When creating your headcount model, do you factor in risks like churn or turnover?

We do; it's in the model that we use to forecast headcount. I asked every one of the regional partners or practice leaders what they think they need for growth as well as an estimate of how many people they think will have to be replaced and so forth, because that's a problem for everybody. It was always a factor in Professional Services. There will always be career consultants but at a certain point in time, someone will take an attractive offer to go into industry and not have to travel as much.

I have to factor in rehiring as well as the burn rate, which will increase cost. Because the product itself will take at least 6-7 months to build and then we will have a prototype, so we are looking at having revenues somewhere at the end of 2022 or the start of 2023.