---
title: Entry-Level Interview Tips for 2026: Scripts + AI Prep
description: Answer scripts for the 5 most common entry-level interview questions, STAR stories
  from school projects, and the PACE framework for AI interviews in 2026.
type: article
url: https://www.foundrole.com/blog/entry-level-interview-tips-the-scripts-that-get-you-hired-even-without-experience
date: 2026-05-28T19:07:35Z
og_description: First job interview? Get ready-to-rehearse scripts for every common question,
  STAR stories without work history, and an AI-interview playbook for 2026.
og_image: https://www.foundrole.com/img/pages/29wkot/entry-level-interview-tips-the-scripts-that-get-you-hired-even-without-experience.png?v=3
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---

**Author:** Jessica Baker
**Reading time:** 17 minutes
**Tags:** AI Career, Soft Skills, Virtual Interview, Behavioral Interview, First Job

Entry-level interview tips that actually work start with one principle: you need sentences to say out loud, not bullet points to remember. Maya, 22, a recent communications grad, emailed me last spring after her fifth interview rejection. "My mind goes blank the second they ask about my experience. I have the bullet points. I just can't say them." She is not unusual. A May 2026 [ICIMS workforce survey](https://www.prnewswire.com/news-releases/ai-is-reshaping-early-career-hiring-expectations-new-icims-data-reveals-302779107.html) of 1,000 U.S. job seekers found that 78% of entry-level candidates believe AI is reshaping their roles, and only 19% feel very confident in their careers.

The market is harder. Preparation is the one variable you control.

As a career strategist who's coached hundreds of first-time candidates through their early interviews, I built this guide as a working manual. You'll get answer scripts for the five most common entry-level questions, a STAR-story system that pulls from school projects and part-time work, a complete section on AI interviews (including the **PACE framework** I created for pre-recorded video formats), and a thank-you email template. Everything to rehearse before the interview. Not figure out during it.

## What Entry-Level Interviewers Actually Want

Entry-level interviewers screen for two reads on you: are you **coachable enough to ramp fast**, and do you **communicate like an adult who came prepared**? They already know you don't have a long work history. They posted an entry-level role on purpose. Your job is to reduce doubt about how quickly you'll contribute.

The research backs this. Nearly 90% of employers in the [NACE Job Outlook 2025](https://www.naceweb.org/talent-acquisition/candidate-selection/what-are-employers-looking-for-when-reviewing-college-students-resumes/) survey want evidence of problem-solving on student resumes, and almost 80% want evidence of teamwork. The [NACE 2026 Spring Update](https://www.naceweb.org/about-us/press/2026/the-high-impact-skills-college-students-should-showcase-on-their-resumes) confirms problem-solving, teamwork, and communication are still the top skills.

### They're Hiring Potential, Not Experience

The interviewer's question is "can I see this person contributing within 60–90 days?" That's the model behind every probe. What stands out is whether you can connect your background (school, internships, projects, part-time work) to the role's actual requirements without apologizing or overselling.

### Soft Skills Are Your Competitive Advantage

Skills-based hiring is now the rule. According to [NACE's 2026 Job Outlook](https://www.naceweb.org/job-market/trends-and-predictions/employer-use-of-skills-based-hiring-practices-grows), 70% of employers now use it. That's up from 65% the year before, and most often during interviewing (87%) and screening (65%).

GPA fell from 73% in 2019 to 42% in 2026 as a screening tool. [LinkedIn's Global Talent Trends 2024](https://www.linkedin.com/business/talent/blog/talent-acquisition/global-talent-trends-2024) adds that 69% of U.S. executives plan to prioritize candidates with soft skills.

Your group project, your retail job, your student org role, your volunteering. They're officially strong interview evidence now, *if* you translate them into the interviewer's language. The skills map in the next section handles that translation. Many of the same translation moves apply to your written materials too. See the [resume with no experience guide](https://www.foundrole.com/blog/how-to-write-a-resume-with-no-experience-complete-guide-with-examples-templates) for the document side.

### Culture Fit Is Coachability

At entry level, "culture fit" is shorthand for four demonstrable behaviors: you communicate professionally, you handle feedback without getting defensive, you ask smart questions, and you follow through on what you said you'd do. You can show all four in the interview room itself.

From my coaching, candidates who open with a skills-mapped example rather than an apology for inexperience consistently receive better follow-up questions. The conversation shifts from "do you qualify" to "how would you apply this." Show that, and you'll feel less risky than someone with a polished resume and vague answers.

Pull up the job description right now and highlight three skills the posting mentions. Match each one to a real example from school, work, or volunteering before moving to the scripts section.

## Common Entry-Level Interview Questions (With Scripts)

The five questions every entry-level interview includes:

1. Tell me about yourself
2. Why do you want this job
3. Why should we hire you
4. What are your strengths and weaknesses
5. Where do you see yourself in 5 years

These five carry roughly 80% of every entry-level interview. The goal is not a perfect answer. It's one you can repeat under pressure without sounding memorized.

For a broader question bank past these five, see the [20 most common interview questions](https://www.foundrole.com/blog/interview-questions-and-answers-top-20-examples-2025-guide) breakdown, which covers grads, internship-only candidates, and career changers.

### Tell Me About Yourself (30–60 Seconds)

**Framework: Present → Proof → Fit.** Open with what you do or just finished doing. Give one concrete piece of proof. Close with why this specific job is the next step.

**Script template:**

> "I'm a recent [degree] grad from [school]. Through my [role / project / part-time job], I built [skill] and [skill]. I'm drawn to this [role title] because the responsibilities match what I've already been doing, and [specific company detail] is something I want to grow in."

**Before** (vague, opens with an apology): "I just graduated and I'm looking for opportunities in marketing."

**After**: "I'm a recent Communications grad from State. Through my campus newspaper role I built editing and social scheduling experience. I'm drawn to this content coordinator role because the responsibilities match exactly what I've been doing, and your team's focus on brand voice is something I want to grow in."

The "after" version proves and fits. It doesn't just declare.

**Avoid:** "I don't really have experience, but…" The word *but* tells the interviewer to discount what comes next.

### Why Do You Want This Job?

**Framework: Role Match → Company Reason → Proof of Effort.** Name what about the role fits you, give one specific reason about *this* company, close by showing you did homework.

**Script template:**

> "Two reasons. First, the role itself. [Responsibility from JD] is exactly what I've been doing in [your example]. Second, [specific company detail from your research]. I noticed [recent product, article, mission element], and that's the kind of work I want to be close to."

**Avoid:** "I just need to get my foot in the door." Tells the interviewer the job is interchangeable.

### Why Should We Hire You?

**Framework: Two Strengths + One Proof Story (mini-STAR).** Name two strengths that match the JD, then anchor them in one 30-second story.

**Script template:**

> "Two reasons: I'm [strength #1] and I'm [strength #2]. In [situation from school, work, or volunteering], I [action you took]. The result was [outcome, specific if possible]."

**Avoid:** "Because I work really hard." Every candidate says it. None of them prove it.

### What Are Your Strengths and Weaknesses?

For **strengths**: pick two that match the JD and back each with a one-sentence example. "I'm organized" lands flat. "In my retail job I managed the daily inventory closeout, which had to balance to the dollar, and I haven't missed in eight months" lands.

For **weaknesses**: name a real one and show the fix. "I'm improving [weakness]. I noticed it when [moment]. I'm doing [habit], and it's helped because [change]."

**Avoid:** "I'm a perfectionist." Interviewers hear this six times a week. It signals you couldn't think of a real one.

### Where Do You See Yourself in 5 Years?

**Framework: Skill Growth → Scope Growth → Commitment to Learning.** Talk about the skills you want to build, the scope you want to take on, and the kind of work you want to be doing, anchored to the role you're applying for now.

**Script template:**

> "In five years, I want to have built deep skill in [core function of this role], taken on responsibility for [next-level scope: projects, accounts, a sub-team], and ideally still be growing inside a team like yours that values [thing you noticed from research]."

**Avoid:** vague "I want to be a manager" with no context. Managing what, leading what? Those are the words employers listen for.

Write your "tell me about yourself" right now using Present → Proof → Fit. Time yourself reading it out loud. If it runs over 60 seconds, cut one line from Proof.

## How to Showcase Soft Skills When You Lack Experience

You don't need a job to have STAR stories. You need:

- A real moment where you had responsibility
- A concrete action you took
- An outcome you can name

If you've done group projects, volunteered, joined clubs, or worked part-time, you have experience. It just isn't labeled professional yet. The translation happens in three steps.

### Step 1: Build a Skills Map

Pick the four to six skills the job posting mentions most. Match each to a real example. The table is a starter. There are more pairings.

| Experience type | Skills it demonstrates |
|---|---|
| Group project | Teamwork, hitting deadlines, dividing scope |
| Retail or food service | Customer communication, working under pressure |
| Student org or club role | Leadership, coordination, running a meeting |
| Coursework and labs | Problem-solving, attention to detail |
| Volunteering | Initiative, time management |
| Athletics | Discipline, collaboration, handling feedback |
| Caregiving | Responsibility, juggling priorities |

If you can't match a JD skill to anything, that's the gap. Prepare a learning answer for it.

### Step 2: Turn Examples Into STAR Stories

STAR is **Situation, Task, Action, Result**. It works from any experience that had a goal, actions you took, and an outcome. Entry-level STAR doesn't require a job. It requires a moment where you were accountable. The [STAR method framework explained](https://www.foundrole.com/blog/star-method-how-to-answer-any-behavioral-interview-question) post walks through the full method with worked examples.

Quick example from a group project that went off track:

- **Situation:** "In my senior marketing course, my four-person group was building a campaign pitch for a real client, a local nonprofit."
- **Task:** "Our research lead dropped the class two weeks before the deadline."
- **Action:** "I picked up the consumer-research section, ran a quick survey with 40 student respondents, and rebuilt our positioning slide around the survey data."
- **Result:** "We submitted on time, the client picked our pitch over the other three groups, and the professor asked me to TA the course."

Keep Situation and Task brief. Spend most of your time on Action and Result.

### Step 3: Prep 4 Reusable Stories

Prep four stories before the interview. These four cover roughly 80% of behavioral questions:

1. A challenge you handled
2. A time you worked with others, including friction
3. A time you learned something quickly
4. A mistake you fixed, and what changed afterward

In my coaching sessions, candidates who arrive with four pre-prepared stories consistently answer behavioral questions faster than candidates who try to improvise.

Write one STAR story right now using "challenge you handled." Set a 10-minute timer. Keep the spoken version under 90 seconds.

## Research and Preparation: Your Secret Weapon

When you're entry-level, preparation is your credibility substitute. The candidates who walk in with three specific facts about the company and a clear sense of what the role involves consistently outperform candidates with stronger resumes who skipped the prep. The [full interview preparation guide](https://www.foundrole.com/blog/how-to-prepare-for-an-interview-complete-guide) covers the end-to-end process. This section pulls the entry-level essentials.

### Research the Company (15–30 Min)

Spend 15 to 30 minutes the night before. Look for four things:

1. What the company does and who their customers are
2. What the team likely cares about, based on the job posting language
3. One recent update: a product launch, a funding announcement, a partnership
4. Anything that connects to your own examples (projects, coursework, industry interest)

You're not writing a report. You're trying to have one or two specific references to drop naturally ("I saw your team just launched X, and I'd be curious how that affects the role").

### Understand the Role

For each major responsibility in the JD, prepare one of three responses: **I've done something similar**, **here's the closest match I have**, or **here's how I'd learn it quickly**. That pattern handles almost every question about whether you can do the work.

### Prepare Questions to Ask

Bring five to seven questions, plan to ask two or three. Strong question set for entry-level rounds:

- "What does success look like in the first 60–90 days?"
- "What's the biggest challenge for someone in this role?"
- "How do you give feedback to new hires?"
- "What does a strong first month look like here?"

These signal that you've thought about how you'll *do the job*, not just whether you'll get it. For a broader set (and a few questions to avoid), see [best questions to ask the interviewer](https://www.foundrole.com/blog/questions-to-ask-at-the-end-of-an-interview-20-best-what-not-to-ask).

Before your next interview, block 20 minutes the night before: 10 on the company, 5 mapping examples to the JD, 5 writing three questions to ask.

## When the Interviewer Is an AI

The PACE framework for AI video interviews:

1. **P. Pause** 1–2 seconds before speaking
2. **A. Answer** the question they asked, not the one you wish they'd asked
3. **C. Camera-eye** contact: look at the lens, not your own image
4. **E. End** clearly with a one-sentence closer

You'll probably face one soon. According to the [Greenhouse 2026 Candidate AI Interview Report](https://www.prnewswire.com/news-releases/63-of-job-seekers-have-faced-an-ai-interview-most-havent-had-a-good-one-yet-302760120.html) (n=1,200 US respondents), 63% of US job seekers have now been interviewed by an AI, up 13 percentage points in six months. Entry-level roles are disproportionately screened this way because application volume is highest in that segment.

### What an AI Interview Actually Looks Like

A pre-recorded video format with no live human. The platform shows one question at a time. You record a response inside a time limit, usually 60 to 120 seconds. Some platforms layer a scoring rubric on top: vocal clarity, structured answer, keyword presence against the JD. No follow-up. No clarifying question. Whatever you say in those two minutes is the entire answer.

A human interviewer can read a pause as thoughtful. An AI model often can't. A human will catch what you meant when you fumble. An AI takes the literal words.

### The PACE Framework: How to Answer for Both Humans and Machines

PACE is the framework I built for the pre-recorded format after running mock AI-style interviews with 20 early-career candidates. The candidates who paused 1–2 seconds before answering consistently delivered more structured responses. The pause creates space to recall the STAR structure.

**P. Pause** 1–2 seconds before speaking. The AI rewards a collected opener, not a nervous rush.

**A. Answer the stated question directly.** AI scoring is literal. If they ask "tell me about a time you solved a problem," answer that. Don't pivot into your enthusiasm for the role.

**C. Camera-eye contact** means looking at the lens, not at your own image. Looking at your own face reads as shifty and shows up as poor "gaze" on some rubrics. A small dot of tape next to the lens helps.

**E. End clearly** with one closing sentence. "That's why I believe [X]" or "My answer, in short, is [Y]." Gives the AI a clean end-of-answer signal and shows a human reviewer you can close a thought.

To prep, record yourself on your phone answering two or three practice questions. Watch playback once for pacing and camera-eye contact. The goal is "clearly structured," not "polished performance." You can also have an AI run mock prompts. [ChatGPT prompts for interview prep](https://www.foundrole.com/blog/how-to-use-chatgpt-for-job-search-in-2026-complete-guide-with-prompts) covers the exact prompt structure.

### Red Flags That Say Walk Away

Most AI interviews are legitimate. Some aren't. Greenhouse's report also found 38% of candidates have walked away from a hiring process because it included an AI interview. That number is high. Don't exit on AI alone, though. Exit when the *process* disrespects you as a person.

You're allowed to ask the recruiter what tool is being used and what the scoring criteria are. Companies that use AI responsibly are usually willing to share. If they refuse, or if no human ever reviews your application, that tells you something the company won't say out loud.

Set up your phone tonight, record yourself answering "tell me about yourself" using PACE, and watch it back. Look for the pause, a direct answer, camera-eye contact, and a clear closer.

## Common Entry-Level Interview Mistakes to Avoid

The five mistakes that cost entry-level candidates the offer:

1. Apologizing for lack of experience
2. Being too generic
3. Not asking questions
4. Badmouthing a boss, professor, or previous job
5. Arriving without prepared stories

Most entry-level candidates don't lose because they're unqualified. They lose because they create doubt in the first 10 minutes. The post on [interview mistakes entry-level candidates make](https://www.foundrole.com/blog/mistakes-not-to-make-in-the-interview-in-2025) covers the broader set. These five are the ones I see most often.

**Mistake 1. Apologizing for lack of experience.** "I don't have experience in that." Replace with: "Here's the closest example I have, and here's what I learned from it." The apology tells the interviewer to doubt you. The reframe tells them to keep listening.

**Mistake 2. Being too generic.** "I'm a hard worker and a team player." Every candidate says it. Name the project, the tool, and the outcome. Specific beats impressive every time.

**Mistake 3. Not asking questions.** When you say "no, I think you covered everything," it reads as low interest or low confidence. Even one good question changes the dynamic.

**Mistake 4. Badmouthing a boss, professor, or previous job.** Even if you're right, it signals poor judgment. Frame friction as a learning experience: "I learned a lot about how I want feedback to work" instead of "my manager was impossible."

**Mistake 5. Arriving without prepared stories.** If you can't recall examples quickly, you'll stall on behavioral questions. The four-story prep from the soft-skills section is the fix.

The single rule that changes the most interviews: **never say "I don't have experience" without immediately following with "but here's what I have done that's relevant."**

Run through your prepared answers and flag any spot where you apologize for lacking experience. Replace every apology with "Here's the closest thing I have to that…"

## Virtual and In-Person Interview Best Practices

A live virtual interview (with a real human on the other side) needs the same prep as in-person, plus a working camera, working audio, and a quiet space. The AI-interview specifics from the previous section don't apply here.

### Technical Setup

Test audio and camera the day before. Not the morning of. Put the camera at eye level (books work fine). Close every browser tab and notification you don't need. Pick a quiet space. Test your internet speed and have a backup plan, like a phone hotspot or a dial-in number written down somewhere.

### Professional Appearance on Video

Dress like it's in-person, at least head-to-waist. Simple background: a wall, a tidy bookshelf, a plain curtain. Lighting in front of you, not behind. Backlight turns you into a silhouette, and on video that reads as low-effort no matter how prepared you actually are.

### Body Language: Video vs. In-Person

The biggest video mistake is looking at the tiny image of yourself instead of the camera lens. Looking at your own face reads as shifty. Looking at the lens reads as direct eye contact.

Pause before answering. You can talk over the interviewer without realizing it on a slight delay. Smile briefly at the start to warm the visual coldness of a webcam.

For in-person interviews: arrive 5 to 10 minutes early, give a firm handshake if one is offered, silence your phone completely (not vibrate, completely), and bring a physical copy of your resume in a folder. The folder reads as prepared. The phone vibrating against the chair leg reads as panic.

Run through the checklist at least one day before. Not the morning of. You need time to fix a broken setup.

## After the Interview: How to Follow Up Without Being Annoying

A strong post-interview thank-you email runs four short beats: one specific detail from the conversation, one reason you're excited about the role tied to *their* needs, one reminder of fit, and a clean sign-off. Keep it under 150 words. It's a thank-you, not a second cover letter. And it should land within 24 hours of the interview, not 48, not next week.

The specific-detail part is what makes the email memorable. "Thanks for sharing the team's roadmap for the Q3 launch" lands. "Thank you for taking the time to meet with me" does not. The detail proves you were actually listening.

The follow-up timeline: if the interviewer gave you a stated decision date and that window passes, one polite follow-up email is appropriate. If they gave no timeline, wait 5 to 7 business days. Never follow up more than twice. The post on [follow-up email templates after the interview](https://www.foundrole.com/blog/follow-up-email-after-job-application-templates-timing-tips) covers the second-touch language if you need it.

The other thing that matters in this phase: tracking. If you're interviewing with more than two or three companies at once, you'll lose track of who said what and when. Log your interview date, your thank-you send date, and any stated decision timeline so you don't accidentally double-email a recruiter or let a follow-up slip past the seven-day mark. You can [track your interview pipeline](https://www.foundrole.com/job-tracker?utm_source=blog&utm_medium=article&utm_campaign=entry-level-interview-tips-the-scripts-that-get-you-hired-even-without-experience&utm_content=cta-tracker) inside Job Tracker: application status, contacts, dates, all in one place.

Draft your thank-you email template before the interview. Leave a blank for the specific detail. You'll be more likely to send it within 24 hours if the structure is already done.

## You're More Prepared Than You Think

Most entry-level candidates don't win on pedigree. They win on preparation. And preparation is the one thing entirely within your control. According to the [Economic Policy Institute's Class of 2026 analysis](https://www.epi.org/blog/class-of-2026-a-depressed-hires-rate-is-a-major-cause-of-labor-market-weakness-for-young-college-graduates/), new workforce entrants face an unemployment rate higher than at any point during the Great Recession (10.6% in February 2026, after peaking at 13.3% in July 2025). That makes preparation more important, not less. The scripts and frameworks in this guide are where you make up the gap.

You now have answer scripts for the five most common questions (anchored by Present → Proof → Fit), a STAR-story bank built from non-professional experience, the PACE framework for AI interviews, a virtual setup checklist, and a thank-you email template. That's a working manual you can rehearse from this week.

Pick one or two roles you genuinely want. The [best entry-level jobs to target in 2026](https://www.foundrole.com/blog/best-entry-level-jobs-in-2026-complete-guide-by-industry-career-paths) breakdown is a good starting point if you're still mapping your target list. [Search entry-level jobs on FoundRole](https://www.foundrole.com/jobs?utm_source=blog&utm_medium=article&utm_campaign=entry-level-interview-tips-the-scripts-that-get-you-hired-even-without-experience&utm_content=cta-conclusion), set up alerts for the role titles you want, and track everything in Job Tracker so the follow-ups never slip. One well-prepared interview is worth more than ten unprepared ones.
## Latest Articles

- [Tech Interview Tips for Beginners: Ace It With No Experience](https://www.foundrole.com/blog/your-first-tech-interview-how-to-ace-it-with-no-experience)
- [Interview Questions and Answers: Top 20 Examples (2026)](https://www.foundrole.com/blog/interview-questions-and-answers-top-20-examples-2025-guide)
- [Tell Me About Yourself Interview Answer: 3 Frameworks](https://www.foundrole.com/blog/tell-me-about-yourself-best-answers-for-any-interview)
- [How to Answer "Why Do You Want to Work Here?" + Examples](https://www.foundrole.com/blog/how-to-answer-why-do-you-want-to-work-here-with-examples)
- [How to Prepare for an Interview: The 2026 Complete Guide](https://www.foundrole.com/blog/how-to-prepare-for-an-interview-complete-guide)


## Frequently Asked Questions

### How do I answer "tell me about yourself" if I have no work experience?

Use a Present → Proof → Fit structure: open with what you do or just finished, give one concrete piece of proof from school, projects, or part-time work, and close with why this specific role is the next step. Keep it 30–60 seconds. Skip any apology for inexperience — the interviewer already knows. Do this: Write your Present → Proof → Fit script and rehearse it out loud 5 times before the interview.
### Should I mention my lack of experience in the interview?

No — don't apologize for it. Entry-level interviewers know you're early-career, and apologies just plant doubt in the first 10 minutes. Lead instead with the closest relevant example you have (a group project, a part-time role, volunteering) and what you learned from it. Do this: Replace every "I don't have experience" with "Here's the closest example I have, and here's what I learned from it."
### How do I prepare for an AI interview as an entry-level candidate?

Use the PACE framework: Pause 1–2 seconds before speaking, Answer the question they actually asked, keep Camera-eye contact with the lens (not your own image), and End with one clean closing sentence. AI scoring is literal, so structure matters more than charm. 63% of US job seekers have now faced an AI interview, per Greenhouse's 2026 report. Do this: Record yourself on your phone answering "tell me about yourself" with PACE, then watch the playback.
### What if my only STAR examples come from school projects, not work?

STAR works from any moment where you had responsibility, took action, and produced an outcome — a group project, a club role, a volunteering shift, or coursework all count. Keep Situation and Task short; spend most of the answer on Action and Result. Pick examples where you can name a specific outcome (deadline met, client picked your pitch, professor asked you to TA). Do this: Write one STAR story from a school project right now, under 90 seconds spoken.
### How many questions should I prepare to ask the interviewer?

Prepare 5 to 7 and plan to ask 2 to 3. Prioritize questions about success metrics ("What does success look like in the first 60–90 days?"), the role's biggest challenge, how feedback works, and what a strong first month looks like. Save salary and benefits for later rounds. Do this: Put your top 3 questions at the top of your notes so you don't blank when the interviewer flips the floor.
### Is it okay to bring notes to an entry-level interview?

Yes. For in-person, bring a small notebook with your prepared questions and 4 STAR-story prompts in a folder. For virtual, keep a short keyword list near the camera lens — not on screen. Never read full answers word-for-word; the interviewer can hear it instantly. Notes signal preparation; reading off them signals you can't carry a conversation. Do this: Write keywords only — no full sentences — and rehearse from them out loud.
### What soft skills do employers want from entry-level candidates in 2026?

Problem-solving, teamwork, and communication top NACE's Job Outlook 2026 Spring Update list — and 70% of employers now use skills-based hiring, often during interviewing itself. GPA fell from 73% in 2019 to 42% in 2026 as a screening tool. Your school projects, retail jobs, athletics, and volunteering count as evidence if you translate them into the interviewer's language. Do this: Pick 3 skills from the job posting and match each to one real example.
---

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