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00:00:00 - [SCOTT_WARNER] I told Amity that I don't think I've talked to you. I'm gonna talk to Minnie today. She's just pretty different and seemingly unhappy, most likely from the terminations and stuff like that. So She and I 00:00:14 - [LISA_LAW] had a conversation last week Okay. A little bit because I I had noticed it. Was like, k. 00:00:20 - [SCOTT_WARNER] Are you alright? She was like, yeah. How 00:00:24 - [LISA_LAW] did she phrase it? 00:00:25 - [SCOTT_WARNER] Changes are happening. 00:00:27 - [LISA_LAW] She said that kind of the old garb has seen a lot of this happening and makes you question if you're going to be next. And I just told her, was like, you know, hey. I can understand that that's, you know, probably something that you would you would think. 00:00:48 - [SCOTT_WARNER] Especially since a lot of people who were, like, a worthy older crowd. 00:00:52 - [LISA_LAW] This Not 00:00:53 - [SCOTT_WARNER] not age, 00:00:54 - [LISA_LAW] but Yes. 00:00:55 - [SCOTT_WARNER] Tenure. Ten year. 00:00:55 - [LISA_LAW] Yeah. I think this separation with Lars hit her really hard. 00:01:02 - [SCOTT_WARNER] Twenty two year employee is tough and especially when his reputation was actually pretty good for most people. 00:01:07 - [LISA_LAW] And that's what I had taken from her in the conversation. She was like, people really enjoyed their relationship. What she didn't know, obviously, is the performance concerns that were on the other side. And then I'm I don't know if Robert or Jordan had shared with you at all, like following their training that they had out there with the team. I guess once it was public, that whole group was very honest in saying that they were relieved that he was not there any longer. At least that's what Jordan and Robert had told me. 00:01:48 - [SCOTT_WARNER] Interesting. Yeah. I I did so Amity and I are pretty like, not close, but we have a pretty honest relationship. So I we we did talk the other day just to full transparency about just Robert's doing things that do concern us a little bit. And I I just said, I wanna make sure Lisa doesn't get I can't remember the word I used, but, like, suckered into doing things that she doesn't believe in. You know? 00:02:13 - [LISA_LAW] So since I've been going off just because there's been a lot of turnover recently with with that team. And I wonder if it's, hey. We're trying to go fast and quick and anybody that's not on board will find reasons to so 00:02:33 - [SCOTT_WARNER] My concern and and what I told Amity is I said, what I'd like to see out of him is is coaching and and trying to work with with people rather than just cutting them loose. But it's his team. I'm I can't run it for him, but it just he's he's kind of a u so Robert and I have been together his whole career. So my concern is is he kinda has a way, and I just I don't want him to put you in compromising situations because you're new. You know? Well, she doesn't know better, so I can get this through. But also, Amity, I know that you're strong enough to tell him no, but we just we also understand that sometimes with Robert, it gets hard to see until you're done and then you're like, well, shit. You know? So Yeah. 00:03:19 - [LISA_LAW] There was I mean, I felt like that there was some solid enough support in the the large circumstance. Hey. 00:03:26 - [SCOTT_WARNER] I can't really do it. Fifty fifty. I get it. But 00:03:29 - [LISA_LAW] Yeah. If I start to see some additional things that give me pause, I I am interest so he did say that he wants to have a a workshop in in April and bringing in the directors and kind of talking through that. Interested to hear about his his coach. He says he has got an executive coach. 00:03:51 - [SCOTT_WARNER] Yeah. So did anybody share much about the stuff that all happened right around the the the rift and with Robert specifically or Mhmm. Okay. Maybe we should go to lunch someday. Love that. There there's just a lot there. And then so Amity and Matt Howard and I have had a lot of conversations between three of us about what does leadership look like here and what do we want it to be and and things like that. And Robert was a big topic of conversation because, well, Robert's one of smartest guys I know and I work well with him myself, I don't trust him. And so is it it's hard to put someone that you don't trust in a leadership position that really could determine the future of your company, you know, so that that was our discussion. And and the the risks were identified. They were discussed. He was put in the executive coaching program because so I had asked to do executive coaching a year ago, nine months, and and so they put me in it. And so I said that's been a big help for me. Maybe that would help Robert too. So they did put him in one, but they chose a different coach that would be more in line with, like, sales mentality and stuff like that. And I don't know that I've seen a huge change, but, honestly, I don't know that I would. I've just known him too long. So we have a kind of way of working together that probably won't change. So but, anyway, yeah. So I kinda go back to Minnie. I I think that's probably a lot. She doesn't trust Robert very much because he's she knows he's kind of a user and, like, he'll be nice to her if she need he needs something and then dismiss it if she doesn't need something from her. She doesn't love that. 00:05:30 - [LISA_LAW] So She's a very transparent person and and leads with, you know, honesty and Mhmm. She's just very genuine. So people like that are usually very quick to pick up like this doesn't feel right. Right. Which again, I've tried to start studying just so you're aware. Not that I haven't felt the intention there, but just seeing the the amount of noise on the sales side. I just told Robert, I was like, hey, can we meet every two weeks? Let me just let's just start building 00:06:01 - [SCOTT_WARNER] the No. 00:06:02 - [LISA_LAW] That's good. So that, you know, every, you know, every other Friday, let's connect. I'd like to know rather than us just having these one off conversations regarding all of the things. 00:06:13 - [SCOTT_WARNER] Oh, you also kinda get to know he'll tend to let you know direction and directionality over time of what he's thinking, so that will help. So, okay, I just wanna let you know, was pulling Minnie in to talk to her. Not nothing she her performance is fine. Everything's fine, but I just so Vera asked me to talk to her. So Vera so Minnie worked for me for a long time when I brought Paul. I don't know that you ever you never met Paul. So she worked I transferred her to work under Paul, and then Vera replaced Paul. So she reported Vera. They're they're close ish, but, like, Minnie and I are she just I don't know what I did to earn it, but she loves me. So You know, I can pull her in and have a real honest conversation. So Vera asked me, would you talk to her? Because she just feels that something's not right. We don't know. Is it home? Is it work? Or whatever. So I I spoke to her 00:06:57 - [LISA_LAW] last week. 00:06:58 - [SCOTT_WARNER] That's nice to know because 00:06:59 - [LISA_LAW] Just I I could feel it. I mean, I I'm not here as frequently as you are, but I I I just knew something. Was like, hey. She was like, yeah, this this last one hurt and just so that I was gonna talk to Amity about this but for reference, she had said, you know, it's hard when you hear from Matt Howard saying we're done, there's no more And then there's more that happens after that. She's like, it 00:07:24 - [SCOTT_WARNER] Stop saying there's no more because whether you intend to or not, there's always gonna be another one. So 00:07:30 - [LISA_LAW] Yeah. So I was just like, I'm I I was like, I appreciate you telling me. I was like, certainly, I was not here when the messaging was was shared. And 00:07:41 - [SCOTT_WARNER] Well, you were it would've been nice. 00:07:42 - [LISA_LAW] So I 00:07:43 - [SCOTT_WARNER] had to show her much more than I like to. So I'm 00:07:45 - [LISA_LAW] sure you had. And and just knowing that I couldn't really share a lot of details about Lars. I mean, it's gonna just and and then, of course, this with Vanessa now too. I mean, it's like, you know, just 00:08:01 - [SCOTT_WARNER] That it's kinda one of those where people liked her okay, but, like, nobody thought she's the most amazing work because she would take a lot to get back here and stuff. So I it's one of those, like, she was young. I was like, give her the benefit of doubt, but, I don't think anyone went, what? You know? So Lawrence was a shock to people. Like, he was a huge shock to people. So 00:08:20 - [LISA_LAW] Yeah. Well, I appreciate you letting me know. I like I said, I I connected with Minnie last week just 00:08:26 - [SCOTT_WARNER] I do appreciate that too because we've been through a lot of HR. So for her to see someone care is probably huge too because she's never she's a quick judge of people, like, quick, as you said. And and so usually when someone comes in for an interview, after where they leave, I always go, yeah, your name. And she'll she'll give me a, you know. So because I I hire basically just on personality. Like, I think I probably told you, like, once you're in the room for an interview, that means you you made all that we know you can do the job. Now it's our we're looking for fit. So but, no, she's been pretty happy with the way you talk. 00:09:00 - [LISA_LAW] So Yeah. She's a very good judge of individuals just because 00:09:04 - [SCOTT_WARNER] A little more harsh sometimes. 00:09:06 - [LISA_LAW] Honestly, I would rather Yeah. You know, just to, you know, somebody being being direct. But she's, like, just a good read of people because of the role that she's in. She sees a lot of people in in and out daily Yeah. And interacts with a lot of individuals. So I always appreciate her opinions on things. But I could just tell last week after that that it was just something. 00:09:26 - [SCOTT_WARNER] So we're also pushing her a little bit more to develop her because we think she's capable of a lot more, what we know she is. What I don't know and what I'd like to ask her is is is that just not where you really want to be headed? Because she is probably looking at retirement in a few years, and and, you know, I just wanna our goal isn't to push her out of her comfort zone because we actually don't need to. We were just trying to make sure she feels valued. So it's like trying to find the balance there. Right? So Yeah. 00:09:53 - [LISA_LAW] She'd probably appreciate that conversation with with you because it sounds like that you guys have, you know, a solid relationship of just saying, you know, what what do you want? 00:10:01 - [SCOTT_WARNER] Yeah. 00:10:01 - [LISA_LAW] How you know, we just wanna be here to support you. I mean, that's a similar conversation I just had with Kate. I was like, Kate, I'm here to support whatever you want to do and choose to move forward with. If you're telling me that, you know and she was like, honestly, was like, with as much as I have picked up over the last couple of years, and she was like, it was daunting for me that Vanessa wasn't coming up to speed. And she was like, and it was a reflection on the HR team. So I was picking up all of these things just to keep things going. And I just didn't know how she couldn't see that she wasn't doing a good job and I think in her mind she thought she was doing a good job. She's like, so at the end of the day when I hang up, I don't wanna do anything else so I don't wanna get certifications right now. I don't wanna do all the other things and I was like She 00:10:47 - [SCOTT_WARNER] wants stabilizing. Yeah. 00:10:49 - [LISA_LAW] Yeah. She was like, I'm just interested in like making some forward progress. And I was like, okay. When you're ready, maybe we'll get to that place that that you'll feel reenergized. I was like, I'm here to support. She was like, I've already seen that in the almost three months that you've been here. She was like, I'm excited to have this new person. And I was like, I think you'll see a whole new 00:11:11 - [SCOTT_WARNER] Did they meet by chance? Yeah. Okay. Not. Yeah. I think they'll like each other. 00:11:15 - [LISA_LAW] I think so too. And I I think that at least the way that I painted out, I like, I think you're gonna have a true partner that's gonna come in here and really take the the lift that you were not seeing with Vanessa. Was like, I'm sorry that you felt like you had to shoulder that burden. She was like, well, I just she was like, I was being told certain things. She was like, I went to Ryan multiple times about this, and there was never any action that was taken on that front. 00:11:38 - [SCOTT_WARNER] I I mean, no accusation here. Ryan was somewhat inappropriate with her and not not in a way that, like, took advantage of her, but, like, I I think a lot of younger ladies might have been uncomfortable. She always laughed it off a little bit, but it just always made me uncomfortable. And, like, it I I did have to say something to him one time of, like, you can't say that, man. Like, you know, you're the head of HR. You know? So It's 00:12:01 - [LISA_LAW] not like an 00:12:01 - [SCOTT_WARNER] optics on 00:12:02 - [LISA_LAW] that. That's 00:12:02 - [SCOTT_WARNER] fine. Yeah. So 00:12:03 - [LISA_LAW] I I mean, I there was a couple of conversations that I have with Vanessa. I was like, look. Never met Ryan. I don't know. I was like, I just know how I lead. And, you know, for where you're at in your career, I would expect you to be a little further along. So, you know, some of the fault could lie in the fact that, know, he wasn't holding you accountable and, you know, following through with things that needed to be done. It's also on you of, like, can't just sitting back and waiting for direction here. Like, you should be, like, showing 00:12:31 - [SCOTT_WARNER] Gotta be a level of internal drive. Right? Yeah. 00:12:33 - [LISA_LAW] And she just never never saw that. 00:12:37 - [SCOTT_WARNER] Yeah. She I mean, I so I I liked her and I I would try to talk to her sometimes. She'd always lean on things like, you know, I have ADHD and I have this and I have that. And I was just like, well, that's fine, but so do millions of other people, but you still have to put in the the work and effort. Yeah. So, yeah, there there's only so long you can say, but they're a nice person before they're not doing their job. So Yeah. Okay. Well 00:12:59 - [LISA_LAW] So if 00:12:59 - [SCOTT_WARNER] I appreciate it. I just wanted you to know because I like to in case I stir up something, want you to know about it. But, I mean, she and her are they're they work well together, but it's very much a work relationship. Whereas ours, Minnie and I, it's longer term, and I think she'll open up a bit. So and it may be nothing. Maybe she says, you know, hey. It's just all the stuff, and that's great. And but she also knows, like, all about my daughter, and my daughter came out and hung out with her here for a whole day one time. And so it just gives us kind of other things to kinda weave in and out of conversations. So Yeah. How was your doctor doing, by the way? She's doing good. She's so she's in inpatient right now for round two. So went and saw her last night. She's doing great. And But it's always great while you're there, and then you get out and it's everything hits. So but so after this, two weeks from yesterday, we'll have a PET scan. And if that's clear, she'll go one more round and then be done with this part and then move on to bone marrow transplant and then start the clock for a five year time timer because that's when you're functionally cured. So but, yeah, it's been it's been a ride. I don't wish it on anyone. But I 00:14:05 - [LISA_LAW] watching my mom go through all of the treatments, I mean, it's it's crippling and you wanna and especially when it's your kid, you just wanna take that away from them. Like, I would I would do anything for my kids. 00:14:18 - [SCOTT_WARNER] I've told her that a 100 times. If I could do anything at all to put myself in your shoes, I would. But it was just unfortunate timing with taking over logistics right then. And Yeah. And Amity's been very understanding, but, also, I don't like to let her down. So it's, like, trying to make sure I maintain my work at the same level, but things do drop. You know? So, you know, so I was just trying to find ways to do it. But 00:14:36 - [LISA_LAW] Are you seeking out avenues for making sure that you're not shouldering all all of that? Yeah. So 00:14:45 - [SCOTT_WARNER] so, honestly, my executive coach is very much a mentor to me. So he he he and I talk a lot, and he's actually he's almost made it personal saying, like, hey. Reach out in, you know, even outside of work and stuff. So he's been great. Now I have a great friend group, and Good. My wife and I we've been married a long time, so we can have conversations that are that maybe younger couples wouldn't have. So it's been kinda good for us. Luckily, her work was great. She's essentially just fully remote now. She's an ultrasonographer, but she's so now but she's doing more, like, maternal fetal medicine. So, like, older pregnancies and doing a lot of paperwork and assessments of that kind of stuff. I don't know how long they'll let her go, but anything's better than nothing. So, I mean, we'll figure that out when we get there, but it'll be more interesting when she has to move to Houston and be down there for so long. But but now things are going great. 00:15:37 - [LISA_LAW] Make sure because I I know for all of us, like, it's important that you have people that you can lean on, especially when you're walking through challenges and work work is work. And like I I I'm very much a person who's like, it's a healthy distraction for me and I can throw 00:15:54 - [SCOTT_WARNER] It's looking at sometimes I need it early. Yeah. 00:15:56 - [LISA_LAW] Throw myself into that and that's fantastic. But also when I walk out of work and the thing the the life pressures, it's like, do I have people to lean on? And if you've got a good community and your coaches, like, 00:16:08 - [SCOTT_WARNER] watching in 00:16:09 - [LISA_LAW] that, I just wanna make sure that you have 00:16:10 - [SCOTT_WARNER] Actually, my family is all right here in Central Indy, so that's nice too. They've been great. And so Matt Faulkner was my former director of IT, no longer works here, but he's been great too. We've been we've kept in touch and stuff. So, yeah, I I appreciate it. But first thing I did was called doctor and just told him what's going on. He's like, well, let me give you some stuff. Take it. Don't take it. But, you know, so that's been kinda nice. I I don't like meds. Like, I don't even like taking Tylenol or anything, but, you know, it's nice to have to know that that they're there if I needed it. So but, really, surprisingly, I don't feel a ton of anxiety. I think the doctors we have are great. They they make us they understand that we want the info, and they're free to give it Mhmm. The good and the bad, which, know, if you're only getting good, that red flag for me because this isn't great. So you know? No. But, no, I appreciate it. But right now, everything's good. So 00:17:00 - [LISA_LAW] You're shouldering a lot in the timing of all of this, like you said, is was just 00:17:05 - [SCOTT_WARNER] Amity has been I would say, based on how our relationship started, I wouldn't have I I I really didn't see myself being here that long, but, you know, she's she's great now. I mean, we really had to develop it and, you know, things like that. So Good. But, yeah, I I think this this place isn't all all bad, so don't listen to everybody. It's just we went through a rough patch here. It's it's a great place to work. So I wouldn't be here ten years if it wasn't great. So 00:17:31 - [LISA_LAW] And I completely trust you. Honestly, I I don't I'm not passing judgement. There's there's been just a lot. You know, when you go through a lot of seasons of transition, change management is one of those things that a lot of companies don't do a great job about and especially companies that have a lot of tenured employees. It's always really hard. 00:17:53 - [SCOTT_WARNER] Well, what you'll see is we had leadership who didn't wanna make change to embrace it. So what happened is is you got to a point where we were willing to make change, but then there's so much change to make all at once. And Yeah. That's the unfortunate piece is people don't realize that some of that change should have been made Yep. Two years ago. You know? 00:18:10 - [LISA_LAW] Eating efforts to to kind of make sure, like, when you when you're turning a a large ship 00:18:15 - [SCOTT_WARNER] Yeah. 00:18:15 - [LISA_LAW] Like, that doesn't happen just a matter of fact. Like, you gotta lead into that. 00:18:19 - [SCOTT_WARNER] Oh, she gotta take the punch and move on. So 00:18:21 - [LISA_LAW] Yeah. Absolutely. 00:18:22 - [SCOTT_WARNER] Okay. I'll I'll let you know how it goes, but I just wanna give you a heads up. And then I'll probably send you an email. I talked to Amity yesterday about getting some level of access to pay she suggested it because I was talking to her about the pace of pay loss or whatever and stuff. And she had said something about, well, can't you just pull that data? And I said, no. I used to get it for Vanessa, but I said I'll work with Lisa. She goes up she goes, I don't care if you have access. Just talk to Lisa about what she's comfortable with. So I'll send you an email. You can talk to Amity about it and see what makes sense. Because I don't I'm not looking for salary and stuff if if there's a way to block it. I I'm more just staffing reports and things like that because I'm trying to work with the thirty, sixty, ninety day plan for logistics and trying to help them pull it together, staffing data and stuff's a little tough. So Yeah. 00:19:06 - [LISA_LAW] Yeah. But I I don't have any issues. I mean, Scott, at your level, it's like, any 00:19:11 - [SCOTT_WARNER] I told her I can see everybody on the four zero one k plan anyway. So yeah. I know. I know. 00:19:16 - [LISA_LAW] I have no issues with you being able to see compensation data as it relates to, you know, who you have access to. Like, you 00:19:22 - [SCOTT_WARNER] Most HR people care, so that's why I mentioned it because that's not what I'm after here. It's more just staffing reports and stuff like that. So 00:19:29 - [LISA_LAW] And did you see some good value in what you saw yesterday? 00:19:32 - [SCOTT_WARNER] I really did. I was pretty happy with it. Obviously, I mean, that's the most respectful way. Salespeople always show you the best of the best. Right? So, you know, I I think that we didn't do this for Paycor. It was kinda behind the scenes and I I can't imagine how it made I I just still can't imagine how we got here. But, you know, I really I like number one, I like the team that was here to talk to us yesterday. I thought they did a great job. I thought the software can do pretty much everything we could ever want. And most importantly, the data access would be just incredible, like, the reporting and stuff like that. And it looked like from my side, the payroll stuff because I care a lot about Kate. 00:20:15 - [LISA_LAW] Me too. 00:20:15 - [SCOTT_WARNER] The payroll side, I think, looked like it would make her life incredibly easier than than it is today. So 00:20:22 - [LISA_LAW] The positives. So I shared this with Amity, but my prior company, I'm still doing their payroll. They they haven't fully transitioned to their the person who took over my job, she had, like, zero capacity to take that on. So I was just like, hey. I'm willing to do this for x number of, you know Yeah. Months until she she hires somebody that could backfill her position, and then I can transition this over. So we are two weeks away from that time frame that I can be like, here 00:20:53 - [SCOTT_WARNER] we go. You're actually gonna change it two weeks to that. You'll get tired of that. 00:20:56 - [LISA_LAW] Yeah. So I was super excited. So I know how to do payroll in Paylocity, and it is very like, hearing Kate talk about how administratively it is such a burden to pay for. I'm like, I do not understand that because Paylocity, it is so easy. So I've already showed Vanessa and Kate what that interface of the system looks like and, like, I was just like, hey. I still have access to this, so I can show you without the salesy side of this that anything you wanna look in here. And Kate was like, this the interface looks great. It it's super simple. 00:21:27 - [SCOTT_WARNER] Do you think Canada's gonna be as big of an improvement? 00:21:31 - [LISA_LAW] Well, it would seem that's the thing as I don't know. Like, I know how I process payroll when I was with ADP. Yeah. And it wasn't difficult. I think the challenge here is, like, what does that look like on a reporting side for Kate? And so I guess I'll know a little bit more about that. I know we have that Canada call. If all of that looks smooth, like, again, I don't wanna lead in with the bias, I like, Paylocity, like, their integration and the implementation team was phenomenal. Like, they did such a good job and I know for Kate, that's a big deal. She's like, it was horrible with Kate Gore. Like, absolutely horrible. 00:22:09 - [SCOTT_WARNER] It was delayed by weeks. And, like, we still like, I think by the end of the year, we still didn't have, like, certain things. And Yeah. I liked okay. Most people hate it, but I like where they're, like, eight minimum. We really want to because then they're telling you, like, the boundary. They're like, no. We're not gonna fail at this. So, you know, that was good. 00:22:27 - [LISA_LAW] I have my call yesterday with EKG as well. And, I mean, he very much let in with he was like, don't know if July doable. And I was like, okay. I was like, well, you know, I we're going through this RFP process with another vendor. And he was like, well, do you mind me asking who it is? And I was like, it's Paylocity. And he was like, honestly, he was like, we are probably the the two that compete the most in the small to medium sized business market. He was like, so you are you are evaluating, like, the two best ones. And I was like, well, I know my stuff. So I I do understand, like, the workforce for UKG, like, the ready now is is what would make the most sense. If our business scales, they are a better fit. But I it could be years before we would scale over 500, and that Paylocity is still good within that phase of, you know, 100 to 500. Anything above 500 and going towards a thousand, that's where you and KG would be a 00:23:27 - [SCOTT_WARNER] better fit. Total or by company for that? In total. I mean because I can't share a ton, but we're there's more m and a activities on the horizon. So that's the only thing I worry about is is it that's the only way it's gonna scale faster than we think, right, is when we pick up a 100 people here and there. So Of course. 00:23:46 - [LISA_LAW] Course. So that's why I wanted to entertain UKG. It was just for the fact that they could they're ready now is is good for where we're at, and then, you know, they're they're pro. 00:23:57 - [SCOTT_WARNER] If we could transition up, we could grow. Okay. 00:24:00 - [LISA_LAW] Yes. 00:24:00 - [SCOTT_WARNER] So my wife's company, it's a the OBGYN office, they use UKG. And on the user side, I actually think Paylocity looks nicer, but UKG is not bad. Like, it's kind of in between Paycor and that. Right? So, I mean 00:24:16 - [LISA_LAW] Honestly, I Data 00:24:17 - [SCOTT_WARNER] recording for me is the most important. 00:24:18 - [LISA_LAW] Yeah. And and everything on Paylocity's side is very intuitive. It is user friendly. It is great for Mac. And who knows? I mean, we make as Paylocity's AI and they start, you know, becoming more robust, it could be like, hey. This this is still gonna serve us well. You can start scaling too. Yeah. Okay. Up to a thousand. I think, you know, that's just I but I just wanted to be realistic of like, hey. 00:24:44 - [SCOTT_WARNER] I think you're right. I think you're looking at five to ten year horizon before a 500 number gets real scary, but it it's out there somewhere. Somewhere. So we'll just have to keep an eye on that. So but with the shaper transition, that actually knocks it down a half step and then all that. So okay. Well, I like what I saw. But so we are you did set up a UK team meeting. Right? Okay. Yeah. 00:25:06 - [LISA_LAW] For Friday. And I was actually gonna respond to the entire team because Josh sent some information over to me that I was just gonna wanna just thank everybody for for participating. And then also just like, hey. I wanna be mindful of everybody's time. It is a sixty minute call on Friday which I think is gonna feel very similar to the discovery call that everybody sat in with. And if folks are just like, hey, I I don't wanna take up an hour of my time. If they want to just share like, hey, these are the things that are important, I I can feel those with his name's Jess over at UKG. But if folks are like, hey, I I still wanna be a part of that. I just wanted to give folks an out because that's 00:25:44 - [SCOTT_WARNER] a lot of think that's nice. I think for me, I like to listen. I because especially if it's a remote call, then I can kinda still keep working and listen and jump in as I need to. Shawn, I think, generally wants to hear just because he's so heavy on how's it gonna integrate and all that kind of stuff. But it's nice to have the option because he might say, Scott, you let me know if you hear anything. 00:26:02 - [LISA_LAW] You know? Absolutely. 00:26:03 - [SCOTT_WARNER] So 00:26:03 - [LISA_LAW] And then the the demo is already scheduled for the eighteenth Okay. With EKG because I was just like, hey, as we're kind of going through this, like, what does because he's from Evansville. Jess is. Onsite as well for that one. Yeah. Okay. Yeah. So I I just told him, I was like, hey, if we're I would like to have a decision made, you know, no later than the end of the month, which I feel like is realistic. And he was like, yeah, don't think that there would be any reasons why that we wouldn't be able to do that for you. He's like, let's go ahead and get the onsite demo scheduled so that way I can build that out. 00:26:34 - [SCOTT_WARNER] Do you know pricing? Are they gonna be equal? 00:26:35 - [LISA_LAW] Or I have no idea. That's I know where Paylocity is, and I think it's probably gonna be pretty comparable to to what we have, maybe even a little bit better on on than Paycor because I don't I just don't know what Ryan priced it out with Paycor as far as, like, performance and all those other modules that we're not even using. Were they turned on and were we already 00:26:58 - [SCOTT_WARNER] Right. There's a lot that just that that thing is is a disaster. 00:27:02 - [LISA_LAW] But Oh, no. Katie Flindman is here today Okay. From Canada with Davis is his name. He's the new hire. So if you see me walking folks around or if Minnie 00:27:14 - [SCOTT_WARNER] Perfect. Thanks. Yeah. I think Minnie was doing tours or something this morning. 00:27:17 - [LISA_LAW] At 0900. 00:27:17 - [SCOTT_WARNER] So Appreciate it. Thank you, Lisa.
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