Why the Right Questions Change Everything
You already know coffee chats matter. You have probably read a dozen guides telling you to "show genuine curiosity" and "do your research." But when you are sitting across from a McKinsey associate or a Goldman Sachs VP with 22 minutes left on the clock, the difference between a forgettable conversation and one that leads to a referral comes down to the specific questions you ask.
Bad questions make professionals feel like they are filling out a survey. Good questions make them feel like they are having a real conversation with someone worth investing in.
This guide gives you 30 specific questions organized by category, explains why each one works, tells you what a strong answer sounds like so you can follow up intelligently, and gives you a framework for sequencing them in a real conversation. These are not hypothetical. They are drawn from what actually works in consulting, banking, and tech recruiting.
Before the Chat: Research That Changes Your Questions
The single biggest mistake students make is asking questions they could have answered with a five-minute Google search. Before any coffee chat, you should know:
- Their career path. Where they went to school, where they worked before, how long they have been in their current role. LinkedIn tells you all of this.
- Their firm's recent news. A major deal, a new practice area, a leadership change. Check the firm's press page and Google News.
- Their specific group or team. If they work in Bain's private equity group or JPMorgan's TMT team, know what that group does at a basic level.
- Common ground. Same school, same major, same hometown, shared extracurriculars. Anything that creates a natural connection.
If you are networking at scale across multiple firms, tools like Offerloop can speed up the research phase significantly. When you search for a contact on Offerloop, the platform pulls together their background details and generates a Coffee Chat Prep PDF that summarizes their career path, firm context, and suggested conversation starters. That means you walk into every chat with a baseline of knowledge instead of scrambling through LinkedIn fifteen minutes before the call.
The research is not optional. It is the foundation that makes every question in this guide land.
Category 1: Background and Career Path Questions
These questions open the conversation by letting the professional talk about themselves. People enjoy discussing their own journey, and these questions signal that you have done your homework.
1. "What made you choose [firm] over the other places you were considering?"
Why it works: It goes beyond "why did you join" and acknowledges that they had options. This flatters them subtly and usually surfaces genuine, specific reasons rather than rehearsed recruiting pitches.
What a good answer sounds like: They will mention something specific, maybe the culture on their interview day, a particular partner they met, the type of work the office is known for, or the exit opportunities they were weighing. Listen for the specific detail and ask about it.
Follow-up: "You mentioned the [specific thing]. Has that held true now that you have been here for [X time]?"
2. "I saw you were at [previous company/role] before this. What drove the transition?"
Why it works: It shows you looked at their full background, not just their current title. Career transitions reveal values and decision-making frameworks that are genuinely interesting.
What a good answer sounds like: They will usually share a candid story about outgrowing a role, wanting a different type of challenge, or following a specific interest. This is gold for understanding what the job actually feels like day to day.
Follow-up: "Knowing what you know now, is there anything you would have done differently in how you made that transition?"
3. "What was the biggest surprise about this job compared to what you expected going in?"
Why it works: This gets past the polished recruiting narrative and into honest territory. It signals maturity because it shows you understand that every job has a gap between expectation and reality.
What a good answer sounds like: Honest professionals will mention something real, maybe the amount of client management involved, the pace of staffing changes, or how much they enjoy (or do not enjoy) a part of the job they did not anticipate.
Follow-up: "How did you adapt to that?"
4. "What does a typical Monday-to-Friday look like for you right now?"
Why it works: Asking about a specific week rather than a "typical day" gets a more detailed, honest answer. Days vary wildly in most professional services roles, but a week-level view captures the rhythm.
What a good answer sounds like: They should walk you through something concrete: Monday staffing calls, Tuesday deep in a model, Wednesday on-site with a client, etc. If they say "no two weeks are the same," follow up by asking them to describe last week specifically.
Follow-up: "What part of that week do you look forward to most?"
5. "How has your role changed from your first year to now?"
Why it works: This is especially useful for associates, analysts, and consultants who are 2 to 4 years in. It helps you understand the progression arc and what skills become more important over time.
What a good answer sounds like: They will describe a shift, usually from execution-heavy work toward more ownership, client interaction, or mentorship. This helps you understand what the first year actually looks like versus where you grow into.
Follow-up: "What skill do you wish you had developed earlier?"
Category 2: Industry and Role-Specific Questions
These questions demonstrate that you understand the industry at a deeper level than surface-level recruiting materials.
6. "What type of projects are you spending most of your time on right now?"
Why it works: It is current and specific. It avoids the generic "what kind of work does your team do" and instead asks them to share something happening now, which is more engaging to talk about.
What a good answer sounds like: They will describe a current engagement or deal, usually in general terms due to confidentiality. Listen for the industry, the type of problem, and their specific contribution.
Follow-up: "What makes that type of project more interesting than others you have worked on?"
7. "How much of your work involves [specific skill: modeling, client presentations, coding, etc.] versus other tasks?"
Why it works: It shows you understand the role at a granular level and are trying to calibrate your expectations. This is the kind of question that makes a professional think "this person actually gets it."
What a good answer sounds like: A real breakdown, like "probably 40 percent modeling, 30 percent slides, 20 percent team coordination, and 10 percent random fires." The percentages do not matter as much as the texture of what each category involves.
Follow-up: "Which of those categories do you think separates the people who do well from those who struggle?"
8. "I have been reading about [specific industry trend]. How is that showing up in the work your team does?"
Why it works: This is the highest-signal question you can ask. It proves you follow the industry, gives them something substantive to react to, and elevates the entire conversation.
What a good answer sounds like: If you picked a relevant trend, they will have a real opinion. Maybe they are seeing it in client requests, internal strategy shifts, or new team formations. If they say "we are not really seeing that," that is also useful information.
Follow-up: "Do you think that trend will change the type of people the firm hires in the next few years?"
9. "What is the most common misconception people have about working in [consulting/banking/tech]?"
Why it works: It invites them to be a myth-buster, which is a role most people enjoy. It also surfaces insights you genuinely cannot find in recruiting brochures.
What a good answer sounds like: Something real, like "people think it is all strategy but most of the work is implementation" or "the hours are bad but it is the unpredictability, not the volume, that is the hardest part."
Follow-up: "When did you realize that was a misconception for yourself?"
10. "How does the work at [their office/location] differ from other offices in the firm?"
Why it works: It shows you understand that the same firm can feel very different depending on office. This is especially relevant in consulting and banking where office culture, staffing, and client mix vary.
What a good answer sounds like: Specific details about the office size, the industries they serve, the culture of the local team, or how often people travel to other offices.
Follow-up: "Would you recommend someone target this specific office, or does it matter less than people think?"
Category 3: Firm Culture and Team Dynamics
Culture questions are tricky. Ask them wrong and you get a recruiting pitch. Ask them right and you get honest, actionable insight.
11. "How would you describe the relationship between analysts/associates and the partners or senior leaders here?"
Why it works: This is a proxy for hierarchy, mentorship, and how much face time junior people get with leadership. It avoids the vague "what is the culture like" and instead asks about a specific dynamic.
What a good answer sounds like: Look for concrete examples. "My partner includes me in client calls" is very different from "I mostly interact with other associates." Both are honest, but they tell you very different things about the culture.
Follow-up: "Is there a formal mentorship structure, or does it happen more organically?"
12. "What does the social scene look like outside of work?"
Why it works: It is a natural, human question that gives you insight into the team's vibe. Some offices have tight-knit social cultures; others are more transactional.
What a good answer sounds like: They might mention team dinners, office happy hours, intramural sports, or honestly, that people mostly go home and recharge. All of these are useful data points.
Follow-up: "Is that something the firm organizes, or does it happen more naturally among the team?"
13. "How do people here handle disagreements on a project, especially between senior and junior team members?"
Why it works: This is a sophisticated culture question that gets at psychological safety. It tells you whether junior people have a real voice or are expected to execute without pushback.
What a good answer sounds like: Strong cultures will have specific mechanisms: structured feedback sessions, open-door norms, or examples of a junior person's idea changing the direction of a project. Vague answers like "everyone is collaborative" without examples are a yellow flag.
Follow-up: "Can you think of a time when a junior person's input changed the direction of a project?"
14. "What is the one thing you would change about the firm if you could?"
Why it works: This is a gentle way to surface real criticism. Framing it as "one thing" gives them permission to be honest without feeling like they are badmouthing their employer.
What a good answer sounds like: Thoughtful answers might address staffing flexibility, travel expectations, feedback cadence, or specific policies. If they say "honestly, nothing," that is either a very happy employee or someone being careful, and both are useful signals.
Follow-up: "Is that something the firm is actively working on, or is it more structural?"
15. "How has the firm's culture changed since you joined?"
Why it works: It captures trends. If the culture is improving, that is encouraging. If it is shifting in ways they seem uncertain about, that tells you something too.
What a good answer sounds like: Specific changes like remote work policies, DEI initiatives, new leadership, or shifts in work-life balance expectations. The specificity of their answer tells you how much they pay attention to the broader culture versus just their own team.
Follow-up: "Do you think that change has been positive overall?"
Category 4: Recruiting and Application Advice
These questions directly help your candidacy. They should come after you have built rapport, not at the top of the conversation.
16. "What stood out about the candidates you saw get offers last cycle?"
Why it works: This gives you a direct window into what the firm actually values in candidates, from someone who has seen the process from the inside. It is far more useful than anything on the careers page.
What a good answer sounds like: Specifics like "everyone who got an offer had done some kind of case prep but the ones who stood out were genuinely curious about our clients' industries" or "the strongest candidates had real leadership examples, not just club president titles."
Follow-up: "Were there any common mistakes that surprised you?"
17. "Is there anything you wish you had known or done differently during your own recruiting process?"
Why it works: It invites personal storytelling, which is more engaging for the professional, and surfaces practical advice from someone who has been through exactly what you are going through.
What a good answer sounds like: Honest answers might include starting networking earlier, not over-indexing on case prep at the expense of fit prep, or targeting a different set of firms initially.
Follow-up: "If you were in my position at [your school], what would your game plan look like?"
18. "How involved are people at your level in the recruiting process? Do you get to weigh in on candidates?"
Why it works: This tells you whether this person can actually influence your candidacy and helps you understand the internal mechanics of the recruiting process.
What a good answer sounds like: Many associates and analysts participate in resume screens, first-round interviews, or informal "culture fit" evaluations. Knowing their role in the process helps you calibrate how to build the relationship.
Follow-up: "What is the best way for a candidate to stay on your radar between now and application season?"
19. "For someone from a school like mine, what would you suggest I emphasize to stand out?"
Why it works: If you are at a semi-target or non-target, this question directly addresses the elephant in the room. It shows self-awareness and gives them a chance to offer genuinely useful, targeted advice.
What a good answer sounds like: They might suggest emphasizing specific technical skills, relevant internships, leadership depth, or specific networking strategies. If they went to a similar school themselves, you may get especially candid advice.
Follow-up: "Are there any specific resources or experiences that would help close that gap?"
20. "I am planning to apply to [specific program/role]. Is there anything about the application that is not obvious from the job posting?"
Why it works: Every recruiting process has unwritten rules. This question invites the professional to share insider knowledge that can genuinely differentiate your application.
What a good answer sounds like: Tips like "the video interview is weighted more heavily than people think" or "we care a lot about the 'why this firm' answer in the cover letter" or "apply to the [specific office] because it has fewer applicants."
Follow-up: "Is there a particular timeline I should be aware of for when to submit my application?"
Category 5: Career Advice and Big-Picture Questions
These questions work best in the final third of the conversation. They give the professional a chance to reflect and share wisdom, which most people enjoy doing.
21. "If you were starting over as a sophomore or junior today, what would you prioritize?"
Why it works: It is personal, reflective, and directly relevant to your situation. It gives them a chance to mentor you, which strengthens the relationship.
What a good answer sounds like: Thoughtful professionals will share something beyond "network more." They might talk about building a specific skill set, taking a particular type of internship, or thinking about career sequencing differently.
Follow-up: "What would you deprioritize?"
22. "What has been the most valuable skill you have developed in this role that you did not learn in school?"
Why it works: It bridges the gap between academia and the professional world, which is exactly where you are right now. It also surfaces skills you can start building now.
What a good answer sounds like: Often it is communication, stakeholder management, or the ability to synthesize ambiguous information quickly. The specific examples they give are more valuable than the category.
Follow-up: "How did you develop that skill? Was it deliberate or did it happen through the work?"
23. "Where do you see yourself in the next 3 to 5 years?"
Why it works: Most people think about their own trajectory, and being asked about it in a genuine way feels good. It also gives you insight into the exit opportunities and career paths available from their current role.
What a good answer sounds like: They might be planning to stay for promotion, pivot to a different industry, go to business school, join a portfolio company, or start something. Whatever they say reveals what the role enables.
Follow-up: "What about this role has prepared you for that next step?"
24. "What is one piece of advice you would give to every college student, regardless of what industry they are targeting?"
Why it works: It is broad enough that they can share something they genuinely believe, not just industry-specific tactical advice. These answers are often the most memorable part of a conversation.
What a good answer sounds like: Something personal and considered. The best answers are specific enough to act on rather than generic platitudes.
Follow-up: "How did you learn that lesson?"
25. "Who has been the most influential mentor or manager in your career, and what made them effective?"
Why it works: It reveals what this person values in professional relationships and gives you a model for how to build your own mentoring relationships.
What a good answer sounds like: A specific person and a specific quality, like "my first manager who gave me direct, honest feedback even when it was hard to hear" or "a senior partner who went out of their way to staff me on diverse projects."
Follow-up: "How did that relationship develop? Did you seek them out, or did it happen naturally?"
Category 6: Closing and Next-Step Questions
These questions wrap up the conversation and, when done right, naturally transition to maintaining the relationship or asking for support.
26. "Is there anyone else you would suggest I speak with to learn more about [specific area]?"
Why it works: This is one of the most powerful questions in networking. It gives you a warm introduction to someone else, and the professional feels good about connecting people. It also signals that you are taking this seriously.
What a good answer sounds like: A specific name. "You should talk to [Name], they work in [team] and went through a similar path." Always ask if you can mention their name when reaching out.
Follow-up: "Would it be okay if I mentioned your name when I reach out to them?"
27. "What should I be reading or following to stay informed about [industry/firm]?"
Why it works: It is a practical, low-pressure closing question that gives you actionable next steps and shows continued interest. It also gives you something to reference in your follow-up email.
What a good answer sounds like: Specific publications, podcasts, newsletters, or thought leaders. "Follow [Partner Name] on LinkedIn, they write great stuff about our industry practice" is the kind of answer that gives you material for months.
Follow-up: Reference one of their recommendations in your follow-up email.
28. "Is there anything I can do for you? Any research I am doing or anything you are working on where a student's perspective might be useful?"
Why it works: It flips the dynamic from extractive to generous. Most students never offer to help, so this stands out. Even if they say no, which they usually will, the offer itself strengthens the relationship.
What a good answer sounds like: Usually "no, but I appreciate you asking." Occasionally, they will mention something, and following through on it is a massive differentiator.
Follow-up: If they mention anything at all, follow up on it in your thank-you email.
29. "Would it be alright if I reached out again in a few weeks with an update on how recruiting is going?"
Why it works: It explicitly asks for permission to maintain the relationship without being presumptuous. It sets up the cadence for follow-up communication, which is where most networking actually happens.
What a good answer sounds like: Almost always yes. And now you have clear permission to send a follow-up in a few weeks, which is when you can naturally bring up a referral or additional questions.
Follow-up: Actually follow up in a few weeks. Send a brief update on your recruiting progress and reference something specific from your conversation.
30. "Thank you so much for your time. Before we wrap up, is there anything I should have asked that I didn't?"
Why it works: It gives them a final chance to share something they have been wanting to say. It shows humility and genuine openness to learning. Surprisingly often, this question surfaces the single most useful piece of advice in the entire conversation.
What a good answer sounds like: Sometimes they will share a candid thought they were holding back, like a specific concern about recruiting timelines, a tip about the firm's culture, or a personal lesson. Other times they will say "no, you asked great questions," which is also a win.
Follow-up: Whatever they share, reference it in your thank-you email.
Questions You Should Never Ask (and Why)
Not all questions are created equal. Here are the types of questions that will make a professional mentally check out:
"What does your company do?" This signals zero research. If you do not know what the company does, you are not ready for a coffee chat.
"What is the starting salary?" Compensation questions make the conversation feel transactional. Use Glassdoor or Levels.fyi.
"Can you get me an interview?" Asking for a referral in the first conversation is the fastest way to end a relationship before it starts.
"Do you like your job?" This is a yes/no question that gives you nothing useful. Instead, ask what they enjoy most or what surprises them about the role.
"What are the hours like?" Everyone knows the hours are long in consulting and banking. Asking this signals that you are already looking for the exit before you have started.
"Tell me about yourself." This is your job to already know. You should be referencing specific parts of their background, not asking them to summarize their own LinkedIn profile.
"I have a bunch of questions, is that okay?" Just ask them. You do not need permission to have a conversation. Opening with this makes the whole thing feel like an interrogation.
Anything easily Googleable. The number of offices, the firm's revenue, recent headlines. If a 30-second search answers it, do not waste their time.
How to Sequence Questions in a 30-Minute Chat
The order matters almost as much as the questions themselves. Here is the framework:
Minutes 0 to 2: Warm-Up
Thank them for their time. Mention your shared connection or how you found them. If you used Offerloop to find their contact and craft your outreach email, you already have a natural reference point from that initial message.
Keep it brief. Do not spend five minutes on small talk.
Minutes 2 to 10: Background and Career Path (Questions 1 through 5)
Start with their story. People enjoy talking about their own journey, and these questions require the least vulnerability. This is where you build rapport.
Pick 2 to 3 questions from Category 1. Let their answers guide which follow-ups you ask.
Minutes 10 to 18: Industry and Culture (Questions 6 through 15)
Now that they are warmed up, go deeper. Ask about their current work, the team dynamics, or an industry trend you have been following.
Pick 2 to 3 questions from Categories 2 and 3. This is the meat of the conversation.
Minutes 18 to 25: Recruiting and Career Advice (Questions 16 through 25)
By now you have built enough rapport to ask more direct questions about recruiting and career trajectories. This is where you get the most actionable advice.
Pick 2 to 3 questions from Categories 4 and 5.
Minutes 25 to 30: Closing and Next Steps (Questions 26 through 30)
Wrap up with forward-looking questions. Ask for referrals to other contacts, ask permission to follow up, and thank them genuinely.
Always end on time or early. Never go over.
Virtual vs. In-Person: What Changes
Most coffee chats in 2026 happen over Zoom, Google Meet, or phone. Here is what changes and what stays the same:
Virtual Coffee Chats
- Test your setup 10 minutes early. Camera, microphone, lighting, background. Technical issues in the first 30 seconds set a bad tone.
- Look at the camera, not the screen. This simulates eye contact and makes the conversation feel more personal.
- Keep your notes document open. One of the few advantages of virtual is that you can have notes in front of you without it being obvious.
- Mute notifications. Nothing breaks the flow of a conversation like a Slack ping.
- Dress from the waist up in business casual. Yes, this still matters.
In-Person Coffee Chats
- Arrive 5 minutes early. Not 15 minutes, not right on time. Five minutes.
- Offer to buy their coffee. They will almost certainly decline, but the offer matters.
- Put your phone completely away. Not face-down on the table. In your bag.
- Sit at a 90-degree angle if possible. Sitting directly across from someone can feel like an interview. Sitting at an angle feels more like a conversation.
- Bring a small notebook. One or two notes during the conversation is fine. Scribbling constantly is not.
What Stays the Same
Regardless of format, the fundamentals do not change:
- Do your research beforehand
- Ask specific, thoughtful questions
- Listen more than you talk (aim for a 70/30 split where they talk 70 percent of the time)
- Follow up within 24 hours with a specific, personalized thank-you
Transitioning from Questions to the Ask
The biggest anxiety most students have is the transition from a pleasant conversation to actually asking for something, whether that is a referral, an introduction, or ongoing mentorship. Here is how to make it natural.
Do Not Ask for a Referral in Your First Coffee Chat
Repeat that. Do not ask for a referral in your first coffee chat. The first conversation is about building a relationship and demonstrating your genuine interest. Asking for a referral immediately makes the whole conversation feel like a transaction.
Build a Second Touchpoint
After your first coffee chat, send a thank-you email within 24 hours. Reference something specific they said. Then, 2 to 4 weeks later, send a brief update: "I wanted to follow up on our conversation. I took your advice about [specific thing] and [result]. I am planning to apply to [program] next month and wanted to ask if you would be willing to share any additional thoughts on my application."
The Natural Referral Ask
After one or two follow-up exchanges, the referral ask becomes natural:
"I am submitting my application to [specific program] on [date]. If you felt comfortable providing a referral, I would really appreciate it. If now is not the right time, I completely understand and value the advice you have already shared."
Notice the structure: specific program, specific date, explicit opt-out. You are making it easy for them to say yes and easy for them to say no. Both options preserve the relationship.
Scaling Your Network
If you are reaching out to multiple professionals across several target firms, keeping track of conversations, follow-up timelines, and who you have spoken with at each company becomes critical. Offerloop tracks your outreach history and conversations so you never accidentally reach out to someone twice with the same message or forget to follow up after a productive chat. The platform's contact search lets you find verified professionals by filtering for firm, role, school, and more, which makes it straightforward to build a targeted list across all your target companies.
Putting It All Together: A Sample Coffee Chat Script
Here is how a strong 25-minute virtual coffee chat might flow with a second-year associate at a management consulting firm:
[0:00] "Hi [Name], thank you so much for taking the time. I really appreciate it. I saw that you studied economics at [University] before joining [Firm], and I am on a similar path, so I was excited to connect."
[1:00] "What made you choose [Firm] over the other places you were considering when you were recruiting?" (Question 1)
[4:00] "That is really helpful. You mentioned the type of client work drew you in. What type of projects are you spending most of your time on right now?" (Question 6)
[8:00] "I have been reading about how AI is changing the way firms scope implementation work. Is that something you are seeing in your projects?" (Question 8)
[12:00] "Switching gears a bit, how would you describe the relationship between associates and partners at your office?" (Question 11)
[16:00] "For someone from a school like mine, what would you suggest I emphasize to stand out in the application?" (Question 19)
[19:00] "What stood out about the candidates who got offers in last year's cycle?" (Question 16)
[22:00] "This has been incredibly helpful. Is there anyone else you would suggest I speak with to learn more about the [specific practice] work?" (Question 26)
[24:00] "Would it be alright if I reached out again in a few weeks with an update?" (Question 29)
[25:00] "Thank you so much for your time. I really appreciate the insight and I will follow up with a note later today."
The 24-Hour Follow-Up
Your follow-up email should go out the same day or the next morning. Here is the structure:
Subject: Thank you, [First Name]
Body:
Hi [First Name],
Thank you again for taking the time to speak with me today. I really appreciated hearing about [specific thing they discussed, like their transition from X to Y or the type of client work they are doing].
Your advice about [specific piece of advice] was especially helpful, and I am planning to [specific action you will take based on their advice].
I would love to stay in touch as I continue preparing for recruiting season. Thank you again for your generosity with your time.
Best, [Your Name]
Notice that every element references something specific. This is why taking notes during the conversation matters.
Building Your Coffee Chat Pipeline
A single coffee chat rarely changes your recruiting outcome. What changes your outcome is a consistent pipeline of 3 to 5 conversations per target firm, spread across different roles and seniority levels.
Here is how to build that pipeline efficiently:
- Identify target firms and roles. Be specific. Not just "consulting" but "associate consultant at Bain's healthcare practice in Chicago."
- Find contacts. Offerloop lets you search across 2.2 billion verified professionals with filters like firm, role, location, and school. A search like "associate consultant at Bain who went to USC" returns verified contacts with personalized outreach emails drafted in under 60 seconds.
- Stagger your outreach. Do not send 15 emails on the same day. Send 3 to 4 per week, track responses, and adjust your messaging based on what gets replies.
- Prep for each conversation. Review their background, prepare 8 to 10 tailored questions, and have your story ready. Offerloop's Coffee Chat Prep PDFs make this step fast, especially when you are running multiple chats per week across different firms.
- Follow up and maintain. Send thank-you emails within 24 hours. Follow up with updates every 2 to 4 weeks. Track who you have spoken with and what you discussed.
The students who break into competitive firms from non-target schools are not smarter or more qualified than everyone else. They simply have more conversations with more people over a longer period of time. The questions in this guide give you the tools to make every single one of those conversations count.
Final Thoughts
Coffee chats are not about impressing someone with how much you know. They are about being genuinely curious, asking questions that lead to real conversations, and building relationships that last beyond a single 25-minute call.
The 30 questions in this guide are a starting point. As you have more conversations, you will develop your own style, your own favorite questions, and your own intuition for when to go deeper and when to move on. The students who succeed in recruiting are the ones who treat networking not as a checkbox but as a skill they are actively developing.
Start with one conversation this week. Prepare your questions. Do your research. And follow up.