Mark Zuckerberg

And I think that that gives you some rubric for, you can apply that at every layer.

And I think if you apply that at every layer in the organization, then you'll have a pretty strong organization.

Okay, in an organization that's not growing as quickly, the questions might be a little different though.

And there, you asked about young people specifically, like people out of college.

And one of the things that we see is it's a pretty basic lesson, but like we have a much better sense of who the best people are who have interned at the company for a couple of months than by looking at them at kind of a resume or a short resume.

I mean, obviously the in-person feel that you get from someone probably tells you more than the resume and you can do some basic skills assessment, but a lot of the stuff really just is cultural.

People thrive in different environments and on different teams, even within a specific company.

And it's like the people who come for even a short period of time over a summer who do a great job here, you know that they're going to be great if they came and joined full-time.

And that's one of the reasons why we've invested so much in internship is basically it's a very useful sorting function both for us and for the people who want to try out the company.

Yeah, I mean, I think it's a thing that's here to stay.

But I think that there's value in both, right?

I wouldn't want to run a fully remote company.

Yet, at least.

I think there's an asterisk on that, which is that... Some of the other stuff you're working on, yeah.

Yeah, exactly.

It's like all the metaverse work and the ability to feel like you're truly present no matter where you are.

I think once you have that all dialed in, then we may one day reach a point where it really just doesn't matter as much where you are physically.

But...

I don't know, today it still does, right?

So yeah, for people who, there are all these people who have special skills and want to live in a place where we don't have an office.