Larry Talley

And that was really one of the big challenges to reach one of these stages.

Because it hurts sometimes when you have somebody that's been with you from the seed stage, and as you get to the maturity stage,

You're like, is that really a chief marketing officer?

Is that really a chief technology officer?

You start kind of questioning it because you really want somebody that's been there and done it before to scale the company.

And that's really, really important.

That's something that I really on January 1, even of this year, it was tough.

but I had to make those decisions.

And it's not about removing them from your company, but it's ultimately about the better good for all of us.

And so I moved folks around and at the end of the day, they're much more happier now because they're able to leverage their strengths

where I felt like their strengths were maybe weak in certain areas, they're able now to actually provide and really add a lot more value to the company.

So I would say that in that maturity stage, in that growth stage, as you get to that 10 million in AR, it's really about hiring the right folks that have been there, done it before, that can scale the teams, that can, again, and again, it's about, I think each one of these stages is about culture.

So never lose the culture at everywhere.

And I would say that we're probably one of the few companies that always have people in the office.

They love coming to the office.

It's a fun office.

But ultimately, everyone's each other's best friend.

We all hang out together.

And I think that that's really what it comes down to is about building that culture that ultimately is your family.

The next stage as we continue to accelerate this year is really going into this new and expanding into these new sectors.