Remote first doesn't mean anything today. You can only hire locally down the street. There was a time that that's all you had. You were stuck with the talent that's within a five mile radius of you. I can hire people in Canada. I can hire people in Mexico. Then I can hire people in Pakistan. I can hire people in Philippines. So now you're looking for great talent now. That's the game here. Our remote team does sales. They're actually selling 20, 30, $40,000 deals remotely, globally, on their own. If you have a small vision, your team will eat, good people will eat you up. All right, guys. Today, remote first podcast with Andy Audate. It is the GHL Speaker Series. Welcome to this podcast. Andy is a special one, especially for me because we go back. The first HighLevel event I ever did, it was SaaSpreneur, very tiny room, May 2022. and he was still there he was still crushing it and you know asking all the right questions coming up i'm like man who is this guy and four years since i've been invited to you by being you know privileged to be a part of your events in manila in vegas earlier this year yeah it's been a long we've been actually to fighting range shot some bullets together Maybe it was not arranged. I think it was not arranged. We did shoot some guns. But yeah, and then also congratulations. You are newer than that since the last time. So a lot has changed. Welcome to our podcast, Andy. Give us a little bit of information about your journey. You know, what you're doing. I run GHL Engine and at GHL Engine, we support HighLevel agencies to grow and scale to acquire customers, but also to maximize the HighLevel platform. So you said GHL, that's GHL Assembly? You're talking about... Okay, so GHL Engine. And then you had Progreda, you had Andy Audate on Audate Media. And then now you're doing... So Audate Media is just a legal company. So we have two brands, the white label software. So we took HighLevel. The journey is that we took HighLevel first and we white labeled the platform. And that is what Progreda is. And so we became an example for some agencies on a process on how to grow and scale a HighLevel agency. And so we took those processes and we implemented them in a brand called GHL Engine, where we do it for other HighLevel users, HighLevel agencies. That's, I think, the best way to do it. I'm at RepStack. We are big fans of coaching. And Andy has been doing it for some time. right and the best thing is that if certain thing is working i think copy paste works and that's where the coaches like andy come in they can give you a little bit of customization get it in the right direction everybody can do it on their own but having you know the right coach with the right structure right framework yeah that is most important so you're i'm going to lead to the next question you're mostly all the time live right right now in webinar you're really really big on it as far as your weapon of choice or marketing is concerned. So why webinars and why live all the time? Yeah, so webinars allow you to broadcast a message to a large group of people. I think so many times people are agency owners, business owners are identifying like, what are the ways that I can grow and I can scale a business? So since we're on the Remote First podcast, let me give you an example. Today, we're hiring customer success managers. and we know that in order to hire a team member, many times you may do a one-on- one interview, but here's what we did. We had a challenge where we weren't getting a lot of applications for customer success manager role inside of our company. And our company has grown with a lot of more clients and our clients are getting more clients and we're supporting them inside of their clients at customer success. All in all, we're supporting 15,000 sub-accounts and we're trying to identify, okay we need to bring in additional team members and it's not just a junior we want to hire we want to hire people who have a skill who have experience who have knowledge and what we discovered is that when it comes to recruiting what we discovered is that the people who are available in the job market are like the ones that um i don't want to say i'm not wanted but it's like the ones that i'm not wanted right now if you're available on the job market and no one's like fighting to get your attention. It's like, okay, now we're fighting at the bottom of the barrel right now. So what we did differently is we did a training. And in that training, and I learned this from a book where it's like the people that you want to hire, they're investing time, energy, and money to learn. So for the customer success manager, what we did is we held a training on how to be a great customer success manager. We talked about how to market. Once a sale is done, how do you do the kickoff call? How do you do the onboarding call? How do you get your client the first win? How do you have your client become an advocate and refer other clients? And that's what success for a customer success manager, where your client gets their first win and to the point that they ultimately are bringing in additional clients and they're an evangelist for your business. And so we did a training on that. And out of that training, we got 150 applications to come to work with us because now it went from what is available online and all these job networks and all these job platforms, what is available online to, Hey, you know what? I'm willing to drop my entrepreneurship journey and come work for you. Like that at that level where someone who's working a job, uh, working their business and they're effectively have the skills of being a great customer success manager, but they're doing it for their own company. And then they're saying, hey, I'm willing to drop my job or drop my entrepreneurship hat and come work inside of your company, those people aren't going to be on LinkedIn, Indeed, or those platforms, online jobs and all these platforms. Those people are coming to learn how to become better. And while they're in the pursuit of becoming better, they end up seeing an opportunity. And that is the way that we're recruiting. Now, the leader of our customer success team, he had one or two options he could do 150 one-on-one interviews or maybe maybe 15 group interviews of 10 a piece but instead he was able to do a group presentation explain what you need to know in the form of a training and then towards the end make a make a presentation about hey by the way we're looking just for one now there's a large group on this call and it's being broadcasted streamed to other people, but I'm only looking for one great CSM. Here's the prerequisites are, this is the personality type, this is the opportunity. If you want to apply, click apply. And then they go through a funnel to start, I think you guys call it ATS. They go through the ATS system. And then from there, we then identify the one that all happened this morning. That's because of a webinar. That's because of a group presentation, rather than a one-on-one presentation for 150 applicants, that would have taken forever, man. We were able to accomplish all that just this morning. That is, of course, that is, you know, it is opt-ins, people coming in looking for, you know, the new clients or you're doing cold outreach. That is kind of a two different, you know, you have the ones, but people who are out there, you know, hunting them down, bringing them in on your vision. So my question is, you know, I was on our Q4 planning session and everybody asked if you had a magic wand, what would you like to do and get better at? For me, it's bringing new people in and get them up to the mark of the current high performers, right? The training curve. You had built the training and you know how hard it is. So how do you do that? Someone new comes in, you have a big team, you have a global team. So how do you train them and try to say, okay, now he has the same product knowledge and anybody that asks them, they'll be able to answer about the product knowledge that you have or any other older clients. success managers have? I'll share with you a process. Everything in our company, I would say 95% of it is recorded. Every conversation, every onboarding call is recorded. And what's cool about the recording is you can take the transcript and you can plug into AI and ask it to break down a common framework. So for example, let's say that I have one specific role. So we have customer success managers. And then underneath that, we have client relationship representatives. So So there's like, customer success is multi-layered. Layer number one usually a junior is gonna be client relationship So CRR is what we call them client relationship representative And then on top of that is a client success manager Client success manager they oversee those processes CRRs do the implementation of those processes. And so in this scenario, when we look at the, we had an influx of new customers. And this is like that goal for many people. It's like, I want more customers. But your ability to pivot and create systems. So here's an example. We were onboarding customers and our client success manager was onboarding customers and he just had the knack. He just had the idea of he knew how to onboard customers and we didn't really know how he was onboarding those customers. We would just send it to them and those customers would stay. Those customers were super happy. Happy, but it's like, OK, well, how do we how do we start to upskill that and clone that? So I'm going to give you an example. So in our business, one of the services that we provide for HighLevel agencies is we provide a white label done for you webinar to resell HighLevel unbranded. So we take your brand and use my webinar presentation to show it to your customer. And your customer makes a buying decision to buy your offer using my pre-built webinar. And we'd set that up for you, right? Now, in order to accomplish that, there's a few steps, man. We got to set up your DNS records, which is your domain, your www.yourwebsite.com. We need to set that up. And that's a couple of tech steps. We need to show you how to get in touch with us, the courses that's available to you, and all the membership things that are available. Man, Athar, I would share with you, for example, in the customer journey, in the beginning, for one client, it might take two calls to accomplish that. For another customer, it might take three calls to accomplish the same thing. For another client, it might take one call because they're super tech savvy. We go through it really quickly. And when we're going one client at a time, you know, this is a $10,000 program. So when we're going with one client at a time, this is something that it's okay to have this one, one Z, two Z conversations. However, I did a webinar, got 340 people on that webinar. I sold this offer, 340 people, a larger amount of people bought that offer. And then my team effectively had to figure out how do I onboard dozens of people back to back? Here's what they did. They went to their old transcripts of all of their calls, their onboarding calls. And so let's say, for example, it was the last 40 people that they onboarded. They asked, what are the steps that are common between all of the onboardings? And it listed all of the steps. So it broke it down in 10 steps. Then what they did is they split the 10 steps into two calls, call one and call two. And it was phenomenal because what happened is that there are some clients. So they took the 10 steps and they said, okay, this is our standard operating process to onboard clients in Andy's white label webinar system. This is the 10 steps. We're going to split it into two calls. So a customer success manager on my team took call number one. Another one took call number two. But the thing is, clients were buying this at different times. So every week, they scheduled out multiple call number ones and then multiple call number twos. So for example, let's say John bought on Monday. We could say, hey, John, we actually have an onboarding call number one scheduled this afternoon. Do you want to take that call or do you want to do your first call on Wednesday, on Wednesday morning? And then the client can then go choose the time that they're available. Now, here's what also happened. The group, some of the customers that took call number one, maybe for their call number two, they weren't available the next day. So they had to wait a couple of days. They weren't available the next day. Maybe they were available two days after. So they were able to pick and choose the different call slots, but they all got the same information versus version one of it was like the customer success manager kind of feeling the vibe and was like, oh, let me just tell you. And then here's what also happened. Let's say a customer success manager wasn't available to take to do call number two. No worries. Another client relationship representative or another customer success manager could jump in and they have the same checklist. So it was the same for every customer. and then that's how we were able to move dozens of customers and that small pivot was an example of how we scaled that's like that's like a small thing of of how we scaled where it's like okay i just bought it you know you guys had a presentation last week a bunch of people bought it last week but i bought it today well great we have our call number one scheduled for tomorrow like it's already pre-scheduled you choose which one you want to go to and it's the same customer success manager most people in my position would say i have to hire more customer success managers on the old process, right? Because it's like kind of you feeling the vibe. It's one-to-one. But now we did it in group. So for example, we might have 10 people on the call number one and going through the call number one checklist. And we might have on the next call, five people on the call number two for the call number two checklist because the rest of the five are going to a different call number two. I love the answer because, you know, just to get people there, I sell the same thing, like a checklist. The number one reason when new people come and resign early in a new job is they get overwhelmed. And we know our business as entrepreneurs, we're doing different things. So when someone comes and you hand them a checklist, a clipboard, I say, you know, you can hire for talent, you can hire for communication, for energy, but confidence you have to inspire. And confidence comes from clipboard, right? When someone comes in, yeah, there are 10 things you're going to be doing, but do this first, do this second. it's kind of a foolproof system you have and i like this one to many uh thing that you're doing it's a win-win situation so this person comes in is getting trained now my next question to you is you have a big team if you want to share what size it is how do you keep you know your team that is global on mission driven to your mission right to your the way you want to do things done of course everybody can do get things done but i see i've been there right your team is dedicated they're like always smiling they're on the edge of the seats when you're on the call with them so how do you keep that done and you how do you translate to your to your team across the world the the number one thing that is important is going to be the vision first and foremost as a ceo as a leader you absolutely need to have a big vision if you have a small vision your team will eat good people will eat you up. Okay. Because what would it look like, Athar, if someone on your team says, Hey, look, like, let's say you're having a one-on-one with your, you're a CEO and you're having a one-on-one with the leader on your team. And your leader says, I want to make, I want to make $2 million. That's my personal income goal. And then you say, as your, your long-term goal is my long-term goal is to make $1 million. Your team member is going to look at you and say, I can't be here. Yeah. They're going to be like, I can't, I can't be here. So, so your vision and your goal, if you want great people, you got to attract, like I have team members on my team. That's like, man, I want to be a real estate investor, multiple team members, by the way. So they're all on the call. Like for example, let's say it's a group meeting and I'm talking to my leadership team and I say, okay, what is the vision that you all have for your personal lives? The company should be a tool to help you hit your long-term vision. What is a goal? And one might say, I want to buy a million dollar property. Another one might say, Hey, I want to become a real estate investor. Another one might say, Hey, I want to own land. Another one might say, So they're all looking at each other and calculating this. Like, OK, and what Andy's saying is that we all need to make this happen from this company. And if I'm coming in saying, like, I want to make $100,000 this year, they're going to be like, the numbers don't work in our favor. So we automatically all individually have to start looking elsewhere to join something bigger. And that's when you lose great people because you have a small vision. So you want to have a big enough vision for your objective. So for example the thing is with HighLevel they did it strategically right They said hey we are a billion company billion for us billion for you guys So that means everyone in HighLevel can now identify what portion of the$9 billion do you want to acquire. Yeah, they can still go into high levels vision. It is bigger. Exactly. Now, my vision within HighLevel, just within the high level ecosystem is $100 million to have a $100 million exit. So when I say $100 million exit, my team is like, okay, I could pull in a million from that. Okay. I could pull, I could be a part of the leadership team and I can pull in 2 million from the a hundred million that Andy's working towards. I could have team members that are like, Hey, I can pull in 3 million from that. And I'm like, Hey man, even if I, even if Andy gets X percentage of this a hundred million, it's still a substantial amount of money to help me leapfrog onto my next thing that I want to work, work towards. So there are, what happens is I start to attract people who fit within this $100 million target. And I explained that in order for you to hit your vision, we got to hit our vision as a team. So we all have the same vision. So when everyone here is$100 million, they think, look at themselves, well, that means that I can become a millionaire by being part of the leadership team here. That means I could become the real estate investor. That means I could buy the property. I could buy the land. I could send my kids to college and so on and so forth. And even when the company disperses that money to help the team, we know we're going a step above that in the future as well on top of that. So it's grand enough to attract great talent. If you have small dreams, small vision, you're going to attract the bottom of the barrel of talent. You're going to attract the bottom of the barrel of customers. You're going to attract the bottom of the barrel of everything. And then as a byproduct, your business is going to be bottom of the barrel, the worst of the worst. And it all translates to you. It's all frustrating. I love it. your answer. It is kind of becoming a theme when I ask people because it is a remote first podcast that how do you do this global culture? Yesenia said something similar. She said growth. You said the same thing. You need to have a big enough vision so your team can grow their vision into it. That is very, very important coming out. The standards are changing. Man, remote first doesn't mean anything today. Man, I got some remote first people. I've trained and hired people domestically, and I also have remote people internationally. Man, the playing field has leveled. It's not like, oh, paying someone in the United States, for example, $60,000 a year or $120,000 a year is superior than paying someone $40,000 a year remote. No, you actually could get more value out of the $40,000 person, even if they have a slight accident. You might get more value out of that person than your $120,000 person here. So if anything, what you want to look at today is the internet has allowed the world to open up. That's all. So rather than, because there was a time that you can only remote, you can only hire locally down the street. There was a time that that's all you had. In office. In office, right? Down the street, in office. And then so you you were stuck with the talent that's within a five mile radius of you. Then things started to open up where it's like, hey, I can work remote from home and technically I can hire people from 200 miles away or 300 miles away or a thousand miles away. And now I'm hiring domestically in the United States, but they work from home. Then it's recognizing like, hey, not only can I hire people domestically all over the United States, but I can hire people in Canada. I can hire people in Mexico. Then I can hire people in Pakistan. I can hire people in Philippines. So now you're looking for great talent. Now that's the game here. It's not you're looking for who's closest to me or who sounds the best or who's more like me. You're hiring the greatest talent. Why would I hire somebody who has great, let's use this scenario. Why would I hire someone who has great English, looks great on camera, looks amazing in communication, costs me $120,000 a year just because they live in New York City. So I got to pay that fee, right? 10 grand a month just because they live in New York City and they got to pay$6,000 in rent. And I'm paying that fee and it cost me $120,000 a year. And then they get on the phone, they get on our meetings and they're like, I don't know what I want in life. I don't know what I'm creating. I don't know what I'm working towards. It's whatever. I'm on Instagram all day. And that's the person I got to pay 10 grand. But then I could go into Philippines, Pakistan, Mexico, Latin America, wherever, and pay $30,000, $40,000. And they're like, man, I'm going to create systems. I'm going to create processes for you. I'm going to take this off your plate. I'm creating AI bots. I'm creating AI agents that do my work for me. And I'm managing a group of AI agents. Plus, I'm hiring and training other people. And you're like, hey, what's more valuable, the $120,000 person or the $40,000 person? Now, granted, you could have vice versa, too. You could also have a great person at $120,000 and a terrible team member at$40,000. The point that I'm making is the playing field has leveled internationally. We're not stuck on a five-mile radius. You can hire globally, and the opportunity is hire the right person now for your business. The way we're saying it, right now you can hire globally like a local. Basically, get the right talent wherever it is. It's basically merit-based. Internet, you said it has kind of leveled, literally, the playing field. Absolutely. that's something we repeat all the time so one thing also with building teams we're talking about what is one thing now you know you've been here for some time uh you're hiring locally you're hiring globally what is if someone's new uh in HighLevel world starting their remote team where's something that you learned that you wish man whenever starting about remote teams i would have known what is that biggest lesson you've learned about building remote teams that i wish that i wish i knew before starting yeah starting your company starting your business starting your journey what is something that i wish i knew that i know now when it comes down to building remote teams i'll give you an example man i i remember like seven years ago when i started hiring a remote this was pre-pandemic and when i started hiring remote i remember thinking that it was limited to just admin tasks i thought that was the biggest yeah like a va like like like like and i mean to the level of like copy like i remember that some of the tasks that i submitted to my initial remote team members were take my YouTube video and try and scribe it. And so they would put the video on their screen, on the left side of the screen, and they would hear me say a word, and then they would type it into a Google Doc on the right-hand side of the screen. That was the task that I was submitting, right? And then I would say, help me write my blog, those type of things. Help me write my blog and write an email for me and things of that nature. um well today our remote team does customer success relationship our remote team does sales they're actually selling 20 30 40 000 deals remotely globally on their own without me being involved without anyone else on their own closing um managing the managing the clients and it's done through we have people in latin america we have team members domestically here in the united states we have team members here domestically in las vegas we have people in the philippines We have people in Pakistan. So we have people all over the globe and they all work as if they're working together down the street. That's number one. So all these different areas from the building the funnels, building the marketing campaigns, building the email sequences, running ads, running traffic, everything that you can imagine, you can hire remotely. There is not a limit. My accountant is remote. My accountant used to run accounting for a multi-million dollar business, hundreds of millions of dollars business. And they got let go during the pandemic. And when it went, so because during the pandemic, their business was doing hundreds of millions of dollars, this person who does accounting, when I hired this person, I'm like, hey man, I'm not doing hundreds of millions of dollars, man. At the time, actually I was only making six figures a year. Can you come in? And he's been loyal to my company because during the challenging time when he got let go during the pandemic I gave him a place to call home with work and he been with me for the last seven years So he took his skills of running a nine business and brought it to a six-figure company. So here's an example of some of the things that we've implemented. If you're familiar with Profit First by Mike Michalowicz, we've implemented the Profit First system. My accountant who's in the Philippines supported with that implementation, right? These are some of the small things. We have the Profit First system. We have different bank accounts. We have profit and loss spreadsheets. We work on our profit and loss every single week. I get an updated P&L every single week. Now I have a domestic CPA who helps me with the IRS in the United States. So I have a domestic CPA and they work together. So it's not even me, like my accountant in the Philippines works together, who's full-time on my staff, works together with my CPA here in the United States. They have a great relationship. They email back and forth and I'm out of the loop. I just focused on top line revenue. And so when someone says, you could do all of that domestically, I mean, remotely, I'm like, absolutely. You could do that. All of that. And on top of that, it's for me, I'm looking for the great talent. I'm not looking, it doesn't matter where you're at. So when someone says to me, hey, Andy, I ran a business that I was part of the leadership team on accounting that did over a hundred million dollars. I have all of those skills. What we're working here is easy peasy, but what I can offer you that's really valuable is I can bring some of those technologies, some of those systems, some of those processes into our company. So when I was doing seven years ago, you want to know how my accounting was? I would work all year long. And then at the end of the year, I'm like, did I make a profit? I don't know. How did that work? How much do I owe to the tax? How much do I owe to taxes? Where's my cash? And maybe worse. I think back then I had one or two bank accounts. Today, we have 18 bank accounts. Why? Because I have my team who's tracking, okay, taxes go here. We have a donation account here. We have operating expenses here. We have payroll here. We have a deposit account here. We have reimbursements here. We have all these different accounts. And my team member, who's much smarter than me, lives remote, is able to bring that infrastructure of what they learned from a nine-figure business running into my six-figure business, which supported us to be a multiple seven-figure business with implementing those systems. So what I wish I knew back then is hiring remotely, hiring remotely, hiring remote. The issue is it doesn't matter where they're at. You want to hire the right talent. You want to hire the right people, the people who can help you grow and scale and be a part of your vision. It doesn't matter where they're at. I have team members in Pakistan, Latin America, Philippines, United States. I have team members all over the place. what's most important is that you recruit the right person and the right people who are going to be long-term partners of your business two things you're doing here is that of course you know you're getting your cpa bill to be down because it's not going to be as many hours and also you get tracking anything that you track you're saying you're getting weekly pnls so of course profit first right the whole idea we want to create teams you want to do impact but and then you want to pay bills so if you're having that much you know tracking and anything you track you're going to get better at it so i love that last thing i'm going to ask you here is you know you talk about remote team of course it's about uh at the end the revenue uh the payroll is less of course we say that you know anybody in agency should not be paying more than 50 percent of the revenue for the payroll but still i what i'm my point is you keep going back to philippines i was there you invited me and once we went there the first thing that we did even before the big event day, 5 a.m. in the morning, we went for charity. So why is that important, right? So we have these people, they're already driven, you're already paying them high, they're already giving them growth. But going down to Philippines almost each year, doing these charity events, why is this important? First of all, I acknowledge you for supporting. RepStack came through, they sponsored the event, they helped make that happen. In 2023, I had a conversation with our team and I said, you know what I would love to do? I would love to give back. And one of the things that I discovered is, of course, there's so much charity all over the globe that is necessary. I donate to churches here. I have charities here in the United States, but also my team wasn't able to be involved with any of the stuff that I was doing here because they were remote. So I gave them a budget in 2023 and I said, effectively, like, hey, send me photos. Why don't you guys have a charity um that was in uh middle 2022 that was 2022 then in 2023 i said i would love to do one with you and they said i said guess what i'll come to you to the philippines right that's what that's where a majority of my leadership team is i have team members all over but my leadership team happens to be in the philippines and if they're in pakistan we the leadership members in pakistan we fly them to the philippines so i said let's host it in the in the Philippines. And my executive assistant, who happens to be closest to me, said, I'll coordinate it. I'll coordinate. I know exactly where to go because I have family who is in part of the council, part of the town, and we have the exact place. I said, all right, great. Coordinate it. We'll donate. And then we'll... So I did the first one solely by myself where I put up all the money. I came down and I saw the eyes of people who needed help. I saw children who were under two years old that was like man i need i need this food that to me was you know small to them was like this is two months worth of food for my family it was that big and it fit it was in a little bag man us we can have multiple bags just for this week of groceries yeah for them it was just one bag and i was like this is like two months worth of food just eight weeks worth of food with all this rice all the sardines all the things that we we we gave so we gave the charity i took it upon myself in 2023. And then I believe what ended up happening is in 2024, I ended up asking for, I started to ask for support and I asked my current customers and I said, hey guys, would you love to donate? And they started to donate. And then I brought it out to my friends. And then of course, RepStack was one of the members that ultimately not only donated, but also came through and supported to make that a reality. So it was super fun to do that charity and to see people and help people. And on top of that, what we did was we started, we wanted to give people jobs and give people training. So we also created a funnel that allowed them to get knowledge. So in the bag of food, we said, hey, here's a little bit about what we do, but also here's some links of where you can get jobs and what that process looks like. Also some videos that gives you direction on how to make some income. Because the idea of helping a company in the United States is so foreign still. So even though to us, We're talking about remote work and we're in the world of digital marketing where it's common to hire someone from Philippines, Pakistan, Latin America, Canada, UK. It was so foreign to some people that they didn't even know. So we wanted to give them a path. So not only do I want to give you the fish per se, like give you the food. I want to teach you how to fish by saying, hey, this is the start of your job, of your job journey. Yeah. So you train together, work together, have fun together. but having charity donations, that is kind of the culture. I don't know. Every company should be building. Well, thanks again. It was really, really amazing talking to you, Andy. Before you go, you want to just tell us what you're going to be talking about. You're on stage again, GHL Level Up Summit 2026. So what's your agenda there on the stage this time? Yeah, so I'm actually going to be talking about webinars. I'm going to be talking about how to sell one to many. how to acquire large groups of customers. I think that's still an un, um, on that's, that's a missed opportunity for many where you can get, no matter what it is that you're selling, no matter what it is that you're pitching, you can do one to many. And that's what we're going to be sharing with you. How you do one to many. All right. Thanks again. Uh, I'm going to be there at Dallas and he's going to be there. Make sure you go and watch the webinar. And then hopefully we'll see you in Dallas. The opportunity is in the show up, show up, showing up. Yes, sir. Thank you, my friend. All right, Andy. Thanks a lot for your time.