Artificial Intelligence vs. Managers and Gen Z's Preference for Career Advice (DF#137)

Ryan Maruyama [00:00:00]:
I graduated, and I would look at all these people that were making a lot more than me, $60,000, $70,000 that didn't have a degree, and they were younger than me, or they were my age. And I was just like, what the I work so hard to get my degree. That should be me. It makes me feel And it makes me feel, like, why did I do all that hard work? You don't deserve that. Aloha, folks, and welcome back to Degree Free. I am really excited to have you here. Before we jump into it, just a quick reminder. If you have any questions that you want answered by myself or by Hannah, go to ask dotdegreefreedot c o forward slash question.

Ryan Maruyama [00:00:45]:
That's singular question, not questions. And ask us your question there, and we can answer it here on the podcast. I'm thinking this is gonna be a little bit of a shorter episode this week because I only have a couple of things that I wanted to talk about. I have, like, 7 things on my vision board or Kanban board for this thing. And I wanted to get into, like, a bunch of them, but they require a lot of research or they require a lot of reading, like each single one. So I was like, oh man. And I didn't do the reading and the research for you. And I didn't wanna like, half ass it.

Ryan Maruyama [00:01:19]:
I am putting a pin in that for later, and maybe next week or the week after that, we'll get into those topics. I had a few things that I wanted to get into this week. What I wanted to get into first is a comment on YouTube from one of our most viral clips on YouTube, and this is about how Hannah got her first Salesforce job. Through the magic of editing, I realized that I can just play this clip for you. And once again, this comment that I'm gonna read is in response to this clip, which is one of the most viral quote clips that we have on YouTube. I think it's like a 250,000 views, which isn't a lot, but on YouTube, it is. Let's listen to it. 33 seconds.

Hannah Maruyama [00:02:02]:
So on my offer letter, the thing that was really crazy to see was where it said they wanted somebody with a requirement, was an advanced computer science degree. I have 0 degrees. I have no degree. I am degree free. I have no I have no anything from a college. And that was really where, I think, for us at locked in, where I was, like, you don't have to you don't have to listen to that. You can just completely ignore it. And you're not gonna get called back every time, but you're gonna get called back a lot more than you realize.

Ryan Maruyama [00:02:34]:
So that is a clip from episode 7, how to get tech certifications, all the way back when two and a half years ago now. I'm gonna read you a comment. This is one of the most recent comments or at least as of recording this. That pisses me off that someone without a college degree can get a job that typically requires a degree. It makes me who went through college and busted my ass to graduate feel completely worthless. I used to feel the exact same way as this person, so I know exactly what this feels like. I used to look at people and be like, I work so hard. I deserve this.

Ryan Maruyama [00:03:14]:
I deserve that because of all the hard work that I did. I would look at people literally this exact situation. And And I've talked about this a lot on this podcast before, but I there's a lot of new listeners constantly every single week, so I wanna keep telling the story because I think it's important. Not This whole mindset shift absolutely changed my life. I went to college for four and a half years. I got a degree in economics, and then I got out. And I've told this story before. I got a job that paid $31,000 a year.

Ryan Maruyama [00:03:45]:
Actually, truth be told, I went and I got a job that actually got paid less than that. It's, like, $28,000 a year, but I was only there for, like, I don't even know. I can probably count it in days. I was only there, and then I got another job and I stayed there for however long that I stayed there for a year plus. And that was a $31,000 job. I talk about the $31,000 job because that's not what I really feel like. But, really, I did land a $28,000 job that it was not much. It was, like, $10 an hour or 11.50 an hour or something like that.

Ryan Maruyama [00:04:16]:
I graduated, and I would look at all these people that were making a lot more than me, $60,000, $70,000 that didn't have a degree. And they were younger than me, or they were my age. And I was just like, what the I work so hard to get my degree. That should be me. It makes me feel, and it makes me feel like, why did I do all that hard work? You don't deserve that. I felt this way for years, and it wasn't until later that I realized like, hey, good for this person. They were able to reach where I want to go without, quote, working as hard. Maybe I should ask their advice and see what they did so I can emulate it.

Ryan Maruyama [00:04:59]:
It wasn't years until I figured that out, and there was a bunch of things standing in my way. Jealousy was pretty much the one. I mean, that was the huge one for me. I would look at the other person, and I would just get envious of what they had and how they, quote, didn't work as hard as me to get there. And you're not as deserving as I am because you didn't put the hard work and go to 4 years of college. You didn't pay to play like how I did and then put in the effort to get your degree. And then somehow you end up at the same spot that I did, or actually, and somehow you end up further than I am right now. I'm going back to the last couple of episodes.

Ryan Maruyama [00:05:44]:
And if you haven't listened to those episodes, I definitely suggest you do, especially episode 135 where we talk about being in the right vehicle, about how hard work doesn't matter. And this is just a testament to that, and I didn't understand this at the time. I worked really hard at graduating in four and a half years because most of the people, on average, five and a half years is what it takes to graduate from a 4 year university. That that's just facts. That's just what it is. I loaded my classes up. I worked full time. I worked really hard.

Ryan Maruyama [00:06:20]:
I think I took 1 semester of summer school. I think I did 1 class in summer school, but it was mostly just, like, 7 classes. At the last semester, I did 9 because I was just like, I need to get out of here. I can't afford to keep paying this. And so I worked really hard, but I was working hard in the wrong vehicle. I was working hard to get my degree, but I'd never stopped to think like, hey. Is this the work that needs to be done, or should I be working hard at gaining experience, building a portfolio, gaining skills, doing anything else but what I'm doing right now? But it was all of that hard work. It was all of that sacrifice that I had made to put in all that hard work to buy this piece of paper.

Ryan Maruyama [00:07:02]:
It was all of that that made me feel resentful of these people and jealous of these people for being ahead of where I'm I mean, I've just objectively, they were ahead. Or, I mean, they were making literally double what I was making. Kind of crazy. If you think about it, I was making $31,000 and I'm thinking about these people. I don't wanna say their names, but they're making 60,000. They're making $70,000. And to me, that's a lot of money. How? Why are you in that position? And I'm over here.

Ryan Maruyama [00:07:28]:
I have the degree. Another thing that got me caught up was just pride. Right? I was too proud to ask them for help. To ask them for help, I had to acknowledge to myself and to that person that they're smarter, harder working, more successful, etcetera, than I was. And I didn't like that. You don't have to think that way. Sure. Okay.

Ryan Maruyama [00:07:51]:
That's the way that I thought about it. And it's honestly the the way that I still think about it to this day because you are asking them for their advice. You're asking them, how did you get to where you are? Because I want to get there, and I haven't achieved it. You really are elevating them. I mean, you just think, hey. You're somewhere that I want to be. And then when you do that, I felt that I had to lower my own status and be like, well, this person is smarter than me. This person is more hardworking than me.

Ryan Maruyama [00:08:22]:
And I didn't like that because I was proud. I was too proud to ask for help. I talked about this a little bit on the episode that I did with Robin Altucher. I'll put that in the show notes for you, degreefree.c04/podcast. And then also, I'll link to episode 7 in the show notes as well, the episode for which this clip was taken and the comment was made. But it wasn't until I completely changed my mindset about the whole thing that my life really changed. My life took a 180 as soon as this mindset shift that this person has that I had completely changed. Instead of looking at people that took a different route than me and be jealous, I flipped completely and was super excited for them, was happy for them.

Ryan Maruyama [00:09:10]:
And then I was able to ask them how they did it in hopes that there was one thing I could take away from the conversation that I could use in my own life selfishly. And they're like, wow, I am so happy for you that you made it and you are making $100,000, $200,000 a year. That's amazing. How did you do it? I'm being genuinely curious about it. Hopefully, there's something in there for me to use in my own life. This is a little bit of an aside, and I don't know if I've talked about this with you guys on the podcast that much. And man, if I have, I apologize. I think a superpower is a learning from other people's mistakes.

Ryan Maruyama [00:09:50]:
I mean, I really think that that is a superpower and it's a superpower that I don't have. I have always been the type of person that needs to experience something in order to internalize the lesson. I've always been the type of guy that you ever go to a restaurant. Let's just say like a steak house or something you're at Ruth's Chris and the food runner comes out with the steak, and they bring it, and they're holding it with, like, a napkin or, you know, a paper towel or not a paper towel, but, yeah, a napkin. They put it down on the table and they say, hey. Don't touch the plate. The plate is hot. And you ever touched the plate just to see you? How hot is it? Right? Or that's it's not that odd.

Ryan Maruyama [00:10:34]:
Right? That's me. And I don't download things well when other people tell me. It's one of the things that I've worked on the hardest in my life, which is trying to learn from other people's mistakes, but I still struggle with it. But that's literally what you're doing when you're asking somebody how they got somewhere. They're somewhere that you wanna be, and you're asking them, hey. How did you do it? You're asking them, basically, give me the lesson without me having to go through it. It's one of the reasons why I make this podcast. It's one of the reasons why I listen to podcasts.

Ryan Maruyama [00:11:07]:
It's one of the reasons why I read books is because I'm trying to learn from other people's mistakes. Books and podcasts are some of the most undervalued things in the world, especially podcasts. I mean, considering that you don't have to pay a a penny for majority of the podcasts that are out there. They're completely free, and you just have to listen to a few ads every once in a while. And we don't really even have ad. I've had the same ad running on this that I've been having for, like, 6 months because I just don't have the time to make a new one, and we don't have anybody sponsor this podcast. But even that, just fast forward through it, I mean, it's free. Whereas books, still, I get it.

Ryan Maruyama [00:11:45]:
I mean, obviously, there's the library, which is a huge resource, and I think it's underutilized resource. Podcasts are completely free. It's literally just having somebody upload their mistakes into your brain. You download them, and then hopefully you take it away and you learn something without actually having to do it. That was a little bit of side, but getting back to it, just getting back to this comment and talking to whoever this was, I totally understand where you're coming from. I was that person. I felt that way. And it wasn't until I completely turned my mindset around that I started to see massive growth, both in, you know, relationships, but in my career, which is what we talk about here.

Ryan Maruyama [00:12:29]:
For this person, till I say that this is the kind of stuff that gets me down. If that person had done 1 more click, 2 more clicks, just degree free, click on our profile, and then just watch one of our episodes because he's already on YouTube. Just watch 1 of our episodes and be like, wow. I can do this as well. I have a degree. I can do this. Wait, if she can do it without a degree. And if I think of not having a degree as less qualified, which the person basically said, and I definitely thought that way when I was graduated college, when I had just graduated college.

Ryan Maruyama [00:13:01]:
If this person, Hannah, or any other person has achieved what you wanna do without taking the route that you're taking instead of get pissed and write a stupid comment on the YouTube channel. I wanted you to say, hey. How do I do this? Maybe their channel has something where they can help me. And sure enough, if they had clicked and made another click into our channel and then I click into one of our videos, they probably get a lot of help. And so that's for the 1st segment. I just read that comment. And I think about who I was at that time a lot has really affected me because I felt like it really held me back. I'm not picking on this person.

Ryan Maruyama [00:13:38]:
I literally know what it feels like to feel that, and I don't want people that listen to this to feel the same way. I felt such a dramatic lift in my own life, in all aspects of my life when I change that attitude. That's the reason why I wanted to bring that up. Moving on to the 2nd part, this is really interesting. I don't know how to say this into, I n t o o. They did a report, survey, study, if you will. Here's the title. Unlocking organizational success by supporting employee growth and development.

Ryan Maruyama [00:14:14]:
I don't know about the title. I think I'm gonna give that title 2 out of 10. But the survey results were very interesting. I'm just gonna go through a little bit of this report here. And I read the report, so you don't have to, and let's get into their findings because I found it very, very interesting. I just wanted to talk about a few of the things that they found, which was, to start off, then we're gonna talk about Gen z a lot here. And it was really helpful because they actually defined Gen z, which is 26 and younger according to Into or I n t o o. I'm gonna call it Into.

Ryan Maruyama [00:14:49]:
If you're like me and you struggle with the generations, I got you or Into got you. It's 26 and younger is Gen Z. I really, really, really struggle with all of that. I don't know who millennials are or boomers or alpha. I don't know. But 26 and younger is who we're talking about, or at least when I reference Gen Z. So 46% of employees say their manager doesn't know how to help them with their career development. This is the interesting part.

Ryan Maruyama [00:15:19]:
The next point right underneath that is nearly half. 47% of Gen z employees say they get better career advice from artificial intelligence, including chat GPT, than they get from their manager. That's kinda wild. I was thinking about that a lot, and I kinda wanna get your thoughts on this. So let me know Spotify comments, YouTube comments. Why do you think that is? One of the things that I thought about why that is is because, 1, the obvious I think, Occam's razor is just, like, would just say, is that because they don't know how to help them with their career. Right? But the point right above it is just, like, 46% of employees say their manager doesn't know how to help them with their career development. It could just be, like, ignorance.

Ryan Maruyama [00:16:05]:
They just don't know. And then I think the second part could also be, often do you interface with your manager about career development? Whereas, how many times do you go? How available is chat g p t to you for your career development talks? So what I mean is I can pull up ChatGPT right now, and I can interface with it 247 late at night when you're up and you're just thinking, well, how do I advance my career? You can the availability is right there. You can just instantly go to chat GPT, and it can give you answers. Whereas for your manager, how often are you going to talk about career development with your manager? Probably most of your talk is gonna be about you doing the work that you're supposed to be doing. I imagine that has a little bit to do with the perception of why the gen Zers think that Chat GPT gives better career advice. At least 47% of people do. Is that perception of availability and not perception availability, just the availability of it. Because especially when I was in corporate structures, I think back to the managers that I had.

Ryan Maruyama [00:17:24]:
Most of my experience, I was in big organizations, and I was very, very low on the totem pole. It wasn't until later, and then I became an entrepreneur, that I really worked in small teams. I never really worked in like a 5 man operation. The smallest company that I've worked at was a 40 person company. I'm think I'm remembering that correctly. And so and then the biggest that I've worked at, tens of thousands of people, they employed and everywhere in between that. And I think back to myself, would I have felt that way when I was the Gen z age? When I was 26 and younger and and my first few jobs, the job that paid me $31,000 a year and then the subsequent jobs after that, would I feel like my managers knew the path of, for career development? I would say probably not. And a lot of it had to do with the way that my managers had gotten there.

Ryan Maruyama [00:18:21]:
But a lot of the reason why I say that, this is end of 1. Like, this is my personal experience, was because a lot of my supervisors and managers, especially the larger the organization got, the more that they were okay with where they were. I didn't have a lot of guidance from them because they were okay with where they were. And if they moved up the ranks, it was just like, oh, it just so happened to be that way. Somebody retired, and I can fill a position. It wasn't really so much, I'm gonna go after this position, then I'm gonna make the moves necessary to do that. From my own perspective, I probably would be in this 46% camp of my managers and my supervisors didn't know how to help my career development. I thought it was interesting just in general that they were asking Gen z about career development and that we're gonna find out later that they really care about it, which I thought was interesting, especially given the narrative that, oh, Gen z doesn't wanna work.

Ryan Maruyama [00:19:27]:
I have heard that a lot. It's all over media. It's up and down our TikTok comments that Gen Z is lazy or young adults, they're lazy. I'm sure you've heard it as well. So I thought it was interesting that they were asking them about this, and it's interesting the findings that we're gonna get here. Once again, this is self reported, but I'll get to in a second. I wanna get to this first. When asked who will stay, 25% of employees and an alarming 44% of Gen z, 26 and younger, say they'll likely quit within the next 6 months because their company doesn't support their career development.

Ryan Maruyama [00:20:01]:
I don't know what that means, though. I was trying to figure it out. Does that mean that the company doesn't have anywhere for them to go? When I was reading this thing, it sounds like it's mostly having to do with, like, having learning and development programs. So something like having corporate incentives for signing up for things like Udemy or Coursera where they can take courses and get certified in different things that can help boost their careers. But if it's just about they don't have the room to grow, well, that would make sense. If I am looking to get a job above me and you don't have that or you do not considering me for that role, then, yeah, I gotta go somewhere else in order to jump up in my career. But I did wanna highlight this one especially because I wanna call back. Once again, if you haven't listened to the last 2 episodes, please do.

Ryan Maruyama [00:20:51]:
I wanna call back to the last episode, episode 136, where we went over the Massachusetts executive order 627 with her excellency, whatever the governor of Massachusetts is, where they talked about retention. And you can see here, retention is important. As a job seeker, even with no experience at all, like, if you are looking for your first job, if you are right out of high school, if you are in this Gen z camp, or if you're a little bit older and you're in a career changer and you're thinking about changing careers and you don't have that experience in that next career that you wanna go into, if you can make them believe 2 things, like, 1, you're trainable, and you have the ability and capacity to learn and do the job, and, 2, that you'll stick around for a long time, you've got a leg up on a lot of people. So many people. Because once again, talking about what we did last week, by some studies, it takes 6 months from you being on the job for you to start contributing in a positive fashion, which is crazy. If you know that okay. Well, 44% of Gen z, say, they'll likely quit within the next 6 months. If you were in that camp, well, that's almost half.

Ryan Maruyama [00:22:12]:
If you tell them that, yeah. I plan on being here for a year. I plan on being here for 2 years and growing with the company, so on and so forth. And, obviously, you've gotta get an interview, and there's a whole process to that. But, sure, when you've gotten to the point of selling yourself, if you can say that, you're already better than 44% of everybody else they're interviewing. And you at least understand that, okay. Retention is a massive problem. And if I can just derisk this whole thing for them because hiring is such a risky proposition.

Ryan Maruyama [00:22:47]:
Once they hire you, especially if it's for w two work, it's very difficult to get rid of you. And then, also, once they hire you, they wanna see if they've made the right decision. They're not gonna know immediately whether or not you're bad at your job. So the evaluation period is a month, 2 months, 3 months, and then they 3 months later, they're like, yeah. You're crappy at this job, and then they fire you. And then they have to hire somebody else and start that whole hiring process all over again. It's a very risky proposition, the whole hiring game. And so if you just derisk that, if you're able to sell yourself and understand that and derisk that for the employer, you're a leg up above many, many, many, many, many people.

Ryan Maruyama [00:23:34]:
So this is really what I wanted to get to, and this is very interesting. At least 8 out of 10 employees say that having access to best in class learning and development opportunities would increase their engagement, job satisfaction, motivation at work, and likelihood of staying at their company. Nearly all Gen z employees, 97% or more, say these outcomes would increase for them. Well, I think it's pretty cut and dry there. People want to be able to keep improving and keep working towards goals and be supported along the way to do so. So I guess for companies, the big takeaway, if you're listening to this, you run a company that is to invest in learning and development programs for your employees. What I thought was interesting was that 97% of the Gen z and thinking about is Gen z really lazy? It's a narrative that we've heard a lot about. They don't wanna work.

Ryan Maruyama [00:24:32]:
They move from job to job, which is what this thing is talking about. Or is a large portion of it because they don't feel supported in their careers because half of them, 46% of them think that their managers don't know how to support them in their careers. They don't know the next step to go after they have this job because they don't wanna stay in this job for the rest of their life. Then they move, and then they realize, like, that this manager doesn't know anything either, and so then they move again. I don't know. I thought it was interesting. Hey there. I hope you're enjoying this episode of the degree free podcast.

Ryan Maruyama [00:25:04]:
At degree free, we wanna help everyone thrive and succeed without needing a college degree. And the only way to truly reach everyone is with your help. If you're getting value out of this episode or if this is your second, 3rd, or 4th episode that you're tuning into, if you could just ship this to a friend, just click that one button and share it with someone in your contacts or on your stories. It would mean the world to us. And more importantly, get our message out to more people who need help getting out of their current situation. If you could do that right now, that would mean a whole lot. Basically, all of Gen z says like, hey. If we got more career support, if we felt confident that we could learn and develop our skills here, we would stay longer.

Ryan Maruyama [00:25:51]:
Our job satisfaction would go up. I don't know. I thought it was very interesting. What do you think? Let me know in the comments, YouTube, Spotify. I think it's a very obvious thing that people want to feel. This finding is almost no surprise, I suppose, when you think about it. People want to feel like they're continually progressing towards something. It makes you think of, like, one of the studies.

Ryan Maruyama [00:26:17]:
I forget what exactly the study was and who and who did it, but it was a study that revealed, like, motivation behind people. And so they had to, like, put these Bionicles together, like the LEGO Bionicle things. This is, like, 20 years ago, I think, or 15 years ago. And And this is just for memory. So if I get this a little bit wrong, this is gonna be directionally right. They had people put together Bionicles, and they paid people to do, like, $5 or something like that. And they found that the more Bionicles you put together when assembled, the more money you get paid. But I think it was, like, decreasing as well.

Ryan Maruyama [00:26:51]:
So it's like the first one's, like, $5, and the next one's $4, $3, so on and so forth. They did 2 different sets. 1, they did it where they gave you Bionicle, and then they left it together. And then they gave you another one to create, and then you created that one, and then you you gave you another one, and they gave you another one. They gave you another one. You could see all of your work laid out for you that you see. You're like, oh, you made all 5 Bionicles or something like that. And then other cohort of people, they made them put it together.

Ryan Maruyama [00:27:23]:
And then when they said, okay. I'm done. Where's the next one? They would disassemble 1 that they just made right in front of them and then say, okay. Here you go. Here's the next one. And then they would just make them put together the exact one that they just did. And so what they found was that the cohort of people that had it just disassembled right in front of them, even though the incentives were exactly the same and the tasks were virtually the same as well, they put together less Bionicles than the cohort that put together, you know, multiple Bionicles. I suppose it's similar here, I think, in that you just want to see that your work is doing something, that you're, like, working towards something, and you're not just, like, literally spinning your wheels, that you're not just staying in place, and you're not just worried about the productivity of your work right now.

Ryan Maruyama [00:28:15]:
There's gotta be a reason that I'm doing this at least for my career, and especially for young people because they are so young. They've got another 40 years to work, and so they want to keep advancing. Whereas, maybe, you know, thinking about my own managers and calling back to when I probably would be in the 46 percent of people that said that their managers didn't know how to help me advance my career, a lot of it had to do with they were probably in a different place of life. They were in their thirties. They were in their forties, and some of them were in their fifties. Some of them were in their sixties. They had a family. They had kids.

Ryan Maruyama [00:28:52]:
They had teenagers, and they're just like, you're like, I've done what you're doing, and I don't need to do that anymore. I'm not even thinking about it. I'm okay with where I'm at. Obviously, you can see that I've thought a lot about this and this this, like, little finding. I found it extremely interesting, and I have a lot of disjointed thoughts about it. I'd love to hear your thoughts about it. And what do you think about this? I mean, if you're in a job right now and they offered you more learning and development programs and more credits, would that increase your job satisfaction? Is that something that you want? Especially if you're Gen z. I wanna hear if you're Gen z or if you have a kid that is Gen z, and I wanna hear what what you think about this.

Ryan Maruyama [00:29:32]:
Like, have you ever used ChatCPT to ask for career advice? When's the last time that you ask your boss? That's really what I wanna know. When's the last time that you ask your boss to sit down and go through career development advice for for you? You can put that in a YouTube comment, Spotify, or you can go to ask a dot degreefree.c04/question. It's pretty open form there, so you can just record a video or record some audio and let me know. I know for myself, I might have asked a couple of times. And and all the companies that I was at, the learning and development programs, they were there, but there are actually things that I wasn't very interested in. So I didn't really take part in it. I didn't really use them. But I'm thinking maybe if if it was expanded to things that I did care about, maybe I would have used it.

Ryan Maruyama [00:30:16]:
But I don't know. Now I'm grasping at straws because I'm thinking years years back. I'd love to know I'd love to know what what you're going through now. So that is the episode this week. Once again, if you have any questions, go to ask.thegriefry.c0forward/question. Ask us your questions there. Let me know about what you think about this into study. And I apologize for the 1st part of this program if you've heard me talk about this and you're tired of me talk about that mindset shift that I had.

Ryan Maruyama [00:30:44]:
But I talk about it a lot because I think about it a lot, and it literally changed my entire life. When I see people comment things like that, it kinda just bums me out because I'm just like, man, I know what it's like to be there. I'm not saying that that person is not gonna go anywhere, and your mileage may vary. I'm not sure. I'm not you. But I know for myself, that wouldn't have gotten me far because it didn't get me far. If you go through that, I'll link the video that we watched together in the show notes, degreefreeter.c04/podcast. Go through the comments and just see how many people in that video in the comments just totally dismiss instead of, like, asking, like, hey.

Ryan Maruyama [00:31:24]:
How did you do it? And there's like, oh, it's because of this. She's white. She's filling a quota for women. She knew somebody on the inside. Whatever, whatever, whatever. Name all of the excuses that these people are thinking of because they are experiencing what I used to experience, what I was going through. It bums me out, and that's why I bring it up a lot. Anyway, I'm gonna do work on next week's episode, and we are gonna talk about one of those 7 probably 2 or 3 of those 7 things that I am working on for you.

Ryan Maruyama [00:31:53]:
Until next week, guys.