We did the same thing. It might be just a Silicon Valley phenomenon specifically, but the problem is that if you don't make market adjustments, there’s a higher chance that you’ll lose an individual. Because they will find out and if you can't respond quickly by adjusting the salary, they're off to the next thing. That’s why you have to find ways to create hooks beyond just compensation. When you get to lower roles and individual contributors, they are more financially-focused, especially as the salaries come down. You have to show value to those individuals around the culture of your organization, the value of the team, and what they get in terms of the balance.