Matt: Right. Yeah, the Notch 8 experience I think came back into plan being really important, because we realized that the school really is a connection between developers and the business and industry. And so how … of course, how Notch 8 works with clients is very different, but those relationships are still important and something that we leveraged in those early days and, “Okay, what do our clients need? What do we need as Notch 8 who hires employees?” And so we really structured those early LEARN classes around specifically what we saw a need for in real business and real development teams. Chelsea: Yeah, I think that’s still true that today Notch 8 is such an important part of how the classroom is shaped, not just in those first few years but still that like Notch 8 has been a place where we can tap the industry and have our finger on the pulse of what’s happening, what are people building things in, what tools are they using in their day-to-day workplace so that we can make sure that the students that are coming out of LEARN are coming out with those skills and can be productive on day one of the job. Because one of the big problems I realized early on was that people were finding knew employees that were maybe coming out with a CS degree and things like that, but the on-boarding process of getting them up and going was so long and so hard, that it wasn’t worth it, that they needed people that were more productive faster. And that was one of the problems I think we went out to try and solve. Matt: Yeah, that was it for sure. I mean, it was an opportunity for us to really get … to know people coming through the program first, so Notch 8 has continued to take advantage of that and we really love the opportunity to work with folks who graduate from the program. In fact, way more than half of our employees at this point are our graduates. Rob: We actually have to work to hire people that aren’t from our … Matt: Right. Rob: And I say all the time that we’re probably the only consultancy or only software house in San Diego that doesn’t have a hiring problem. Everyone when I talk to, every CTO meeting I go to, every time I’m out in the community people are telling me how hard it is to find developers. And I think to go back to what you were saying, Chel, about the Notch 8 and LEARN kind of being mirrors of each other, like it goes down to the day, right? ike, in the morning you come in at Notch 8, you do a stand-up, figure out what’s going to work on, you pair up, you do that work for the afternoon, maybe you touch base a little bit in the evening. And then you go home, and every day it’s sort of that cycle. And at LEARN we come in in the morning and we do stand-up, we figure out what challenges we’re going to work on, maybe in the afternoon you get back together and have a little discussion about it and see how that they went, answer questions. Matt: Right. Rob: And like that we want the last day of group projects and the first day of your internship, it should feel like the exact same thing in a different place. And the last day of your internship and the first day of your full-time job should feel like the same thing, and maybe it’s a different place but for a large percentage of our students it’s the same place. And that’s huge difference from … like I worked for Johnson & Johnson, and they expected three to six months to on-ramp a CS person before they made their first commit to the code base, like the first like approved thing to go to production, right? And we see our interns are … day two they’re taking code live, and they’re freaking out on Slack because the code they wrote yesterday is going live now, and that that’s both really exciting for them but also a little terrifying.