Yes, In general it is, but it's really challenging. I mean, hiring slow when you're rapidly growing is super challenging and then firing quickly for people that are sort of in between because you sort of read this mantra and you're like, Oh, yeah, it's gonna be easiest is an obvious. But a lot of times you're really excited about the higher, and it's just not working out the way that you want and you're not sure, is it because you need toe roll up your sleeves and kind of push them over? Or is it you know, the right move to move quickly, And in general, I do find that your intuition is probably right. If you're considering potentially thinking about firing them, it's probably time to fire them. So it is. It is easy, easier said than done, but I do generally agree with it. But I will say there are some exceptions or creative ways to get people improving your hiring process to get a better sense of candidates. Actual work performance. I think I'm a big fan of trials and obviously paid applications and stuff where they're actually doing really problems, real code, and you're paying them for their time, but you're doing it under a subcontract is part of, ah hiring process. I'm a fan of things of that nature to help test that more quickly, so that you're actually moving quickly against your objectives and hiring slowed the same time.