The buildout of AI-ready infrastructure across the US is colliding with a thermal management challenge that the talent market is struggling to keep pace with. The shift from air to liquid cooling is the defining infrastructure decision of the AI era. Spencer Ogden’s market analysts have identified a hiring bottleneck forming around liquid cooling functions, responsible for more data centre project delays than any other we currently track in the critical infrastructure space. This report names it, maps it state by state, and shows you what the operators staying on schedule are doing about it.
AI DOESN'T SHIP WITHOUT THIS ROLE.
This quarter’s bottleneck role: LIQUID COOLING ENGINEERS
80
Scarcity Score / 100
1.75
Available candidates per active ad
38%
%
Salary premium vs national median
WHAT'S IN THIS ISSUE.
Eight sections, one bottleneck. Jump to any part of the report.
WHY THIS ONE ROLE DETERMINES WHETHER YOUR AI PROGRAMME SHIPS.
Before we get to the data, you need to understand why this role specifically determines whether your AI-focused data centre programme delivers, or quietly slips out of relevance.
WHAT THEY ACTUALLY DO
Liquid Cooling Engineers design, specify and commission the thermal management systems that keep modern compute infrastructure within operating temperature. Our market data shows that as AI workloads have driven rack-level heat density beyond what air cooling can handle, liquid cooling has moved from a niche specialism to a mainstream requirement.
A mechanical engineer with 10 years of air-cooled experience and no liquid cooling exposure cannot step into this role and ship a workable design.
WHERE THEY SIT IN YOUR PROJECT TIMELINE
They join programmes during early design, in parallel with the IT infrastructure team. Cooling architecture determines facility layout, plumbing, electrical load, and structural roof loading, which is why our consultants always advise clients not to treat this hire as a late-stage appointment.
Their decisions cascade into nearly every other discipline on the project.
03
WHY SCARCITY HERE IS PROJECT-DEFINING
We’ve watched operators try to shortcut this, and the result is always the same: either constrained tenant workloads or under-spec cooling that surfaces problems at commissioning, neither of which the AI tenant accepts. An air-cooled facility that needs to host high-density AI workloads requires a fundamental rethink of the cooling system, not a retrofit but a redesign.
04
WHY GETTING THIS WRONG COSTS THE TENANT
This is the role that determines whether your facility can host today’s AI workloads or only yesterday’s. Because the AI tenant market values capacity in months and not years, getting this wrong doesn’t just cost you next quarter’s revenue, it costs you the tenant relationship. That’s a conversation our consultants have had with too many operators after the fact.
”We've never seen a single role move this fast across our US infrastructure data. Posting velocity up threefold in eighteen months, advertised salaries 38% above the national median, California reaching Critical Scarcity. These are the symptoms of a structural shift, not a tight quarter, and the operators acting on it now are the ones we expect to land their critical hires on the original timeline
SO CONSULTANTSO CONSULTANT
DEMAND IS CURRENTLY GROWING FASTER THAN ANY CONVENTIONAL TALENT POOL CAN SUPPLY.
Spencer Ogden has been tracking the US data centre recruitment market in real time across all stages of the build cycle. Our analysts have identified that Liquid Cooling Engineers are currently the role where demand is growing fastest relative to supply, and the gap is widening every quarter.
Liquid Cooling Engineers sit at the top of Spencer Ogden’s Q2 2026 Bottleneck Index for one reason: demand is growing faster than any conventional talent pool can supply. The Scarcity Score of 80 places this role on the boundary between High and Critical Scarcity, and the underlying signals we track tell a striking story. A tight demand-to-supply ratio. Posting velocity that has more than tripled in 18 months. Advertised salaries running 38% above the closest national benchmark.
This is not a market correcting itself. The fundamental driver, the shift from air to liquid cooling in response to AI workload heat density, is structural and one-directional.
80 / 100
US Spencer Ogden Scarcity Score for Liquid Cooling Engineers. On the boundary between High and Critical Scarcity, the highest score we currently record across data centre infrastructure roles in the US.
Source: Spencer Ogden US Bottleneck Index, Q2 2026
HOW WE CALCULATE THIS
The Scarcity Score is a 0-100 composite score blending six market signals. We weight each signal by how reliably it predicts hiring difficulty. The full breakdown:
HOW WE CALCULATE THE SCARCITY SCORE
A 0-100 composite blending six market signals. Each is weighted by how reliably it predicts hiring difficulty.
DEMAND-TO-SUPPLY RATIO
Active job ads against identified candidates, adjusted for the fact that most candidates are not actively looking.
SALARY PREMIUM
How far advertised salaries sit above the relevant national benchmark. A premium is the market paying up to compete.
POSTING-VELOCITY
How many new ads appear each month. Sustained volume signals structural shortage, not a one-off spike.
MEDIAN TENURE
How long the average candidate has been in their current role. Longer tenure means harder to move.
CROSS-STATE PULL
What share of the candidate pool already works outside their state of residence. High mobility means the talent flows to the highest bidder.
HIRER CONCENTRATION
How many distinct companies are competing for the role. Many hirers means broad-based shortage.
Bands: Critical 80+, High 60-79, Moderate 40-59, Low 20-39, Oversupply below 20.
THE SALARY SIGNAL IN DETAIL
The salary premium is the clearest single indicator of how the market is responding to scarcity. Advertised salaries for Liquid Cooling Engineers are sitting 38% above the US national median for the closest occupational benchmark, which puts this role among the highest-premium positions we currently track across data centre infrastructure.
The picture is consistent across both employment models. Annual salaries for permanent Liquid Cooling roles are sitting 38% above the US national median, and contractor day rates for senior profiles are running at a similar premium against the closest comparable benchmark. From where our consultants sit, that premium is both a hiring challenge and a signal that operators willing to move decisively can still secure talent at predictable cost rather than reactive bidding.
140
k
+38%
Average advertised annual salary
102
k
BENCHMARK
US national median (BLS benchmark)
612
+38%
Average contractor day rate
443
BENCHMARK
US comparable day rate (benchmark)
Premium calculated against the US BLS OEWS national median for the closest occupational benchmark (May 2024 release). Annual salary figures use advertised midpoints from active US job postings. Day rate figures are calculated on a 230-day annualised basis. Contractor day rates frequently exceed $700/day for senior profiles with hyperscale immersion or direct-to-chip experience.
”Liquid cooling is the defining infrastructure decision of the AI era, and the talent market simply hasn't caught up to that shift. When demand for a role triples in 18 months and supply doesn't move, you don't get a market correction. You get a bottleneck that compounds every quarter.
SO CONSULTANTSO CONSULTANT
THE SHORTAGE IS NATIONAL. THE ACUTE PRESSURE SITS IN A HANDFUL OF STATES.
Liquid Cooling Engineer scarcity is national in scale but acutely concentrated in the markets where AI-focused hyperscale buildout is happening. If your project sits in one of these states, you are not currently bidding for thermal talent in a normal recruitment environment.
California reaches Critical Scarcity on the strength of the largest single concentration of candidates and ads in our US dataset, with Texas joining it at Critical. What we’re seeing in the data is a long tail of High Scarcity states spreading well beyond traditional data centre hubs, into Massachusetts, Washington, Illinois, Pennsylvania, Colorado, and the Carolinas. The pattern follows the AI workload buildout, not the legacy data centre map, and it’s been one of the clearer shifts in our market view over the past year.
US LIQUID COOLING ENGINEERS SCARCITY SCORE BY STATE - Q2 2026
Spencer Ogden Scarcity Score (0-100)
Spencer Ogden US Bottleneck Index, Q2 2026
Map 1 of 2: Scarcity Score by state, US Liquid Cooling Engineers, Q2 2026.
TOP 5 STATES BY SCARCITY SCORE
Ranked by Spencer Ogden Scarcity Score. Higher score means harder to hire. Full state-by-state ranking available in the appendix.
| STATE | SCARCITY SCORE | WHAT IT MEANS |
| California | 83 | Critical. Currently the worst market in our dataset by a clear margin. |
| Texas | 80 | Critical. DFW, Austin, and Houston all under sustained pressure. |
| Massachusetts | 77 | High. Boston/Cambridge AI cluster pulling thermal talent. |
| Washington | 76 | High. Seattle/Quincy hyperscale buildout tightening. |
| Illinois | 75 | High. Chicago metro AI workload concentration. |
SEE YOUR FULL MARKET IN CONTEXT
Spencer Ogden’s US Infrastructure desk holds full state-by-state data and current pipeline visibility. Tell us where your project sits and we will show you what we are seeing in your specific market.
”AI tenants don't wait. The conversation that ends a project isn't the hiring conversation, it's the technical due diligence call twelve weeks before commissioning where the tenant asks whether the cooling design will hold. By that point, if you don't have a Liquid Cooling lead who can defend the design, you've already lost the tenant. We've watched it happen.
SO CONSULTANTSO CONSULTANT
SALARY GEOGRAPHY TELLS THE SAME STORY, MORE SHARPLY
Salary premiums map closely onto scarcity, but our consultants are seeing the spread for Liquid Cooling open up wider than for any other role we track. California pays the highest premiums above the national median, with Texas and Massachusetts not far behind. The South-Central and Mountain states with sizeable candidate bases, Colorado and Florida in particular, are where we expect to see structured relocation activity continue to concentrate as operators in the most acute regions adjust their strategy.
Where the salary premium is running ahead of the Scarcity Score, expect that state to tighten further. Where the Scarcity Score is running ahead of the salary premium, expect employers to start paying up over the coming quarters.
LIQUID COOLING ENGINEER SALARY PREMIUM BY STATE - Q2 2026
Advertised salary midpoint vs Mechanical Engineers median (US BLS, May 2024)
Spencer Ogden ad analysis Q2 2026, n=883 job postings
Map 2 of 3: Advertised salary premium vs US national median, by state, Q2 2026.
THE HIGH-DEMAND STATES AREN'T SOLVING THIS INSIDE THEIR OWN BORDERS.
The high-demand states are not solving this problem inside their own borders. They are pulling candidates across state lines, and the flow patterns tell you exactly where the talent is being drawn from, and where it is going.
21.8% of the Liquid Cooling Engineer workforce in our dataset is already working outside their state of residence, one of the highest cross-state mobility rates we currently see across any data centre infrastructure role, and that shapes how our team approaches every Liquid Cooling search.
What we’re seeing in practice is that the operators in California, Texas, Massachusetts, and Washington are not finding their Liquid Cooling hires locally. They’re recruiting them from candidate-rich states with lower acute demand: Michigan, Maryland, Colorado, and Florida are the largest current net exporters of this talent in our pipeline data.
US Liquid Cooling Engineers - Net Candidate Flow Between States
Q2 2026. Arrows show net-exporter → net-importer movement)
Map 3 of 3: Net candidate flow between states, Q2 2026. Arrows show major movement patterns from net-exporter to net-importer states.
The largest single flow our team is tracking right now is Michigan into California, a pattern that has strengthened consistently over the past four quarters. Colorado has emerged as a meaningful supplier to both California and Texas. Maryland is something of a quiet powerhouse here, supplying multiple Critical markets simultaneously by drawing on its dense aerospace and consumer-tech engineering base.
If your project is in a Critical or High Scarcity state, this is the picture you need to plan around. You’re not just competing with operators in your own state; you’re competing for relocated talent against every other Critical-Scarcity employer who’s read the same map. From the conversations our consultants are having every week, the operators with structured relocation packages already in place are landing first conversations with candidates. The ones treating relocation as a reactive add-on aren’t getting those calls back.
THE NUMBERS IN THIS REPORT ARE DIRECT COSTS TO YOUR PROJECT'S COMMERCIAL CASE.
If you’re a project director with a hyperscale or AI-focused data centre programme in flight, the numbers in this report aren’t abstract market intelligence. From what we see across our client base, they translate directly into costs against your tenant pipeline and your project’s commercial case.
THE COST IS OPERATIONAL
A four-month delay in landing a critical Liquid Cooling hire translates to a four-month delay to commissioning. For a $1.5 billion AI-focused programme, that is four months of capital sitting on the balance sheet without producing revenue.
THE COST IS COMPETITIVE
AI tenants do not wait around. If your cooling design cannot be defended technically in a tenant’s due diligence call, the tenant will find another operator with cooling engineers who can defend their design. That conversation typically happens 6 to 12 weeks before commissioning.
THE COST IS STRUCTURAL
Once an AI-focused programme starts slipping because of cooling, it is structurally harder to recover than a general data centre programme. Late-stage redesign cascades costs across every discipline on the project.
4 months
The typical slip a single Liquid Cooling Engineer hire can put on the critical path of a US AI-focused data centre programme.
Spencer Ogden client observation, multiple US programmes 2024 to 2025
GET THE COST PICTURE FOR YOUR SPECIFIC PROJECT
Our consultants can model the carrying cost of a delayed Liquid Cooling hire against your specific programme size, financing structure, and tenant commitments.
THREE APPROACHES THE OPERATORS STAYING ON SCHEDULE ARE USING.
A common trend our team has identified is that the operators staying on schedule on AI-focused data centre programmes are not finding more Liquid Cooling Engineers in the same markets. They have changed when they start their search, which sectors they target, and how they engage their recruitment partners.
01
RECRUIT FROM AEROSPACE AND THERMAL-ENGINEERING-HEAVY ADJACENT SECTORS
Some of our strongest recent Liquid Cooling placements haven’t come from the data centre sector at all. They’ve come from aerospace (Northrop Grumman, SpaceX, Blue Origin), consumer technology (Apple’s silicon thermal team), and specialist cooling vendors (Vertiv, CoolIT). The thermal-engineering fundamentals are identical; what our team has learned is that the lead time required to convert these candidates is genuinely longer, which is what trips most operators up.
WHAT THE APPROACH LOOKS LIKE
- Begin sourcing 12 to 18 months before the vacancy opens.
- Target candidates whose current aerospace or consumer-tech programmes are reaching production maturity, where the design work is winding down and operational support is taking over.
- Build the package around the sector transition: the larger commercial scale of data centre work, the visible impact on the AI economy, and the move from one-off product engineering to multi-site programme delivery.
WHY IT WORKS
Aerospace and consumer technology hold the deepest pools of qualified liquid cooling and thermal engineering talent outside the data centre sector itself. The honest truth is that many of these engineers don’t currently see themselves as data centre candidates; that’s where our consultants do most of their work, and patient, well-positioned outreach is what converts the conversation.
CASE STUDY: AEROSPACE TO HYPERSCALE TRANSITION
Overview: A West Coast hyperscale operator approached Spencer Ogden with a Liquid Cooling design lead requirement for a 200MW AI-focused build. The role had been open via direct sourcing for four months with no viable internal data centre candidates surfaced.
Approach: Our consultants mapped the thermal-engineering talent landscape outside the data centre sector itself, identifying a senior engineer whose aerospace propulsion programme was entering production maturity. We brokered the introduction, supported the sector transition across three conversations, and built the offer around the commercial scale of hyperscale work versus one-off product engineering.
Impact: The candidate was placed within seven weeks of first introduction, against an estimated nine-to-twelve month timeline for a comparable hire through traditional data-centre-only sourcing. The operator’s commissioning sequence was preserved, and the candidate is still in role 18 months later.
The deepest pool of liquid cooling talent isn’t in data centres yet. Patient outreach is what unlocks it.
02
RELOCATE FROM CANDIDATE-RICH STATES WITH STRUCTURED PACKAGES
Our scarcity and flow data point to clear net-exporter states: Michigan (the largest candidate base in our dataset relative to active demand), Maryland, Colorado, and Florida. We’re seeing operators in California, Texas, and Massachusetts increasingly build structured relocation pathways from these states, and the ones who started early are now the ones landing candidates faster than their competitors.
WHAT THE APPROACH LOOKS LIKE
- Use the Scarcity Score and flow maps to identify candidate-rich markets that are not in active competition with your destination state.
- Build the relocation package on three pillars: housing allowance, sign-on bonus, and family/spousal support, with a defined retained-relocation timeline if the candidate stays beyond 24 months.
- Be transparent about destination cost of living and have the numbers ready in the first conversation. This is a fast-moving candidate pool: they will not wait for a half-formed offer.
WHY IT WORKS
Liquid Cooling Engineers are aware they’re sitting on a market asset, and they will move for the right offer. But our consultants find they won’t entertain ambiguous packages, no matter how strong the headline number looks. A well-prepared, costed relocation offer converts at significantly higher rates than reactive negotiation, every time.
CASE STUDY: MICHIGAN TO CALIFORNIA RELOCATION
Overview: A Northern California hyperscale developer needed three Liquid Cooling Engineers across two programmes commissioning within nine months. Local supply in California was effectively zero, with every active candidate already in conversation with competing operators.
Approach: Spencer Ogden mapped the Michigan candidate base, identified seven viable senior profiles, and brought the client a structured relocation package, housing allowance, sign-on bonus, family relocation support, retained-relocation timeline at 24 months, at the first conversation. All three searches ran in parallel rather than sequentially.
Impact: Three placements were completed within fourteen weeks. The fully-loaded relocation cost per hire came in 18% below the operator’s original modelled budget, driven by Michigan’s lower destination-anchored salary expectations. All three candidates remain in role at the eighteen-month mark.
Liquid Cooling Engineers will move for the right offer. They won’t entertain ambiguous ones, no matter how strong the headline number.
03
BRIEF SPENCER OGDEN SIX MONTHS BEFORE THE VACANCY OPENS
The single biggest predictor of whether a Liquid Cooling hire lands on time is when our consultants are first briefed. Programmes that engage Spencer Ogden’s US Infrastructure desk well ahead of a vacancy don’t start a search when the requisition lands. They start with a market-mapped shortlist already in conversation, a verified read on what the role is going to cost, and a clear view of which adjacent-sector or relocation approach is most likely to work for their specific build.
WHAT THE APPROACH LOOKS LIKE
- Brief Spencer Ogden when the project receives funding, not when the org chart is signed off.
- Share the project timeline, the technical brief (immersion vs direct-to-chip vs rear-door), and the trade-offs you are willing to make on profile, location, or seniority.
- Let our consultants map the market across data centre, aerospace, consumer tech, and specialist cooling vendors before you publish a vacancy.
WHY IT WORKS
The Liquid Cooling market is currently moving faster than any other data centre infrastructure role our team tracks. Posting velocity has tripled in 18 months. From everything we see, six months of lead time is the difference between hiring on the original timeline and having to explain a slip to your tenant.
CASE STUDY: SIX-MONTH ADVANCE BRIEF
Overview. A US co-location operator with a 100MW Northern Virginia build engaged Spencer Ogden’s US Infrastructure desk six months ahead of opening their planned Liquid Cooling design lead vacancy, immediately after the project received funding approval.
Approach. Over the six-month lead period our consultants market-mapped Northern Virginia, the Mid-Atlantic, and adjacent thermal-engineering sectors. Twelve exploratory conversations were held across data centre, aerospace, and specialist cooling vendor candidates. When the requisition formally opened, a four-candidate shortlist was presented within 48 hours, with package expectations, technical fit, and notice periods already verified.
Impact. The hire was completed within three weeks of vacancy opening, against an estimated 16-to-20 week market median for the role at that seniority. No delay was introduced to the commissioning critical path, and the anchor tenant commitment was honoured on the original date.
Six months of lead time is the difference between hiring on schedule and explaining a slip to your tenant.
”One in five US Liquid Cooling Engineers already works outside their home state. That's one of the most mobile candidate pools we track, and it's reshaping the geography of this hire. The biggest single flow we're seeing right now is Michigan into California. The operators who can move with that flow are the ones still hitting commissioning dates
SO CONSULTANTSO CONSULTANT
START THE CONVERSATION NOW
If your AI programme breaks ground in 2026 or 2027, the cost of waiting until the vacancy opens compounds every quarter. A 30-minute brief with our US desk costs you nothing.
SPENCER OGDEN'S READ ON WHERE THIS MARKET IS HEADING NEXT QUARTER.
So you can act before the picture changes.
OUR FORECAST
Spencer Ogden expects Liquid Cooling Engineer demand to keep accelerating through Q3 2026. The fundamental driver, the shift from air to liquid cooling at hyperscale data centres in response to AI workload heat density, is structural and one-directional. From the tenant conversations our clients are bringing to us, every major AI tenant signed in 2026 will require liquid cooling at scale, and we see no path back to air-only for high-density AI compute.
California and Texas will remain Critical, that much is clear from where the demand is currently sitting. Our team expects Massachusetts, Washington, and the Midwest cluster (Illinois, Ohio, Michigan, Pennsylvania) to tighten next. Colorado and Florida, both currently High Scarcity with sizeable candidate bases, are the markets we believe are most likely to attract structured relocation from operators in the most acute states.
WHO IS DRIVING THE DEMAND RIGHT NOW
Looking at the most active hirers in our dataset, you can see the breadth of the underlying talent market come into focus: aerospace, specialist cooling, and energy infrastructure all competing for the same pool. One pattern our team has noticed is that the hyperscalers themselves are largely hiring through main contractors and EPCs rather than directly, which means their actual demand is much larger than their direct ad volume suggests.
| HIRER | ACTIVE ADS (12MO) | SECTOR |
| Blue Origin | 57 | Aerospace |
| Vertiv | 55 | Data centre cooling |
| Invenergy | 55 | Energy / power |
THE CANDIDATE PROFILE
The Liquid Cooling candidate profile our team works with looks fundamentally different from HV. Median current tenure is under three years, less than half the HV figure, and 21.8% of the workforce is already working outside their state of residence. This is a mobile, fast-moving talent pool, and from where we sit, outreach can be more direct and conversion cycles are shorter, but competition for each individual candidate is fierce because the market knows they will move for the right offer.
What we tell clients is straightforward: timeline beats lavishness. A clean, well-paced engagement process that respects the candidate’s time and presents a defensible package on the first call converts better than open-ended negotiation against an inflated headline number, no matter how generous.
WHO ELSE YOU’RE COMPETING WITH
The largest current employers of Liquid Cooling Engineers are not data centre operators. Northrop Grumman, SpaceX, and Apple lead the list: aerospace, defence, and consumer technology. The most active hirers by ad volume (Blue Origin, Vertiv, Invenergy) span aerospace, pure-play data centre cooling, and energy infrastructure.
Spencer Ogden’s data centre clients are not competing for a niche pool. They’re competing with the entire mechanical and thermal engineering economy, against employers with stronger long-term R&D investment and (in the case of aerospace) significant mission appeal. That’s why our consultants treat the salary premium, the relocation package, and the lead time on the search as non-negotiable, not optional levers to debate.
IF THIS ROLE IS ON YOUR CRITICAL PATH, THE WINDOW TO ACT IS NOW.
Not when the vacancy opens.
ACTIVE ACROSS EVERY STATE IN THIS REPORT
Spencer Ogden’s US Infrastructure desk is currently sourcing Liquid Cooling Engineers across every state identified in this report. Our placement networks span the high-Scarcity markets (California, Texas, Massachusetts, Washington), and we have active candidate pipelines in the candidate-rich states (Michigan, Maryland, Colorado, Florida) most likely to supply relocated talent.
What we offer is not faster job-board posting. It is a market-mapped, multi-sector recruitment process built around the specific bottleneck this report identifies.
TALK TO OUR US INFRASTRUCTURE DESK
If you have an AI-focused programme breaking ground in 2026 or 2027, the conversation with us should be happening now. Tell us your project, your timeline, and the cooling architecture you are targeting, and we will tell you exactly what we are seeing, where the talent is, and what your package needs to look like to land it.
WHAT WE CAN DO FOR YOUR PROGRAMME:
- Market-map the Liquid Cooling talent landscape for your specific build location and timeline, before you open a vacancy.
- Source from aerospace, consumer technology, and specialist cooling vendors with proven conversion approaches.
- Benchmark your package against live advertised market and live candidate expectations, not last year’s data.
- Provide thermal-design-trained consultants who can interpret the technical brief and screen profiles credibly.
- Support contract, permanent, and hybrid engagement models across the full project lifecycle.
YOUR US LIQUID COOLING LEAD CONSULTANTS
Jane Doe, Senior Consultant, US Infrastructure
jane.doe@spencer-ogden.com · +1 (xxx) xxx-xxxx
Lorem ipsum dolor sit amet, leading our US Liquid Cooling desk with over 10 years of placements across hyperscale operators.
John Smith, Director, Data Centre Practice
john.smith@spencer-ogden.com · +1 (xxx) xxx-xxxx
Sed do eiusmod tempor, heading the broader US data centre practice across Power, Cooling, and Mission Critical roles.
SETTING THE PACE SINCE 2010.
Spencer Ogden are global recruitment experts in critical infrastructure, natural resources, and sustainability. We work with our clients to create careers to power a sustainable future, and we have placed leading talent into the world’s most important energy and infrastructure projects since our founding.
The Bottleneck Report is published quarterly by Spencer Ogden’s US Infrastructure practice. Each issue identifies the single role causing the most data centre project delays, using live recruitment market data, and shows you what’s working for the operators staying on schedule.
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