That’s where we book it at PeopleScout, not down the SG&A line. So you’re not seeing some of those. And then we’ve had about $10 million of what we would consider unique costs related to the severance and the workforce restructuring actions that we’ve taken. We also had some CEO transition costs that have negated those. But once we get past those, those are all built into our run rate. We’ve also had some things with notable inflation that have worked against us, so you’re not seeing all of it. But those are the cost actions that we’ve taken so far this year. As we look forward to 2024, as I alluded to in the prepared remarks, the company’s really preparing for it to be a really disciplined planning exercise. And what I mean by that is, there’s probably a 50% chance that things get better next year for this industry, maybe there’s a 50% chance things get worse.
Hard to say. With those kind of odds though, it just plans to stay really disciplined and focused on the downside plans that they’re harder to pull together, to what the company is doing. We think there can be some more gains made in some of the basics on cost management, like I just recap for you, that we did in 2023. And also some things in lowering the service delivery costs for the company, some through centralization, some through some process and some technology actions. The company will be able to give you more color on those specifics, though, after we finish our planning for 2024 and come in to talking to you about the fourth quarter results in February.
Jeffrey Silber: All right. Great. If I could just sneak in one more follow-up question. I just want to — just clarify the guidance. So the $450 million to $475 million is on a 13-week basis, but since there is a 14th week in the quarter, we need to add $17 million to $22 million on top of that to get to $467 million to $499 million. Is that correct?
Derrek Gafford: Yes, that’s exactly right. And so we think it’s the easiest to — we don’t like these 53-week years any more than all of you do. But we think that with some — we’ve had some practice over time, we think the easiest way is to provide things on a 13-week basis, and we’ll kind of give it to you both ways so that it’s more comparable to our other results. But from a GAAP perspective, you need to do exactly what you just mentioned. Add in that 14th week to revenue. Don’t add anything else on the bottom line. It’s a real low seasonal quarter. If anything, it’s slightly decretive to the quarter and the year.
Jeffrey Silber: Got it. Okay. Thanks again.
Operator: Thank you. Our next question comes from the line of Kartik Mehta with Northcoast Research. Please proceed with your question.
Kartik Mehta: Thank you. Derrek, I know you — maybe you already mentioned this, and if you did, I apologize, but you talked about latter part of September kind of firming up. I’m wondering, the first few weeks of October, if you those trends continue or if you saw anything different than what you might have anticipated?
Derrek Gafford: Yeah. So let’s talk about things on — from a year-over-year perspective and then talk to you about run rate. How things are looking. So — and we might as well just talk about what the trends were for the quarter because sometimes that’s on people’s mind. So for the quarter, revenue was down 18%. Every month during the quarter was right around 18%. So very steady from a year-over-year decline perspective. As we come through the first three weeks of October, the revenue declined. Now this is for our staffing businesses, we only bill our PO, the PeopleScout business monthly and provide those metrics on a monthly basis. But for our staffing businesses, through the first three weeks, we were down 14% year-over-year.
