Joel Kammeyer: I grew up in talent acquisition within the contingent space. So I think you're absolutely right. I've applied for jobs before. You don't hear back for twelve months and then all of a sudden you get this rejection email that they didn't even look at you basically. Talent acquisition at its core is a little bit broken in that way. With AI, I think it has the potential to do great things. We can't lean on it exclusively though. I just used chat to put together my son's soccer schedule because it was on three different apps. I needed one view of it. It did it in a minute. However, the font was completely black and red in different parts. To me that points to yes, it can be used to do what it needs to do, but don't just solely rely on it because there's still a lot of error. It still is going back to the lead source. And to be honest, contingent workforce data isn't prevalent out there. Your public companies, your private companies, they don't have to report on a lot of what their contingent workforce program is doing. Do we even have reliable data to go on? You talk to leaders all the time. No. That's what makes our industry a little unique because a lot of other industries have access to public knowledge and a lot of the contingent workforce space just isn't public. I talk to leaders every day and some of them are very private about what they're sharing and for very good reason, they're a big bank or they're one of the Big Four. They have to protect themselves. You can't just use AI to then rely on, here's how you implemented this VMS solution. Those playbooks don't really exist out there, other than in people's brains, a lot of cases. I wouldn't completely throw out that AI can't be used in any way, but how do you plug it in in the right places? It's kind of a plug and play solution, but then the human in the loop. You still have to have that human in the loop to help make decisions, to help make sure that it's being guided the right way. Humans still crave and value that human interaction. And if I'm a candidate, I don't want to just be talking to a screen and then you're thinking, is this really going to be my experience of being employed at this place? To me that's where the human interaction is still needed.
