It was an article I was reading where you were interviewed and you had this quote that I thought was really interesting. You said, there's not a pipeline issue or knowledge gap is just about providing opportunities and looking for the gems that are in the rough. And so often when we think about when companies say, you know, there's a pipeline issue here domestically, Um, that's an issue we
domestic black people you know, have have to overcome. And so now you're trying to do this and get them to hire you know, black people on the continent, Africans on the continent. Does that mean it's doubly hard for you? Yeah, yes, right, the simple ques The simple answer is yes, Um, the difficult answer. As recruiters, as I mentioned, we do a lot of recruiting, We do a lot of recruiting in the US as well for like US ended it as well. Um,
it is exactly that. And sometimes I have to have conversations with these you know CEOs of companies and startups that if you actually care about diversity and inclusion, sometimes you don't have to lower your requirements, you have to change them. Right, if you're looking for the person from an ivy League and they have to have this year's
experience as you know at Google or etcetera. Well just look at the mathematics, right, I think one percent of all technologists and like the Silicon Valley is like are black like one percent? Okay? Will you take that one percent and you say how many of them graduated from an IVY League school. Well, let's say it's of that one percent. And then you say how many have been working for five, six or ten years of experience and
you get an even a smaller number. And so this this pipeline issue, it has to deal more with where are you looking and what are your requirements? So I also have often have the conversation is sometimes you're looking for quality of a candidate. Sometimes you just need to
groom an individual who has the capacity. Maybe they've at an essential, there's not an ad for them at an essential, or you know a small a big firm, but they have this hunger and desire that when you bring them into this startup, they will excel and in a year or two you'll find them as a leader in your company. You just have to change what you're looking for and you'll still get the quality outcome that you look that you expect