Todd Olson

I mean, a lot of these things are just a courtship.

You know, I mean, you got to, of course, you know, date before you get married, right?

So spending time with each other.

That is how you're supposed to do it.

You're right.

Oh, I can't share any.

I mean, look, it was...

I think all parties involved were happy, and I think we put in a good part of the proceeds was for the employees themselves to make sure we had really high retention.

The reality at the end of the day, when you're acquiring companies, certainly at that scale, like 20, 30 people.

Yeah.

Yeah, 30 people is what we required.

Correct, correct.

So, yeah, a big part of it was making sure that they're heavily, you know, they're compensated to stay.

And so, yeah, it's all built into the deal.

And, you know, the other big aspect to it, not just from a...

you know, compensation and cash component or even stock component.

It's just making sure you give them interesting work.

So it's, I mean, we actually have already started cross-training people on our core products.

So we have core engineers now in Israel and that's a key way to just keep people engaged.

Yeah, I got to think about which one they approve for logos.