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These are all good questions I'm more than happy to answer. First, why do we have the average compensation increase and not the average. we're working with people coming from all kinds of backgrounds and situations and we think the best way to capture their outcome is to show the change relative to where they started. otherwise we would have to try to bucket people into a bunch of very granular buckets of similar type people and then show some average about how they did in absolute terms. We could try to do that but the buckets change constantly and the people we are working with now are very experienced. the people we worked with a year ago had maybe 1 to 2 years of experience on average and now the people have 5 to 10 years of experience on average. So because these buckets are moving and changing all the time, we don't feel that showing those. give you a pulse for how things are doing now and we feel that the average compensation increase captures more of the change that's happening as a result of Formation. Second, we're going to be posting a H1 outcomes recap pretty soon on our blog and I'll take the feedback that you're telling to heart because I'm literally going to be reviewing it today and we can comments and I'll give feedback that you're saying, but you feel like there's lack of clarity on the average outcome. Third, placement rates. This is one of the most important things for bootcamps because a bootcamp with a fixed length program and with a starting bar that is roughly the same can be judged and how effectively it takes people from roughly the same starting skill level to graduation to a job in a certain amount of time. We Don't have any kind of curriculum. we aren't teaching anything! We set up group mentorship sessions to work through problems to practice, we give you a bunch of practice problems to work on based on your strengths and weaknesses and we measure those on an ongoing basis through benchmarking so we know when you can move on to new topics or not. most of the people we work with have full-time jobs right now. they're constantly changing up their schedule, and they don't have any kind of time, sensitivity or time is not one of their goals. for other people time is a goal and they want a job in a certain time. for those people having some kind of measurement of if we help them meet that goal or not I think would be really useful. We unfortunately don't have a way to distinguish that in a clear way to publish. somewhere around a third to half of the people starting right now are also starting on a month-to-month subscription where there is no concept of a placement rate whatsoever even in any world and they're just like literally coming here for practice like getting a month of personal trainer time. So our philosophy on this is that we want to give people an individual time expectation when they start so every person is presented with a starting roadmap. This road map is the areas we think you need to work on and approximately how long we think it will take you to get through all those areas. and then we will give you an unofficial ballpark of based on how the market is now based on how people are doing and based on different parameters. like if you're going to be full-time, job hunting or just part-time some rough amount of time, we think that it might take you to get a job. these are all super personal, but we feel like this is more useful to someone than trying to deal with all of the problems from the previous paragraph and giving people some average number that is useless and might be misleading to them because we know for their personal situation it won't apply. To give some examples, have people who really want a job in 2 months and they don't get it and they're stressed and we're trying to help them get a job as fast as we can. we have people who want a job at Meta and will wait up to and just go at their own pace. We have people who come to us for just one month and try to cram in as much practice as they can and don't even really want a job. We have people who are expecting to get a job in 6 months and they are planning towards that and then they suddenly get interview loops after 3 months and we scramble to help them make the most of that and try to set up other interviews to get them the best option but they might have preferred to get a job after 6 months instead of 3 months and this was like not pleasant surprise but a unique opportunity they had to take. I'm sitting in a lot of the personal channels that each person get and following all of these paths and journeys and it is a really wide range. and it absolutely is doing a disservice to my own company that we can't communicate all this without me trying to write multiple paragraphs explaining it to individual people. It's something that our team is working on and trying to figure out and will continue to keep adjusting how we communicate things and trying to give the most insights We can to help people figure out if it's a good option for them or not based on their circumstances.