Operator: Thank you. The next question will be from the line of Brad Reback with Stifel. Your line is now open.
Brad Reback : Great. Thanks very much. Chad, on the CRR headwinds, you talked about $15 million to $20 million of bookings. Should we assume that’s the revenue sort of headwind here in ‘23 as well?
Chad Richison: Bookings kind of flow in. They don’t come in right away. So I mean, there would be, some amount of that, you wouldn’t get all of that this year, but I mean, we look at how much we were up last year and how much were not this year the big, the dramatic change there, but really it just comes down to we’ve still got about 40% of our client base, not on Beti, and that ROI is available, if not, we’re servicing two different products sets here. So, the Forrester study was put out, talked about how it’s 90% of the savings. I mean, and it’s significant there. Employees and employers are having success with it. And so, we didn’t just start doing this. We really started doing this end of last year, but we’ve been seeing the impact just because it takes a while.
And the CRR is really the only group we can send out to a client, to help with that change management and be there for the first payroll on Beti and walk them through the data sets. And so that’s the group that we’re using to do it. And so, but in answer to your question, not 100% of $20 million would have what we have realized in revenue this year. I will say though with CRRs, it comes in pretty quick. I’d say they sell it one month and most of its up within four to six weeks with that group.
Brad Reback : Got it. And then just lastly on the CRR point, was it below your expectations for the quarter, or they pretty much hit your plan, for the quarter?
Chad Richison: I would say that it’s been a harder slog to move Beti than, in this last group. But, I mean, it’s impacting us, but we have to stay disciplined in it. It’s — once we get these clients moved over to Beti, it’s a very little revenue piece for them, but it’s a significant amount of ROI. It also makes servicing clients easier for us, just because you don’t have the paper cuts that come with an HR and payroll department trying to do it for the employee.
Operator: Thank you. The next question will be from the line of Mark Marcon – Baird. Your line is now open.
Mark Marcon: Hi. Good afternoon. Couple of questions. So one, between Everyday and Canada, can you talk a little bit about, like the types of clients that you would be targeting to a greater extent. It sounds like you’re forecasting that we’re going to see some decent expansion in the 10,000 plus employee range type clients. And to what extent was not having Everyday holding you back before.
Chad Richison: Yeah. I wouldn’t say Everyday was holding us back at all, because people had options for that, as you know, there’s daily pay options out there. And so an answer to your question and what we would go after in Everyday, that would be someone that’s using some other product where employees are having to pay. And in some states, the client may not be compliant, because taxes are due. We’ll often also see Everyday used in more of a quick service type environment or in an area where you might have more transient workers that typically work shorter periods of time for any one business, the normal groups you’d expect there. That would be different than what we’d expect with Canada. I mean Canada is going to be any client that has employees in Canada, and it’s also the first time that we’ve been in business now 25 years.
