So that’s the kind of engagement we want. The old days you were knocking on doors or you’re doing telephone calls, here the client gets to try you out on various thought leadership pieces or the Web site. And then when they’re ready to buy, we’re there for them and we’re there in an automated way. So we’ve just been more efficient in continuing to drive new clients. And when you think about it, our productivity in the quarter, we had a very strong quarter and that’s coming off an 87% compare. So I couldn’t be more pleased with our marketing sales efforts.
Joshua Reilly: And then maybe one just last housekeeping question for me. How has the sales headcount trended year-to-date? I think you mentioned it’s around 100 now. Is that 100…
Pat Goepel: Josh, I think we’re 98 as we speak. Beginning year, Randal, maybe we were somewhere around 88 or so. So we probably trended up 10. I anticipate we will be closer to 120 sometime in ’24. So we are continuing, look to hire. And by the same token, we are not just chasing a number. We are chasing quality. And if we fall a little short in that area and get better quality, that’s right where we want to be.
Operator: Our next question comes from the line of Jeff Van Rhee with Craig-Hallum Capital Group.
Jeff Van Rhee: Thanks for taking my questions, appreciate it. And real nice quarter here guys. A few questions. Pat, on the unique tax ID numbers, just what are you growing there in terms of TINs on the payroll platform? And then, does that mark acceleration or steady growth over the — maybe the past couple of quarters?
Pat Goepel: We will publish unique identifiers, I think, once a year. What I would say is probably steady growth. I think retention has been very positive. As far as new sales, I know we are adding more customers than we are losing, which is a very positive side. And then we are getting better attach rates in HR compliance. Obviously, we’ve talked about tax, the marketplace, et cetera. But I would say, it’s steady growth. I do think, from a new product perspective, our partnership with AWS, et cetera, will continue to grow. But once a year, we publish TINs and I would say, we’d have steady growth.
Jeff Van Rhee: And maybe just expand a second on HR compliance, a little surprised given — at least the manual component of that that it levered to the degree it did. Maybe expand on that a second, and when I say leverage, I mean, the operating leverage…
Pat Goepel: Jeff, one of the things that I think is a misnomer is, there is not a ton of manual effort. When you think about, let’s say, a handbook, we automate best practices within the handbook. So it is — a lot of it’s in rinse and repeat. Some of the government legislation et cetera is pretty automated, some of the best practices are. And then we have kind of a use it or lose it philosophy where in some cases, it’s almost an insurance policy where you have small businesses that they want somebody in the huddle and it’s a long way from HR professional to employment attorney. So what they are looking for is sometimes they get very sticky situations. And if you think about even coming out of COVID, people working from home, hybrid, do they have to come into work, what if they don’t, do I have separate rules for separate people?