Planleave Revenue (2022)

[00:00] Hey, folks. My guest today is Andrew Geisel. He's the current CEO and co founder of planleave. His background includes leadership positions at PeopleSoft, Accenture, and other technology companies. Through six years at PeopleSoft, he drove strategic new market initiatives, and again, eventually now leading him to understand the importance of leave management for a good culture. That's what he's building at planleave. Andrew, you ready to take us to the top? [00:20] >> I'm ready. [00:21] All right. So what does that mean, leave management for positive cultures? [00:25] >> Yeah. So leave well, two different things. Leave management itself has been around for a while. It's essentially excuse me. I have this thing popped up here. It's essentially the ability to track your employees' time off. So [00:39] >> why we say for positive cultures is you kind of started off with saying I worked for a lot of big companies and with that comes working with a lot of different technology and so forth, and I spent twenty years in HR technology itself, and one thing that can be frustrating is cumbersome technology, and so my attraction to planleave, it's so simple, there's no learning involved. I'm not trying to sound like a sales pitch, just being candid. [01:00] >> It's just, there really isn't. You can integrate easily, it's basically cut and paste technology. [01:07] >> It's very [01:07] Andrew, can you make this real for us? Can use a real example so customer x uses you to do y? [01:14] >> When they're on the platform? [01:16] Yeah. Tell me a story about how a customer uses you. [01:19] >> Yeah. So they they basically, they log in. [01:21] And you're a real customer. Like, if you can share one, is there a logo on your website you can say this customer uses to do x? [01:28] >> Yeah. So Cameo over in Spain uses the application, and they basically have 40 employees. So they set up all their employees. We have a mass invite link to send out to all your employees. They log into the system. They have their own scaled down dashboard specific to their kind of needs, so we don't over complicate it for them. That's different than the admin dashboard. But basically, they can submit an employment request. They can look at their [01:53] >> teams to make sure there's not conflicts, and they can route that to their manager. They can do that through Slack. They can do that through email. It'll go through email regardless, but they can do it through Slack as well. And then it'll automatically, once it goes through the approval process, it'll auto update the Google or Outlook calendar. So really, from a user standpoint, that's it. The admin itself has a much kind of bigger view of it. [02:17] >> They have the full organization view. They can check for conflicts. They can do compliance. They can set up leave type designations if there's leave types that do not fit within our standard leave types. A good example of that would be FMLA, which is a federal kind of requirement that an employee has to take a certain amount of time off for family reasons, unpaid time off, and then there's different state laws that vary and so forth as [02:40] >> well, So [02:41] That's helpful. So help me understand. I mean, sounds like you've given an example of 40 employee team, which I would maybe put like big SMB to maybe small mid market. But generally speaking, what's the average customer paying you per month or per year to use plan planleave? [02:55] >> Yeah, so we charge by employee $1.99 basically. Start at Per [03:00] month or year? [03:02] >> Per month, sorry. Yeah. We start at 30 employees. To be very candid, we kind of fit two niches. We fit very well with companies that want to move all spreadsheets, and we have pretty solid ROIs built in, which I could walk you through if you wanted to, but basically a company with 30 employees would get like a 5x return on investment, a company with 50 employees would probably get like a 7x return on investment. [03:24] Just to understand cost of 30 employees at $2 per employee per month, the average customer is paying you at $67.07 bucks a 20 a year, yeah, 60. $720 a year, okay, interesting. Okay. And then, I guess, put this all on a big on a big timeline for us. When did the company launch? What year? [03:38] >> Three weeks ago. [03:40] Three what? [03:41] >> Three weeks ago. [03:43] Oh, three weeks ago. Oh, super new. [03:46] >> We're super new. Yeah. And we just had a press release today announcing the launch. So we just got started. [03:51] Oh, what's going on there, YouTube? Good to see you guys. Now imagine this. You love watching these interviews with SaaS founders, but imagine if we took all of the valuation data out from over 2,807 interviews I've done manually. Saves you a lot of time. Well, we've done this. We've built it into the beautiful interface inside of Founderpath. Check this out. I'll show you how you can access this in a second. But you log in, you connect [04:14] your Stripe account, you see your valuation real time, you can see what changed over the past eighty eight days and even set goals for valuation this year. Now the secret evaluation is there's many different ways to value a SaaS business. So the reason you're gonna see three or four different valuations inside of your Founderpath dashboard, this is all free by the way, is because depending on who's doing the buying of your SaaS company, you're gonna get [04:39] a different valuation. A VC is gonna pay a different valuation. Private equity firm is different. If you're gonna do a minority sale, that's different. And if you sell the whole business, that's a different valuation. You can see all those when I hover over here. Right? So the teal is what a VC would pay. Yellow is what private equity and red is if you sold the whole thing outright. Now what's cool about this is this is not [05:01] built off random data. Again, you guys hear these interviews on YouTube. All these datas are built from real time valuation data points founder share with us on the show. So traction, 1,200,000 seed round, 3.7 raise. They sold 22% of their business. Go in here and filter by the event. Maybe you only wanna see companies that have sold the whole business. Well, here are a bunch that have been acquired the valuation and the multiple. Maybe you're going [05:27] out right now and you're raising your seed round. We'll go in here and look at all this recent seed deals that went down, what they raised, what valuation they raised at, and what percent that they sold. There's never been a larger dataset of SaaS valuations than what you can get now inside of Founderpath. And we're thrilled to bring it to you. Alright. We're gonna go back to the YouTube video here in a second, but if you [05:49] wanna check this tool out, if you wanna jump in and sign up, you can check it out for free to get your valuation at this link. This link, founderpath.com/products/valuations. Or if you go to founderpath.com and hover over products, click on get your valuation here, and go ahead and sign up to give it a whirl. Again, all that valuation data live right inside the platform. I hope to see you there. Alright. Let's jump back into the interview. [06:16] Okay. When was the first line of code written? [06:19] >> My well, so my partner is still with the company, so that's kind of a backdrop story. I I I left my company. I decided I wanted to buy something else. Well, actually, I I put all that in motion before I left my company, but I bought in the planleave. [06:31] >> I [06:32] >> retained who's now my CTO, Jose Manuel, and he wrote it about over a year and a half ago, and he just never really had the time to do the marketing or anything else like that, that's how we came together. [06:44] Okay. Got it. So did was it Bootstrap before you came in? [06:47] >> Very much so. Yeah. [06:49] Okay. How did you find the deal? [06:51] >> Found it, through which site is MicroAcquire, I believe. [06:56] Okay. And what did you what did you pay or whatever you're comfortable sharing there? Help us understand how come be sort of in you are. [07:02] >> Yeah. I don't really wanna share the the exact amount of what I paid for the company or anything like that, but it was it was a it was a decent amount to to invest in, and we were putting a lot into the company right now. [07:12] Can you share a range? Was it more than 6 figures? [07:15] >> No. It wasn't more than 6 figures. [07:17] Okay. So you got it for under 6 figures. Did you buy a 100% or just a a portion of it to get control? [07:22] >> Ended up being 80%. [07:23] Okay. And then you left the 20% with this the engine sounds like head engineer or lead engineer? [07:27] >> That's correct. [07:28] Okay. And why was it faster for you to do this versus to build something new from scratch? [07:32] >> I'm not a technical person, so I originally kinda was doing this in the background for a while looking at HR technology. That's kinda my comfort zone. So that's just sweet. This was the first thing that I found that made a lot of sense and came together, and that's how it happened. [07:46] What made sense? I mean, they pre revenue when you purchased it? [07:49] >> Pre revenue, except for the company in Spain, so very little revenue to be very candid. [07:55] >> Yeah. It made sense. It wasn't really the money. It made more sense. Honestly, it was the user experience. Again, I'm kind of being redundant. I'm not trying to sell me. I'm very honest. It's just so simple and easy. That was my first attraction. Then when I jumped into the business model [08:06] so simple and easy, why didn't it have more revenue? [08:09] >> He wasn't selling it. Jose is a technical guy. I'm not a technical guy, so he really wasn't selling it or marketing it. He put it out there, and I think he tried a few things. He tried some SEO, and it just never really took off. And, you know, I can't speak for him. He's not here right now, but I can't speak to the whole backstory, but he just didn't have Well, it's your money. [08:27] It's not his money that bought the company. Right? It's your money. [08:29] >> It's my money that bought the company. Correct. [08:31] Well, yeah. That's what I'm asking. Right? So I mean, how did if he's not having any sales, like, how did he know what to build if he's the tech guy? I mean, you make it sound like he's sort a tech guy who didn't talk to any customers because there were none. He just sort of sat in a hole and built the thing. How did he know what to build? [08:44] >> That's good. He really didn't have an HR background, so I can't speak to that part alone, but and I never really asked him that question. But he did do a fantastic job. That's all I can tell you. I mean, I tested it out myself for a couple months before, you know, we were talking through it. Mhmm. Solid. Everything was in place. All the integrations worked just fine. [09:03] >> So that's just the backstory. And then like I like I where I was going on the business side as well, I focus on another vendor specifically. And when I jumped into the model, the revenue per employee is fantastic, and that was attractive as well. [09:17] The revenue per employee at planleave? [09:20] >> No. At another company, I kinda compared it to. When I was kinda focused on the due diligence on the business side, I was focused on another vendor. And when I jumped into the business model, that was an attractive piece as well. [09:32] Sorry. I'm not following you there. You you wanted to buy something in this space, and you were curious if generally the space had high revenue per employee. So you looked at one other vendor and it had a high revenue per employee. [09:41] >> Sorry. Now there is two pieces. So the first piece was the user experience. That's what I fell in love with first. I'm just like, this is so simple and easy, and I understand that. Second part was when I started focusing on the business end of things, there was another vendor that I kind of focused on. There's a few vendors in this space, but there's one specifically that they've done a pretty good job, and when I focus [10:00] >> on the business model and the revenue per employee and kind of perform the calculations, that part was attractive. So at a high level, I mean, that's kind of why. [10:07] What would you consider a good revenue per employee in your space? [10:10] >> It's pretty significant. It's over 800,000 at least. [10:18] Significant is relative. What do you mean by that? What are you comparing it against? [10:22] >> I think 800,000 per employee is a pretty nice return. I'm comparing against this kind of common sense based on the investment. Our expenses are not that I don't wanna kinda give away everything if someone's gonna be listening to this. [10:33] But Andrew, no offense, but there's not ton of giveaway to how many revenue. You bought on MicroAcquire where it's public anyway. People can see the whole listing if they wanted to looking at the archives, so you're not giving away anything. I'm trying to learn. Right? So when you say 800,000 in revenue per employee, I'm just trying to understand how that drove you to buy a pre revenue company where there is no revenue per employee. [10:53] >> Because I I with twenty years of my experience, I mean, I I I felt that I definitely there's another backstory to this too, but with twenty years experience, I know HR technology, feel pretty well working for big companies and startups, so I felt comfortable with technology itself. I feel comfortable with my network and kind of where we're progressing in that area. Beyond kind of the direct customers, I think there's potential partner opportunities and self-service portals, to [11:17] >> be honest, within the HR tech space. And [11:23] >> I guess at a high level, those were some of the some of the areas that kind of stuck. Yeah. [11:27] Well, that's helpful. Look. And look. Had Colin Day on many times. Right? But before and I saw you know I know [11:31] you did time and I for Colin at one point. [11:33] Yeah. Yeah. So we had him on many times. Right? And this was even pre you guys when before you guys broke a $100,000,000 in revenue, I think now you guys that company is up to $303,130 in ARR. Okay. And Colin's now not there. I think it's Steve Lucas is is running the show. But, anyways, point being is, you know what you're doing. You've been in the space. So so what's your playbook? Right? How do you take [11:52] this thing that has a great user flow within a great space? You got it for maybe a steal for under a $100,000. What do you do? What are the first moves? [11:58] >> SEO, to be very candid. That's where most of the money is focused right now, and that's where most of the attention's focused. It's so people can find us, which you know what a SEO is, but that's the biggest thing. And then the second thing is I think we have all the basic functionality in place. There's a few more things I'd like to do, but they're not major. It's really prioritizing and picking countries, markets to go to. [12:19] So let's fast forward. Let's say you come back on the show in twelve months and you say, Nathan, the keyword that we worked really hard to rank for that has driven us the most traffic is x. What is that keyword? [12:31] >> Leave management in The US, but it varies on different countries in different countries. So something [12:36] But will you not compete in The US on purpose because it's too competitive? You'll do it specifically in Colombia or somewhere else. [12:42] >> Starting in The US, actually from an SEO standpoint, it's the highest place, so we're definitely gonna do that first. [12:49] What do mean highest? What do you mean the highest place? [12:52] >> If you go through, like, the SEO data and you find out who's doing the most searches, most of it's here in The US. [13:00] Well, but that also it's also the most competitive. Right? Everyone else can see that and bright ranks for that term. So how do you as a two person startup break through the noise and rank number one for that term with a low backlink profile? [13:10] >> You know, I mean, the first part is, yes, I agree it's competitive because the HRMSes. I don't think it's as competitive for a standalone leave management company, if that's the direction somebody wants to go, and if you start going below leave management, going to vacation trackers, time off trackers, it's not that competitive at all, to be very candid. So that part's pretty open for us, but the HRMS is our biggest competition because they're coming lower [13:31] >> and lower into the space. There's, like, I don't know, 40 or so SMB vendors that are pretty competitive. [13:35] You think that you think [13:37] the long tail keywords like vacation tracking is where you can excel? [13:43] >> Those are areas that we are focused on. Yes. That's from from the SEO I'm working with company. That's the data we're finding that are the areas to kinda focus on. [13:51] But, Andrew, I mean, when I type vacation tracking into search, you know, the number one way to tell somebody's competitive is is there an ad running against it? And then it's really competitive if there's multiple ads. BambooHR, Paycor, HelloTilt, vacationtracker.io are all running paid ads against the term vacation tracking. How do you and then there's a bunch of very highly ranked places here. So when you say SEO is gonna be your go to market, how are [14:14] you gonna outrank softwareadvice.com, vacationtracker.io, and some of these other paid placements? [14:20] >> Well, I don't first of all, have my personal opinion about the paid ads, but Bamboo, I don't view as a direct competitor. We're standalone. So if you're looking for an HRMS, we're not your bet, and we're gonna be much more economical. [14:31] No. No, Andrew. I'm just talking about SEO. I'm just I'm I'm asking questions based off your answers. You said that you wanna go to market. Your first move is gonna be SEO, and I'm trying to understand how you plan to attack SEO. How how will you win in a market that's so competitive? You must have some unique mousetrap you're gonna go after. I thought it was a specific keyword, but vacation tracking tracking is very competitive. [14:48] >> Those are the keywords we're going with. Those three. [14:51] Yeah. But so how do you that's what I'm trying to figure out. How do you outrank these? It's how are gonna outrank BambooHR? Has a domain rating of over 80. [14:57] >> When I search in The US, honestly, when you get past those paid ads, and normally three of them are HRMSs outside of Vacation Tracker, which is the only one that you mentioned that's not, I see it very easy from a leave management standpoint to be very on top from a standalone leave management company. So, I mean, when I put in my work, that's what I came away with. I'm not doing it right now, but that's what [15:14] >> I came away with. I don't think it's that difficult, to be honest. [15:19] >> You have to [15:19] >> give ads to our message because we're not an HRMS. It's you're gonna be [15:23] Well, Andrew, it doesn't matter what you I'm I'm little the way you get discovered here is the keyword that a user is searching in Google. So if you use vacation tracking or track or I'm just reading to you what already ranks there. You've gotta outrank that to get that same traffic. It doesn't matter if you are a competitor to BambooHR or not. They're ranking for a keyword you said you wanna target. How do you outrank them? [15:41] >> I performed all the same everything you just did right now, did myself. And I saw the same ads too, and I saw the bamboos, I saw everyone else. To be very honest, when I walked away performing the same exercise that you're talking about, I don't see it as that hard to climb over the vendors that I'm worried about, to be honest. I don't really even see them on the first page. I see the HRMSes on [15:59] >> the first page. [16:01] Okay. Understood. But again, if the HRMSes are taking up the first page for that keyword [16:07] >> or $7 an hour, so you're gonna have a com or 6 or $7 an employee at least, if not more. So this is much it's a different animal. [16:16] Okay. Like if we're all competing if we're all competing for the swing set on a playground, right, And there's two three other people on the swings, and you're like, they're not a competitor. That's fine. There's still only four swings. So even if you don't compete with them, they're still on the same swings that you wanna be on. How do you kick them off? That's what I'm asking. It's not do they compete with you or not? Are [16:35] they cheaper than you or not? It's they take up real estate that you want. How do you get that real estate? [16:41] >> Again, when I performed the exercise, I didn't really see much of an issue getting there outside of the paid ads. I wasn't focused on the paid ads. On the paid ads itself, [16:48] that's Ignore the paid. Ignore the paid. Skip over the paid. I mean, vacationtracker.io, softwareadvice.com, Clockify, vacation. How do you beat vacation tracker? [16:56] >> Clockify is a prime attendance vendor. Vacation tracker is the only one that's a competitor. Software advice is a company that refers people to other software. [17:03] So Yeah. Absolutely. Totally. It's like g two. They're all built on inbound organic SEO. What I'm trying to understand is, like, what is your so they each maybe have I'm making this up a 100 backlinks to their pages. Unless you have some strategy to write a long form piece of content on planleave with backlinks to it, you're you won't outrank them on page one. That's what I'm trying to understand is how do you plan to actually [17:21] tactically do that? [17:27] >> Yeah. As far as I mean, you're talking some some language. I don't know, and that's where I'm getting the help from my SEO firm. But, I mean, as far as Oh, [17:33] you hired an I thought SEO was part of what you're you personally you hired a firm to run this for you. Yeah. Oh, well, now I'm more worried, Andrew. [17:44] >> Why why is that? [17:46] Well, because SEO is not a thing that I mean, it's really hard to just any SEO firm, an agency that wants your money is gonna tell you they can rank number one, and then they're gonna say, I guess what? It's gonna take four years. You know? But look look, I hope it works. I mean, I I hope obviously, I hope it works. I'm rooting for you. But so SEO, are is there are there any other moves [18:04] besides SEO you plan to make to grow revenue, get your first customer? [18:07] >> I'm doing some of the software channels like Gartner and so forth. [18:10] Organic or paid? [18:13] >> Paid. [18:14] Okay. Tell me more about that. So what what might you test on Gartner next month in terms of ad spend? [18:18] >> It's actually Capterra specific. I paid for top five placement. [18:23] And and what do you anticipate? Like, do you need to get a 100 clicks from there and convert ten twenty to paid customer? How are you thinking about that? [18:29] >> I don't know if that ratio is accurate or not. I mean, the the one challenge we have with that is leave management's not a very highly sought area. So I don't know. I mean, I'm still kind of in the figuring out phase with that one. But, you know, putting the money up right now, and we'll see what comes from it. [18:45] Was there when you purchased planleave, was there a wait list that came with it? Is there a group you can try and move to a paid plan or no? Gotta build the wait list? [18:52] >> A group we can move to paid plan. I apologize. I'm I I don't understand. [18:57] Do you have a wait list? Are there any free users that you can market to to try and get them to pay? [19:02] >> We have a free trial. Yes. But there was no wait list. I'm sorry. My CTO, Jose, did not do any marketing, didn't do anything with the company at all. [19:10] Got it. So when do you you're you're pre revenue today, right, or do you have a customer yet after you purchased it? [19:15] >> Couple customers. Yes. [19:16] Oh, you do? You do? Okay. Great. So how did you get those customers? Where'd you get them from? [19:20] >> Jose got those in Spain, and we got one just in Ohio recently. [19:23] No. No. Andrew, like, tactically, did that come from Capterra ad, SEO? They were on the free trial. How'd you find that? [19:29] >> Honestly, I mean, SEO takes three months. We just started it three weeks ago, so I'm not expecting any results from that. Capterra just started last week, to be honest. So I I think it's foolish for me to be thinking too much about that right now. Everything I've been doing has been just my direct working with friends. [19:44] Customers you already have, where'd they come? I'm just asking where they came from. That's all. [19:48] >> I'm sorry. The ones in Spain, Jose, that was pre me, and then the one in Ohio is a friend of myself. [19:53] Okay. Got it. So you're selling into your historic like, sort of your old network of friend that you have? [19:56] >> I have to until things take effect. Yes. [19:59] Okay. Are you all in on this? Are you doing this full time? [20:01] >> I am. Yeah. [20:03] Okay. So how how do you how do you rate yourself? Right? How do you grade yourself? A year from now, how will you know if it's working or not? [20:08] >> I do have a plan. It's been a while since I looked at it, but essentially what I want to accomplish ideally is once we get the machine going is get it to, at a minimum, 14 clients per week, fifteen, thirty, 45, 60, what, fifty, fifty six clients per month and so on. And that's where my numbers kinda came from. [20:30] Mhmm. Mhmm. Okay. But you've got three customers today paying, you know, for whatever, ten, twenty, thirty, fifty seats. So it's like with 50, 60 bucks a month. So you're at your first $200 a month in revenue. Right? You gotta start somewhere. Right? Anything can keep growing that. Now do you plan to bootstrap this or raise capital over time? [20:46] >> I'm gonna bootstrap it for now. [20:47] Bootstrap it. Very cool. Any other acquisitions you're gonna tuck in under this one, or this will be the only [20:53] >> No. If there's any long term plan, I think it it would be again since the attractions to the user experience, I think it would be way down the road to do a time and attendance system very similar and just kind of bolt them together. But it's a little premature to be thinking about that. [21:07] Mhmm. Interesting. And did you [21:10] I'm trying to look at your LinkedIn profile. You've got a bunch of stuff that it still says you're present at today. Right? Are you still DailyPay director of channel sales? [21:18] >> No. I left DailyPay. [21:20] Okay. And then all the other stuff as adviser. Okay. Got it. So but that was the thing you were doing full time before planleave? [21:25] >> That's correct. [21:27] I see. Okay. So did you leave DailyPay and then find planleave, or you waited to leave DailyPay until you found planleave? [21:34] >> The latter. [21:35] Ah, okay. So you found the target first and then quit the full quit the safety net, and now you're all in? [21:40] >> Yeah. [21:41] Alright. Well, we're rooting for you, man. Let's wrap up here with the famous five. Number one, favorite book. [21:46] >> I always like Bret Easton Ellis books. So, god, we're going way back, but I guess it's Less Than Zero. [21:53] Sorry. So what's the title of the book? [21:55] >> Less Than Zero. [21:56] Less Than Zero. [21:57] Okay. Number two, is there a CEO you're following or studying? [22:02] >> Not studying. I don't really think I'm following anyone else. I have a lot of respect for Colin Day, which you mentioned previously. [22:07] Yep. [22:08] Number three, what's your favorite online tool for building planleave? [22:12] >> From a business standpoint or or [22:14] what's Something you use every day, a virtual, you know, to a tool that you use. [22:18] >> Gosh. I'm bouncing around so many right now. I'm using a back end kinda campaign manager on LinkedIn and seeing how that's working. But What's it called? Waalaxy. [22:28] One Lexi? [22:29] >> Waalaxy. I think it's W, two a's, laxy. [22:33] Interesting. [22:34] Number four, how many hours of sleep do get every night? [22:37] >> Varies. Dog woke me up at 4AM last night, so that was probably, like, five hours. But on average, I don't know. Seven or eight. [22:45] And situation, married, single kids? [22:47] >> Single. [22:48] Any kiddos? [22:49] >> Can't afford, no. [22:50] >> No kids. It'll afford me. [22:51] No kids. And how and how old are you? [22:55] >> I'm 53. [22:56] 53. [22:57] Last question. Something you wish you knew when you were 20. [22:59] >> Boy, there's a ton. [23:06] >> I wish I got married back then. It's a lot more complicated right now. [23:10] Guys, there you have it. Planleave.com. He comes from the HR tech space. He fell in love with this project and engineered a bill and said, you know what? I'm gonna leave my full time gig. I'm buy this thing. He paid under, we'll call it, under 6 figures for it. Let the CTO, Jose, keep 20%. He owns 80%, and now he's using his network, his go how, an and SEO agency to get his first dollars of revenue. [23:28] Already about three customers paying, call it, $50 a month. So a $102,100 bucks a month in revenue. Hoping to grow that to 10, 20, 30, 50, 100 k a month in revenue. We'll stay up to date. Planleave.com. Check it out. Andrew, thanks for taking us to the top. [23:38] >> Alright. Thank you very much. [23:41] One more thing before you go. We have a brand new show every Thursday at 1PM central. It's called Shark Tank for SaaS. We call it deal or bust. One founder comes on, three hungry buyers, they try and do a deal live and the founder shares back end dashboards, their expenses, their revenue, ARPU CAC, LTV, you name it, they share it and the buyers try and make a deal live. It is fun to watch every Thursday 1PM [24:07] Central. Additionally, remember these recorded founder interviews go live. We release them here on YouTube every day at 2PM Central. To make sure you don't miss any of that, make sure you click the subscribe button below here on YouTube, the big red button and then click the little bell notification to make sure you get notifications when we do go live. I wouldn't want you to miss breaking news in the SaaS world, whether it's an acquisition, a big [24:29] fundraise, a big sale, a big profitability statement or something else. I don't want you to miss it. Additionally, if you wanna take this conversation deeper and further, we have by far the largest private Slack community for B2B SaaS founders. 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