is not

easy for everybody else to do. You might think it's easy but when I do that big event with EI or the PWC and I call the

big wids of the industry and I'm booking a call and I'm sitting with them and speaking it is very very difficult you

know it's like your human body your brain sending nervous signals this this this is going here your fingers is

saying it there are there are trillions of combinations at that point of time that are working just to lift your hand

up. So things that appear easy are not that easy and therefore I think what we're

trying to do is constantly enhance that entry barrier and we'll have some discussion when Ashish comes here uh

tomorrow full day I think 8 8:30 he's here you should also be there okay tomorrow but I think the idea is that we

are trying to find new barriers this is a new this is a good interesting barrier international arbitration 80 to 90% of

the litigation firms in India that do not understand CAC international sophisticated arbitrations. They only do

this domatic arbitrations where it's the high court judge or somebody. It's a different ball

game that we want to play. Okay. Very different ball game. Different charge outs, different class and everything.

You know again that entry barrier is higher there and we have the resources to build it and I think he will work

with you guys to make that. But there are still areas the entry barriers are and all of this is

what does it require then it requires that or for instance when you're writing a simple memo for instance right it

requires that much more effort so when you get something very easy don't take it as easy

that can very well be your ticket to something much bigger this guy Jamil this guy Rakkesh Betty

who's acted as a Jamil Jamali in Durand part two in Uri he was given one role you know he was given one role of this

secret spy agent who says and you should watch that scene again and he said he just told me this scene.

He wanted somebody to act funny a little bit but he did that he bump he made his presence felt in that one

scene how much 10 seconds that's it and after that Adita said you will play a role in my next film I love what you

did here and that next role by the way was Durand he and his 45 years of acting experience

erience. He says he has never done something so big. Today he's standing next to him Singh in Durand.

People are running memes of bachay and all of this. How does that happen? How does that happen?

Because that man at that moment gave his everything to that one.

There is a time that you can take it easy. It is a time that you cannot take it easy. And I say your 25 to 35 is the

time you cannot take it easy. In fact, I used to say that 20 to 30s. Okay.

That is the days of your formation and these are these are classic examples you know Deep Chadan is a Kalan partner

now he'll come and meet he wanted to come and meet me you know he was in Bangalore

18 hours 20 hours I keep telling this incident you know and you never know what is coming to you Okay. Um,

and I really feel it's the it's the existence that is working for you. Otherwise, how is it that you just

sitting somewhere somebody will say here's a job here's it for you and versus you keep getting rejected.

Somebody's falling just walking just walks down loses his leg everything done. Somebody is walking, somebody just

comes and says here come shoot for L magazine or uh you know Chanel and she becomes the face you know that happened

to the actor radio station if it's not existence I don't believe that

you know what is working for you you know it was uh you know in my early years in 2007

2008 you know it was December and Kota came with a deal and this guy called Sakar

And uh he said that there's a this NCD deal we were doing this deal in Hajj reactors you know uh a project here one

of the first NCD projects uh and he said uh will you do it and was there and I had my holiday planned by the way and he

said it will all be done by 24th December. I had my holiday planned from 18th December to Goa. Okay. And at 15 15

years ago when I had my girlfriend and she was a model and she had her friends and we had cars and this and that and

obviously super exciting, right? Who would want to give it up? And he said 24th December and I said I will take it.

I will take it. That's fine. And it was so exhausting that you had to work 18 to 19 hours a day.

Okay. because we didn't have office Deepak and I lost our Sins in hotel for Yas and Kala

because we could work day and night and 2 3 hours he would sleep and 3 4 hours I would sleep and we would turn around

turn around turn around and we would do that document it went on that destroyed my holiday and a lot of

my relationship as well but I did that now you never know I gave it all my sincerity

that deal happened and then others and then others and then others and it created a lot of my branding in real

estate which it is today now I don't do it as much but you know that guy Sakar went to GIC

and GI was big favorites of AB and all and he said I will only work with this guy

and that's how he pushed me into the system I did all the large GIC deals that time GIC KPR platform and all then

equity and then this and then this and then we are here today. You never know the sincerity at which level helps you

where I believe it is the existence playing for you.

If you think it's luck I think it's [ __ ] It's your sincerity that works for you. And I want everybody to ask

this question to themselves and you will get the answer. There is no supervision. Okay. In a firm that is driven by

awareness and in a firm where we believe that all of you are way sharper than me and all of us and individually combined,

I don't think I have the capacity to supervise every one of you. You are very very capable individually to find that

answer. And I say right to yourself on a scale of 1 to 10, how sincere, dedicated and committed are you?

Please write it down for your own sin. Don't even give it to me and then give it to me three months

later and I'll tell you you will not need to look at it again. You will have far

excelled in what you do because it is all in you. There is nobody supervising. If you keep

looking for external pillar to come and tell you, you will fail. And all those people who work with sincerity are the

only people who are eventually risen. There just two qualities by the way. one with sincerity and second people who

take things lightly and are affectionate. You look at Richard Branson, the guys at

the top are not the distrusting guys. They're not the calculated clinical guys.

They're always the guys having that boyish smile, light-heartedness, sincerity, and you will see that

characteristics come up somewhere and abundance gives it to you. My point is I cannot give you the blueprint for some

of these things. I can't it's impossible for me. I can't give you the blueprint of how you can improve your drafts or

whatever. I cannot do that. I cannot tell you how can you be proactive. I can't. This is a test against yourself.

It's like a game of golf. You're playing against yourself. Please write it down and tell me how and where do you feel.

Start writing a small journal entry to yourself. If not every day, write every week.

Write every 3 days. If that also cannot be done, you will have kids, you'll have family,

you will die. But you won't make a mark. You won't say proudly that, oh, I did this.

That's a call for you to take. on these things I think let's just figure out because as the firm grows

there will be these decisions and a firm is a firm because it is shared emotions shared success shared failures shared

revenues shared money everything that you do significantly contributes to the firm

you may not know but somebody loves her designs why because doing it here nobody knows outside world but it's

contributing So never undermine your contributions but let's ensure these small things

because the reason I'm so focused on HR is what is it you might say sh is a great asset right

or samay is a great asset or masi is a great asset is a great asset how do we get those people

what is our asset it's a cash no it's only our people is this HR processes and whenever I miss somebody

whom I like and I miss that one girl right whom Shria recommended and she applied to us

maybe she had something else I can understand but when I miss I go back and I say okay

what is my playbook change that I require now I immediately say okay let's please

implement this because it is against common sense that I don't do it right. You know the

entire GSG portal by the way you know when it started was made and there were OTPs that used to go and the OTPs would

expire in 10 seconds or a minute whereas the portal was taking 3 minutes. It had to be reported in the times of

India that this is stupidity. They then changed it to be a 10-minute TP or something like that.

Why can't you get it? And my thing is, why can't people get it? Isn't it common sense?

What is it? The stakes are low. Nobody is worried.

So it becomes opposite somewhere somebody and sometimes the whole organization suffers and I'm not

saying I'm a classic example. I mean quite honestly that thing mas has invited has told me reminded me four

times now but I'm not sending that email. All it takes me is to call up a and tell

them I want to send this if I have to get on to it I will. It's like Radika who I ask every time this is not done

and she'll tell me it's not done not because I can't do it because I haven't tried enough.

So the question is are we all trying enough and go is also you by the way on this tech and everything question is can

we try enough? Okay. Sorry. Go on. >> Very good. So, these were people who

joined on the phone, huh? >> Very good. Just go back.

Okay. But this is it's not capturing the PPT that she made. It's just capturing the

minutes. >> Yes. Go down. Next.

You should try this for the end of presentation. We will record the video and we will see

how it comes. I have a feeling it will come on live. This is completely fiction.

as you have a place and you just work off that, >> right?

>> Takes away a lot of the friction, that initial friction of putting something together.

>> Yeah. >> Honestly, even something like this is very nice.

>> The way it's with the tick marks and the X's, right? Yeah. Put the cake

on the Lord. Must see me. He has all the agreements. He's rocked.

Okay, this is very nice. Can we just do this recording?

>> Huh? >> This is who's recording? Watch the video and then

>> who was the candidate here? >> No. No. Uh this is not Agrim's right. This is bases the video.

>> The two-minute video. >> 2 minute video of the interview. >> Okay.

>> Spoken communication is notably weak. Is it? spoken communication was weak.

>> It was fine. But yeah, she did he was basically a lot >> that's not a

>> but she was fine with >> spoken communication means over English enthusiastic comes from motivated eager

to learn. Oh no, this is this is quite critical by the way you know uh

but usually people with much clearer thought processes will use less fillers. That's a lesson for all of you also.

You when you speak slowly >> you don't need as many fillers >> but it's a bit more common right when

you're younger and starting off. >> No it's function of clarity of thought. Some people never develop the clarity of

thought even when they go older and don't know who that >> what's what's the recommendation like

entire no specific achievements >> wow

>> closing line is final impression nothing still could be any kind of deadline for any law conditional advance run a

structured follow-up interview specific scenario and exercise. This is exactly what I need by the way. Okay. And can we

please work? Okay. FA you can go through. Go please. Okay. On developing an HR strategy. I want exactly this.

There are some people who are not the best series but they're just so good with this. You see

a convention. What worked in your interview? interview was and um

>> okay and they asked me about my general questions they asked me about the Israel Palestine war and what did

I move from that that was also one smart pri was an office boy he was an office boy he came to serve

tea and coffee on one issue of discipline he just had this thing that on weekends

he will never pick up the phone and he said I will not pick up it's my rule and I like no rules can be so rigid I'm

sorry but I'll let you go then he said okay sir he said okay son I boss

I don't need you on weekends I don't like people working on weekends but if Somebody calls you on a weekend, you

can't like not answer. But he said no, I not answer. It's not that he's busy or something.

It's not that is next level only. It's not that I'm busy. I'm somewhere I'll call that. No, I will not answer.

>> You just have to rule >> rule that no, I will not answer. Okay. Then

>> question. >> You want to tell them about your medical thing?

They know everybody knows >> that one week before that you won't appear.

>> Yeah. Then I won't give the exam >> because she said that if I would have appeared I would have definitely gotten

in. You know what what struck me the most by the way in that discussion

if you just leave if you just leave me neat is one thing you know people shy away they get scared they want to go

elsewhere but the matter of fact way in which she said if I had sat I

would have gotten in and she's not a person who will fly high or something will figure out it's all substance and

Then the way she said if I would have gotten into I felt it sad I would have gotten in to need somebody who doesn't

want to do neat has no intention of becoming a doctor still studies and says if I had sat I

would have gotten so I didn't appear because failing was not an option. It tells you multiple things about the

grit of that personality. Understand? That by the way was the only reason why

I said that we will definitely take even though Disha will tell you there were things that people said don't take.

So these are the small things that I want to find in people. It is not and that's why I asked in first year please

don't ask any technical questions. What have you learned in first year? What have you learned in internship? Zero.

you are zero. If you think you've learned too much, you will definitely fail. I don't look at that. We look at

your approach. How sharp are your eyes? How alert are you and what is it that we can do with you

in future? I think some of this are my HR questions. Let's find out what are the latest HR apps. Let them fill up an

HR questionnaire etc. Can we code uh agentic to just go through our interview uh not interview

all these two minute videos anyways automatically is that a thing can you code aentic

to do that I see just like So how did you give the link?

Can we have something like this? By the way, you know, at least for jobs and everything, you know, a nicer way of

doing it. And if we like a candidate for the final approval,

actually you can also ask a few basic legal questions. You know the principle that we had in

India was don't leave a stone unturned before you hire a person. Try every measure not to hire. It's also by the

way Netflix you know nine rounds of interviews. Sometimes postings have left been left open for three three years

because they will not take a person until they everybody everybody is fully convey everybody needs people there

and then once a person is in then again don't leave a stone unturned keep him

Okay. But very nice. We'll do this a little bit more next Friday also.

And what we have on our webinar like you said uh um at the end