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Our new framework, The Next Era for Contract Talent, is live today: https://lnkd.in/gQYmNcVp Most companies are running elements of many different recruitment models at the same time. A VMS from a procurement decision made years ago. An agency relationship that predates most of the team. A stack of tools that don't quite talk to each other. Every piece was added for a good reason at the time. The next era is where the idea is to intentionally design your contract talent workforce. Trusted talent ready before the need. Pricing you can see. Knowledge that stays with you. If you or your company engage professional contract talent, this is worth a few minutes of your time.

👉 Merit cycle season is around the corner. >And if your team is already remembering last year’s chaos; endless spreadsheets, late approvals, missed deadlines, you’re not alone. Every year, many organizations repeat the same pattern. They treat the merit cycle as an administrative chore to survive, not 'a strategic opportunity to align pay with performance and impact'. 👉 But the truth is, when the process is messy, the outcomes are too. >Rushed decisions lead to inconsistency. >Equity gets lost. >And weeks of effort end up producing numbers, not insights. 👉 It’s not a 'technology gap' anymore. The gap is in how organizations choose to run the process. The question isn’t “How do we manage another merit cycle?” It’s “How do we make it smarter, faster, and fairer than last year?” This year, let’s make the process reflect the principles we stand for: fairness, clarity, and impact. 👉Book a demo with Compport👉https://lnkd.in/dtrhATrF

Unsure what to make of the Canadian HR software space, especially given the American players? We know the space and highlighted the top 10 HR software platforms in Canada for 2025. Collage HR ranked number one overall for Canadian businesses. 🇨🇦 See how the best platforms compare 🔗 https://lnkd.in/emwejxFK

Q4 HR trends report is out! HR leaders are focused on 2026 planning, middle management, and total compensation 📈 💵 Check out the Collage HR blog for details and our recommendations 🔗 https://lnkd.in/gu2JW5Wt

"If your pay data was audited tomorrow, could you prove you're transparent?" This question has gone from hypothetical to urgent. Pay transparency is no longer a "progressive" ideal — it's a fast-moving regulatory shift. New laws are active or pending in over 10 U.S. states, and the pressure to communicate clearly is rising. But this isn’t just about compliance. Employees today expect to understand their total compensation: what they’re paid, why they’re paying it, and how it compares. And when they don’t? Trust erodes. Engagement drops. Exit interviews pile up. That’s why Total Rewards Statements (TRS) have moved from "nice-to-have" to "must-have." With Compport’s TRS + Pay Equity modules, organizations can: ✅ Give every employee real-time, mobile access to their full comp breakdown ✅ Empower managers to have data-backed conversations ✅ Document equity, bonuses, incentives, and benefits in one clear dashboard ✅ Build internal trust while staying audit-ready This is what proactive compliance looks like. Not waiting for regulators or Glassdoor to tell your comp story to you. We made a short video about this shift — and why companies who act now won’t just avoid risk. They’ll win talent. Watch below. #PayTransparency #CompensationStrategy #TotalRewards #HRCompliance #Compport #Retention

Hoje lançamos nossa solução de IA mais disruptiva até o momento. Algo que quando começamos a Comp apenas sonhávamos em criar, mas que temos certeza que vai mudar estruturalmente como contratações são feitas no Brasil. Sempre acreditamos que o momento da oferta de emprego deveria ser tão estratégico quanto qualquer outra etapa da jornada do candidato. Mas, na prática, esse momento ainda é marcado por inúmeros vieses, achismo, cálculos manuais, trabalhos operacionais e PDFs estáticos sem nenhuma empatia com o candidato — um processo que gera desgaste tanto para quem contrata quanto para quem recebe a oferta. Decidimos mudar isso, com uma abordagem totalmente diferente. A Carta Oferta Inteligente é a primeira solução que usa inteligência artificial para criar uma oferta completa, justa e interativa em menos de 30 segundos. Ela conecta o time de aquisição de talentos e o de remuneração em um mesmo fluxo, garantindo que cada proposta respeite tabelas salariais, regras de equidade e a filosofia da empresa. O impacto é claro: - Menos trabalho manual → o agente de IA sugere a proposta ideal e sinaliza qualquer desvio em tempo real. - Mais consistência e alinhamento → cada oferta reflete a estratégia de remuneração da empresa. - Mais estratégia, menos operação → time de aquisição de talentos e remuneração deixam de gastar tempo com cálculos e formatos para focar no que realmente importa: atrair e reter talentos. Nos primeiros testes, vimos o tempo de criação cair de 45 minutos para 30 segundos e a taxa de aceitação subir 18%. Mais do que um novo produto, vemos aqui uma nova forma de trabalhar: onde times de pessoas operam com mais inteligência, sinergia e impacto estratégico. O futuro das ofertas de emprego começa agora. Quer ver como funciona o produto por completo, na prática? O link para agendar uma demonstração está nos comentários.

Nos últimos anos eu vinha me perguntando qual seria o próximo capítulo da minha carreira. Não em termos de cargo, mas de forma de jogar o jogo: mais skin in the game? Empresas maiores ou menores? Independente das respostas, certamente com (1) mais impacto direto no negócio e mais proximidade com founders e boards e (2) com possibilidade de preparar os RHs para essa nova força de trabalho que se desenha. Hoje posso dizer que esse próximo capítulo começou. 🚀 Estou muito feliz em compartilhar que passo a integrar a Comp, dando o passo mais empreendedor na minha trajetória. Por que a Comp? A Comp é, honestamente, uma das empresas com maior potencial de valorização que já vi no mercado de HR Techs — pela qualidade do time, pelo modelo de negócio e pela forma pragmática como enxerga o futuro de People, Total Rewards e HR Tech. E existem quatro características que eu admiro profundamente aqui dentro: 1. Profundidade técnica com visão holística A Comp une rigor técnico com uma leitura estratégica rara. É onde não olhamos somente remuneração, mas sim os impactos dela em todas as pontas de People e como geramos impacto em todas elas e não só no mundo técnico de Rewards, coisa essa que quem me conhece sabe que acredito muito; 2. Tecnologia e IA de verdade Mais de 60 agentes de IA trabalhando de forma integrada para acelerar diagnósticos, recomendações e modelos. Não é buzzword — é infraestrutura real para entregar precisão e velocidade, de uma forma que eu nunca tinha visto antes; 3. Relacionamento e influência no mercado Estar perto de founders, CHROs, CEOs, CFOs e boards é parte do modelo. Entender dores reais, traduzir isso em soluções e construir impacto junto dos clientes é a essência da Comp. 4. Pessoas Excepcionais A Comp tem um dos times mais fortes que já vi. Gente brilhante, pragmática, rápida, técnica e profundamente orientada a entregar valor. É impossível não se sentir desafiado e energizado aqui dentro. Quero agradecer especialmente ao Filipe Ducas, Christophe Gerlach, e Pedro Bobrow, pela confiança e pela ambição no que estamos construindo. E, além deles, o privilégio de trabalhar com pessoas que admiro demais e que fazem acontecer esse foguete do mercado! Então rede, você é founder/CEO, CHRO, Head/Manager de Rewards e está repensando remuneração, incentivos de longo prazo ou a estratégia de People, vai ser um prazer enorme trocar e construir junto nessa nova fase. Confira no primeiro comentário deste post uma matéria que saiu sobre a minha chegada à Comp no Startups. Let’s Comp. 💥

With the launch of our second AI agent, Insights, v1 of the Crelate Living Platform™ is now complete! Agentic platforms require multiple agents (each internally a complex chain of processes) all working together to create something truly useful to #recruiters. Here's my take: today, every modern recruiter has 1) access to the same sourcing tools, a phone and email; 2) a database that's just a place to track your stuff. By themselves, none of these is a material competitive differentiator; and news flash - neither is #AI! What is a differentiator though is your proprietary data, all those calls, emails, resumes you've been working so hard to collect are a potential goldmine of data that nobody else has! The only problem - it's mostly stale and sitting on the shelf. Enter the Living Platform­­­™ - where our new Insights Agent works with our Discover Agent to refresh your data, generate relevant ideas based on current orders, keep your database tidy and more! I'm incredibly proud of what our team has built—and even more excited about what it's going to unlock for you. Learn more: https://lnkd.in/ge6dkJwG

Nonprofit leadership transitions are high-stakes. 👀 When a board member steps in as interim Executive Director, the outcome can stabilize—or quietly unravel—an organization. This week’s #NonprofitTalentChampions explores what works, what backfires, and how boards can protect trust during transition. 👉 Read the full article: https://hubs.li/Q040xn8c0 Charity Search Group and Charity Search Group Canada #NonprofitLeadership #ExecutiveSearch #BoardGovernance #CharitySearchGroup

97% retention last year 🤯 (Yep- even in tech, even remote!) At Cloud Employee, we don’t just hire great devs - We keep them 💗 Here’s how 👇🏼 We invest in our people: → $1,000 annual learning budget (and it grows 📈) → Monthly in-person meetups & virtual events → Employee Experience Managers who genuinely care → Mental & physical wellness sessions 🧠💪🏽 → Constant feedback loops between devs, HR & clients These aren’t just perks It’s our culture And it’s why our clients don’t just hire talent through us - They build long-term, high-performing teams 💛 If you’re scaling engineering and looking overseas… The devs you hire matter But how you support them? That’s what keeps them 👋🏼 I’m Steph — Head of Partnerships at @Cloud Employee. We help you build your dev team 10x faster with global talent

1 Senior React role 447 Applicants STILL open 2 months later This is the convo I had with a start-up founder in Arizona last week. She’s now behind on her roadmap - stuck with stacks of unqualified CVs Because traditional hiring isn’t built for her startup 🏃🏽♂️ They don’t have $180K+ to land senior US talent. And they can’t afford to wait 6 months competing with big tech My solution: → Mix local with nearshore. (Something 58% of US SMBs are already doing) I’m now filling that Senior React role - from the top 5% of LATAM talent. With competitive compensation at 80K For me, this isn’t about "cutting corners" It’s about helping her startup build now - so they can scale later (and eventually afford to add more US talent) I don't think startups should have to lower their bar - just expand their reach 🌎 Agree? --- P.S I recently shot my first ever Tella vid - mapping out how our hiring engine made this possible 👇🏼 P.P.S. If you’re scaling a tech team and want the flexibility of global hiring - I'm always up for a discovery call (no pressure!) 😊https://lnkd.in/ewHVrMHn

Waarom reageren goede senior accountants bijna nooit op vacatures? Omdat je ze pas probeert te bereiken zodra het al te laat is. De meeste accountantskantoren starten recruitment pas wanneer de druk al voelbaar wordt. Een senior accountant vertrekt. De samenstelpraktijk raakt overbelast. Deadlines schuiven door. Klanten beginnen te wachten. Het team draait structureel overuren. En dan gebeurt overal hetzelfde: Vacature online. Recruitment bureau aanhaken. Hopen op reacties. Alleen werkt de markt van senior accountants niet meer op deze manier. Want de beste senior accountants zijn vrijwel nooit actief op zoek. Die hebben al: → een stabiele klantenportefeuille → een goed salaris → zekerheid → en een kantoor waar ze al jaren zitten Tot er langzaam frictie ontstaat. Nog een maandafsluiting die ontspoort. Weer een collega minder. Steeds meer verantwoordelijkheid. Steeds minder energie. En ergens ontstaat heel even een gedachte: “Als ik ooit een stap maak… waar zou ik dan heen gaan?” Dat moment duurt vaak maar een paar dagen. Daarna wint de routine weer. En is het venster gesloten. Precies daarom verliezen de meeste accountantskantoren de strijd om goed personeel zonder dat ze het doorhebben. Niet omdat er geen accountants zijn. Maar omdat ze pas zichtbaar worden nadat ze iemand nodig hebben. De kantoren die wel structureel goede senior accountants aantrekken, doen één ding fundamenteel anders: Die bouwen continu aan relaties voordat er een vacature ontstaat. Zodat ze: → al bekend zijn op het moment dat iemand openstaat voor een gesprek → direct toegang hebben tot relevante accountants in hun regio → en niet afhankelijk zijn van toevallige sollicitaties of dure recruiters Want een sterke recruitmentstrategie binnen accountancy draait niet om “een vacature invullen”. Het draait om top-of-mind zijn bij schaars talent vóórdat de markt weet dat ze beschikbaar worden. En dát is precies waarom sommige kantoren ondanks de krapte wel blijven groeien… …terwijl anderen al maanden dezelfde vacature open hebben staan. PS. Benieuwd hoe accountantskantoren hiermee binnen enkele weken gesprekken voeren met relevante senior accountants? Klik op deze link: https://lnkd.in/dg4-QAjG

Stel dat je marketingbureau elke maand €15.000 factureert… Maar verder niets laat zien. Geen data. Geen dashboard. Geen inzicht. Je weet niet: → hoeveel mensen je advertenties hebben gezien → hoeveel erop geklikt hebben → wat een lead kost → waarom campagnes niet converteren → of waar je budget verdampt Je krijgt alleen updates als: “We zijn ermee bezig.” “De markt is lastig.” “Er lopen gesprekken.” Je zou compleet gek worden. Waarschijnlijk zou je het bureau dezelfde maand nog ontslaan. Maar in recruitment? Daar accepteren bedrijven dit al jaren alsof het normaal is. Tienduizenden euro’s aan fees. Zonder enig inzicht in wat er daadwerkelijk gebeurt. Geen transparantie over: → hoeveel kandidaten er écht zijn benaderd → hoeveel reacties daaruit kwamen → waarom mensen afhaken → welke doelgroep wél reageert → of waarom vacatures al maanden openstaan En het bizarre? De meeste bedrijven vinden dit inmiddels normaal. Waarom? Omdat recruitment jarenlang voelde als een black box. Je gaf een vacature aan een recruiter en hoopte dat er uiteindelijk iemand uit kwam rollen... Maar recruitment werkt allang niet meer op gevoel. De sterkste recruitmentprocessen vandaag draaien op data, timing en gedrag. Die organisaties weten exact: → welke doelgroep beweegt → welke boodschap conversie oplevert → wanneer kandidaten openstaan voor een gesprek → waar uitval ontstaat in het proces → en waarom hires wel of niet plaatsvinden Want als je niet weet waar kandidaten afhaken… Hoe kun je dan ooit structureel betere mensen aannemen? En precies dáár gaat het mis bij de meeste bedrijven. Die kopen recruitment in zonder ooit zicht te hebben op het proces dat hun groei letterlijk bepaalt... PS. Als jouw recruitmentbureau morgen stopt, heb je dan inzicht in wat er de afgelopen 3 maanden echt is gebeurd?

“Should we hire a Development Director?” 👀 It’s one of the most common questions nonprofit boards ask. But the better question are: ➡️ Is the organization actually ready for the role? ➡️ And can it sustain the position long enough for it to succeed? Too often, organizations rush to hire a Development Director hoping the role will “fix” fundraising. Without the right structure, expectations, and budget alignment, that hire can become one of the most expensive mistakes a nonprofit makes. In this week’s newsletter, Charity Search Group shares a simple decision framework boards can use to evaluate fundraising readiness before posting the job. 👉 Read the full article: https://hubs.li/Q046MrFB0 Out of curiosity: How does your organization decide when it’s time to hire a Development Director? #FundraisingLeadership #NonprofitGovernance #CharitySearchGroup Charity Search Group Canada

🚀 New free AI tool launching today: CultureArchitect.ai Defining company values shouldn’t take weeks or end in something generic. CultureArchitect is built to fix that. See how 100 leading companies define their values. Use real examples as a starting point, adjust key culture traits (speed, autonomy, collaboration, etc.) then use AI to instantly generate values tailored to your company. As a bonus, you can create a rollout plan to effectively reinforce them internally. There’s also a live leaderboard showing what others are using. You can start using it today. No login or signup required!

"I don't care about your working hours." Das ist ein Satz von Michael Kowatschew, den ich vollständig unterstütze! In Österreich sind wir es gewohnt, die Arbeitszeit als Messwert zu nehmen und starr an bestimmten Stundenzahlen festzuhalten. Aber mal ehrlich: Ist das wirklich effektiv? 💡 Was wirklich zählt, ist doch das Ergebnis Deiner Arbeit. Wie innovativ bist Du? Wie sehr trägt Deine Arbeit zum Erfolg des Unternehmens bei? Diese Fragen sind entscheidend! Der bloße Blick auf die Stundenanzahl blendet oft die tatsächliche Produktivität und Kreativität aus. Ich persönlich nutze dennoch eine "Zeitaufzeichnung", aber nicht, um mich an fixe Zeiten zu klammern. Stattdessen vergleiche ich den investierten Aufwand mit dem erzielten Output. So kann ich klar erkennen, wo meine Stärken liegen und wo ich noch effizienter werden kann. 📊 🎯 Tipp: Clockodo ist ein geniales Tool für genau diese Art der Zeiterfassung! Es ermöglicht Dir, genau zu sehen, wie viel Zeit Du in welche Aufgaben investierst - und das alles ohne den starren Rahmen der klassischen Arbeitszeit. Mein Wert wird nicht durch die Anzahl der Stunden, die ich arbeite, definiert, sondern durch das, was ich wirklich erreiche! Fang an, deine Arbeit und deine Zeit proaktiv zu managen und fokussiere dich auf Ergebnisse! 🚀 #ResultDriven #Produktivität #Innovation #Digitization #Effektivität #Clockodo #Ergebnisorientierung #WorkLifeBalance #Motivation #Leadership Best, Max

Als wir Peerigon gegründet haben, war für uns klar: Fairness, Transparenz und Flexibilität sind keine Buzzwords – sie sind die Basis unseres Handelns. 🕑 Auch beim Thema Arbeitszeit. Als wir diese Werte auch auf unsere Arbeitszeit übertragen wollten, wurde deutlich: Wir brauchen ein Tool, das mitzieht. Eines, das nicht komplizierter macht, was eigentlich einfach sein sollte: - ✅ unkomplizierte Zeiterfassung - ✅ einheitliche Urlaubs- und Fehlzeitenplanung - ✅ flexibles Reporting – intern wie extern Clockodo war unsere erste Wahl – und die Entwicklung hat mit unseren Bedürfnissen Schritt gehalten. So konnten wir im Laufe der Zeit (fast) all unsere Anforderungen abbilden. Und alles, was clocko:do (noch) nicht kann oder einfach zu Peerigon-spezifisch ist, haben wir selbst ergänzt – mit der clockodo API und dem Open-Source SDK, das wir mitentwickelt haben: - 🏝️ Abwesenheitskalender für Kund:innen - 💸 automatisierte Rechnungsstellung inkl. "Sanity Checks" - 📊 umfangreiches Reporting & Forecasting für unsere Projekte Diese Kombination hat sich für uns über Jahre bewährt – pragmatisch, anpassbar und immer mit Blick auf Fairness. 👉 Wie löst ihr das Thema Zeiterfassung bei euch im Unternehmen? PS: Link zum Open-Source SDK: https://lnkd.in/djXte6du

Founders - This is a great life hack, but the startup version is even better. If you sign up for a bunch of SaaS tools, and can't pay for them, the companies will start calling you (with AI agents) All you have to do is say you're "about to head into a meeting" and will "prioritize this as soon as you come up for air". Do this again and again. They legally can't do anything. I think there's a law about this somewhere. I've been saying "I'm about to go into a huge meeting, one second" for about 7 years now. Remember: Do things that don't scale. Say 'playbook' below for the full playbook. Source: ChatGPT 3.5 Turbo PS - Please don't do this sort of thing with you company payroll LOL. Also if you're sick of your current platform and ever wondered why don't they do all the work? Switch to Central for free in 15 mins - centralhq.com

Everyone is lying. This is your regular reminder that: No one knows what they're doing. No one is actually crushing it. No one has anything figured out. Money raised means jack shit. It's all fugazi. Startups are hard. But we're trying at Central Come say hi at centralhq.com

I recently spoke to 𝟯 𝗖𝗘𝗢𝘀 who were gunning to acquire ABB. Each of them wanted to build the world’s first 𝗔𝗜-𝗻𝗮𝘁𝗶𝘃𝗲 robotics powerhouse using ABB as the foundation. The only one I didn’t reach in time? → 𝗠𝗮𝘀𝗮𝘆𝗼𝘀𝗵𝗶 𝗦𝗼𝗻. He bought it with 𝗦𝗼𝗳𝘁𝗯𝗮𝗻𝗸. And the rest, as they say, is history. Because that deal, that one move, signaled something big: The age of software owning the lion’s share of AI value is being 𝗲𝗰𝗹𝗶𝗽𝘀𝗲𝗱 by the age of 𝗿𝗼𝗯𝗼𝘁𝗶𝗰𝘀. The future won’t be code that builds code. It’ll be 𝗿𝗼𝗯𝗼𝘁𝘀 𝘁𝗵𝗮𝘁 𝗯𝘂𝗶𝗹𝗱 𝗿𝗼𝗯𝗼𝘁𝘀 that build data centers, rockets, houses… and everything else we can imagine. Why? Because humans take too long. And make too many mistakes. ABB has always been a powerhouse. Everyone pays a premium for Swiss-made watches, chocolate, precision hardware… Yet Swiss-made robotics? Going at 𝗳𝗶𝗿𝗲𝘀𝗮𝗹𝗲 prices. Everyone knows SoftBank got a 𝗱𝗲𝗮𝗹. When they closed the $𝟱𝗕 acquisition, their market cap jumped by $𝟮𝟬𝗕. The SoftBank team understood what so many CEOs still don’t: AI’s future lives at the intersection of 𝘀𝗼𝗳𝘁𝘄𝗮𝗿𝗲 + 𝗵𝗮𝗿𝗱𝘄𝗮𝗿𝗲. And yet… so many CHROs, boards, and CEOs are still missing that move. If your organization is serious about transforming or continuing its dominance in AI, book time with me. We’ll get you 𝘸𝘩𝘦𝘳𝘦 𝘺𝘰𝘶 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘨𝘰

You're not behind when it comes to AI. McKinsey & Company research shows HR has the 7th lowest AI adoption rate out of 11 business functions. Their report shows only 21% of companies regularly use AI in HR. Which means starting now doesn't put you behind. It puts you ahead of most of your peers. The winners won't be the earliest adopters. They'll be the ones who implement it smartly, securely, and in ways that actually solve real problems. You've got time.

This screenshot says everything about where People Ops is headed. Two months ago, I posted about spotting a job title I'd never seen: "Chief People and AI Enablement Officer" at ServiceNow. At the time, there was ONE person on LinkedIn with it. 71K impressions, 300+ reaction and dozens of convos later, I'm confident there will be dozens of CPOs will have "AI Enablement" or "AI Transformation" in their titles in 2026. Which is why I'm pumped about our 11/13 webinar: Cerys Cook at Swift Medical is both Chief People Officer AND Chief AI Transformation Officer. She's living this dual role every day. Join her and our VP of People Pilar Muner on Thursday, Nov 13 at 12PM ET for a candid 45 minute conversation about how she's using conversational AI to drive measurable business outcomes. Link to register in the comments.

Last week, someone asked me: "What was Steve Jobs actually like to work with?" The truth? Difficult. In 2003, Steve hired me for a board search at Apple. But here's the thing—he completely ignored every candidate I showed him. For months. I'd present perfect profiles. Former CEOs. Aerospace executives. People with exactly the background he requested. Nothing. Then halfway through the search, he blindsided me. He hired Al Gore. On his own. Without telling me. I was furious. I thought I'd wasted months. But looking back, I realize Steve was teaching me something: The best leaders don't hire for today's problems. They hire for problems three years from now. Gore wasn't there to help Apple sell computers. He was there for U.S.-China trade wars, regulatory battles, environmental positioning—all before the iPhone even launched. Steve saw the future. I was still stuck in the present. Eventually, Apple did hire two of my candidates. Andrea Jung in 2008. Ron Sugar in 2010. Both are still on Apple's board today. 17 years later. Steve Jobs' last two board appointments. The lesson stuck with me: Most CEOs are hiring Chief AI Officers for their current problems. The ones who win are hiring for the company they're building in 2027. What does your organization actually need three years from now?

Last week I had the privilege of speaking at the inaugural Vertical Software Summit. My 🌶️ take message for the vSaaS founders I spoke with: while there is a lot you can learn from each other, there is no one linear "vSaaS playbook" you should follow. It's entirely dependent on your product and your industry. Some of Check's most successful partners have started their business with payroll and workforce management as the core offering for their customers. Others are on the other end of the spectrum, where they add payroll as one of the final linchpin pieces that completes their vertical ERP. And I've seen still other vertical solutions where adding payroll simply wouldn't make any sense at all. All of these strategies can work great! The key is to obsess over what your customers need, today, and build from there. Own the customer relationship. Take the time to build a great product. Make your customers live easier. The rest will follow. Thank you Luke Sophinos for putting on a fantastic event, Raj Bhaskar from Tight for hosting the panel, and to Itai Damti from Unit and Ershad Jamil for being great co-panelists.