so remember what I just said about a contractor. I see. They'll go two to three minutes on it. Let's go. Okay. Okay, so Really quick, there's a basic guidelines to determine when you're ready to hire staff. And that is when you're for one thing is when you're turning down work. Right when you're turning down work, when you have identified new potential revenue streams that you just can't do on your own, your customers are complaining about you right? You're not getting back to them you're not performing. You know, the quality of your product or services is kind of lagging suffering. And, and things like that. So most of us who are entrepreneurs don't have time to do a lot of the daily stuff like you know, financials, bookkeeping, paperwork, stuff like that. I know, I don't I would, I would gouge my eyeballs out if I had to do that every day. So we hire independent contractors to do that for us, for example, I don't, we're not big enough to hire an employee to do it. Now, every state is different. This is critically important. And I tell you, it depends on what state you're in, is part of the answer. It depends on the state that you're in California, we're in California is not look, California, drop the drop some serious laws about independent contractors, employees, great if you're starting out, things that you can't do for yourself, contract them out, don't start looking to hire employees, because that's expensive. Employees require workers comp, time off paid vacation, etc, etc. Whatever you would pay, there's a good guideline, whatever you would pay an independent contractor to do to do for you to do work for you, let's say bookkeeping, if you're going to hire that person, as an employee, tack on at least 30%, on top of whatever you would pay an independent contractor, because that's what's going to cost you in employment taxes in workers comp and time off 30% or more. So look at what you can do with independent contractors instead, right? That bookkeeper, that marketing expert can be an independent contractor instead, as long as you don't violate your state's rules. In California, you know, you have to meet this three prong test to determine whether a hire is an employee or an independent contractor. And it's very strict here and they will come after you. I know at least one, you know, I mean, you can lose your business, you can get sued and you can be done. If you break the law in certain states in California is no joke. Other states are tend to be a little more lenient. Because sometimes people don't want to be employees, they'd rather be an independent contractor, they'd rather be able to say, No, I don't want to take that job. Now, I can't work that month. If you're an employee, you don't have that flexibility, right. So I find it really kind of frustrating when a state sets in these super hard strict rules and regulations that aren't always necessarily small, business friendly. And California, you know. So make sure you check the law, you know, what your law requires, but you know, you'll know when it's time, I mean, if you you know, keep in mind some of those things, if your customers are complaining, if you're turning down work or opportunities, and you can't you don't have the time to go after them. You know, what kind of cash reserves should you have in place? That's a great question. Typically, six months is usually a good rule of thumb. Right? But again, you know, it is you know, revenue is not always predictable. Your expenses are predictable, can be predictable, you hire someone and you're paying them 26 or, you know, $75,000 a year, those expenses are predictable, your revenue is not so that's why I say if you can hire independent contractors, it's it's usually a safer bet. safer way to go. And and they haven't made volunteering illegal yet. So no, no good. No, you volunteer, so check your state law. But that is such a great question. And a lot of people struggle with it. Hiring independent contractors.