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Thank you for your post and I appreciate the fact that you recommend the company. I'm glad you found the pay to your satisfaction and that you had decent time off. Here are some statistics you might find interesting. In January 2016 the US headcount was 2492 employees, today we have 2771 or an increase of 279 or 11.2%. India was 794 in January and now it is 784 which is down 10 or 1.3%, the Philippines was 778 and is now 1083 which is up 305 or 37.4%. The main reason the Philippines has grown so fast is we opened a new contact center in Cebu. We are also expanding some development and lead generation positions overseas as the labor pool is greater there than in the US. The DFW labor market for technical talent is getting tighter. Another key fact to keep in mind is that 70% of our US openings are filled promotionally from within. I'm not sure why you feel that health benefits have deteriorated as we have the same health benefits for the last five years. We did eliminate plan option A, as it was by far the most expensive plan for our employees and the company. There were not many people in that plan and most have transferred into plan C which is the HDHC coverage. To the management turnover observation, overall turnover is down in 2016. I believe that may have been a fair observation in years past, but we are muscle building the Contact Center, Payments, Kigo and Propertyware with industry leaders. Having set in on all of their PMC meetings, I can tell you they all are heading in the right direction. Here is an interesting fact, in the contact center operations our turnover is down over 20% year over year since new leaders have come on board. Classes, are full, graduation rates are up and service levels are where they need to be. The silo comment is getting broken down every day. Products report to William Chaney for the most part and all development reports to Andrew Blount. That is a significant operational change and the synergies are coming. We're not perfect yet, but i can see the difference. Now to say our product quality is declining to save money is just not an accurate statement. Finally to the pay question, and thank you for bringing this up. Most people may not know that we have a compensation function that now benchmarks all jobs for competitive rates and we look at the other existing employee's pay before we slot new hires or existing employees into positions they are being promoted into. We just put in another step effective last week, we will look at all internal promotions collectively as a senior leadership team once a quarter to ensure consistency and calibration across all functions. This move is designed to also bring the notion of value to every position. I thank you again for your post and would welcome having lunch with you ayc. Sincerely, Kurt Twining X4016