 Recently, we were fortunate to have our friends from Captivate Talent join us to provide insight in how to crush the video interview. Alumni Carolyn Estelle, who is the director of Executive Search and her colleague, Christopher Gannon, founder and principal, provided their insights. Captivate Talent is a talent solutions consultancy that focuses on placing top revenue professionals at growth stage technology organizations. Please keep in mind that this was prerecorded so you will be unable to submit questions. So a little bit of an overview of what we'll cover and some of this might be obvious and some of it may not be, but I think it's all worth saying. We're going to cover the prep beforehand, the actual interview, the follow up and just any questions that you guys have. Carolyn, would you like them to put questions in the chat or would you like them to just ask them? Okay. I would love that. Just because I'm in the driver's seat on my PowerPoint, I'll probably just have Chris field the questions, but so everybody throw out those questions. Yeah, this, this is your, this is your time. So I want to cover things that are on your mind. This is just a format for what I thought would be helpful. So I think it's really important the week before your presentation to really do deep research on the company. That means combing through LinkedIn, trying to find the person that is interviewing you on LinkedIn, looking for different blog posts, different articles that they have may have written or shared. Those are all going to be talking points for you. The more that you can read about the website and key people, the more prepared you're going to feel going into this. In terms of your LinkedIn, LinkedIn is really the new resume. So every, everything that you're putting into your resume should be reflected in your LinkedIn. It should be a nice clean picture of you. Any social media should be on private hires. People that are hiring are definitely doing research beforehand and doing some Google searching. You just want to make sure that you're in the most positive light possible. In terms of attire, right? Like as Chris was saying, this is the new world order, right? Like never did I ever think I'd be presenting a Fairfield University in my bedroom. But this, this is how we're living these days. I wouldn't leave anything to chance. Anything like Gartner would still expect you to probably put on a tie. I wouldn't leave it to chance, especially if it's for a more corporate role. If it's for a startup, I think a button down shirt or a nice sweater like I'm wearing today is completely acceptable. You really want to play to your audience. Chris, do you want to comment? Yeah. And make sure when in terms of doing your homework, as much as you're prepping your own LinkedIn, make sure you're diving deep into the profiles of the people that you're meeting to beyond just their last few jobs and where they went to school, especially now people that were not active on LinkedIn are more active than ever. So if you go into their activity, which you can see if you're a second degree connection, you could see what they're posting about. You can see the conversations they're having and you can see how they're interacting with their peer groups on LinkedIn. So it's really good things to prep for and things to bring up in an interview if you need conversation topics. I think, again, to Chris's point, people are more and more living and breathing on LinkedIn. We're seeing such an uptick in what people are sharing. It's becoming like a Facebook in some ways for the professional community. So the more that you can do a deep dive, the more prepared you're going to be. And we've covered a lot of this already. I think it's important to test your lighting and see how you're looking on camera, making sure that obviously it's eye contact, looking into the camera, it's not quite the same. You're going to have to work harder to be more engaging. You should be exhausted by the end of this interview, just from working to get your point across. Any kind of software updates, like for me today, I knew I was going to be on this video. I did a good restart on my computer this morning. I updated everything so there was no problems. I logged in early to make sure that there was no glitches. Any kind of chats like you saw in Austin's video, super distracting, put everything on silent. And this is the one situation where I would say typing out notes furiously on your keyboard isn't going to be a good look. This is where you're going to have to go old school and pull out a notebook and jot things down. And I think to that point, you should be prepared with at least three to four good questions on the company and the role and the person that you're meeting with. And it's okay to have those prepared. I think it shows that you put in the work and you really want this job. And one that's sometimes overlooked too that we see, make sure your family knows. I mean, everyone's home probably with people that they're not normally with during their work day. I mean, I literally just texted my dad, said, hey, can you grab the dog and throw him in your office right now? Because he's being a little bit of a pain. So make sure your family's aware that, hey, I have an interview right now. So you don't have somebody walking in and trying to give you lunch or something like that as nice as it might be. Any questions here before we move on? Yeah, I just threw one in the chat. But if you're having tech problems with your laptops, could you use a phone or is that not a good idea? If you're having tech problems, use your phone because using a phone is better than having like a tech problem. But I would say a laptop is super preferable, especially if you're having any sort of group interview, if there's more than one person on that, it's kind of hard to see them both. You have to swipe back and forth through the screen on your phone lots of the times. If it's Zoom and then depending on the software, if it's like a WebEx, it might be harder for your phone. You know, there's more chances of the software not working. So laptop is always preferred. But if you need the phone, almost set it up like your laptop, then have it like on a stand or something. Don't be holding it, moving around, like put it against something and keep it very, very stable because even a little bit of a movement is super, super distracting. Yeah, I think the phone, you should have the phone prepped as your backup plan if it just completely goes wrong. I feel like for the most part, companies are using Zoom, WebEx. I don't know what other big companies might be using, but they're definitely more integrated for a laptop than a phone experience, but have it on standby. How about the positioning of the laptop in terms of having it propped up a little bit versus? Yeah, I have my laptop on a stand that's kind of up and angled towards me. Today, I'm lucky because it's bright out. I have my curtains pulled all the way so you can see well. But I mean, don't be afraid to go on camera and play with the lighting if it's not such a good day. Like sometimes I'll sit here if it's dark and I'll prop my laptop up. The really awkward move is the coffee table. That's usually a little lower and then, you know, you have somebody and you're looking like kind of up their nose and at the bottom of their skin, it's super awkward. So if you have that set up for some reason, just put it on a few books or something like that. Yeah, angle and lighting is really important. And don't be afraid to play around with it early to see how you look. People do cheat. I mean, lots of people that you see posting videos and stuff online and these like LinkedIn celebrities, they always have like lights behind them. And they always have like a super nice camera. So most of us don't have that at home. So just use it to the best of your advantage. You make sure there's good lighting. Any other questions? No. Okay. So this is more specific to the actual interview, not as much video interviewing. And again, let's keep this conversation as free flowing as possible. But I think now more than ever, employers are looking for people that are adaptable, that are genuine, hardworking people that have humility and are willing to do what it takes to succeed. And I think adaptability is going to be probably the most critical thing that you can convey in these interviews. Chris and I are adapting. Every company at this point is adapting to what companies will do moving forward. So I think being able to convey that from internship experience, from projects and positive champions on campus, being flexible and being driven will go a really long way. And I think we've all done our homework at this point, right? And I know that you're all smart because you're stags. I think coming across smart is just doing your prep work, anticipating the questions and having clear and concise answers. I like to answer in threes. I think it makes me sound smart. So if they say describe yourself, determine passionate and smart. You can mix in anything else you want, but I think that that's just a nice one. Chris, do you want to care to add anything? Yeah, for me, the biggest thing that I think of right now, because we're kind of looking, keeping our eye on the market to hire people for us to internally is hardworking. Like the level of trust is at an all time high. And it's the most important thing. Like, can I trust you at home to make sure that the salary I pay you, I'm getting my money's worth out of that. And that's kind of a, that's a way that employers look at anybody that they hire. So like, can I make sure that you're the hardworking type of individual that I know, you know, after our morning meeting, you're not flipping on like Xbox or getting on Instagram and just chatting to your friends. Are you getting the work done in the hours that I need to get them done? Any questions in the chat? Throw them in. Nothing. So these are your generic interview questions that you can plan on hearing. Right. Why would you want to work for us? Describe your strengths and weaknesses. Who do you look up to? And you can prep these however you want to, but just some suggestions just around why would you want to work for us? Right. It's really around the research that you've done, right? So everything that I could read, you know, I love your company because of the mix of hard working, high integrity, driven, winning mentality. If you could even pull quotes from the website, I think that's helpful in terms of strengths and weaknesses. Again, going back to this, like people hire people that they want to sit next to every day and people that they trust. So I think be authentic, but also convey that you are someone that you can trust. In terms of weakness, I think it's okay to call out the obvious, which is you don't bring a lot of experience to the table, right? Like that's obvious and it's okay to call that out. So long as you're conveying that you're willing to do what it takes. And I think that brings me to the point that I bolded, right? What I want to do and what I will do are probably different. I will do almost anything to get a foot in the door. If I had a choice, I love the following, right? I think that's a great way to position it. So people think, wow, they're hungry. They want this job and they're adaptable. How do you handle? Chris, go ahead. Yeah, in an interview, guys, a curveball question too. It's not even actually curveball. It's a question I would ask to anyone that's coming out of school because I expect your research skills and presentation skills to be at an all-time high. Believe it or not, raw grads out of school actually usually do a better job than somebody with 10 years of experience understanding the company. So I'll always ask somebody to tell me about my own company. And I had somebody the other day that I interviewed her, she was great. And I said, tell me a little bit about us. And she said, oh, so you guys recruit in financial services. If you go on the first page of our website, it says we recruit for revenue professionals for startups. And at that point, her interview was great. It was just a no for me. It was a heart, there was nothing she could have done at that point for the next 15 minutes of the interview that could have convinced me to follow up with her. So make sure you are doing as much research as possible when you dive into these companies because people will ask you questions about their own company. And I think feedback, how you handle it. Feedback is a gift. Feedback is nourishment for the soul. I would come with specific examples from mentors, from coaches, from your internships where you were given really candid feedback and you took it on the chin and you turned it around really quickly. That's so critical when I'm making hires because you're coming fresh out of school. I'm going to be giving you a ton of feedback and being able to not take it personally and make it constructive and turn it around to something that employers will want to see and really appreciate how the story is prepped. Any questions there? Those who I've interviewed, anyone who want to share? Like, what was the tough, was there like a tough question that you got to ask that you did not handle or just what you thought maybe was a really bad question from the interviewer? You can call them out right now. I thought the tough one was just kind of like, they asked me point blank, what are my weaknesses? And I think that was kind of tough to take my weaknesses and then kind of spin them to make myself appealing and not just dwell on the weaknesses, I guess. So, I mean, you definitely, it sounds like you were thinking about it the right way, the spin, like you always want to spin it. I mean, the funny one that we always laugh about is like, oh, sometimes I care too much and I'm too dedicated to things. But yeah, the weakness one everyone should be prepared for because it's almost like an eye roll question when somebody asked it or in sales, it's always like sell me this pen. But think of a weakness that even if you have that answer prepped a little bit, that you could fluff and always turn around into a string. Be like, I'm really passionate and sometimes when I dive into something I get way too focused on it and I don't see what's going on around me. But I've learned to make sure I'm paying attention to what's going on in my peripheral when I'm focusing on a project, something like that. Kayla, you had a question too I think and there's one in the chat. Yeah, a lot of the times I've just gotten one that is kind of like a feedback where it's like there was just someone more qualified than you and like there was never really anything real. And I guess like, I've gotten that a few times and so I feel like sometimes I never really get anything constructive. What would you take away from something like that? You could, you know, it's really tough sometimes and I mean, Carolyn definitely knows this from being a gardener like recruiters and hiring managers they're just especially in this type of market it's hard to give people personalized feedback. It's lots of times were really bad and actually even, you know, the recruiter ghosted me is like a big thing in our industry or I never heard back from that company I interviewed at three times. You know, we kind of see it as when somebody just sends in an application they're probably not gonna get a, if they'll just get an automated rejection but if you go into a company and you meet somebody two or three times it's kind of your right to ask for feedback and ask for something more specific and say like, I really enjoyed our experience I'm obviously disappointed at why it didn't work out but what can I do to make myself better? I just wanna know like, is there anything specific? And like that is something that would make me think of like did I make the right decision as the hiring manager if somebody is like, if somebody was a close number two like should I reconsider them? So, you know, feel like it's okay to email somebody back and be like, can I get some more insightful feedback? I just wanna improve on myself I really appreciate your time. And connect with that person on something like LinkedIn. I agree with that. And I think companies like Gartner sometimes they were a little cagey with putting things in writing in terms of feedback. At the lower level of hiring I would try to pick up the phone quick and tell them the reasons why they were close number two. But I think especially with smaller companies to Chris's point, connect with them so they continue to think of you. The professional world is very long. You never know in one to two years if you bump into that person or they have another opening and then you're on their feet and they think of you that's huge. And hopefully they would take the time to give you some more targeted feedback that you can turn around. Thank you. Good question. Eric asked a question in the chat which made me laugh a little. Often in engineering interviews somebody would ask a point like question like what do you think of November? Eric from a recruiting perspective I mean, I used to have a question that I would ask people on my team like if you could be a color, what color would you be and can you act it out? It's kind of a joke question for me to just see how somebody would react in an adverse situation. And also I would ask it if I felt they were a little too buttoned up and I needed them to relax a little bit to kind of get a laugh out of them. So sometimes people have those questions because they're looking for a specific answer which I don't agree with from a recruiting perspective but if they are just asking that question to throw you off your game a little bit or maybe just see a little bit of your personality or see how you think, just take a swing at it. If they're looking for a right answer I don't think that's fair so kind of go approach a question like that with there is no wrong answer except for not answering the question creatively. Agreed, once I was asked what type of serial I would be and why on an entry level interview, right? And to Chris's point, like there's no right or wrong answer it's just how you spin it. And I'll never forget it. I said I was frosted many weeks because I have a nice exterior but I'm whole and gritty inside. So you don't know what you're getting for the most part those types of questions shouldn't be like there is only one right answer. If somebody's hinging your interview and your candidacy on a question like that they're doing it wrong and you probably don't wanna work for that person else. No, that's it's all for the best that you don't join there. More questions just done on the interview portion of it. I like the how do you handle feedback? I've never heard that one before that's a good one. Yeah. And I think if it doesn't come up in the interview it's always nice to work that in because it's so critical to your first job like you really should be looking for someone that is going to mentor you and train you and show you the way and a big part of that is taking feedback and sometimes asking for it. Coachability is probably the number one thing that the hiring managers at least in the sales space look for. So if they're not asking a question like that to Carolyn's point it means maybe they're not thinking with that type of mentality and that should be something that you think of too like is this person looking at me and they're dedicated to coaching me upskilling me and growing me is if they're not they're just looking for somebody to be busy working. And just in terms of follow up I think any professional that's blocking out 30 minutes to an hour to meet with you they're probably expecting thoughtful thank you emails within 24 hours. I wouldn't even let it go 48 hours at this point in time. I've gotten a lot of handwritten thank yous once people are back in the office I think it's a really nice way to stand out but I wouldn't lean on that as your thank you it should be over email if you don't have their contact information okay to ask for it at the end of the interview or you can send it over LinkedIn. And Deirdre has the question if you haven't heard from them in a few days is it okay to follow up 100% and you should think too you make sure that you had that follow up within 24 hours. And it should be really sooner. I mean, after I interview somebody, clock starts ticking. You know, if it's a morning interview and it's like, you know if I haven't heard something that night especially now in this climate when I know people are you know, they don't have any real social plans outside of being at home like I really expect a follow up and a thoughtful follow up like referencing something we talked about like, you know, did we unpeel part back part of each other's personality like that should be something in the follow up not just the thank you for your time today I look forward to pursuing next steps. Have a little bit more depth in that make sure you stand out. Yeah, I think the follow up on your candidacy you should be replying to thank you note, right? And be careful with putting together the thank you note if you've met with a couple of different people because they will forward them to one another. Those thank you notes will automatically get forwarded and they'll say, oh, hopefully they're saying oh, really, really nice to meet them really good follow up. So make sure the follow up is different for each person. Yeah, make sure whatever you write is accurate. Don't reference something that had nothing to do with the person you're writing to. Sometimes less is more in that situation but I think making it personal to hopefully something that you guys had a connection on will make you stand out. And we've already covered the importance of LinkedIn and connecting with the person. I can't stress that enough. Any questions on follow up or thank you? I got a question. What's a good like resource for professionalism with email, like putting it together? Is it like a simple format you should follow like words or is there some like someplace you could look that would give you ideas to use? Like address email and just Google it. Yeah, so if you type like follow up email, Google will give you pretty good examples right away in the top of the search strings. But you have to remember to you wanna be detailed, you wanna be personalized, but at the same time, if somebody's back to back to back all day, like it should be succinct into the point and make sure they remember like you wanna stand out but like if you have four paragraphs, somebody's just gonna look at that and be like, oh my God, like I can't read all this right now. If you spent three hours with them in their team, maybe two or three paragraphs is justified, but if it's a 30 minute to an hour long interview, your email should be a paragraph, maybe something bulletin' out of reasons why you're excited about the role or why you think you're a good hire, but that's about it. Agreed, I think the paragraph- We could probably include a link or two in the takeaway that we're gonna put together for you guys. We'll look for that. Thank you. Yeah, that's a good question. I think to Chris's point, we're here to help and we're happy to put together just a few examples like I can put together just some nice thank you notes that I've gotten in the past. I wouldn't overthink that part. I really think it's just about being genuine and really trying to just resonate with the conversation that you had. Deirdre had another question. Can you ask for the job at the end of the interview? It depends who you're interviewing with. Yeah, that's awesome. I love it. If you're interviewing in sales or recruiting or anything like that, that is definitely a pro. But it depends on if you're in a first round interview, maybe you just wanna ask for next steps. Or just, hey, I just wanna get a better understanding of what the process looks like. Can you let me know what next steps look like? I'd love to move on, if you think so too. But if you're in a second or third round or they say it's a final round, 100% ask for the job. The best way to do it is, you can set up your interviewer at the beginning. If they let you ask a question first, ask them what they're looking for. Say, hey, what are three things you're looking for in this role and make sure you write them down. During your interview, if you could remember to highlight why you relate to those three things. And then at the end, you can really put them and back them into a corner by saying something like, well, at the beginning of the interview, you mentioned you're looking for X, Y and Z and I think I really display those characteristics. Do you have any concerns about those characteristics and how I display them? If not, do you have any hesitations with me moving forward for this role? That will knock a, it's a little forward, but it'll knock an interviewer off their seat, especially if they really like you, it'll close them right away. If they don't like you and you can't read the room, it'll get really awkward, but if you feel good about it, it's a good risk to take. I agree, I was gonna say, I think the question around hesitation, any hesitations in hiring me, it's a bold question, but if you're feeling bold and you really want the job, I think opening up the floor to have that conversation is so helpful. What other questions do you guys have too? I mean, we wanted to keep this light and short and give you as much time to talk about some challenges or I mean, to be honest, we really feel for you guys, not only did you miss out on a lot of stuff, that's really fun and important, but it's the toughest job market ever to enter in right now, so we wanna make sure you feel as prepared as we could help you with right now. And Chris, it is their senior week, so I heard a rumor some of them are still down at the beach celebrating. Keep that on. That might be because the cameras are off. Now, any questions about the market, about what you're worried about entering the job force, things that have worked for you, things that maybe haven't? I know somebody said they were engineering interviewing like anything else, what else are you guys interviewing for right now? That's, have you gotten interviews? Have you been able to secure interviews? Quiet or when I run a team meeting? Quiet. Quiet, okay. There was a question that came through. But then arts and marketing, there we go. Matt, arts and marketing, or are you trying to do both engineering say they want somebody? Yes, there we go. There it is. Two to five years of experience, entry level. I would count internships. I mean, that's really frustrating and I hate job descriptions like that. Let's say entry level position like two years of experience required. You have to, first off, I would email the person directly and if it's a technical role like that, if you have a portfolio of stuff that you've been working on and you put together your internships, the work that you've done on the side, that might actually suffice for two years of experience. So make sure that you count that because you have to go into it that way. Human resources. Human resources is probably a tough industry to tackle right now because of everything but make sure you focus on a lot of like how the workplace is changing. There's a lot of literature out there about what this is doing right now to how people are looking at modern day workforces. So there's gonna be a lot of change with offices, with how people work. So if you're looking to human resources make sure you're up to date with all that stuff because I can honestly see new positions in that field being created after this. Focusing on wellness, focusing on employee safety, focusing on how employees are connected with each other remotely. I agree. And I think again, like that's where you're going to shine if you can convey adaptability because there will be opportunities for new roles that at the entry level, you can really get a foot in the door. Someone did ask a question in the portal that we set up about strategies on how to ask about COVID protection and how to ensure, it was how to ensure protections, financial and social post pandemic. I think asking about strategies post COVID is completely acceptable. And I think a lot of companies will bring that up. Everyone is trying to figure that out together. No one is by any means an expert but I think it's completely fair to have that conversation. In terms of ensuring protections financially and socially, there's just no guarantees anymore. We're talking to a lot of fantastic candidates that you felt pretty protective a few weeks ago, right? So I think you have to be open to the unknown there but a conversation about protection is completely acceptable. Yeah, I think if a company's hiring, you have to assume there is a little bit of financial fitness behind their mindset of hiring. You can't keep yourself up at night with, hey, will this company disappear tomorrow? I mean, in the last recession, dating ourselves a little bit. I mean, there were people that work for big banks and companies like AT&T for 30 years and they were expecting a pension in their next year and all of a sudden were laid off the next day. So there is a sense of you can't control that no matter what company you work for sometimes. I mean, somebody at Bear Stearns 10 years ago felt they worked for the most secure company in the world and they don't exist anymore. Eric asked too if a internship post-graduate would be frowned upon if somebody's not hiring for full-time work, I would say not at all. Carolyn, you agree with that, right? I completely agree. I think again, if it's a company that you really admire and it's gonna get you a foot in the door and it's with great mentors, then absolutely. Internship, if I looked at somebody's resume and I was like, oh, what were you doing for the past few months? And you told me, hey, I took an internship because there were no jobs when I graduated. I mean, somebody should be pretty cognizant of that time in history and they should understand that. And that shows me actually that would separate somebody from the crowd as opposed to the person who worked for a full-time job for six months and sat at home. I agree. So if you could do any type of work, I mean, we are in the digital age where those places like Upwork and you can gain experience. So if you can do anything to keep your skills sharp and keep working in any way, shape, or form, that's always viewed as a positive as opposed to a negative, even if it's not 100% at the perfect company. And Eric, salary, you also asked, when is a good time to negotiate salary? As a recruiter, I hate negotiating salary. If you get to the point where you're negotiating salary, it means somebody didn't set expectations right at the point in the interview process when they should have been set. It's okay to ask about what a compensation package looks like once you get past that first round of interview. A really, really, really good company that has really strong recruiting would talk about compensation in the first round of an interview. And it wouldn't be a negotiation either. It'd be, hey, our comp target for this role is 50K. So then when if somebody turned around on them and said, oh, I'm looking for 55 and they'd say, hey, from the first round of an interview, we said this role pays 50K, we don't have flexibility on the budget. Candidates should feel like they can do that too. This is what I'm targeting, but realistically, my recommendation is anything that you see online. Right now, from a salary, that information is old. That information from 2019 and the beginning of 2020 was in the hottest job market we've ever seen. We're no longer in that job market. There's 30 million people that aren't employed. So I would say make sure you get your value, but don't oversell yourself and kick yourself out of a job that you could have got. Agreed. Agreed. I think most companies, that will happen in the first conversation and you should feel comfortable sharing a range, but also stating that you're flexible for the right opportunity to not eliminate yourself and really gives you the opportunity to get the offer letter in hands to really make an educated decision. Anything else that we can help you guys with? Is everyone using LinkedIn to apply for jobs, Google, jobs, Indeed, aggregators to help do all the work. If you're not pinpointing on company's career sites, LinkedIn and Indeed. Use Google to, Google aggregates everything. So if you just type in your job type in Google and your area, it'll pull you to Google jobs and it's a really good way to apply for jobs too. And if I were you and I was on LinkedIn and I saw a company was hiring, I would look to see if there were Fairfield alum there so you can send them a connection request and a quick message just saying, hey, I'm an alumni. I'm really interested in this job. A lot of times on the LinkedIn careers page it will tell you that there's someone that works there that's an alumni. That might give you a better shot of putting your resume to the top of the pile. And always feel free to reach out to people at companies too. I know the rule is to reach out to HR, but HR right now probably isn't feeling that, unless the role is in HR, they're not feeling the pain point. For instance, if it's a role in sales right now, the VP of sales is the one with the seat open. They're the one that has like quota that they need somebody in the seat selling right now they're feeling the pain. So reach out to that VP of sales and say, hey, just to let you know, I applied for this job. I'd love to talk to you more about it because a lot of the times when you apply to a job it goes into a black hole with 300 other applicants. So making yourself stand out by messaging that person that is hiring for that job is most important. Not just the recruiter that's on the job. Right. Same with engineering, right? If it's engineering, it's a VP engineering or even a director level engineering might be responsive. I think the more that you can do to stand out with the company beyond, again, to Chris's point, the black hole, the more you're going to get noticed. A little bit about us. So just in the wake of COVID, we've posted open office hours to help people with their resumes and just give them candid feedback. I believe Kath is posting it or has posted it someplace. But if you just go to our website and go to our blog you'll find the link to our calendars and we're more than happy to do that for you. And in just in terms of just the things that are funny and also relevant in terms of prep we're always posting it on our Instagram. Definitely don't be shy. It's definitely a time that's a little more challenging but absolutely not impossible. And I think those that put in the time and are creative will stand out. Well, I want to thank you, Carolyn and Chris. This has been fabulous. We really appreciate it and I know that the students do as well. And I want to remind all of you stags out there that the Career Center is open all summer and just because you're graduating doesn't mean that our services go away. So there are a lot of things that we can continue to assist you with and also be on the lookout for some additional events that will be occurring during the month of June and probably through the summer. So, you know, don't go away. Keep on top of these things. And definitely check out the Captivate Talent site. And, you know, they've got some great things that they post. Very funny and very informative. And congratulations all of you on your graduation. I hope that you're all able to celebrate in your own ways and know that we are cheering you on. And please, please, please guys, feel free that open office hours link is for anyone in any type of job that they're looking for, anything from resume advice to interview coaching to if you just need somebody to talk to the whole teams available for it. And it's 100% free. If anyone tries to charge you for that stuff, just come to our site. It's something we're doing for people that just need help in this time. Okay, so don't pay somebody to write your resume. I'll make sure to send out the link after this to all of you in attendance so that you don't have to go digging for it. Great. Awesome. Thanks guys. Thank you. Take care guys. Cool handshake. Thank you. Go Stags. Thank you so much for the information. Thank you. Absolutely, bye everyone. Okay. Bye bye.