Basically. Do you? Yeah, I mean, yeah, I'm sure you think that's true for like agencies as well? Like in terms of like, yeah. Yeah,

we've run into a few really, really good agencies that I like a lot. I'm just trying to think of a few like, who was it? I can never remember his name. I know his agency's name. Sorry, I know his name, but I don't know his agency's name. But anyways, a crucial point in Utah. We've used them for audits for five plus years now, where those kind of come in and slap us around a bit. Or David, David Herman. I really like him on the paid side, where we'll just pay him once a while to come in and kind of kick us around a bit. So I think agencies can add a lot of value, even if you are largely using internal teams. Like most of our brands are the size where internal makes sense. But I think having someone at an agency kind of come in, and you can even feel for it if you talk to three or four agencies, right? You get a feel for who knows what they're talking about, who doesn't, what good looks like, what good does not look like, et cetera. And from there, it can help you build expectations for your internal team, or even just paying them periodically to do an audit once a quarter. And it'll tell you if

someone's doing a great job or not a great job. I just made the case for it, and I really mean it. More staffing connects in some way to basically everything I am doing in business. I could not be where I am right now without them. I'm deeply grateful for them. If you want to explore finding incredible talent at like manager and up levels in the Philippines, uh, you should do it with my friends at more staffing, more staffing.co slash AF high integrity, trustworthy people who are going to make your business better and put more money, uh, on the bottom line of your business while they do. morestaffing.co slash AF. He has started hiring incredible talent in the Philippines with more staffing today. So you were going to say something else about sort of the philosophy around paying high achievers really, really well. So, but I cut you off. What was, what, how do you, you know, aggressively compensate those people? You said it reduces lines of communication. Is there more to that philosophy?

Yeah, I think, and again, I'm sure you've seen this, especially as you've been in an agency business where it is a people business. It's not uncommon to find one person who really creates the value of four, which sounds absurd. You see it a lot with devs, I think like 10X dev is completely a real thing. You see it a lot with sales guys where it's not uncommon to see one sales guy outsell other people by a ratio of five or 10 to one. And I think those people should be extremely aggressively compensated. And I think you just tend to lose so much if they leave and they add so much value to your business. And keep in mind even if you could just hire 10 people to match their output you're still stuck in managing 10 people instead of one right so there's actually that's why we live yeah yeah exactly um like we have one guy on our team at the floral company named campbell who are just like really really love he's a great example um total beast uh if you need something done he's instantly great strategic mind as well. And he's someone who's been on the team, I think for three or four years, maybe longer now, but, um, I love him and like, it's great having people like that, that you're really excited to work with. And personally, that's what gets Alex and I really excited. My co-founder is when we get to work with really smart people that are, that are just there fully

dialed in.