We have a very strong outlook this year for renewals. In fact, we’ve got several already in verbal. It’s not contracted this year. So, nothing is accelerating that or really changing that and a lot of the catch-up that it happened for laser and COVID have played out contracting over the past year.
Tobey Sommer: Thanks. For my follow-up, I wanted to see if I could get you to talk about why you think demand rebounds in the summer and for Travel Nurse. And if that’s nearly a reflection of reliance on history, a product of conversations and what customers are telling you, sort of how do you get that as a conclusion?
Cary Grace: No, I think, it really goes back to a combination of some of the comments that Jeff and Landry are making. So if you look at it from a macro standpoint and just look at the structural imbalance in supply and demand against the backdrop of — and there’s a — we just published some research on this just on timing and continued delays in access. We know that the demand continues to get pent up. And as much as clients right now are extremely focused on cost containment, they also are very focused on how are they going to staff to meet their demand. So, it’s a combination of what we’re seeing structurally. And second, that we have seen seasonal patterns typically where you start to get winter orders as you go through the summer. So, it’s really a combination of both of those things.
Landry Seedig : Yes, Tobey, I would just add. It’s just — it really is not sustainable. All of the lower demand is purely a CFO decision right now. We’re not seeing it from CMOs, we’re not seeing it from unit managers. It’s purely a financial decision. They are still understaffed. Nothing has changed there. And the reality is that, our Q1 volumes are good, it’s just the demand has been pulled back. That’s the solution that they’re thinking for cost savings, they haven’t felt the pain, right. So our clinicians are still there right now. And so whenever those clinicians start coming off, it will get noisy, their internal staff will be getting noisy, that we’ll experience even higher turnover. And it’s not — we saw it throughout the pandemic, but we’ve also seen this over the last 15 years. It’s just not sustainable whenever there is a shortage within a facility, it’s a poor decision not to have the labor.
Cary Grace: And Tobey, the last part that I would add that I know we’ve talked about, particularly over the past 12 months to 18 months is when you look at really kind of the fragile state of the workforce, so we do a biannual survey of nurses. And we’ll publish it in May. I just got some of the data over the past 24 hours. And if you look at the macro level satisfaction levels, for nursing career current nursing job, we saw it drop down to 71%, that number has been between 80% and 85% for a decade. And so when you look at still very high turnover rate satisfaction levels going down, there is this balance of — for a lot of our clients how do they find the balance between the cost containment. But also making sure that from a pace standpoint that they have an environment that is going to be able to retain and keep their precious staff.
Tobey Sommer: Thank you.
Operator: One moment for our next question and that will come from the line of Tim Mulrooney with William Blair. Your line is open.
Tim Mulrooney: Cary, Jeff, Kelly Landry, good afternoon.
Cary Grace: Good afternoon.
