Tyler Austin

Yeah.

I put about 40% of it in my tax account and then I distribute the rest.

Yeah.

So there's a few things.

So this year I've kind of looked at my teams across the board and I've decided to do raises on everybody in the company in general, 5% minimum raises.

And then outside of that, I distribute most of it to me personally because of my objective and where I want to go with the company and me and my own investments in the real estate side.

Um, so, uh, basically the way that I look at it is, is, uh, you know, I want to incentivize the team.

I want to make sure that they're, they're feeling committed in there that they want it.

Um, but what I've also started to do is, um, gave everybody a tech budget now too, as well.

So we didn't have that originally.

So everybody has a $5,000 tech budget that they can use for their home offices and everything else.

Um, and then in addition to that, um, we're trying to, uh, create

other bonus programs like holding back 2% of our revenue monthly as well for at the end of the year doing something bigger for the whole team and stuff like that.

So we're trying to really build that out.

We just hired a head of people ops to really focus on a lot of that core culture because we have a really good product culture.

But we were kind of lacking on internal company culture.

So we're really trying to focus on that right now.

Yeah, no, people in Brazil will as well.

So part of it is our in-person.

So we're working to really try.