Yes, there are two flavors to that. So first when you hire, for example I hired an engineer in one of my product teams before. And one of flavors, if you think that person will change. So you see some red flags, you see potentially a bad behavior in the team, but person is translating negative sentiment. And you first time you see it as maybe, okay that person just in a bad mood today, when you see it second time, third time, when for example, you see person not delivering up to your expectations, to team expectations, see it 1 time, 2 times, and those are just red flags. So bell is ringing and one of the mistakes I made several times is thinking that a person can change, especially it's applicable to senior experienced engineers, and my conclusion so far, my very subjective one, people never change, unfortunately, on the foundational level. So your traits will not change if you're grown up. You can adjust, you can learn, you can find out specific red flags, but it's very difficult to change yourself. If you are an honest and and open, it means you're not in your right place. It's not that something is wrong with you but the team is not right for you, I am not right for you, as a hiring manager, it was my mistake, probably, but we decided to work together, and it just not the right time, right? So we should just go our own ways. The issue I had I tried to give people too much time to demonstrate thatthey can change and making assumption that they can change in the first place, which is not right I think. So what I would do differently, I would be very open with such persons and agree on time boxing, such experiment and being very open on what is not working out and if you agree mutually, that it's not working out, deciding to go our own ways as soon as possible, on very good terms, because it's my mistake so I need to compensate this to that person, right? Because it's my hiring mistake.