Andy Ellis

But certainty, always a risk.

I'm sure Andy would agree on that.

Absolutely.

Yeah.

So so first off, we've joked about it here the last time I was on, but posting an entry level role with ten years of experience, that's just that's the thing that happens and it's it's the running joke.

So assuming that we can squash that one specifically for junior roles, when I'm hiring, you've got to be a realistic hiring manager about it, right?

We can't have tons and tons of experience expectations.

What I'm looking for is someone who shows initiative that they can show us examples of that continual willingness to learn.

That can be formal.

That can be through different organizations.

It could be home labs, things like that.

But ultimately, and I'm sure not all leaders are this way, but I've got countless examples throughout my career where we've grown employees that come in as maybe a project manager or help desk or salespeople from security tools.

But they show that right initiative and that willingness to learn.

And they really quickly can even come into a sock roll and be willing to kick butt.

However, it's a really big ocean right now.

And there's a lot of especially folks coming out of college and you got to differentiate yourself.

So how are you going to do that?

I think that's the core of the question here that you're getting from your San Diego group.

So lots of options there.

Minor cost or no cost.