Ben Lynch:
In Australia, in particular, we hear from a lot of clinic owners how competitive the recruitment market is. And there are a number of elements that go into attracting the right talent, but perhaps broadly, it's that someone would see the type of clinic you have and go, gee, I want to work there. That looks like a great place to work for a number of different reasons. Talk us through maybe some of the clients you mentioned there in a rural destination, which is even harder to recruit than maybe a CBD location. Talk us through some of the elements in thinking through how this space helps in recruiting your ideal team member? The first part you mentioned was like, who is your ideal team member? Age profile, what are they interested in? But take us a little bit further down how I might think about the space, the clinic, and it helping me attract quality team members.

Meg: Yeah, great question. We love this question because secretly, we design for the clinicians and the clients follow. We're not trying to design a space to bring people in. We know the value of clinicians and the people will flow in. So we always design first for the clinician because they're the ones spending the time in the space, the eight hour, 10 hour days, You know, we understand and empathize so deeply with what it means to be a healthcare provider and the challenges that come with that. And so this space, especially in this industry, is so important for those reasons in that, you know, we're really trying to like lessen the load of what is a very taxing job. And I think it's important that clinic owners, I think there's a lot of emphasis on, well, what am I paying people? And if I just pay them more, they will come. And there's a lot of both anecdotal and well-researched evidence, and especially in the younger generation, or at least younger than Nina and I, your new grads, your Gen Zs. Is it Gen Z? Yeah. Um, see it's how old I am. I can't figure out the generation that they will take less pay to be in an environment that is inspiring. And that is a real pop out because, you know, it speaks to how important the experience is and that simply the market is just driving that, that no longer can you have, you know, a clinic in a dodgy basement with you know, 30 year old carpet and old machines and tables that are, you know, as older than the practitioners working on them. It won't matter what splits or pay or incentives or continuing education you're going to provide. you know, people wanna feel taken care of, they wanna feel seen, they wanna take pictures and put it on their Instagram of the place they work and feel that pride in the space they work in and the work that they're doing. And from that, it's all a downhill cascade. You attract great clinicians, they attract great clients, who tell more clients, who then allow you to hire more clinicians. It really just kind of speaks for itself at that point.

Ben Lynch: Nina building on that.

Neena: I do have something to build on that too. I completely agree with Meg. I think a practical example of that would be like, if our philosophy, if my business's philosophy is really focused around like movement-based rehab, well then Meg and I are realizing that through all of our intake and our, you know, really comprehensive understanding of the business. And then we're designing a wicked gym, right? So it's also like understanding like where the investment should be, depending on the types of practitioners do you want to bring it, right? If you're having like a lot of Pilates-based therapists, and of course, you need a nice place for them to work. There shouldn't be like, well, your stuff is around the corner in a nook. No, we've created this really great storage system that's really practical for you to then feel really successful in your practice. I think that's also part of it is like there is a practicality to where we focus some of our design elements, depending on the types of practitioners or the practice philosophy that these clinics may have.