Yeah, so as you said it's a race. So, you know what we decided to do after is to really kind of embrace our I guess what we specialize in as a company. And as a tech company, we work with Python in the backend, and to be honest, there aren't that many companies that specifically work with Python so we started looking into our local community you know, and really engaging with the people in the community exchanging ideas you know, we also attend the conferences, Python, for example in Lithuania, we were a keystone speaker, sponsor. So we really try to be part of that community so that they can see us more. Because before we even like at this point we don't really spend massive budgets on marketing or advertising where you know we're everywhere flashy and everyone knows us. You know. We received more interest you know we started receiving applications slowly but steadily it was still a change and another thing that we started doing was, we started organizing internship programs that were directed to people looking to transition to IT. So we basically designed a program which allows not only you know, learn practical things but also learn from our projects and do a lot of you know, practical tasks and it was really kind of scary in the beginning because we had this internal, I don't know maybe thinking that when you have a bunch of juniors like it's going to be very difficult to add them to the team because our team is not, you know, 500 people and that was probably something that we were doubting about, but we had to try it because that's also our thinking you have to run an experiment and see how it goes you know? So, we did the first round last year, at the end of a year and it was a really fast project. We had two weeks to kick off the thing, we brought everyone together from the frontend team and we sat down and we laid down the timelines, how our schedule would look like, what we need to teach you to know how many people we're expecting to hire at the end of it because you know you have to really think about the team composition in our team. You can't just have you know a team of juniors working on a project. It's not going to work. So it's really like calculating the proportions, the time that the seniors would need to allocate to those juniors you know because they need a lot of guidance and someone helping them, someone you know, paying spending their time and advising. So, yeah, we did the first round with it was quite a lot of interested people actually, we had maybe sixty - seventy people that responded but we were looking to have 8 people in the group because we wanted to keep it small, but, very attentive and we also wanted them to get a lot of attention because if it's a large group sometimes people feel very uncomfortable asking questions. You know how it works - if it's 50 people or 100 you feel like "oh, I don't want to ask, maybe it's a stupid question". It's just a different environment. And what we created was very intimate, like very small. Everyone kind of knew each other quite well you know after the program and then we ended up recruiting, hiring, sorry, four of them.