28. Want to Work at the Super Bowl Experience? A Talk with Adinek Group CEO, Kenida Lewis
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Interviews with news makers from sports business to talk leadership, entrepreneurship, industry news and their unique career paths. Hosted by Matt Farrell, President of Farrell Sports and former Golf Channel, USOPC, USA Swimming and Warner Bros.
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Episode 28 of the Farrell Sports Business podcast - Host Matt Farrell talks with Kenida Lewis the CEO of the Adinek Group that his doing the hiring for the Super Bowl in New Orleans. She discusses her journey from a corporate career in talent acquisition to founding the Adinek Group, which specializes in event staffing and consulting in the sports industry. She highlights her recent projects, including staffing for the Super Bowl Experience, and emphasizes the importance of diversity in recruiting within sports. Kenida shares insights on the challenges and opportunities in the current job market, particularly for underrepresented groups, and expresses her commitment to creating inclusive environments in sports.
Farrell Sports Business (00:00)
Welcome to the Farrell Sports Business Podcast, where I interview leaders of the sports industry about entrepreneurship, leadership, recruiting, education, and we really get into the jobs that people have and some unique jobs that people have within the world of sports. I'm the host, Matt Farrell.
This week's episode is a just fun and b extremely important as we're going to hit two topics and the head of an agency that does a search and recruiting and really building large scale teams. we're going to talk about how to get a, get a gig working for the Superbowl experience in new Orleans.
So go to the Superbowl and get paid for it is topic one. And then we change gears a little bit and really talk about at a higher level, diversity in hiring, especially in the sports business and what's going on in D & I type recruiting and talent search today in the sports.
This week's guest has just an incredible background. The current CEO of the Adinek Group, former MGM, former Accenture Consulting, high level position with PNC Bank, and now her Adinek Group agency specializes in recruiting, especially for large scale events and even diversity recruiting. Incredible guest this week, Kenida Lewis.
Farrell Sports Business (01:53)
Kenida, I'm so happy you joined.
Kenida Lewis (01:56)
Thank you. I'm so happy to be here, Matt.
Farrell Sports Business (01:59)
I'm really excited about this conversation. We've got so many cool things to hit, but let's give people a little bit of a background on Adinek group in particular, and maybe a little bit of your background, just so we know who we're talking to today.
Kenida Lewis (02:17)
Yeah, I'm not going to bore you too much with the corporate stuff because I've transitioned from there and you can kind of check out my LinkedIn and all those things. But I had a illustrious, if you will, corporate career and probably I would say 85 % of that was in talent acquisition and recruiting. I transitioned actually living across country.
took a job and just like everyone else got impacted by the pandemic and started consulting and from there birth the Adonit group. I've been recruiting pretty much my entire career. This is what I know. So this is what I felt like I can offer to clients to give them the most value. I consider myself if anyone has seen the movie called Divergent, a divergent. And that means that, you know,
I like a lot of different things and in corporate a lot of times they hire you for one thing and they want you to do that well. Nothing is wrong with that. That's what they need. I just felt like I can offer clients a lot more when it came to talent acquisition and being creative and finding the right people. I have a love for sports and so the Adonit group does a couple different things. So we have three different verticals. One is event staffing in sports, entertainment, and conventions and conferences. So we'll talk a lot about that today on the sports side.
And then the other area is talent acquisition consulting where I go in and talk to leaders if things are broken and they need it to be fixed or if they're a small to medium sized company. They can just outsource that function to me and we'll handle it for them as a partner. And then the other area is where we just do professional search. So if someone is looking for an accountant or if they're head brand sports marketing.
They will come to us and we can do a search and find them the best possible talent for the role. So we're excited to be here. We're excited about the work that we do and our mission is people purpose placement and we really try to place people with and for a purpose.
Farrell Sports Business (04:15)
Well, I always, you know, it, it's always interesting to see how people got to consultant life. And I came into it later in life for a, for some life reasons, but your background to get there. I don't think people wake up one day at 21 years old and say, I want to be a consultant. Your, your background of MGM and Accenture and PNC bank is impressive. So what, what were the.
Kenida Lewis (04:23)
Mm-hmm. Mm-hmm.
Thank
Farrell Sports Business (04:45)
as a little bit of the path that led you to what you're doing now.
Kenida Lewis (04:49)
Well, think, and that's a very good question, but I think what happened is that I always found myself in a position where I was kind of directing traffic, to be quite honest. And that's really what consulting is. You become a trusted advisor. And most, the reason why you become a trusted advisor is because you have an area that you do very well in or that you know very well. And so people seek you out and they ask your opinion or your thoughts.
and how you would handle things prior to them moving forward or making any decisions. And in each one of my roles, such as PNC, it was very much advising individuals or leaders on what is the best makeup of a team? What characteristics should we be looking for? We have this type of role, but what is the ideal superstar that we need to be in this seat?
How do we define that? How do we screen for it? How do we recruit for it? And then most importantly, once we identify it, how do we attract it and retain it? So in each one of the roles, as I move forward, it was always in an advisory type of capacity. And then the action came behind that. Another example is at Accenture, if you know anything about that organization, that's all they do is consulting, really. I mean, they sell air. And part of that,
air in that space is people's subject matter expertise. They don't necessarily have a product. The product is people and the subject matter expertise that they bring. So I was fortunate enough to bring there and learn from the best. Accenture is a very large organization. have over 400,000 employees and people all around the globe and companies come to them and say, how do I make this better? How do I make this work or is broken?
So I was able to learn from the best. And so I just took a leap after my transition from MGM to say, you know what, I think I can do this. I had a great mentor. I still can't infer with her today. And she's amazing at consulting and letting me know, or anyone, what you need to do to make an impact. So I think it's been successful. We're branching off into staffing now. And even though we're staffing in sports, still consulting.
So that was pretty much my path and I think we're still on the right road today and we have a lot of clients that we continue to make an impact with.
Farrell Sports Business (07:18)
Well, you provided the perfect segue, cause this is obviously a, my professional career has been sports. This is a sports business podcast. And it turns out you've got a pretty high profile client and project, on the, on the front burner.
Kenida Lewis (07:27)
you
Yeah, and on the back burner as well too. So it happened in February of 2024 and we're already working on February of 2025. I will say I talked about mentorship and I know that Matt, you're not a mentor to me at this point, but I would venture to say you probably have a lot more knowledge about sports than I do. I have a love of sports.
And I watch it so that I can learn. I watch it for entertainment. It's also a stress reliever. My whole family loves sports. I think that's the only reason why I have cable is so that I can watch the games. That's the only thing that shows up on my TV other than the Hallmark Channel or sports. I get my news on TikTok as we talked about. So, you know, yes, I've decided to take that leap and kind of pivot.
with my business and got an opportunity to be able to work as a supplier to the NFL. And so in 2024, we were able to get a contract, actually a couple, working with events that are supported in around the Super Bowl. We're not working directly with the game. However, we are staffing for official NFL events that take place the week leading up to the Super Bowl.
And fortunate for us, we were able to be able to gain a contract again this year and we're continuing to look to expand in other sports. So pretty exciting.
Farrell Sports Business (09:10)
So, so in specifically like it's a lot of it is that the maybe the hub of it is the NFL experience. And you started doing this for the Superbowl in New Orleans or excuse me, the other way around Las Vegas, where you're based last year and now new New Orleans for the 2025 Superbowl.
Kenida Lewis (09:31)
Absolutely, yeah, we started in Las Vegas and it is for a specific event which is the Super Bowl experience. In 2024 it was actually hosted by Toyota. So they don't have a sponsor yet but when they do we definitely will recognize them but it is the Super Bowl experience that we will be staffing for and then again the same event in New Orleans.
So we're pretty excited about that. We have a lot of people to find in a short period of time. We have a lot of people fortunate for us that are really excited about this event. So we're very happy to be able to sit down with them and tell them about the ins and outs of the position, a little bit about the industry, and then also most importantly to help them to achieve their goals by participating in this event.
Farrell Sports Business (10:29)
So maybe just a little bit of the scope and I'm not trying to ask anything confidential, but how many people are you looking for? What type of people or type of roles? You're probably going to get a lot of people raising their hand for this one.
Kenida Lewis (10:35)
no.
Yeah, it's pretty exciting. So full disclaimer, there's not a lot of confidentiality around it at this point in time. You can actually go to my website, which is the adanettgroup.com and there is the position that is posted out on the website. So you can learn all about it. We also hosted an information session and opened it up to anyone that wanted to listen. We publicized it on our LinkedIn channels. I'm sorry, our social media channels, I would say that. And then we also, there's this
platform called Handshake where it reaches thousands and thousands of students, college students. So when they're looking for internships or any types of jobs is very popular. So the university has to approve you to be able to be on that platform. And we're fortunate that most universities such as, know, LSU and
Tulane and other universities near New Orleans approved us to be on the platform as well as in other areas. UNLV, we worked with them quite a bit. We have an awesome relationship. So we posted it there. But it is called a Super Bowl Experience Teammate. And it's a fan-facing role. It's for the Super Bowl experience and it attracts thousands and thousands. I think one of the peak days that we had in Las Vegas was a Thursday or a Friday.
We probably had about 30 to 35,000 people come through just that day. So this event usually takes place near where the official game is going to be. So it is separate from wherever the stadium is. So it's usually a huge convention center. It was at Mandalay Bay in Las Vegas, and it will be at the Ernest Convention Center in New Orleans. So because it's so large, they block off or have a huge section.
And it's almost like this indoor entertainment amusement park. It's filled with activations from huge corporations, from Lowe's. Toyota was the presenting sponsor in Las Vegas. There's Snickers. There's Home Depot. There's just tons and tons of organizations. And the teammates are responsible for working these activations and making sure, one, that the fans are safe.
One that the fans know all the events have to offer and then one most importantly that they're having fun. So they're supposed to bring enthusiasm, their best customer service, a game and then also you know obviously being very timely and being very focused and dedicated and upbeat throughout the event. So even though it is not part of the actual game there's still a lot of things that's going on at the convention center and at this event.
I ran into Deion Sanders while I was in Las Vegas. I'm so busy that I just saw him because the media is there. It's so many other things that are going on there. There's the official media stations that are there for the game as well prior to the game. So we're really looking for people, one, you have to stand long periods of time because I liken it to like if you go to a great America, any large amusement park.
and you go to a ride and you see the attendant there and they're there egging you on and making sure you're safe and making sure you're buckled in and you follow an instruction. That's the exact same premise of the Super Bowl experience. The fun thing about it though is that you get free gear. You get free Super Bowl gear. You get a shirt. We have buttons. We have pins. You get lunch. You get paid parking.
They have celebrities that come through. Camp Newton was there, 21 Savage for the celebrity football game. There are other people there too, but usually I'm so busy working I can't really see everything that's going on. They have football players that come in and they do autograph signing. So some of the teammates could actually be working that part and they'll be neck and neck and elbow to elbow with some of the
Some of the players, a lot of the players are not actually in the game because they're off and they're very focused. But there are other players that are still in the NFL today that participate and support this event. So we look for everyone, all ages, all backgrounds, all geographies. But we just wanna make sure that they bring enthusiasm and they're okay with running around and making sure people are having a good time.
Farrell Sports Business (15:11)
it's a great role and great experience and great resume builder. You know, you, you mentioned I'll just, you know, use Home Depot as that example is everything that goes into a position like that is that's people's interaction and perception of Home Depot at that. these young men and women, they represent who these brands are. And so. Hey, that's important.
from who applies and from a character and personality and charisma standpoint. But that is also really reinforces the importance of what you do, Kenida, and just in terms of selecting these people and making sure that they're going to be great brand ambassadors.
Kenida Lewis (15:57)
Yeah, I would totally agree with that. And the way that we go about that was just the way we do most things. We are very proud of how we screen candidates and how we screen applicants. I should say that we have some clients that are outside of sports, outside of the staffing area that bring us on just to screen their pipeline of individuals. We've earned that reputation.
So there could be a hundred people that have applied and that's the very real reality today I think we were chatting a little bit about the state of the market or the the Business as it relates to to jobs and some people say, know, the market is not that great You know it is however You definitely have to fine-tune your approach. It is definitely not business as usual So just as many jobs that there are there are you know?
just as many people that are looking. So you definitely have to be a lot more strategic in your approach. And I'm sure that we'll get to that. But now when you post a job, you know, within, I would say I'm seeing trends are within no more than four to five days, there are over a hundred applicants for that role. And so how do you stand out from that? And so a lot of times, if you don't get a call or you get a rejection notice, a lot of times it has nothing to do with the qualifications that you have for the job.
What it is is that there are so many applicants in there and recruiters only have so much time. So when they're looking at the applicant tracking system and all the people that are applied, they start from the top up. And the top up is the people that have applied, not first, but most recent. So if they're stopping to stay at the top of that, that's exactly the way it is. So you'll get some, the dates are on there. So you'll get some recruiters who said, okay, you know, they applied two weeks ago, they were first. Let me go look at that.
Farrell Sports Business (17:43)
Yeah.
Kenida Lewis (17:51)
But the natural inclination is when you go into a system and you see a list, where do you start? At the top. And so those are the people that may have applied 24 hours ago, as opposed to those that applied when the position was just posted. So if you're looking at that top down, most recruiters, they only have so many times, so much time. The average workload of a recruiter nowadays incorporate. I'll say this, I'm not talking about agency or that type of thing.
Farrell Sports Business (18:09)
Interesting.
Kenida Lewis (18:21)
they'll have about 20, 17 to 25 requisitions is what they'll get. Some organizations, they have a lot more. It just depends. But if they're filling on average anywhere from about 1,500 to 2,500 positions per year, that's typically how they manage the rec load in a talent acquisition group. So if you break that up by, I don't know, say they have 10 recruiters, it's a lot that they're managing, okay?
And they could have a bigger team than that. I'm just using this in hypothetical. However, that stat that I gave you about 17 to 25, that is accurate. So what they look at is they'll go through the first 10 people or maybe the first 20. And remember, we're talking about 100 applicants or more. They'll probably find a good three to four people that really meet the requirements and they'll send those on. And what happens is they're like, okay, we have activity. Let's go to the next requisition.
So you probably have another 75 people in there that haven't been touched. So if any of those five to 10 people that they've sent, the hiring manager said, yep, they look good, let's set them up. If they find that person in there, all those other people get dispositioned and they get rejected for the role. So they'll bring us on, circling back to your point, to go through and we provide a white glove service to some of these organizations so that all of those hundred people get touched.
Farrell Sports Business (19:24)
true.
Kenida Lewis (19:48)
And so, and then we'll also look, just because you applied and you didn't get that role, we'll go and we'll look in the organization and we may find other roles that you qualify for and we'll push them to the recruiter. So we really tried to save the recruiter's time and increase efficiency and give candidates a white glove service. And then I'd also strengthen the brand for that particular employer, because how many candidates do you hear from our applicants to say, I never heard anything? I never hear anything. goes to a black hole. Exactly.
Farrell Sports Business (20:16)
ghosting.
Kenida Lewis (20:18)
So this is kind of, don't have to go through that whole process on our own end when it comes to some of the people that have applied for the teammate position, but we do take the time to reach out to each one of them and we do a 15 to 20 minute screen with them. And we prefer, strongly prefer that it is video because what we're looking for, we're looking at how you're presenting yourself.
We're looking for how much you're prepared, the environment that surrounds you to make sure that it's not cl- it just means that you've taken the time to sit down and have a meaningful conversation with us. We want to concede your body language, your enthusiasm, because this is exactly what you talked about. These are what the experience of the fans will associate with that brand. So we want to make sure that you're able to exude that. We also want to make sure that you can see us. We're real people.
You know, this is not a chatbot. We're here to really work with you. The Adonit group is not really looking to get so big that we can't have meaningful conversations with all of our applicants. That is kind of the people purpose placement mission that we're still trying to accomplish. So with the teammate position, what you can expect from us when you apply, we'll email you. It will have a link in there so that you can schedule time at your convenience for a video interview.
We'll be on there in a timely manner. It's through teams. We'll sit down and we'll have a quick conversation with you. It's usually no more than 15 minutes. We want to learn more about you, have some interaction, and then we want to definitely welcome you to the team. And it's usually what we ask is about your background. We've met some incredible people, specifically from LSU. I'm learning that they have an amazing program in sports.
A lot of those students have come, said the best place that we felt to get experience is in the SEC and this school has that. They are majoring in sports management. A lot of them are going on to get master's degrees in sports administration or sports management. They're already working, some of them are working for the Saints. They've worked at the Super Bowls before. They're leading events at their school. They're on the athletics team. So this is amazing.
They already know what they're ready to do. And they said, this is the best resume builder. And the ad in their group wants to be synonymous with being able to bring experiences for individuals to continue their career in sports in a meaningful way.
Farrell Sports Business (22:51)
Well, it's an incredible opportunity and at the end we'll make sure we get all the social handles and a place to go and process for it because it's pretty exciting and people would be excited to deal and work with you and any representative of you I think is just a phenomenal opportunity.
Kenida Lewis (23:14)
Yeah, thank you for that. We've had people that work for us in Las Vegas that are following us to New Orleans. And we have people that we met in Las Vegas that work for other firms that are now coming to work for us. So we feel so privileged. You know, we're not perfect by any stretch of the imagination, but we do try to create this camaraderie among the team so that they feel supported.
when they get to the event and most importantly, they get the experience that they need and they have.
Farrell Sports Business (23:47)
That's great. I want to change gears slightly and maybe just go broader back to the AdNic group. And one of the services that you put on there, and I want to somewhat tie this topic to sports, of how do you see diversity recruiting, which is a service that you offer with AdNic group, how do you see the sports world in diversity hiring?
Kenida Lewis (23:54)
Mm-hmm.
Thank you.
Farrell Sports Business (24:15)
Is it a C or a D? Is it an A or a B? Just maybe tell us a little bit about what you do in diversity recruiting first and how you see the sports world performing, good or bad.
Kenida Lewis (24:30)
Yeah, I started this journey in banking. I got hired to be a diversity recruiter. And I'm not really sure if I knew exactly what that meant at the time. But I did have a passion for bringing people on and giving them equal opportunities, if you will, or opportunities that maybe they wouldn't have been privy to in the past. And also,
presenting talent to organizations or leaders that they may have not tapped in before because their networks are different. So in this stage and age, we're in a political environment that's very interesting right now. Either you love D &I or some people hate D &I. I happen to embrace it and love it at its core because all it is is helping individuals that have
differences from other groups of people to get recognized and to help them get opportunities that maybe they didn't have before or they wouldn't have known about before. I will say first and foremost, we are about finding the right person for the job. So irregardless of backgrounds or know, racial identity, sexual orientation, any of that, we are about finding the right people for
the job. And so typically how we go about that initially is through consulting. You know, I talked about that. And so we really look at organizations. So specifically, I'll talk about our experiences. We're talking about sports with the Super Bowl experience. Since that's a passion of mine around diversity recruiting has been such embedded in part of my history of work.
And I know that there are pools of people of talent that are untapped. And to be quite honest about it, you know, it's a little bit more of an employer's market right now, but a lot of times it's not. You know, when in this employee's market, you know, we have to go and meet pools of talent where they are, because at some point in time, we're all competing for the same group of people. So you need to be innovative and broaden and cast a wider net to be able to find individuals.
And I just have a total belief that just new perspectives can change and transform the dynamic of your organization. So what we do is we go and we talk to the individuals that we were supporting for the Super Bowl experience teammate position. And one of the untapped pools of talent are individuals with different varying abilities.
or disabilities, as you will say. And I'm on a couple of boards that really support and advocate Best Buddies is one, and then the American Association of People with Disabilities is another. Because that is a pool of talent that is totally untapped and have been marginalized and is very difficult for them to find work just because of various perceptions of what they can and can't do.
and their limitations, are most likely false in a lot of cases. So I'm like, you know, hey, I have experience with this. This is an area that we want to go in recruiting. How do you feel about this? They're like, fine. said, this is how we're going to support this. So an example is that we identified and hired someone to work Super Bowl experience that was hearing impaired. She was actually deaf.
And so that really keeps us on our toes. It also, if you're not dabbling in that environment or you're not supporting people with varying abilities or any type of variation from the norm, you get very removed from it and it's very hard to relate. And so we want to very much stay active and understand what the concerns and the issues are so that we can continue to support and bring that to the forefront.
Since she was deaf, there were things that we learned as well. We had her one and we had to communicate via text. We also had WhatsApp group that we had to put in. We had closed captions. When she had training that was on site, I brought in a sign language interpreter. When she worked on site, we paired her with someone else that knew sign language so that she can kind of understand what was going on.
It wasn't imperative that she had that person with her glued to the hip because once you're in the environment and you know what to do, you can just catch on and be left to your own devices. However, I did have a button made for her as well and I got it approved through the organization and I also made sure that the nomenclature was fine with her and that it wasn't offensive because sometimes you don't know what you don't know. And the button said, I'm deaf, but I can read lips. How can I help?
Farrell Sports Business (29:32)
Right?
Kenida Lewis (29:37)
So the people that approached her, because when you see, know, a lot of, you know, varying abilities are not visible. So when you approach her, if you ask her questions and she can't understand, that button is very visible. So people can say, okay, she can relapse. Let me realize that. Let me take my time. Let me be a little bit more patient or let me understand. And she had like the best experience.
The organization also most likely will be using us to be able to ensure that they have the right accommodations at these events. And then we're also going to be hosting sessions and putting white papers on our sites to be able to help other organizations as they put on events to understand how to best accommodate people. So that's what diversity means to us. And when you say how are we doing in sports, I think any industry can do better.
any industry. think we all have a lot to learn. But I think that there are a lot of efforts that are out there to ensure that people are doing the right thing or that they're trying to bring on the right people or that they're learning in the right way. So shameless plug, we can help any organization with understanding what needs to be done. We're here to help. But I say that there's a lot. think there's a movement in women's sports. Not a think, a no, there is.
But another program that I wanted to put on is kind of behind the ball and I've had a lot of experience in college recruiting. So it's really about a program that's focused around women to be able to help them to understand the management of sports in real life environment. In the theoretical book environment, that's great.
But there's a difference in when you get into a real life environment. I think there's a lot that can be done in bringing women into sports on the business side of things. The trends that I'm seeing now, which is the answer to one of your questions, you see a lot of females coming out of sports, or girls, women, females, and a lot of positions that they're looking to go into, social media, partnerships, sponsorships. I don't see a lot of females that are pursuing
I want to be a head coach. I want to get in data analytics, sports analytics, scouting. Some do want to be scouts. But what is the path and what does that look like? Because there are not a lot of trailblazers for them to be able to look up to and say, how do I do this? So I think that there's tons of opportunity. I think that there are some programs. The NFL has some amazing programs that I've been able to benefit from, but from being a Black female.
trying to continue to build a brand in the sports world on the staffing side. I will give the NFL a lot of credit. They have some great programs that I've been able to benefit from. But I think things like that need to continue to build and be established for females, individuals with disabilities, and other backgrounds to be able to take advantage. We have still a lot of work to do. But the flip side of that, what that means is there's a ton of opportunities.
So everybody should be super excited in this space about all of the opportunity and really look for ways to embrace it. And we hope we can help.
Farrell Sports Business (33:04)
You've got me so excited for this and what you do. And this is just a treat on my side to meet and network and, you know, open my eyes on how some of this works with you. So, Kenida, where can people find these Super Bowl experience jobs? Where can they find you? A little extra shameless plug opportunity.
Kenida Lewis (33:31)
Yeah, so my website is the adanettgroup.com so the position is posted there. So you can go there and apply. It's really easy. We're on pretty much every social media outlet. LinkedIn we have a nice following so the adanettgroup is a LinkedIn company page so that's out there you can find us there. I am personally also on LinkedIn, love LinkedIn so I'm Kenida Lewis you can look me up there.
we are on Tik Tok. think I was talking to you a little bit. I don't do as much on Tik Tok, but we do have a presence there. but you can follow us also on Instagram and that's at the Adanek group. as well, we post a lot of positions there, updates, where we're going, what we're doing. We have some exciting things that I'm going to, check into next week. I'll be traveling, so I hope I'll be able to give some really great news, when I get back.
but you can find out all about what we're doing on Instagram and LinkedIn primarily, and we'll try to get better on TikTok.
Farrell Sports Business (34:36)
that's great. That's great for anyone listening. I, I'm given some friendly encouragement, to Kenida to be a content creator on, tick-tock. Cause I think she would kill it. So, well, Kenida, thank you so much. This has been a pleasure and, you have a very exciting few months ahead of you with this Superbowl experience and the ad net group generally. So thank you very much.
Kenida Lewis (35:02)
I would like to say thank you as well. It's been a pleasure and I know that, you know, primarily your base will be looking at this, but I just encourage them to share everything that you're doing. I found you by finding your content to be very intriguing, very helpful, very timely. So this is not a shameless plug for you because this is your platform, but I hope that your followers share this so other people can take advantage.
Farrell Sports Business (35:28)
Thank you.
pretty high profile gig and a great place to start and with great people. So Kenida, thank you so much.
Kenida Lewis (35:39)
Thank you for having me.
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