David Royce

As we were scaling, it was really hard to kind of control everything, right?

Like you can't be in every location.

You can't just be a manager.

You have to be an operator and you have to hire really great people who are going to kind of follow out the culture that you wanted to create.

And so coming up with lots of different ways, everything from like hero stories to having like certain core values that you really actually focus on.

They're not just posted on a wall somewhere, but you're rewarding people, you're giving performance bonuses or whatever else based on those core values.

To me, that was the most exciting thing.

It's the thing I think that helps a business continue on and be really, really large and have people still feel good about attaching themselves to it.

I know of Todd.

It's funny because his building was located right across from us and Apto just leased the building that they used to have.

Oh, that's funny.

Because he built- That's how close we were, but I never actually- Yeah, yeah.

I didn't know that.

Yeah, back in the early 90s.

What gets you?

Hopefully not.

What's that?

It'd be awful if you were a slave to the business, right?

Oh, I don't.

I just, over the years, I kept shaving off.