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Speaker 1: It was an article I was reading where you were

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Speaker 1: interviewed and you had this quote that I thought was

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Speaker 1: really interesting. You said, there's not a pipeline issue or

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Speaker 1: knowledge gap is just about providing opportunities and looking for

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Speaker 1: the gems that are in the rough. And so often

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Speaker 1: when we think about when companies say, you know, there's

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Speaker 1: a pipeline issue here domestically, Um, that's an issue we

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Speaker 1: domestic black people you know, have have to overcome. And

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Speaker 1: so now you're trying to do this and get them

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Speaker 1: to hire you know, black people on the continent, Africans

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Speaker 1: on the continent. Does that mean it's doubly hard for you? Yeah, yes, right,

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Speaker 1: the simple ques The simple answer is yes, Um, the

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Speaker 1: difficult answer. As recruiters, as I mentioned, we do a

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Speaker 1: lot of recruiting, We do a lot of recruiting in

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Speaker 1: the US as well for like US ended it as well. Um,

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Speaker 1: it is exactly that. And sometimes I have to have

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Speaker 1: conversations with these you know CEOs of companies and startups

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Speaker 1: that if you actually care about diversity and inclusion, sometimes

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Speaker 1: you don't have to lower your requirements, you have to

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Speaker 1: change them. Right, if you're looking for the person from

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Speaker 1: an ivy League and they have to have this year's

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Speaker 1: experience as you know at Google or etcetera. Well just

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Speaker 1: look at the mathematics, right, I think one percent of

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Speaker 1: all technologists and like the Silicon Valley is like are

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Speaker 1: black like one percent? Okay? Will you take that one

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Speaker 1: percent and you say how many of them graduated from

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Speaker 1: an IVY League school. Well, let's say it's of that

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Speaker 1: one percent. And then you say how many have been

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Speaker 1: working for five, six or ten years of experience and

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Speaker 1: you get an even a smaller number. And so this

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Speaker 1: this pipeline issue, it has to deal more with where

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Speaker 1: are you looking and what are your requirements? So I

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Speaker 1: also have often have the conversation is sometimes you're looking

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Speaker 1: for quality of a candidate. Sometimes you just need to

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Speaker 1: groom an individual who has the capacity. Maybe they've at

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Speaker 1: an essential, there's not an ad for them at an essential,

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Speaker 1: or you know a small a big firm, but they

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Speaker 1: have this hunger and desire that when you bring them

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Speaker 1: into this startup, they will excel and in a year

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Speaker 1: or two you'll find them as a leader in your company.

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Speaker 1: You just have to change what you're looking for and

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Speaker 1: you'll still get the quality outcome that you look that

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Speaker 1: you expect