Joel Kammeyer: I think organically this is happening. Something that popped into my mind is just how much more strategic an extended workforce program has become in the workforce. We talked about layoffs and workforce reductions. All of that is leading to this younger generation that wants more valuable, challenging work. They are open to project work. They don't necessarily want to work on a team all the time. You have managers that don't always want to manage people. It's all leading us to we have more extended workforce. I don't always believe the numbers out there that it's going to be fifty to ninety percent of our workforce long term. I think there's a lot of people piecing a lot of things together to make ends meet. When you say we have X millions of freelancers out there, sure, but I think we have a lot of people doing three or four different freelance jobs. What I'll say is I just think that there's a more strategic value to an extended workforce program now. We now need to have a seat at the table because we have become that strategic arm of finding talent. Whereas you used to just have a recruiter and you leaned on them, to me how you go from a buyer to a leader is getting the seat at that table, finding credibility. And the way you do that is you bring valuable information, knowledge, sharing. And that's where Direct Collective can help you bring that in an efficient manner. Your leader comes to you one day, asks you a question you have no idea about, or maybe you have one perspective, you need five other perspectives to say, hey, look at it from this lens. You're becoming more valuable to your organization by having that network that you can rely on and go back to your leader with all those different perspectives and maybe make them think of things a little bit differently as well.
