Nathan Kamstra

To be honest, I don't have that number.

Definitely above 80%.

Why is it so high or why is it so low?

20%, 20% churn.

Sorry.

I was looking at the wrong side of that.

Um, I, you know, I, I don't have specifics to that because I'm not really focused on the, um, the recruitment side at the moment, but they, you know, I would, I would guess that it's probably that, you know, maybe they just don't need next year, the same amount of recruitment.

It's maybe they, they had a huge need at the beginning.

Let's say a company is just getting started.

Um, they hire a lot of people.

So there's probably a number of scenarios that would, um,

that, you know, make them, maybe they didn't, or maybe it wasn't successful for them.

And I'm not exactly sure why, uh, at this point, Benson could probably give you a better answer.

No.

So what I'm really focused on is looking at the technology and effectively coming up with a plan on how we can build out the rest of what we need to turn it into a larger HRS platform.

Yeah, but I think the reason why people stick and churn based on the

the HR side isn't necessarily applicable to the rest of the HRIS.

I think there's... What do you mean by that?

Okay, so it's a human resource platform, basically.

So if you think of the application of HRIS, you would have different components.