Software Engineers REAL problem with AI and Jobs

Summary

Carl, a 35-year software veteran, discusses the impact of AI on the job market for developers. He refutes the notion that AI will replace software engineers and addresses the issue of AI tools flooding job applications, leading to difficulty in getting resumes noticed. Carl suggests that human contact, networking at meetups, and engaging with recruiters directly are more effective strategies in the current job market. He advises job seekers to learn about in-demand skills from recruiters and possibly develop side projects to showcase these skills.

Takeaways

• 🤖 AI's impact on the job market for developers is significant, but not as a direct replacement for software engineers.
• 📈 The use of AI tools for resume customization and job application has led to an oversaturated applicant pool, making it difficult for employers to find suitable candidates.
• 💡 AI screening tools can inadvertently filter out qualified candidates whose resumes don't match the desired keyword frequency or order.
• 🔄 The selling of AI services to both companies and applicants has created a cycle where both sides are less satisfied but feel compelled to continue using these services.
• 💼 The traditional method of job hunting, which involves human interaction, is suggested as a more effective approach in the current AI-dominated market.
• 📢 Networking through meetups, job fairs, and conferences can help bypass AI filters and establish valuable connections with potential employers.
• 📞 Cold calling recruiters can provide insights into the in-demand skills and technologies, offering a chance to stand out in the job market.
• 🔍 Researching recruiting firms and understanding their specializations can help target job searches more effectively.
• 🚫 Avoid giving recruiters blanket permission to submit your application, as this can lead to conflicts and missed opportunities.
• 🛠️ Learning about the skills that are currently in high demand can guide personal development and project work to enhance employability.
• 🌐 The internet, including AI and software development, is full of opportunities despite the challenges posed by AI in the hiring process.

Q & A

What main issue does the video address regarding AI's impact on job hunting?

The video discusses how AI tools, used both by job applicants to auto-customize resumes and by employers for screening, have flooded the job market with applications, making it difficult for genuine candidates to stand out.

Why does the speaker believe that AI will not replace software engineers, despite common beliefs?

The speaker, Carl, argues that the notion of AI replacing all software engineers is exaggerated. He believes this based on his 35 years of experience in the software industry and the content of his previous videos.

How do AI tools used by job applicants affect the job application process?

AI tools allow applicants to auto-customize their resumes with job posting keywords, auto-generate cover letters, and auto-submit applications, leading to employers being inundated with applications and making the process inefficient.

What problem arises from employers using AI to screen applications?

The use of AI by employers for screening leads to many applications being filtered out if they don't match the exact keywords or criteria set by the AI, regardless of the applicant's true qualifications.

Why does Carl suggest that the only winners in the current situation are AI service providers?

Carl believes that AI service providers benefit from selling services to both companies and job seekers, exploiting both sides for profit without genuinely improving the hiring process or job search experience.

What does Carl predict about the future of job hunting and AI?

Carl does not claim to know exactly how the situation will evolve but suggests that a return to more traditional, human-centric methods of job hunting might be necessary as a counter to the problems introduced by AI.

What strategies does Carl recommend for finding a job in the current market?

Carl recommends networking through meetups, job fairs, and contacting recruiters directly as more effective strategies for job hunting, emphasizing the importance of human interaction over relying solely on online applications.

Why might recruiters play a crucial role in the job hunting process now?

Recruiters, especially those who understand the specific needs and buzzwords of the tech industry, can provide valuable insights into what skills are in demand and help applicants find opportunities that match their skillsets.

What caveats does Carl mention regarding his advice on job hunting?

Carl mentions that his advice is based on the US job market and may not be applicable everywhere. Additionally, his strategies might not be as effective for remote jobs due to the challenges of establishing personal connections at a distance.

What is Carl's view on the future necessity of software developers, despite AI advancements?

Carl believes that there will always be a need for software development and opportunities for companies to profit from software, indicating that AI will not replace programmers in the foreseeable future.

Outlines

00:00

🤖 AI's Impact on the Job Market for Developers

Carl, a software professional with 35 years of experience, discusses the impact of AI on the job market for developers. He refutes the idea that AI will replace all software engineers and highlights the real issue: the overuse of AI tools in job applications, leading to employers being overwhelmed with automated applications. He explains that AI is being used both to flood job postings with applications and to screen resumes, which is detrimental to both job seekers and employers. Carl suggests that the traditional method of job hunting, which involves human interaction, is more effective in the current AI-dominated job market.

05:01

🤝 Building Relationships in the Industry

Carl emphasizes the importance of building relationships with others in the software engineering field. He suggests that attending meetups, job fairs, and conferences can be beneficial as it allows for networking and meeting potential future colleagues. He also discusses the role of recruiters, advising job seekers to contact them directly to understand the skills in demand and to establish a connection. Carl stresses that recruiters can provide valuable insights into the job market and can be a useful resource for finding opportunities that match one's skillset.

10:02

📞 Direct Approach to Recruiters

Carl provides advice on how to approach recruiters directly. He recommends using the phone to make initial contact, as it shows recruiters that they are dealing with a real person rather than an AI bot. He suggests that job seekers should research recruiting firms, look at the jobs they are hiring for, and then call to inquire about positions that match their skills. Carl also advises on how to handle the conversation with recruiters, explaining that they can provide information on in-demand skills and that job seekers should avoid giving recruiters blanket permission to submit their applications.

Keywords

💡AI

Artificial Intelligence (AI) refers to the simulation of human intelligence in machines that are programmed to think and learn like humans. In the context of the video, AI is discussed as a factor impacting the job market for developers by automating resume submissions and screening processes, leading to a saturated job market and difficulty for developers in getting their resumes noticed.

💡Job Market

The job market refers to the availability of jobs and the dynamics between employers and job seekers. In this video, the job market for developers is highlighted as being affected by AI, with an overabundance of automated applications leading to challenges for both employers and job seekers.

💡Resume Auto-Customization

Resume auto-customization is the process of using software tools to tailor resumes to match the specific keywords in job postings. This technique is mentioned in the video as a widespread practice that contributes to the problem of employers receiving a high volume of similar applications.

💡Cover Letters

Cover letters are formal, written communications that accompany resumes when applying for jobs. They are intended to provide additional information about the applicant's suitability for the position. In the video, the speaker criticizes AI-generated cover letters that mimic human application, contributing to the issue of job application saturation.

💡Job Postings

Job postings are advertisements or announcements that describe a job opening and the requirements for the position. They are a critical part of the recruitment process. The video discusses how AI tools are impacting the way job postings are responded to, with automated applications leading to a less effective hiring process.

💡Hiring Process

The hiring process involves a series of steps that employers take to review job applications, screen candidates, and ultimately make hiring decisions. In the video, the speaker argues that AI is disrupting the traditional hiring process by causing a flood of automated applications and screening, which is making it difficult for human interaction and assessment.

💡Recruiters

Recruiters are professionals who help organizations find suitable candidates for job openings. They often act as intermediaries between employers and job seekers. In the video, the speaker suggests that despite the negative impact of AI on the job market, recruiters can still be a valuable resource for developers looking for jobs.

💡Meetups

Meetups are informal gatherings of people with shared interests, often focused on specific industries or professions. In the context of the video, meetups are suggested as a way for developers to network and make personal connections, which can be beneficial in finding job opportunities that bypass AI screening tools.

💡Networking

Networking refers to the act of building and maintaining professional relationships. It is a crucial aspect of career development and job searching. In the video, the speaker emphasizes the importance of networking in the current AI-influenced job market, as it allows developers to connect with potential employers and colleagues outside of automated application processes.

💡Remote Jobs

Remote jobs are positions that allow employees to work from locations other than a central office, typically from home or co-working spaces. The video discusses the challenges of finding remote jobs in the context of AI's impact on the hiring process, as AI tools can make it harder to establish personal connections necessary for these positions.

💡Hybrid Jobs

Hybrid jobs refer to positions that combine both remote work and in-person work. In the video, the speaker suggests that hybrid jobs might be a better option for developers in the current AI-influenced job market, as they offer more opportunities for human interaction and can help job seekers avoid some of the pitfalls of purely remote positions.

💡Buzzwords

Buzzwords are popular or trendy terms that are often used in specific industries or professional contexts. In the video, buzzwords are discussed as keywords that job seekers include in their resumes and cover letters to match job postings and pass AI screening processes.

Highlights

AI's impact on the job market for developers is a hot topic, with claims that AI will replace software engineers.

Carl, a 35-year software professional, disagrees with the idea that AI will replace developers and has made videos discussing this.

The real problem AI is causing in job hunting is the automation of resume and job application processes, leading to inundation of employers with applicants.

Developers are more likely to use AI tools to gain an advantage, which exacerbates the issue of automated job applications.

Employers are also using AI to screen applicants, which can filter out human resumes that don't match AI-generated criteria.

AI services are being sold to both companies and applicants, creating a cycle where both sides are unhappy and hiring rates decrease.

Carl suggests that the traditional way of job hunting, which involves human interaction, is more effective in the current AI-dominated market.

LinkedIn and other job platforms were initially useful, but Carl believes their effectiveness has decreased due to AI interference.

Carl emphasizes the importance of meeting humans who make hiring decisions, as they have not been replaced by AI.

He advises attending meetups, job fairs, and conferences to connect with people in the industry and potential future co-workers.

Recruiters can be a valuable resource, and Carl suggests reaching out to them directly to understand the current market needs.

When talking to recruiters, Carl recommends explaining your skills in a way that non-technical people can understand.

Carl advises against giving recruiters blanket permission to submit you for any job, and to maintain control over your job search.

He suggests using conversations with recruiters to identify valuable skills and potentially learn new ones to increase marketability.

Carl's advice is specific to the US market and may not apply to other regions.

His strategies may not be as effective for remote jobs due to the difficulty of making personal connections over long distances.

Carl concludes by encouraging developers not to lose hope as AI will not replace all programming jobs in the near future.

Transcripts

Welcome to the Internet of Bugs.

And if this looks familiar, you've

come to the right video.

My name is Carl.

I've spent 35 years as a software

professional.

And this video is about how AI is

really impacting

the job market for developers .

The hype on YouTube these days is

that AI

is going to replace all the

software engineers.

I think that's crap, and I've done

several videos about it,

and I've got more in the works.

So subscribe if you want to see

those.

But that's not what we're going to

talk about today.

Now today, we're talking about what

AI is actually doing

to cause a problem with and what

you might do about it.

The problem with job hunting these

days

is the number of people that are

using tools

to auto-customize their resumes,

to match the keywords of the job

postings,

auto-generate cover letters that

make it seem like

there's a person doing the applying,

and then auto-submit their job

applications.

And that means that as soon as a

job posting opens up,

a whole bunch of automated tools

spam the heck out of it,

and employers end up being

completely inundated

with applicants, covers letters and

redsmays.

This is happening for all kinds of

positions,

but it seems especially bad for

developer ones,

probably because developers are

more willing

than other professions to turn to

AI tools

to try to get an advantage.

And it only takes a few hundred

people running

auto-applying bots targeting

keywords relevant to you

to ruin the whole thing for

everyone in your space.

I'll put some links down in the

description

with more details about this.

But the short version is it's a

mess right now,

and it's taking time for the

industry to react

and figure out what to do about it.

If that wasn't bad enough, to make

things even worse,

more and more employers are using

AI

to try to screen the applicants

and the resumes that come in.

So AI is screwing up your ability

to get your resume in front of the

right person twice.

Once, by flooding all of their

screens

with resumes of other people,

and again, by filtering out your

resume

because it doesn't have all the

desired keywords

in the right order with the right

frequency

like it would if you paid for the

AI service.

This is the real impact of AI.

AI services are sold to companies

as a solution

to a problem like screening

applicants

to make sure they have the right

keywords.

And then AI is sold to applicants

as a solution to submitting jobs

to make sure their resumes and

cover letters

are customized to get past the AI

screeners.

Both sides are less happy, hiring

those way, way down.

But neither side can stop paying

or they'll get swamped or blocked

by the AI

on the other side of the

conversation.

The only people that are better off

in this situation

are the companies providing AI

services.

It's a giant scam to extract money

from everyone involved

and the only way to win is not to

play.

What that means for you is that at

least the moment,

the way that job hunting has worked

for the last 10 to 15 years is not

working anymore.

It's gonna be slower, it's gonna

require you to be patient.

I'm sorry about that,

but this is just the world the AI

companies have made for us

and we just have to put jobs in it.

Now, I'm not gonna lie

and say I know exactly how this is

gonna shake out.

I don't, companies need to hire

and so something is gonna have to

happen,

but I don't think anyone right now

knows exactly what that's gonna be.

But I have a guess at how things

might work,

at least in the short term,

based on how we used to do things.

So back in the long, long ago,

back before LinkedIn was really a

thing,

we used to get jobs the old

fashioned way

by actually talking to people.

I know that sounds scary,

but sometimes it's just what it

takes

to get around the AI scammers.

I joined LinkedIn in 2004.

I think I got my first job through

LinkedIn in 2011

and I've gotten a bunch of jobs

that way since then,

but at least for the time being,

I think that's run its course.

But it turns out I got a lot of

jobs

and a lot of other people got a lot

of jobs

back before LinkedIn

and even before the internet was

really a thing.

So let's talk about how that used

to go.

The way to get a job has always

eventually involved

talking to a human because at least

so far,

it's always been the humans

that made the final hiring

decisions.

All LinkedIn, Monster, indeed, and

the like really did

was to provide a convenient

intermediate step

for you to figure out which humans

to talk to

and for those humans to figure out

which applicants to talk to.

In other words, you talking to an

actual human

is gonna be even more important now

because on both sides of the

initial contact these days,

it's just a bunch of AIs wasting

everyone's time and money.

So the next question is,

how do you get in contact with the

right humans?

Before we start a couple of quick

caveats,

first off, I'm gonna be talking

about the US market.

That's where I live and that's what

I know.

That's what I'm gonna be talking

about.

It may or may not be at all useful

to those of you that are not in the

US.

I'm sorry about that.

I just don't have any experience

outside the US

and I don't wanna pretend that I do

and I don't want you to follow it

my advice

if it turns out that I'm completely

wrong

about the way things work in your

country.

It might work, humans have some

things in common,

but I have absolutely no idea

if it might be relevant to you non-US

folks or not.

Second caveat is that what I'm

gonna talk about

is not going to work nearly as well

for remote jobs.

Remote jobs inherently have the

problem

that it's harder to make a person

to person contact

over long distances so the AI job

services

can mess everything up a lot easier.

That said, you may be able to

apply some of these strategies

for your remote work and I wish you

the best of luck.

If you only want remote jobs though,

I'd recommend you jump over the

next chapter

and go to the chapter about voice

calls.

Okay, strategy number one is to

find the places

where the people that you want to

talk to physically are

and go to those places.

A great source for this is meetup.com,

although there may be other sites

or organizations

in your area.

I ran a local meetup group here in

Austin, Texas,

where I lived for seven years until

COVID killed it off,

although it had been dropping off

over some time before that.

Early on, we had a lot of recruiters

that would show up to the meetings,

just hoping to meet people.

That eventually stopped,

but my guess is more and more of

that's gonna happen again.

So look at where the meetup groups

are in your area.

Look at the organizations and the

job fairs

and the conferences and the other

groups of folks

that do the kinds of tech that you

do

and find where they get together

and try to meet up with them.

Those meetup groups are starting to

have face-to-face

get-togethers again.

Finally, just in time to be useful

for this.

Now, there's a perception amongst

people

that are newer to the industry,

that there's a lot of competition

between people that do the same job.

There is sometimes a little of that,

but in my experience,

I found that most places that hire

software engineers

hire teams and knowing the other

folks in your area

that you might be on a team with is

very useful.

That way, if someone ends up

needing a new member

to their team and there's someone

there that you've met,

that might give you a leg up.

So don't think of the other folks

at the meetups as competition.

Think of them as potential future

co-workers.

The other thing that happens around

meetups

is that when a group of people

that have a particular skill set

get together,

recruiters that want to find people

with that skill tend to follow.

That has not been nearly as true

lately

because most of that stuff moved to

the internet

and especially since the pandemic,

all of that stuff stopped

completely.

My guess is a lot of that's gonna

start back up.

And the reason that I think that is

because I'm guessing that in most

HR departments

and in most recruiting firms,

there are people who are old enough

that they remember how we used to

do it.

And when they realize the new

internet way is falling apart,

some of them are gonna say,

"Let's go back to trying the old way,

at least for the time being,

till we figure something else out."

Next thing, this is gonna sound

weird, but hear me out.

You can call recruiters yourself.

I know that over the last couple of

decades,

recruiters have gotten a bad rap

for sending you email out of the

blue

or calling out of the blue or bugging

you.

And especially for contacting you

about jobs

that don't actually have much to do

with your actual skills at all.

It's often become a joke about

getting called by a recruiter.

But there are a lot of recruiters

out there

that actually do a really good job.

And especially if you're unemployed,

you don't really have much to lose.

There are bad recruiters and you

should avoid the ones

that appear to be just spamming out

a bunch of requests

without mentioning what the job is

or what skills it needs.

But there are a lot of recruiters

out there

that you can actually learn a lot

from.

Although earlier I said call, email

might work too.

But in my experience,

actually getting someone on the

actual phone will work better

because they'll know that they're

dealing with a real person

and not just another time-wasting

AI bot.

If you need to use just email for

some reason,

try to target it as a specific

recruiter's work address

instead of just a generic email

address for a company.

Most recruiters that I know,

and I've known a lot of them over

the decades,

are people that like talking to

people.

And they especially like talking to

people

that understand the kinds of

technologies

that they are recruiting people to

work on.

Keep in mind that often recruiters

know

that they're looking for someone

with a particular buzzwords,

but they're not developers.

And they don't necessarily have a

good understanding

of what those buzzwords mean

or how to use them in a sentence or

that kind of thing.

And they know that makes them sound

stupid and they hate that.

So being able to have a

conversation with a recruiter

about what a particular buzzword in

your field means

is usually valuable information to

them.

And in return, you can usually get

information

about what kinds of skills,

what kinds of buzzwords are

particularly hot at the moment

in this particular area,

and what kinds of things someone in

your position

might be able to do to stand out at

the particular moment.

Remember that although you might

know a lot more than them

about what tech is good or bad or

popular or not,

they know a lot more than you

about what skills companies are

actually wanting

to pay for at the moment

and what they're having difficulty

finding.

And that's very valuable

information for you.

So how do you cold call a recruiter?

I would say start with Googling

recruiting firms

in your area or an area that you'd

like to work

and then look at their websites.

Most recruiting websites have jobs

posted on them.

They're usually not anywhere close

to all the jobs they're currently

looking for.

But by looking at what kinds of

jobs

that recruiting firm is looking for,

you can find whether or not that

recruiting firm deals

in the kind of tech or development

that you're skilled at.

Then most of the websites have a

phone number

or fill out this form and we'll

give you a call kind of pages.

I would say you're probably better

off

calling the phone number than just

filling out the form

or at least that's been my

experience.

You won't necessarily get to talk

to a recruiter immediately.

Sometimes you end up getting voicemail

and you end up leaving a message

and that's fine.

Just tell them who you are, how

they can contact you

and what kind of work you're

looking for.

At least in my experience,

most recruiters like talking on the

phone.

It's not the kind of job that a

person would likely choose

to do if they didn't like talking

on the phone.

So a lot of recruiters would rather

respond to a voicemail

than respond to a web form.

Plus, if they hear your voice on

the phone,

they know you're not just some spam

bot

that filled out contact form on

their website.

A voice on their voicemail isn't

guaranteed not to be a bot,

but the odds are they aren't

getting AI generated voicemails,

at least not yet.

When you actually talk to them,

tell them it's your developer

and give them a really brief

description of what you do.

Like, "I'm a full stack developer,"

"I'm a javascript developer,"

"I'm a front end developer," whatever.

And then tell them that you'd like

to know

what kinds of skills and jobs in

your area

they are looking to fill.

As you have that conversation,

they will probably start asking you

more

about your background and what

kinds of job you're looking for.

That's cool.

Take that opportunity to talk about

your experience.

Let them ask questions,

but talk to them as if you were

talking to a sibling

or a friend who's not into

computers

or at least not into computers the

way you are.

And when you talk about what you

did someplace

or what side project you're working

on,

mention the technologies and

mention the buzzwords,

but describe what you did not in

terms of references

to a bunch of other buzzwords,

but in terms of how a non-professional

would describe it.

And generally they will find that

very helpful.

It's probably not the case

that the first recruiting firm you

call

will happen to have a job

that exactly matches the kind of

stuff you do.

That would just be too big a

coincidence.

But at least once you get put in

their database

or once you get fresh in their mind,

they're a lot more likely to be

talking to a client

and see a position and think,

"Hey, maybe that person I talked to

the other day

might be a good fit for that."

It's also useful to talk to more

than one recruiting firm

at a time, although there is an

issue.

Know that recruiters get paid

usually based on a fraction

of the salary that they place a

person at.

So if you have two recruiters that

both put you

in the same job, only one of them

is gonna get paid for it

and the other one's gonna get

annoyed.

It's not unusual for recruiters to

be searching

for a position and talk to someone

and find out that person has

already been submitted

to that position by a different

recruiter.

That's just the price of doing

business

and they might be disappointed,

but they don't generally get upset

about that.

What they get upset about is when

they think they have

the right to represent you for a

given job.

And then they learn that you

actually got submitted

to that job by somebody else.

Just make it clear to them that you

were calling

around trying to find jobs and that

you'd be happy

to talk to the recruiter about a

specific job.

And if they have one, please to let

you know

if something comes up, they match

your skills,

but don't give them blanket

permissions

to be completely in charge of

finding a job for you.

In those conversations, a lot of

times,

what you can find out is what

technologies,

what frameworks, what buzzwords,

that recruiter

is currently having trouble finding

people for.

And that gives you an idea of what

kinds of things

might be worth learning, what kinds

of side projects

you might want to work on and what

kinds of technologies

you might want to steer your

current job toward

and what kinds of things are marketable

and what's really useful

information to have.

Because if it turns out there's a

specific skill

that a lot of jobs are looking for

that they haven't found any

candidates that have,

that's an indication that you can

read up on that

and play around with it a little

and maybe do a little side project

on it.

And then the next time you talk to

someone,

you can be able to go, "Oh. Well,

I haven't actually done that for

work,

but I did do a side project with it.

Let me tell you about that."

And if they're having trouble

finding someone

who's got that buzzword and they're

experienced

and they'll probably be willing to

put you

in front of the client,

even if it's not a tech you've

worked with professionally,

but just when you worked with on

the side.

Unfortunately, this isn't a fast

solution.

It's worked for me for years,

but it's not nearly as efficient

as the LinkedIn pipeline was back

before the AI people ruined it.

So that's my advice. To recap.

One, feel free to submit your

resume to jobs online,

but don't expect it to get you

anywhere.

Two, you're probably better off

looking for a hybrid

or on-site jobs in your area,

rather than purely remote jobs.

Although people's circumstances are

different

and sometimes you don't have a

choice.

Three, find places like meetups or

job fairs

or trade shows in your area

that are relevant to your job

experience

and go to them and talk to people.

Making actual human contact becomes

much more powerful

in a world of money sucking time-wasting

AI services.

Four, contact recruiting firms or

firms

that recruit in either the area of

the country

or the area of technology that you

are in

and call them and ask them what

kinds of skills

they currently have clients looking

for.

There's no guarantee they'll have

stuff for you,

but they're in a better position to

know than you are,

if all you're doing is doom-scrolling

job listings

and even if they don't have a job

for you now,

knowing recruiters often turns out

to be useful later.

Five, never give a recruiter

blanket permission

to submit you just anywhere they

want to on your behalf.

Make sure and tell them that you'd

be happy

to talk to them about particular

specific positions

if they have something that might

be a fit for you

and that they wanted to submit you

for.

Tell them that you're calling

around

and talking to other companies and

other people

and that you wouldn't want to have

them waste their time

submitting you to someplace

that you've already been in contact

with.

Six, use those conversations with

recruiters

to find out what skills are

valuable in your area

of the country or area of

technology

and take that as a sign that it

might be useful

to read up on that, to learn more

about that

and maybe do a side project on that

because if they're having trouble

finding people who do that,

that's an indication that there's

an opportunity there

that you might be able to take

advantage of.

So I wish you luck, I know it's

hard,

but just keep in mind that there's

a ton of software

in the world and there are a ton of

opportunities

for companies and investors to make

money with software,

so there will always be a need for

software

to get created and written.

If you're afraid that all this is

pointless

because AIs will be taking all the

coding jobs

in addition to ruining all the

hiring processes.

Well, then One, I have no idea why

you watched

this video to the end.

And two, on this screen now should

be a playlist of videos

about why my experience tells me AI

cannot

and will not be replacing all the

programmers

in the foreseeable future.

So that's what I have for you in

this video.

If you have questions that you'd

like to hear

an experienced developer's

perspective on,

please leave them in the comments

below.

Subscribe if you wanna see more

and most of all, never forget that

the Internet

is full of bugs. Let's be careful

out there.

Thanks for watching.