Sean: And what would be some of your best tips? And I'm not sure if you're going to be monitoring the A-player all the way, but a lot of companies also suffer from attrition. And I'm wondering if you hire an A-player, how do you best keep an A-player in the team?

Ugis: I can't say it's necessarily my specialty, but at the same time, I've been a business owner and that's kind of a really important topic. You know, it's again, everyone knows the things that should be done. It's kind of, you know, if you've been on LinkedIn for five minutes, someone's blasting in your face. This is how you make a great culture and they're not wrong. The problem is that it's just not easy to do.

Ugis: So you have to be kind of - your company culture and making sure it's really, really good. I mean, some of the things, some of the practicalities, I think the listeners will have heard them before, but you know, I'd like to provide structure, kind of make sure I'd check in on people regularly, I listen to their feedback. They always know their goals. Another thing that's really important to me and many of these A-player is a meritocracy. Or, you know, a fancy word for saying, if you deliver results, you move up in the company, you get more responsibilities. No toxicity. You know, it's someone's rude or anything like that. You just don't allow it, that's not okay.

Ugis: People, especially big trend these days is flexibility, so let people schedule their own time to work. You still want them to do full-time work, and most people are fine with that if you're hiring full-time, of course. But yeah, if you're allowed them to design their own schedule, even their own way of working kind of, the best people really enjoyed and they appreciate it, and that's what they're looking for. And yeah, if you have some sort of fun elements and sort of company culture, or some sort of events online, in person, that's also a bonus.

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