What’s the Buzz?! The PHuture of Workforce

Roshni Rao, Executive Director of Doctoral and Postdoctoral Career Design and the Director of Phutures for The Johns Hopkins University and Chris Frew, CEO, BioBuzz Networks, sat down to buzz about the outlook for PhD’s in 2024.

January 24, 2024

BioBuzz has been connecting the life science workforce since 2009. We’ve built an expansive community in the Mid-Atlantic with a national readership that spans from Massachusettes to Florida, and New York to California. For our next chapter, we’re building a proprietary talent logistics model to help employers source and hire life science talent. Learn more.

Layering on top of our community of tens of thousands of life science professionals and employers, BioBuzz is looking to disrupt the $3.8 US life sciences staffing market with the Talent Lab.

Using the latest technologies, BioBuzz wants to solve today’s greatest challenges in hiring and career development and:

• Search, match, and hire talent on demand (full-time, contract, project & gig, consulting, and fractional executives).
• Close the skills/opportunity gap and diversify the talent pool.
• Strike an equilibrium between hiring supply and demand.
• Build community intelligence in and around biohubs, building a stronger regional ecosystem.

Roshni Rao, Executive Director of Doctoral and Postdoctoral Career Design and the Director of Phutures for The Johns Hopkins University and Chris Frew, CEO, BioBuzz Networks, dig in more. Watch the video below to catch up on their conversation or keep scrolling for the full transcript.

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Chris Frew [00:00:02]:
Hello, everybody. It’s Chris Frew here today again for another LinkedIn Live. I’m excited to talk with everyone today. Today we’re talking about the future of PhD workforce and careers with the one and only Roshni Rao. Roshni is the Executive Director of a Doctoral and Postdoc Career Design at Johns Hopkins University. So, Roshni, welcome.

Roshni Rao [00:00:25]:
Thank you for having me, Chris. I’m glad to be here. Hi, everyone.

Chris Frew [00:00:31]:
My pleasure. Roshni is also one of our Industry Advisory Board members who is helping us and will be continuing to help us in the future on some career design for our Talent Lab platforms. So equally excited to kind of share that and have you work with us and very grateful for the time you’re investing in what we’re trying to create here, hopefully for your students and many other PhDs that are out there in the workforce.

Roshni Rao [00:00:56]:
My pleasure.

Chris Frew [00:00:58]:
So today, talking about PhD careers, I know that’s a topic that is on a lot of people’s minds. The market is kind of fluctuating. So careers, what careers are out there? And we’ll get into that a little bit later. But I’m excited to talk to you because that’s the area you live in every day.

Why don’t we start with you, though, Roshni, can you tell us a little bit about you and kind of your journey and kind of what you’re doing now?

Roshni Rao [00:01:23]:
Sure. So I came here as an international student for my own PhD in biomedical sciences, and I studied immunology. And then the only other option that I was told was available was a postdoc, which I did. So I came to the US Food and Drug Administration and I did an immunology postdoc for about four years. And from there, I hadn’t really articulated for one time what I wanted to do in the future because I saw everyone else ahead of me. Other postdocs and other PhD students either go to do postdocs and the academic market or go and do med school. So it only came to a point at one point, fourth year of my postdoc, where I had a baby, and now I had to quickly decide what I wanted to do with my future because my values didn’t align too much with my aspirations and where I was in life with my baby. So at that point is when I dove into really emergency mode, self-educated on what career options might be out there, really talking to people, and reaching out on LinkedIn.

Roshni Rao [00:02:36]:
I didn’t even have a LinkedIn profile. In about 2017, I googled how to get a job and LinkedIn was popping up a couple of times, and so I really dove into that aspect. And while I was at the FDA, it was such a good resource of other folks who were walking those different paths. So I was able to chat with those people. And that’s when I learned the term informational interview, things that I teach other people to do now. I really had to learn it in a very condensed and fast way myself and lean on folks, strangers who then became mentors along the way. And so for me at that point, a couple of things happened. I went through a very intuitive design thinking process of what are my skills, values? I brainstormed a couple of options with the limitations of having sort of being an international scholar, and I ended up on a couple of different choices.

Roshni Rao [00:03:30]:
I could have done consulting on one hand, I could have done what I do now, and on the other hand, and it’s just for any PhD folks out here, I didn’t even know my job existed until I saw a job ad. So I didn’t know universities had career offices until I applied for it. And I ended up at the NIH. And from there I spent about a year and a half at the NIA National Institute of Aging and then had the opportunity for this advertisement of growing your own PhD career office at Hopkins. And I jumped at that opportunity. And they say what they say, rest is history.

Chris Frew [00:04:04]:
Rest is history. Yeah, the last four years, that’s a great story. What stands out to me, Roshni, is I’m hearing an entrepreneur talk right now. You can define that different ways, but basically you basically created your own career path unknowingly, and it started with your own personal problems. So your own personal kind of discovery and solving a problem for yourself sounds like it turned into realizing like, hey, I’m not the only one. There’s a lot of people who are trying to figure this out just like I was. I mean, how big was that into kind of fueling that kind of passion in you?

Roshni Rao [00:04:44]:
100%. Because when I drilled it down to what I really identified as my values, it was, I want to help people in the way that I was struggling and didn’t have the help that I could have really used at that point. I didn’t have a network. Having just been in the country for the last five, six years of my PhD and my postdoc, I didn’t really automatically come with a large connection system or a set of mentors. So I really wanted to make that possible for what we just gave out of 57,000 phds this last year across the US. So many folks, according to the NSF data, I wanted to make an impact in that way. And I had ideas, I had a lot of ideas of how we could do that, and I didn’t have a playbook for how to do it, but I at least had the foundation at Hopkins, because in the space that we have at Hopkins, we’re able to innovate, we are able to fail. We’re able to come up with these big ideas and go try them out in the true essence of design thinking.

Roshni Rao [00:05:46]:
So I think had I not been in that space, it would have been a little bit more difficult to execute. So in that way, I think that’s helped as well, is being in the right environment to nurture those ideas, those connections.

Chris Frew [00:06:02]:
Yeah. I’ve watched your journey over the past four years or so at Hopkins, and even just the evolution of the career kind of department there. You’ve brought up a couple design thinking a few times. I don’t know if that’s a term that a lot of people think about when they think about their career. Could you kind of talk to that a little bit? Was that something that, did you take a class at FDA, or how did that kind of work into your process?

Roshni Rao [00:06:29]:
Just like I didn’t know my job existed, I didn’t know what design thinking was until I came to Johns Hopkins and happened to be in the department of Integrative Learning and Life design. So I had to learn what that was. But I’ll say the latter part and come back to it. But when I learned what it was, it was such an intuitive process to problem solving that I had just employed as a postdoc. So I immediately understood it. And for those who are wondering, what do you mean by that? In the design thinking process, when designers are putting product to market, they have to go through a couple of steps, which include these different mindsets, being able to reframe some dysfunctional beliefs or ungenerative, unhelpful beliefs, being able to collaborate with a wide variety of people, being curious. These are aspects that make the design thinking process wonderful and great. So for me, enduring my career journey, I had to go through a couple of steps.

Roshni Rao [00:07:27]:
One was accepting where I was. I didn’t know what career aspirations and what options were available for me. And that phase in the design thinking process is really accepting where I am. And next is empathizing with the situation, me being the user in this case, because design thinking is a user centric process. So me being the user in this case, I had to really empathize with what I had what I didn’t have. Why really be kind and compassionate and really focus on getting data on myself. And then I had to define the problem. And the problem was, how do I, with a PhD in so and so degree, apply my skills to making an impact or contributing to the world? And that whole process had done that very naturally.

Roshni Rao [00:08:15]:
Being curious, talking to people, asking good questions, being open minded about the different possibilities, which is that whole design thinking process. Then I ideated and prototyped my career. I had consulting interviews. I had an interview in biotech macrogenics. It was for a communicator role. I did terribly at that. I would have not hired myself. And then I learned from those failures how to interview better.

Roshni Rao [00:08:45]:
So those skills that I learned now I could teach other people.

Chris Frew [00:08:49]:
I love that process. Yeah, that’s incredible. And one of the things that I love about that, too, is what I see sometimes is people resist the exploration phase. Like, let me test my hypothesis. So they might not go and interview for positions that they don’t quite know about, or they might not take that approach. So instead they just stay in this kind of narrow focus instead of saying, well, let me ideate. Let me look at the field and see, because there are a lot of different paths out there. Yeah, but I love that, that you were like, hey, I went and tested, tested these options.

Roshni Rao [00:09:29]:
Yeah, Chris, it’s like scientist brain, too. It’s not just designer brain. I think that’s what we do as scientists. We have the hypothesis, we’re experimenting, our experiments fail. We take lessons from those experiments, and then we apply them to developing results and outcomes. I think at that time, it may have been a scientific approach more so than knowing design thinking, more than, I just have a framework now in my work. But that’s what it was.

Chris Frew [00:09:56]:
Yeah, that’s interesting. But sometimes it’s easier to apply that to the research you’re doing on the bench or data science, wherever you’re doing it. Right. Yeah, but sometimes it’s a little harder to take that same approach with your career, which seems very definitive. Right. It seems like decisions you make have much longer term things. So again, I think that I agree that there’s very much a scientific approach to it, and you might be sharing that. That’s kind of what you do is you help people take that scientific approach now and apply it to their career.

Chris Frew [00:10:31]:
So I guess with that as a transition point. Tell us about your work that you’re doing now. So you started off at Hopkins, you mentioned the ad was create. You kind of came in to create a department that was the PHutures department. And interestingly, tell us what that’s about.

Roshni Rao [00:10:53]:
Yeah, it was just funny. Interestingly, it was the name that caught my attention. I wasn’t even looking. I was just browsing jobs for other people on LinkedIn and doing my due diligence and research and learning about career paths while I was helping postdocs at the NIH. And it was the name that caught my attention. Ph futures like, it was interesting. And so, yeah, it was a very well written job description. And I tell students now the magic of well written job descriptions, it tells you a lot about where you’re going because it’s detailed, beautifully done, all hats off to my boss, Farouk Dey, who wrote the job description, but lot of detail to know.

Roshni Rao [00:11:38]:
It was a vision. I was very clear and I was really drawn by that vision. Like if you want to hire people, then you want to paint the picture for them so they’re interested in the job. So that was what drew me to that role.

Chris Frew [00:11:52]:
We could have a whole discussion just into that as well. I coach clients on that all the. So, yeah, kudos to your boss.

Roshni Rao [00:11:59]:
Yeah, yeah, so important and really appealing. And yeah, I didn’t know what to expect. So what we do here at Hopkins is career connection hub. And there are different arms to what we do. There’s the educational component, there’s the internships and experiential component. There’s the alumni connections and mentoring piece that are what we don’t traditionally think of career services as that community aspect where we’re bringing people together so that they feel engaged, so that they engage in conversations and opportunities that we’re providing to them. So that that’s community piece that we have. And then the goal of this particular department is very different from what I was used to traditionally.

Roshni Rao [00:12:46]:
And it was about scalable programs being able to reach a wide number of folks because we’re serving not just biomedical sciences, but we’re serving engineering, humanities, social science, education. And you cannot see 8000 folks one on one and help each person to that level of depth. So that was new and something that I had to learn about scalable and being impactful at the same time. So we had conferences that we had to create as well. At Hopkins now we have affinity based conferences, but we had larger conferences. So it’s been really a lesson in creativity and innovative ideas and putting that to practice and testing it out. And what was more interesting is it was done during the pandemic because the office started in 2020, January, and by March we were doing this in a pandemic. So in a way, while everything was shut down, perhaps it was a good way for us to reach a larger audience using sort of social media and talking to the students and letting them know that we’re here.

Roshni Rao [00:13:53]:
I think that helped us a little bit more in establishing the office. So that was my experience, building it.

Chris Frew [00:14:02]:
From someone who in 2017 didn’t know what LinkedIn is, I’ve just got to give you credit, because your LinkedIn game, when you have been at Hopkins, has just been on point.

Roshni Rao [00:14:14]:
Thank you.

Chris Frew [00:14:18]:
Again, in just a couple of years. And I’m impressed by the content you share. And you can tell there’s a lot of thought that goes into it. You can tell who you’re speaking to, who your audience is, and you can tell that there is, you mentioned empathy. You can tell there’s an understanding of the challenges that your audience and your populations that you’re talking to are facing. Again, I’ve always been impressed by that. And like I said, I’ve been a fan. I’ve seen the program evolve and a lot of the programs that you’ve put on.

Chris Frew [00:14:50]:
And again, I think from the outside in, you guys are doing something different. Right? You were shaking up the traditional model of career services. That had to be exciting just to be able to shake that up and really create this kind of future-looking, Phutures platform. It’s become a platform, not a department really.

Roshni Rao [00:15:13]:
Yeah, absolutely. And one thing to folks who want to put stuff out there on LinkedIn or social media, I had a rule for myself, which is if I do say anything, it’s from a standpoint of adding value to the community. Again, going back to the whole idea that folks are hungry for this kind of information because they don’t have the access to that kind of information, perhaps, or they don’t have the connections. So if I were to say something, I was going to do it authentically, and I was going to do it to add value. Otherwise, I’m not saying anything. And it took me a while. I didn’t say anything. I had LinkedIn in 2017, but I didn’t write a single line of a post until 2020, 2019.

Roshni Rao [00:15:57]:
So it took a while to observe, watch, and then find my voice, which a lot of people wonder, how do I find my voice? Well, it takes time to develop that. And the safety of being able to do that when I couldn’t do it as a grad student or a postdoc, I can now do it. Advocate for grad students and postdocs. I think that has helped with sort of the visibility, of course, and sharing what we do a little bit more broadly.

Chris Frew [00:16:24]:
Yeah. So what are some of the things, you’re now the executive director for doctoral and postdoctoral career design. What are some of the things that you’re doing in your program now, especially kind of if you look at careers of the future and careers that you’re trying to address for your audience, can you tell us a little bit about some of the programming or some of the ways you’re impacting your population?

Roshni Rao [00:16:53]:
Yeah, I’ll highlight a couple of standout pieces and I’ll give a shout out to. There’s two career offices, actually, there’s two campuses. So we have a Homewood campus and we have like a East Baltimore campus, and East Baltimore is associated with the School of Medicine and Public Health. So one standout program from that particular office, professional development career office, is something called the Options program, which is an integrated career curriculum that has a partnership with departments. So if you’re a graduate student in those departments which are primarily biomedical sciences, you mandatorily have to take career courses for two years of your phd. That’s a game changer because you’re not just offering one off panels or resume workshops. It’s integrated into the curriculum, which changes the entire narrative about what is important and what career paths are important. It gives those students additional exposure and additional advantage to be able to feel empowered that they’re making those decisions by the time they graduate.

Roshni Rao [00:18:02]:
And we piloted a couple of similar programs on the other campus as well, and same result and outcomes that people felt in the beginning that they had absolutely no knowledge, that flipped from 17% to 64%, that they now felt at least they were aware of different career options, because usually it’s the binary industry or academia, but this exposes them to a lot more career options. So that’s one standout program. I’ll say. One of the important things that we should be thinking about future looking is really skill building. Our PhDs and postdocs are very smart at what they do. They’re experts at their research, but are they able to communicate and articulate their skills? Because communication is such a key, it doesn’t matter what job, what industry, you’re going to find a couple of things that are repeating across different jobs and different sectors. Communication being one of them and collaboration being another, and leadership skills. So one thing that we run is a contest called Empire Pitch, which was based on the popular three minute thesis contest that has run for the past so many years.

Roshni Rao [00:19:13]:
But we changed it at Hopkins we made it so that it wasn’t so rigid and restrictive. We made it so that it encouraged creativity and it aligned with what modern scientific communication looks like, which is TikTok videos and LinkedIn videos and YouTube. So we gave them the freedom and the creativity to go ahead and pitch your research in any way that you feel you want to pitch it, whether that’s through drama, music, rap. And we did see creativity shoot up. We saw a lot of changes in terms of demographics of people winning the contest. We changed the way the contest was assessed so that people didn’t feel like if they weren’t naturally good speakers, that they couldn’t participate, because we changed it on content rather than eye contact, which is not necessarily the same for neurodiverse folks. So we really gutted it from a DEI standpoint. And again, it was an experiment.

Roshni Rao [00:20:15]:
Let’s see if we change a couple of things, what is the result? And if it doesn’t work, that’s okay, we’ll change it again. And then another third standout thing was our horizons by Hopkins conference that we offer that now is attended by students from 43 countries, because it’s completely free and completely virtual. And then we have celebrities as keynote speakers, and we do have people say, what has comedian Trevor Noah have to do with PhD careers? And bringing people like that to headline our conferences shines a spotlight on the work that we do and the narrative. And so that’s the connection of bringing these out of the box kind of speakers as role models of what’s out there in society and how you don’t have to think of the traditional, you can sort of design your own pathway. So I think those are some of the standout stuff we do, including internships and experiential learning opportunities that we’re ramping up in a big way going forward as well.

Chris Frew [00:21:20]:
That’s great. Well, bringing people outside of a traditional industry in from a diversity standpoint, isn’t that where you get creativity? All the evidence shows the more diverse your population, the more creative and the more innovative you can be. And I think one area of diversity is just diversity of your background. Like bringing a comedian is going to give a different perspective on something that could change the way you look at something.

Roshni Rao [00:21:51]:
Absolutely, 100%. And we’ve seen it. I like to give the example of during the pandemic, I’ve developed an obsession with doing escape rooms and my family and I, which comprise of me, my partner, and my seven year old child, who was three when we started doing escape rooms. We have done 70 escape rooms at this point. Wow. And we have a success rate of like 40% because, I mean, it’s a three year old and two adults. But then when I bring my teams to do escape rooms, which comprise of a PhD in chemistry, neuroscience, I don’t know, like a humanist and my child and their boyfriend and this and that, rooms that have escape rate of like only 30%, we finished in like 45 minutes.

Roshni Rao [00:22:39]:
And that’s only because of the diversity in the room and the diversity of thinking. And that’s how you solve problems, is you focus on different people and their experiences. You put them in a room and you solve a puzzle. It’s completely off, but my obsession with escape rooms.

Chris Frew [00:22:56]:
That’s not completely off, it translates. I think it’s translatable. At work every day, sometimes I feel like I’m in an escape room. Any, any recommendations for a good one around Baltimore or Maryland area that people should check out?

Roshni Rao [00:23:14]:
I’ll say don’t go to the ones in Arundel Mall. They all are terrible, but ones in Frederick are really good. Frederick, Maryland. And Frederick’s really nice too, if you want to step outside of Baltimore for a bit. But Charm City Clue Room, you have that in Power Plant that has some good rooms as well. Tough, but good rooms.

Chris Frew [00:23:33]:
Well, hopefully our audience can check some of those out. So tell us a little bit about speaking of challenges and things. You’re ramping up experiential learning. You’re ramping up internships and that sort of thing. What are you hearing from the phds that you work with about what they’re thinking about now with the future? Obviously, as we talked about, the market is changing. We have all this integrated disciplines happening in the market, rise of AI and automation, data science. Can you talk a little bit about kind of what trends you’re seeing and also maybe why you’re ramping up the experiential learning piece so much?

Roshni Rao [00:24:19]:
Yes. So I’ll talk about why we’re ramping up the experiential piece so much. Because we see that folks who do internships, again, that’s a way of getting exposure. They are more likely to make empowered decisions about their careers. And also it’s two birds in 1 st. When they do internships, they gain those connections, those meaningful connections, and then translate into long term, full time hires as well. Students are asking for career fairs, internships, experiential learning opportunities so that they can diversify their resumes. Because when they’re looking at the job description and they are seeing that those descriptions need about two to three years of industry experience, when you’re doing a phd, there’s no possible way you would have had two to three years of industry experience.

Roshni Rao [00:25:07]:
And so in order to be competitive and in order to have a little bit of an edge, those internship opportunities help. I always say you don’t have to do an internship to get a full time job. It’s not mandatory. So don’t stress too much if you don’t get the opportunity to do one. But when you do, and we in our job is to create those opportunities, we definitely see great outcomes in terms of satisfaction, in terms of it converting into full time hires. And at the end of the day, I always say this to my team. No matter how many educational opportunities we offer, which are great and are foundational, the end of the day, when they are graduating, they want a job. So how can we empower them to be competitive on the market? But what we’re seeing is they’re asking for this as well.

Roshni Rao [00:25:55]:
And we’re seeing attendance and engagement really skyrocket when we present those opportunities to them in form of networking events, bringing companies to campus, having an info session with them, an opportunity to connect and network. That has been gold. That has been like highest rated events so far. And bringing our alumni partners and alumni, our doctoral alumni who happen to also be hiring managers at these various industries, that is also gold connection. Like, we have only tapped the surface of the potential that we have with our alumni and our employer partners. In terms of the future, we’re seeing a lot of interdisciplinary skills and the requirements for data science and biotech, not just data science in tech. So for the life sciences, we’re seeing folks ramping up their skills in Python Matlab are people who are more competitive, have coding background, people who are more versatile, have AI and sort of machine learning backgrounds as well. So those skills are going to be, obviously the next few years it’s going to skyrocket.

Roshni Rao [00:27:07]:
So we’re seeing interdisciplinary aspects come into play. But also, I’d say a lot of our students, particularly, are interested in entrepreneurship. They are building and founding companies at the moment, they are participating in accelerators, they are working on their technologies. And so for us, it becomes important to create programs and opportunities that help support their entrepreneurial dreams as well. So that’s what we’re seeing. And I think we’re going to continue seeing skills in data analysis, machine learning, AI, entrepreneurship, collaborative and interdisciplinary research, but also ethics. So, not to leave behind many of our very skilled social scientists and humanists, we’re going to see a lot of interdisciplinary work where it’s not just the STEM folks, but folks who specialize in a PhD in philosophy and ethics and social sciences merge with life sciences as well. So I would hope that employers continue to sort of open their minds and consider all sorts of backgrounds because they’re going to be needed as well.

Chris Frew [00:28:20]:
Yeah, that’s interesting. And one of the things that, as I listen to you, and again, whether this is nature versus nurture or this is result of what you’ve done or result of the market, but three or four years ago, you start creating interdisciplinary programming and you start helping people explore different careers. Four years later, now you have a lot of people interested in a lot broader career pathways. So, again, from an impact perspective, it seems to me whatever you guys are doing, it seems to be working. I hope a lot of those entrepreneurs stay here in the Maryland area. We’ve got a great state for entrepreneurship. We got a lot of support from groups like Tedco, who, you know, do a lot of funding for early commercialization, and Fulton bank, another one of our local companies that do a lot of support in the market. So I’m excited to hear there’s a lot more entrepreneurship coming out.

Roshni Rao [00:29:19]:
Absolutely.

Chris Frew [00:29:20]:
And I think that also there’s an empowerment when you teach people that there’s more career options that they know about, and you teach people that the options are out there, you build confidence. And confidence is a big part of becoming an entrepreneur, being confident that you can kind of stand out on your own and you can take an idea and possibly fail at it, that’s divergent from a lot of traditional PhD pathways.

Roshni Rao [00:29:49]:
Yes, absolutely. And I think our job at the universities and those that support these folks and these PhDs, no matter what they want to do, our job is simply enabling and facilitating the connections and connecting the dots. They already have a sense of what their skills are. It’s sometimes simply a matter of confidence building. And again, that’s how you create, I think, that inclusive culture and those opportunities and those connections, I don’t see us as like a counseling center. We’re a connection center. Let me connect you to so and so person who works here and there. That has so much more of an impact.

Roshni Rao [00:30:25]:
I think that, again, puts focus on us as being good at social media or being good connectors ourselves or getting out of our comfort zones ourselves, and modeling that for the students. I think that becomes important to do as well.

Chris Frew [00:30:43]:
You’re building a community. That’s why I think I resonate so much with you, because it’s a lot of what we do at Biobuzz we believe in the power of community and what we call hierarchy over hierarchy. Right. It’s the power of the different nodes that connect, that become important, and then that’s how you scale it, too, because it doesn’t all come down to a more hierarchy approach where everything kind of comes to a small group of people. You empower your community to achieve what they want and to help each other do so.

Roshni Rao [00:31:20]:
Yeah. And share that.

Chris Frew [00:31:21]:
You all are doing that widely. Yeah. Thank you. Froze. Or maybe I froze. Roshni, can you hear me? All right. We seem to be having a little technical difficulties. I’m not sure if that’s on my end or Roshni’s.

Chris Frew [00:31:57]:
So I hope everybody’s enjoying this conversation again. I think we’re going to continue to do more of these to.

Roshni Rao [00:32:06]:
Drop off.

Chris Frew [00:32:08]:
There you go. Look at that. Right back at it. That’s how we do it. Well, at least it happened at the end of our conversation.

Roshni Rao [00:32:18]:
I know we said 30 minutes, so it did it in exactly 30 minutes.

Chris Frew [00:32:24]:
Well, is there anything that you want to close with, Roshni, I’ll give you the floor to kind of close things out today.

Roshni Rao [00:32:29]:
No, I mean, thank you so much for the opportunity. I really can’t wait to see what you’re building. And I jumped on the opportunity because it’s yet another opportunity to help a lot of people. So I’m really excited for the partnership and know basically what we’re doing in the DMV area. I think we’re doing some good stuff. So thank you for having me.

Chris Frew [00:32:51]:
Absolutely. My pleasure. And again, I’m excited to work with you on the talent lab and everything we’re doing at BioBuzz and continue to promote and help any way to what you’re doing at Hopkins. Again, I’ve been a fan, and seeing what you’ve developed and grown there, it really is. Again, as an entrepreneur, I love when people can kind of reshape the way things are done. And as a former career center user, when I was in college, I went to the career center. I was a biology major, and I was like, here’s a book of things you can do with. That was the extent of my career.

Chris Frew [00:33:25]:
Here’s a book of. It was like med school, nursing research, and I had no idea there was this whole other stuff you could do. So again, I can empathize with a lot of it, and what you’re doing is really changing lives.

Roshni Rao [00:33:38]:
Thank you, and kudos to other folks. There’s an entire community of folks. It’s called the Graduate Career Consortium. Benedict here is a part of that. There’s so many folks in so many different spaces doing that. We’re not unique in that way. Where Johns Hopkins is doing career services. Shout out to everyone else who puts in all that hard work to be connectors.

Roshni Rao [00:33:59]:
And.

Chris Frew [00:34:02]:
I love it. Takes a community, right?

Roshni Rao [00:34:05]:
Yes. Takes a village. Yes.

Chris Frew [00:34:07]:
Well, wonderful. Well, listen, thank you so much. Have a happy holiday. If we don’t talk to you and again, this will be us live today on Facebook, YouTube and LinkedIn. And we’ll continue to host this on our website to share your message and to share this with other people into the future.

Roshni Rao [00:34:23]:
Awesome.

Chris Frew [00:34:25]:
With the ph.

Roshni Rao [00:34:28]:
Thanks.

Chris Frew [00:34:29]:
All right. Thanks, Roshni. Enjoy the day. Bye.