Hey, Lily.

Hi.

My name's Nathan.

I'm a mortgage lender slash own my mortgage company.

And I sell, obviously, loans to homebuyers.

My revenue is at 1.2, profits at 900.

Now that I've started my own mortgage company, I used to work under somebody, learned everything,

et cetera.

Yeah.

I realized I could do it better and train the team better, etc.

So right now we have a team of three.

But culture-wise, super easy to manage.

And I feel like it's, I've built it the way that I wanted to.

My concern is, obviously, as it scales, you're going to have less one-on-one.

Time, I guess, is there anything that I should continue as very high

value to make sure, you know, we keep the right culture as we expand? Yeah. So a few things,

which is, one, you're always going to be the most potent source of culture, but what you don't want

to be is you don't want to be the sole source of it for the people on your team. And so what I really try to do is,

there's like me to the team, but what the goal is is to get the team reinforcing the team.

So basically like culture, culture is what happens when you are not there. So if the reason that people act a certain way and there is a good culture is because you're

present, then it actually just means that they just act that way because you're present, right?

And so the goal is that you can continue to create more space between you and the teammates,

...