Speaker 1: It was an article I was reading where you were
Speaker 1: interviewed and you had this quote that I thought was
Speaker 1: really interesting. You said, there's not a pipeline issue or
Speaker 1: knowledge gap is just about providing opportunities and looking for
Speaker 1: the gems that are in the rough. And so often
Speaker 1: when we think about when companies say, you know, there's
Speaker 1: a pipeline issue here domestically, Um, that's an issue we
Speaker 1: domestic black people you know, have have to overcome. And
Speaker 1: so now you're trying to do this and get them
Speaker 1: to hire you know, black people on the continent, Africans
Speaker 1: on the continent. Does that mean it's doubly hard for you? Yeah, yes, right,
Speaker 1: the simple ques The simple answer is yes, Um, the
Speaker 1: difficult answer. As recruiters, as I mentioned, we do a
Speaker 1: lot of recruiting, We do a lot of recruiting in
Speaker 1: the US as well for like US ended it as well. Um,
Speaker 1: it is exactly that. And sometimes I have to have
Speaker 1: conversations with these you know CEOs of companies and startups
Speaker 1: that if you actually care about diversity and inclusion, sometimes
Speaker 1: you don't have to lower your requirements, you have to
Speaker 1: change them. Right, if you're looking for the person from
Speaker 1: an ivy League and they have to have this year's
Speaker 1: experience as you know at Google or etcetera. Well just
Speaker 1: look at the mathematics, right, I think one percent of
Speaker 1: all technologists and like the Silicon Valley is like are
Speaker 1: black like one percent? Okay? Will you take that one
Speaker 1: percent and you say how many of them graduated from
Speaker 1: an IVY League school. Well, let's say it's of that
Speaker 1: one percent. And then you say how many have been
Speaker 1: working for five, six or ten years of experience and
Speaker 1: you get an even a smaller number. And so this
Speaker 1: this pipeline issue, it has to deal more with where
Speaker 1: are you looking and what are your requirements? So I
Speaker 1: also have often have the conversation is sometimes you're looking
Speaker 1: for quality of a candidate. Sometimes you just need to
Speaker 1: groom an individual who has the capacity. Maybe they've at
Speaker 1: an essential, there's not an ad for them at an essential,
Speaker 1: or you know a small a big firm, but they
Speaker 1: have this hunger and desire that when you bring them
Speaker 1: into this startup, they will excel and in a year
Speaker 1: or two you'll find them as a leader in your company.
Speaker 1: You just have to change what you're looking for and
Speaker 1: you'll still get the quality outcome that you look that
Speaker 1: you expect