Business Bootcamp: Dylan Zoom Call #2

Welcome back to the Mike Andes Podcast where we discuss the ins and outs of owning a small business. If you're new here, the Mike Andes Podcast is all about taking your business to the next level. We're covering season one, Episode two of Business Bootcamp Zoom Calls this week. If you haven't heard, we've been watching four different home service business owners overcome their challenges and build their business into something great. Part of the whole thing is the zoom call check ins that we do along the way with Mike. Mike has tons of great advice for anyone who runs a small business. So here's what we're getting into. We're talking to Dylan from Urban Roots Landscaping out of Tacoma, Washington. Dylan's goal is to grow their business due 400k and they're going to do that by going from 40k a month in revenue to 90k a month in revenue by next year. Max is going to give him the guidelines and strategy he can use to make sure he meets that goal. This episode in particular, we're going to look at getting a GM and field manager on profit sharing by next spring. As always, you can find all this and more over at the Mike and his YouTube channel. But here's the second call with Dylan from Urban Roots Landscaping.

Today we're going to be talking with Dylan from Urban Roots Landscaping. This is the full consulting call from last week's Business Bootcamp episode. If you want see the full episode, check it out in the description. But Dylan has in his second year doing almost $400,000 in annual revenue and next year if he's going to double the business, he's got infrastructure. You got to have people that help him on the admin side, the estimate side, emails and calls, etc. So he can focus on sales. But how do you compensate someone like that? How do you pay someone that's not producing revenue out in the field where you usually give them an hourly or even a P4P type of model? How do you pay that person? That's what we're going to be talking about today. We're also going to be talking about how to do marketing correctly because last year he spent hardly anything on marketing, just a couple thousand dollars. And a lot of that was just the decals for his trucks. So how can he actually take this big cash that he has in the bank, over $150,000 in the bank ready.

To deploy to grow the business?

How does he take that and use it effectively in marketing? Using a new product from Google is extremely effective. That's what we're talking about today is a full extended version of the Consulting Call with Dylan Urban Roots Landscaping. Check out last week's episode, the full episode of Business Boot Camp, in the description below.

There we go. Does that always take everybody a minute to, like, get unmuted?

It does. I have it where. I have it where when someone comes in, they're automatically muted because when you have multiple people, the worst thing is when people are joining and they're not muted automatically. So.

Okay. So.

All right.

How was the week? My studio here. Oh, let's go.

I just grabbed that out of the garage. No, the week was good. Good, but hectic. We haven't had a lot of hectic weeks like this before because we had one guy out for two days sick, another guy out sick, you know, so with a smaller company like this, that's going to make a big impact. So.

We made some adjustments. We moved one cleanup to next week, and then.

Yeah, just kind of scrambled work later nights. So we got through it, though. It was okay. Cool.

So a couple tasks that we had from last week that we wanted to go over. Number one was the Google Max Performance or Performance Max on Google. That ad. Were you able to create that? I know you ran some issues. Did you try that again? How'd that turn out?

So, no, I went in there and I tried a couple different avenues, and I was even watching more videos this morning, and everything I'm finding is just talking about, like, an online marketplace, like, selling products online or something. So I went through, and every time it'll say, like, do you have a brick and mortar store? And I say no. And it'll say, like, do you have, like, online merchant? Or something like that? And then I say no, because I'm not selling an actual, like, store, like, product. And then it says, are you selling a service? So then it just, like, links me automatically to Google Ads. Like it. I haven't been able to even get the option of setting up a performance max campaign yet. So do you.

Where do you start? Like, do you go to ads.google.com?

Yes, that's where I start.

Can you share your screen by chance or are you on your different computer right now?

I'm on a cell phone.

So.

What'S the best way to share if I'm on my cell phone here? Sorry.

You're fine. Are you on your desktop, though? Like, where you are currently? You have a.

Well, my desktop is right here. Yeah, but it's, you know, it's on my lap, so I.

That's fine. Either. Either a. You could just show me where you're hitting. Like show me where you would start first off.

Alrighty, so we have Google Google Ads. Okay. So can you see my screen yet or no?

Yep, I can. Yep, that's perfect. So you've been using that bottom one.

Yeah, well, this is the one I was just experimenting with this week. Okay. Okay. So then I go to. I ended up going through this, these steps thinking, oh, I'm. I'm going to eventually progress where it'll ask me to do Google performance max. And it just ended up. I just ended up setting up a Google Ad. Not even performance max. So let me go to all campaigns.

Maybe so at the very top in your URL. So right now you're, you're in Express. I might switch you back. Yeah. In your URL, just go to ads.google.com because. Right, you're in the Express version right now. I'll show you what I mean.

Ads.google.com.

Yeah, click that.

Let's log in.

So sign in. Yep.

Okay.

I was thinking of three. Okay, go ahead and do the top. Try the top one. It's taking to Google Express, which from there you can't run those ads.

Now we're talking. Okay, cool. So now from here, go to all campaigns in the top left there.

All campaigns. Yeah, click on that. Oh, there.

Sorry. Yeah, you might have. There might be something bad on the back end here because it's having all these errors. But let's just go ahead and click the plus button in the circle.

Yep, click that.

Yep.

See, this is where I get performance plus.

You're fine to go. Web traffic.

Website traffic.

Yep, go ahead and continue.

Oops. Continue.

Ah, there it is.

Okay, so I've got to click on website traffic. I'll remember that.

Yeah, and then part of it is too, like you were on the Express version of Google Ads and that won't let you do performance max because it's just like the very dumbed down version of it.

Okay. So I avoided that by going to the first account I had at the top.

Either way will work. The main thing is that you just use ads.google.com and not ad Google Express. Because as soon as you Express, it just basically will not allow you to do more complicated things.

Okay.

You should be able to take off your screen recording too.

Okay.

Or your screen share.

Top share. Okay, cool. Oh, geez. I think we're out of time. No, you're good.

So, all right, so this week maybe we can try to get that one squared away and try to at least Create one. And just so you can get in the habit of knowing how to put the videos because that it will take longer to put that one together compared to regular Google Ads, simply because you've got to put together picture, video, text, et cetera. So it will take you a little bit of time. Do you have any videos that you can put in there that are like 15, 20 seconds at all or not.

Really, not a lot. I'm gonna probably have to produce those this week.

You know, five second pre roll to a YouTube ad. That's what you're gonna be thrown into. And so I would do two of those. One for like lawn care, one for more landscaping. And it could literally just be you in front of your truck with your cell phone. That's fine. But the goal is be able to give it multiple inputs, right? So multiple videos, multiple, multiple pictures. And then it'll let you do up to like five to eight different banners for text. And so in each of those you're gonna like leaf cleanup, landscaping, lawn care, whatever it might be. Obviously as we're heading into winter, it's probably gonna be more on bush trimming, leaf cleanup, you know, property cleanup, stuff like that. But just you can fill it with whatever you want because ultimately if someone types in lawn care because they're looking for a leaf removal, but they'll type in lawn care service, you still wanna pop up.

So with those two intro videos be enough or should I get more creative other videos and put it up or.

No, I would try off start off with the two because what performance max is going to do is if those videos aren't doing well, it'll just push the pictures and the, you know, web search traffic a lot more. So you can, you can see that later on in the, in the results. And sometimes it'll take it two or three days to get up. So if you can post it even without the videos this weekend, that'd be good. Just because it can. Usually it can take two to three days for them to accept the ad sometimes.

Okay. All right.

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Yes, that's where I start.

Can you share your screen by chance or are you on your different computer right now?

I'm on a cell phone.

So.

What'S the best way to share if I'm on my cell phone here? Sorry.

You're fine. Are you on your desktop though? Like where you are currently? Do you have a.

Well, my desktop is right here. Yeah, but you know, it's on my lap, so I.

That's fine. Either. Either a. You could just show me where. Where you're hitting like show me where you would start first off.

Alrighty. So we have Google Google Ads. Okay. So can you see my screen yet or no?

Yep, I can. Yep, that's perfect. So you've been using that bottom one.

Yeah, well, this is the one I was just experimenting with this week. Okay.

Okay. So then I go to. I ended up going through these steps thinking oh, I'm going to eventually progress where it'll ask me to do Google performance max. And it just ended up. I just ended up setting up a Google Ad. Not even performance max. So let me go to all campaigns maybe.

So at the very top in your URL. So right now you're in express. I switched back in your URL. Just go to ads.google.com because. Right. You're in the express version right now. I'll show you what I mean.

Ads.google.com.

Yeah, click that.

Let's log in.

So sign in. Yep.

Okay, thinking of three.

Okay, go ahead and do the top. Try the top one. It's taking to Google Express which from there you can't run those ads.

Now we're talking. Okay, cool. So now from here go to all campaigns in the top left there.

All campaigns. Yeah, click on that.

Oh, there. Sorry. Yeah, you might have. There might be something bad on the back end here because it's saying having all these errors. But let's just go ahead and click the plus button. The in the circle. Yep, click that.

Yep.

See this is where I to get.

Performance plus, you're fine to go Web traffic.

Website traffic.

Yep, go ahead and continue.

Oops. Continue.

Ah, there it is.

Okay, so I've got to click on website traffic. I'll remember that.

Yeah, and then part of it is too like you were on the express version of Google Ads and that won't let you do performance max because it's just like the very dumbed down version of it.

Okay. So I avoided that by Going to the, the first account I had at the top.

Either way will work. The main thing is that you just use ads.google.com and not ad Google slash express. Because as soon as you express it just basically will not allow you to do more complicated things.

Okay.

You should be able to take off your screen recording too.

Okay.

Or your screen share.

Stop share. Okay, cool. Oh, geez. I think we're out of time. No, you're good.

So, all right. So this week maybe we can try to get that one squared away and try to at least create one. And just so you can get in the habit of knowing how to put the videos because that it will take longer to put that one together compared to regular Google Ads, simply because you've got to put together picture, video, text, et cetera. So it will take you a little bit of time. Do you have any videos that you can put in there that are like 15, 20 seconds at all or not.

Really, not a lot. I'm going to probably have to produce those this week.

You know, five second pre roll to a YouTube ad. That's what you're going to be thrown into. And so I would do two of those. One for like lawn care, one for more landscaping. And it could literally just be you in front of your truck with your cell phone. That's fine. But the goal is be able to give it multiple inputs, right? So multiple videos, multiple pictures. And then it'll let you do up to like five to eight different banners for text. And so in each of those you're going to like leave cleanup, landscaping, lawn care, whatever it might be. Obviously as we're heading into winter, it's probably going to be more on bush trimming, leaf cleanup, you know, property cleanup, stuff like that. But just you can fill it with whatever you want because ultimately if someone types in lawn care because they're looking for a leaf removal, but they'll type in lawn care service, you still want to pop up.

So with those two intro videos be enough or should I get more creative other videos and put it up or.

No, I would try off start off with the two because what performance max is going to do is if those videos aren't doing well, it will just push the pictures and the web search traffic a lot more. So you can, you can see that later on in the, in the results. And sometimes it'll take it two or three days to get up. So if you can post it even without the videos this weekend, that'd be good. Just because it can. Usually it can take two to three days for them to accept the ad sometimes.

Okay, so are you in terms of images, are you thinking just like before and afters or about the pictures of us working or.

Ideally mostly showing your brand. Right. So you, your, your truck and your, your equipment, for example, like with your branding. Right. The more of your brand that can show, the better. Even if you go back to honestly, some of the zero turn stuff they got of you and use that stuff, I would say that's like the highest quality, you know, even if you did screenshots of some of the shots they got of you. And then if you're, if you're there and you're showing your face there and it's like, I'm Dylan from Urban Roots, then you're going to also do it in the video. And if I was you, I'd lean into your story a little bit. Like I was a teacher and now turn into a lawn care professional into coma. You know, just lean into that right at the beginning of your video and then just try to make your face somewhat associated with the brand for now.

And that's what I would do in terms of pictures. I just. You're trying to get your, your branding in there as much as possible.

So super quick, 15 second quick story, quick. Just what we do.

Yeah, 30 seconds is fine because ultimately you could do an hour long video. All you're doing when you do Performance Max is taking a video link from YouTube. So you're literally gonna take your video, upload it to YouTube as an unlisted file, and then link to it in the Performance Max. When you fill it all out, you'll just ask you for links of YouTube videos.

Okay.

So you can do em as unlisted if you don't want them public. But I don't think there's really any problem in having it as a public video.

Yeah. Okay.

Okay. So for Jose and Michael, did we have any sort of feedback or update on them this week in terms of talking to them about next year?

Yeah, so we did our kind of staff Monday quarterly type thing that we hadn't done for a while. So we went out and did top golf and that was fun and breakfast. But then we did a pretty lengthy conversation and I actually did include the other workers there. It was just more of a full group thing and I felt inappropriate because we're small enough and the other two, even though they're not being kind of essentially promoted to a new position, I talked about the value that they bring as well and how important it is that they help us build So I went over all of it, like the profit sharing. I did share. I know you said, maybe wait till later until we nail down now, or great for the office position, but I just wanted to get it out there. I'm just like. So he, you know, Michael felt that 22 an hour was reasonable for starting hourly. And the 5%, he's always been kind of.

How do I explain it? Kind of going along with the flow a little bit. Whereas Jose, he tends to kind of advocate for himself a little bit in terms of, like, pay and stuff, and. Which was interesting because he's just like, oh, like, if we're going to commit to you, like, I want to make sure, like, you're doing the same. And. And I didn't know what he was referring to, but basically it came down to, like, compensation. And I was like, well, yeah, that's. This is why we're exploring the 5% profit sharing. And I said that I plan to start that March 1st. And, you know, he's. He's very thoughtful. So he's a hard read sometimes, but I'm hoping that it was a good pitch. And at the end, I told him, I said, hey, you know, like, truly, this is my sales pitch to you guys, because if I'm going to start going into investing and equipment and everything, like sales, marketing, all this money is going to be spent. I need to know that the main pillar of this business, which is the employees and the team, that you guys are kind of backing me, you know, So I try to give, you know, rally the troops a bit. But it seemed good. I mean, like I said, it was long because we reviewed our first P and L statement. I just went over the basic. The basic sections. I didn't go deep into it, but I kind of showed them the numbers we had, and I broke it down by quarter. And I was like, hey, if we had been doing profit sharing, this would have been 5% of the first quarter and 5% of the second quarter of this previous year. I said, so going forward, I said, you know, talking to Mike, he's. He's seen a ton of businesses ramp up from this level. And we kind of came to the consensus that if we're running on all full cylinders, potentially we could have a bottom line of 150,000, roughly maybe 200. And then you calculate 5% of that. I said, potentially 5 to 10,000 in profit sharing under that 5%. So we kind of broke down the numbers and talked about it.

So I think it went well. But it was, again, me just talking A lot. Trying to get through a lot. I tried to pause enough and get their thoughts, but yeah, this is one.

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And so how did the other team members react? Because they were there just kind of observing, right?

Yeah, they were there. And I kept asking, I asked a few times like, hey, what are your thoughts? You know, and they're. They're so new. They're literally breeze. Been here for two weeks and then Eduard's been here for five, six weeks. So they don't have that same buy in. But I'm hoping that after hearing this, they go home, they start to think about it and be like, oh, this guy is really taking his business serious. Like he's not just a check on a truck type thing. So that was my impression. But truly they're pretty quiet, quite honestly, like maybe a little bit checked out at moments, you know. So I wasn't getting that like feedback necessarily, that I was like, I'm rallying the troops here. And then even my more bought in guys that are more invested in experience, it's a little bit hard at times because I was engaging. And I even told him, I said, hey, quite honestly, I'm trying to read and gauge where you guys are out because I want to know how bought in you are because that will give me a bit more confidence. And if you guys are feeling a little bit reserved, then that may change my behaviors moving forward with how much I invest and grow. And so I said, I really want to keep this communication open with you guys and just kind of gauge where you're at. So that's kind of how it went. I mean, I. Yeah, yeah, like the.

Off site or like team meeting type stuff where you open up the books. Typically you're going to have most of the guys check out. And so you are looking for the ones that do kind of gravitate somewhat more towards what you're talking about. It can be a challenge when you're talking about specific.

Positions inside the company in the future and what they're going to be paid. Sometimes that individual won't want to open up because now they're talking about their pay in front of all their peers, especially if it's greater than what their peers are making. So like, I would consider if you think after that meeting that Michael and Jose are still the right people that you do a one on one with them because they now have time to think about it and actually digest some of it and they're not in front of their coworkers talking about their own pay.

Right.

And you might find that Michael will open up more about what he expects in terms of pay. Or Jose actually has a number in his head. Remember that Jose is, does have the ability to make P4P and if needed be you could just make his pay where he has a higher amount per hour on as a trainer on P4P to incentivize him to be that trainer and really take ownership of that role. So as long as he is training someone else constantly, there would be that extra per hour increase. So that way he's still on P4P. He's still thinking about being efficient and profitable. But there is incentive for him to actually be a trainer. Whereas Michael obviously is doing much more overhead based work like estimates and scheduling and etc. And that's going to be much more of an hourly. But I would definitely pull the two of them aside and talk to them with them on one on one because it's very, very, very common and very difficult honestly to have a conversation with most frontline guys. And if they're with their peers, they usually will not open up.

Yeah, okay. He did express that concern though, he said because he experienced what we were bringing in. I think we've had like try to hire like 10 people throughout this year and he's been the brunt of like kind of because he's been the strongest in the field. So it's like, oh, Jose, you're great at this dude. You know. So I think he's realized like, oh, that $4 an hour like bump, he's starting to realize like maybe it's affecting his pay more than that. So your suggestion is, can you break it down or explain more what you mean by like his hourly rate, how it's going to work out in terms of the numbers? Because right now I have everybody at 17. I did state like a month ago. We're going up to 18 an hour based to be competitive. My project rates are going to go from 70, 75 next year. But.

How does that look with Jose to try to. Yeah, okay. With the.

Totally. Because you want to keep him on PvP if at all possible. You do not want to train her to being off of P4P. It's a recipe for disaster. Especially if everyone else is on P4P. They'll start to resent that person. So what I would recommend doing is just increasing that $4 upwards. So even if it was like six or seven dollars, because ultimately. And then what you'd say is like, look, I'm going to give you that for the first two weeks of someone being on board. So I'm going to give them to you. And for the first two weeks, you're getting a $6 bump to your P for P amount, which means, again, if they're super inefficient, there's really not a lot of benefit to them. Right. You're only going to actually be paying that if he's doing it an efficient way of training. And then he can make 22, 23, 24 if he's efficiently trained them. But he knows he only has that for two weeks, so he's got to really make sure he gauges how well they're progressing. And then I would do some. If he's going to be the primary trainer and person out in the field, I would give him some sort of compensation based upon how long someone stays with you. So, for example, if someone stays with you for 90 days, he is the trainer should get like an extra $100 or something like that if he. If his primary position is the trainer. Because then it's like, hey, I have to get them up to speed as quick as possible and I want them to stay as long as possible.

Right.

And then he's incentivized on both ends of that.

Okay. No, I think that's going to be huge because he really was. The biggest thing for him was just like, man, this training hasn't been great because the pay has probably dipped more than the four bucks an hour. So I think he was concerned about that.

Yeah, look, if we were ever to give someone exclusive rights as a trainer, we would bump that up. We do the $4 because we bounce them around. And so typically they're going to be done. It's going to be more efficient of a way of training. They're not going to take two weeks, but if you're going to take a full two weeks and really train one person at a time, I would probably give that to somebody. What you're going to run into is someone who comes with experience, and in two days, they're already making above base pay without that bonus. Right. So that's where you got to be careful. Right? Because if the person doesn't really need much training, you're basically going to be giving him quite a good stack of money for two weeks in addition to base pay.

Potentially. I do guarantee it for the two weeks, but then he'll be expecting that because that's what happened one time we hired somebody. They were killing it. He's made 30 something an hour. It was like within the first few days. And I was like, okay, yeah, we'd have to cut this, this trainer bonus out because clearly, like, you know, we're doing fine. And I could tell his reaction was like he was kind of still expecting it. So you're, you think I should guarantee it despite if someone's killing it with him training them? Just say, hey, this is what we can do. But it's going to be a lot of money. Like they could both be making 30 bucks an hour for two weeks straight.

But let's assume, let's assume that, that the trainer makes that extra. Let's just call it $6 per hour, right. Over the course of 40 hours in that week, that's $240 in addition to base pay. So we're assuming like they're doing a very, very poor job. So 24 bucks an hour.

Sorry, $240 extra per week. So for training someone up is basically Gonna cost you $480 extra.

Right.

240 times 2,500 bucks to train someone up. Not so bad. Honestly. If you did 10 people that he trained over the course of next year, that's five grand to get everyone trained up, that's not a bad exchange.

Yeah, that's a good point.

Right. So when you start thinking about that, and that's again, assuming that they're hitting base pay all the time. If they're hitting above base pay, like you, even though you're going to be giving him a lot of money, that was, that's going to happen for maybe 10 or 15 days out of the year. I would not be stressed out about that. And it'd just be his incentive. Or you either a give him the six, seven dollars per hour or you lock in a higher base pay for him as a trainer. For the first two weeks, it was like, hey, these guys are on P4P, but for the first week that you're with them, I'm going to give you 23 bucks an hour to be the trainer as base pay on P4P. So I prefer the first.

No, no, no, no. So like, so I would. No, no, no, So, I mean, like, your base pay would be moved up for those days. Okay, so instead of 17 base pay, I'm actually going to lock you in and guarantee you 22 or 23 per hour, for example, as your base pay. The problem with that is they're no longer incentivized on P4P. They're going to take longer on training. So I would be more inclined to use the first model and just realize that, yes, you're going to hire someone that's good, and they're going to be training up fast, and you're going to lose an extra couple hundred bucks on giving this person money that you probably don't need to. But that is his bonus. Like, that is if you look at it like two or three hundred dollars per employee that you're kind of quote, unquote, wasting, that's a good thing. That means they're trained up, they're ready to go, they're out in the field by themselves pretty quickly, and you're literally going to spend an extra 2, 3 grand max during the next year to get, you know, incentivize him to train up.

Okay. Okay. No, that's. I'm glad we clarified that, because I do have questions about it. And then we have. So if I pull myself out of the field, mostly Michael, as an office person out of the field, would you say once we put him in the field, would he ever jump back in to help out with training? Because right now we only have Jose and two very inexperienced people going into next year. So I worry about being able to ramp up fast enough with the training, because even if we're giving two weeks, it's like 2, 4, 6, 8. It's like, I don't know what growth will look like. And that's assuming that people work out. Perfect. We hire someone for a week or two, then we have to let them go, then we're on in the next.

And yeah, in March and April, you're going to have potential where he might hop out in the field. But I think you'll be surprised you have the capital to hire earlier. So I would recommend trying to hire a start date of the second, third, and fourth week of February, the first week of March, second week of March, and you can be interviewing all throughout January and then have them start dates staggered like that, knowing that probably half of them are going to fail off. But if you stagger that correctly, Jose should be able to handle that training schedule, and that will ramp up with spring rush as you head into middle of March.

So I'm putting some marketing dollars early February to get people busy enough to start training and hiring, even if you're not.

Because remember, they're going to be inefficient on training. So even if Jose is training these people very diligently, let's assume we burn five or ten grand in wages just doing jobs slower during February. But get them out on some projects, they learn how to do P4P. They learn how to clock in and out, they learn where stuff is on the trucks. That's what you're trying to learn. And so that way, come March, trust me, if you're not going to need or want Michael to be out in the field, if you've done that and have three or four guys trained up and ready to go for spring rush in March.

Okay. Okay, cool.

So for this week, if you can have those one on one conversations with those guys and kind of try to iron out what that looks like for them a little bit more.

And, and I just want, I want you to have a little bit more confidence in that. The trajectory we're going, I think based upon that, that off site meeting with the whole team, you're still kind of like, I don't know here, because they're not going to give you honest feedback in that sort of scenario.

Yeah, yeah, no, I agree. I, I was kind of hoping for more of a URA type and I.

Was like, yeah, anything above 20 minutes, you're gonna lose most of them anyways. No, you gotta really, you got. How long was it?

I. It was like an hour and a half. It was long.

Yeah, let's go. Yeah, so you really gotta compress it.

Right.

Because their attention span on that sort of thing is pretty low. So let's, I gotta run shop the next one here, but let's get, let's try to get them on one on ones and really iron out what that's going to look like for them. Take feedback one on one from them and if there's actual things that are problems, let's address those. But I don't think you got kind of the real picture of it. And I don't want you to go forward with your organizational planning without knowing exactly what they think. And you won't get that in that, in that kind of group scenario.

Okay, perfect. That sounds good. And performance. Max. Max. Right. This week.

You got it?

Yeah. All right.

Thanks, brother. Have a good one.

Yep.

Bye. You too.

Bye.

This has been the Mike Andes podcast. Now you have some ideas on how to take your business to the next level. And if you like what you heard, we have tons of lectures, interviews, and more over at the Mike Andy's YouTube channel. That'll be right up your alley. That's all we have for you today. We'll see you next time.

Sa.