Well, one thing to point out is that in the fourth quarter, we actually added net headcount in that many initiatives have been ongoing, to address all the factors that have led to the reduction of headcount. We don't see those market forces changing anytime soon. Therefore, it's a matter of our actions that are going to overcome this part of the challenges that we face. The headcount reduction on the support side, and expense reductions should not affect our ability to recruit, hire, train, and support new candidates coming into the company. Because those efforts are executed locally by our regional managers, our recruiting department and our division managers, who've always been very focused on it. We did not reduce expenses in that area, really strategically, because it's such an important element for the company's long term future. I want to highlight again, that the success we've had in the last three years in attracting experienced professionals, teams, and groups, had more than made up for the revenue production gap that we've experienced since the pandemic, from new entrants coming into the business, that's not to say that our plan has changed. We really believe that we need both. And we're going to have both. But the success on the experienced hiring front has been a tailwind for us, and we continue to see success there. In fact, to your point, Blaine, about the market disruption. A lot more individuals and teams in other firms are curious about what we're doing. And basically seeing the brand out there, especially with some of the new things we've done, like the auction platform, My MMI, those got a lot of attention in the industry. So we are leveraging and had to continue to hire experienced professionals.