Nathan Kamstra

One of them would be recruitment, but you would also have different components like employee management, benefits administration, broking administration.

So if you think about the...

you know, the recruitment as just a small piece of that larger platform, you're going to have a different, you're going to have a different customer that's going to look for different, the other components or all the components in a larger platform.

So if we just look at the recruitment piece, it's not going to give us a good formula on what staking return is going to be for the rest of the platform.

For that, what we're doing is just really looking at the industry as a whole and seeing where we can better fit

um, our software, especially for Indonesia.

The thing about Indonesia right now is it's just, it's just becoming a mature market.

It's, it's not there yet.

Well, so both, right.

So we're building different components, but you know, our focus, we're going to change the revenue model from SAS to,

to one of broken revenue.

And therefore we need to build out a broken component of benefits administration.

And again, focus very specifically on Indonesia.

Well, so really the way this works is that we build out a platform.

We effectively give the platform away for free as long as we're getting the broken revenue.

So we essentially take your benefits, go broker them through insurance companies, find the best fit for you, and then administer either a very low or no cost.

And the reason that's important is because in a lot of cases, these companies, you know, a

an HRS platform can be extremely expensive and very difficult to implement.

And so midsize companies are going to be challenged to do that.

And then large scale companies are going to spend a lot of money in implementation, effectively trying to make it built for them.