Transcript
Mallory Smith (00:00) hi, hey.
Nneka-Shay Grant (00:01) Mel, how are you?
Mallory Smith (00:04) A little worn out if I’m honest, oh,
Nneka-Shay Grant (00:06) my goodness. How was your ride back or your flight back?
Mallory Smith (00:11) It was wonderful. I had extra leg room and everything good. Good.
Erica Lloyd (00:15) Good. All.
Nneka-Shay Grant (00:17) Right, gals. Nadia’s here. I’m about to let her in. Okay? Thanks. Awesome.
Nneka-Shay Grant (00:31) Hi, Nadia. Good afternoon. How are you?
Nadia Sobe (00:35) Hi, Nneka, I’m doing great. How are you? I’m.
Nneka-Shay Grant (00:38) doing pretty well, myself. Thanks for connecting directly.
Nadia Sobe (00:42) Yes, yes, my pleasure. Thank you for your persistence.
Nneka-Shay Grant (00:47) No worries at all. I initially had connected with Melissa a few months back and Erica and I were able to have a conversation with Carla earlier this month about your current credentialing and enrollment setup.
Nneka-Shay Grant (01:00) So, having you in the room today is very exciting for us? I’ll pass to Erica and Mallory to give brief introductions of themselves as well.
Nadia Sobe (01:09) Awesome. Hi.
Erica Lloyd (01:10) Nadia. Yeah, I was thinking we could just do some quick intros and really goal is to give you an overview and see if it makes sense to do an evaluation of medallion. So I have a hypothesis and hoping of kind of why we reached out and hopefully you can fill in some of the gaps. So, my name is Erica. Lloyd. I’m an enterprise account executive here at medallion. I partner with Anika. And Mallory and I’m based in New Jersey outside of New York City, and we’re finally having a nice weather day.
Nadia Sobe (01:41) Oh, congrats. I’ll be up there on Saturday.
Erica Lloyd (01:44) Oh, you are, what are you coming up for?
Nadia Sobe (01:46) Just a birthday party.
Erica Lloyd (01:48) A night in the city.
Nadia Sobe (01:51) No, no. We’ll be in small town jersey somewhere.
Erica Lloyd (01:55) Probably next to me. That’s where I am in colville, New Jersey.
Nadia Sobe (01:59) Okay. This is monroe township.
Erica Lloyd (02:02) Oh, okay. Closer to the shore. Enjoy. Thanks… and.
Mallory Smith (02:09) I can go next. Nadia. It’s a pleasure to meet you. I’m a solutions consultant here at medallion. So I’m here to support the conversation from any technical needs that you may have that needs to be addressed. And I’m based in Nashville, Tennessee. Great.
Nadia Sobe (02:23) Great city. I’m going to visit there one day you?
Mallory Smith (02:26) Should I’ll send you all the recommendations if you do?
Nadia Sobe (02:30) Thank you. Well, so I’m one of the co founders of sobe Rehab. My husband and I started it over 10 years ago. We’ve grown incrementally throughout the years this year, we’ve finally started getting in network with more payers than just medicare.
Nadia Sobe (02:49) So, Carla’s been great at that, getting us in the door with payers like humana. But then of course, there’s the provider piece where each provider needs to be put in the network as well. So, I think that’s where we’re having our greatest challenge is just getting all of our providers set up with those payers as well. So, hoping your solution somehow can help out with that.
Erica Lloyd (03:16) Okay. Great. Thanks for framing that up. So just to give you an overview, we partner with a lot of provider groups, PT, OT, speech therapists. And so a lot of times when you’re getting in network and trying to get the providers billable kind of as quickly as you can. There’s a lot of administrative work, which means longer turnaround times… lack of like reporting and unable to measure KPIs and identify like critical bottlenecks in the process. And then that can also lead to like denials and write offs and things like that. So curious which of those challenges resonate most with you and where you’re seeing the bottlenecks?
Nadia Sobe (04:01) Definitely the timeframe for credentialing and just getting the therapist on board to even do their paperwork in the first place. Okay? And then I think also Carla feels like the system that we have is very, what’s… the word? Just one thing’s here. One thing’s there. It’s like very broken up like our HR is in one place then we have, you know, this portal that portal. So it would be nice to have everything centralized.
Erica Lloyd (04:38) Okay. So no single source of truth exactly?
Nadia Sobe (04:43) Okay.
Erica Lloyd (04:44) And I guess just to go a little deeper there without having a single source of truth, a lot of times we’ll find that being like duplicative data issues… with identifying… areas that could be improved or bottlenecks, denials, things like that. Is that how it’s showing up? Or is it just like a frustration? Yeah.
Nadia Sobe (05:09) It’s definitely like, you know, our schedulers are, you know, scheduling out with the wrong providers that, you know, haven’t been approved? If somebody resigns, then we have to go to like 10 different portals to like mark them as resigned or, you know, as not a part of our network anymore. I think that’s kind of the crux of it.
Erica Lloyd (05:36) Okay. That’s helpful to understand. And when you were saying, I’m sorry, I just wanted to go back to what you were saying originally getting providers in network. You said that was the biggest challenge.
Nadia Sobe (05:50) Yeah, that’s one of them for sure. Like for Carla, she expressed that like getting their caqh set up was hard. So… I don’t know. It seems like that’s where her bottleneck is just providers like doing what they need to do for caqh.
Mallory Smith (06:14) Okay. And I’m curious, Nadia, do you hire fresh grads or are these pretty established therapists in the industry?
Nadia Sobe (06:22) They’re pretty established most of the time.
Mallory Smith (06:25) Okay. And does Carla currently manage their caqh profiles?
Nadia Sobe (06:29) She does. Okay. So, Carla also is moving on to another company. So we’re not going to have her. So I’m hoping also, yeah, she’s amazing. She’s willing to stay. She started out as a contractor and then came on full time and she wants to go back to that contractor status, but I was wondering, you know, also if you guys might have something that would kind of replace… the work that she does or at least automate more so somebody could take over and just do like, you know, the little pieces.
Erica Lloyd (07:06) Yeah, that makes sense. And why this is becoming a priority at this point?
Nadia Sobe (07:10) Yeah, exactly. I forgot to add that.
Erica Lloyd (07:13) Okay. That’s helpful. Thanks Mallory. Sorry, Mallory. Did you have something else that was resolved?
Mallory Smith (07:19) No, that all sounds very standard and practical. Okay.
Erica Lloyd (07:21) Yeah. So that sounds like a really good impasse of why companies are looking. It’s like, okay, do we build or buy? And it… sounded like not like Carla was handling 300 providers. Is that accurate?
Nadia Sobe (07:37) Yeah, exactly.
Erica Lloyd (07:38) Okay. And then just looking at your website and this will all make sense. I promise just looking at your website, it looks like you’re hiring a really high number of providers. Is there a big growth expansion? Is there like a big growth plan coming up?
Nadia Sobe (07:52) No. Well, I mean, we’ve grown so much every year, but I think the main reason why is because we use contracted therapists instead of full time. So, yeah… we’re always just trying to, I mean, we’re always growing and we always just need more therapists in general. Okay?
Mallory Smith (08:12) How often do they stay as part of a tenure for you, Nadia?
Nadia Sobe (08:17) I mean, we have our very first therapist that started with us, is still here. I mean, yeah, over 10 years later. So we have a good group that stays with us consistently. But then… certain areas are a little bit harder because maybe we don’t have as large of a caseload or whatever reason. They may not want to stay on as consistently as others. Like for example, we just had this hospice group we work with. They just asked us to staff two new markets in completely different areas. So like the Naples area of Florida, and then up in like the Jack gainesville area of Florida. So, you know, we have to start from scratch and get all new therapists in those areas, and.
Mallory Smith (09:11) Is that mostly like physical on site therapy coverage or do you offer any telehealth services for cases like that?
Nadia Sobe (09:20) We do telehealth, but we always prioritize in person if we can. Okay. Thank you.
Mallory Smith (09:26) And you’re looking at your current employee structure, someone reaches out to you, they need staffing in this area. Do you ever have any staff already in that area that you just reassign like do like demographic updates or do you usually look for brand new providers?
Nadia Sobe (09:41) No, we’ll always look at our staff that we have in the area first. Okay. All right. Thanks.
Erica Lloyd (09:48) Yes. Okay. Thank you for that. So, Nadia, I thought so, it sounds like obviously, it’s the catalyst, Carla’s moving on. It sounds like with the growth, was there plans to add with her? Not even with her not moving on, was there plans to automate and, or add operational staff to the team?
Nadia Sobe (10:11) Yes. Okay. Yeah. We wanted to automate either way, okay?
Erica Lloyd (10:17) So why don’t I just high level like medallion, we’ve been around for about six years now working with over 350 provider groups, health systems. And essentially… what we do is where we provide our data management. So single source of truth backed by some of the largest VC players in the space like Google ventures, Salesforce, optum, because we’re taking this really like antiquated manual process of getting basic providers credentials enrolled into billable status.
Erica Lloyd (10:49) And we’re using technology and agentic AI to automate around 90 percent at 80 to 90 percent of this manual work. And then we have hands on experts to, for quality and compliance. So, as you were saying, Nadia, like, you know, Carla is going to be moving on. It’s sparking this like, hey, maybe this is a good time to look at automating and partner using a vendor. And so just to and again, we can go a little bit deeper into what the automation looks like. But I think it’s important to call out. Unlike a traditional just software vendor. We do offer the services as well. And we are going to contractually commit to outcomes. So we have slas aligned to turnaround times for non delegated agreements. Sounds like you did not have delegated agreements today. So with commercial payers, we’re averaging around 52 days to get your providers in network. So today, it sounds like that would be minimum of 50 percent faster of time you can start billing your providers. So that’s kind of like where I would see a, an initial point of value… and typically would be reallocation of operational costs. So instead of hiring a Carla backfill plus, you know, partnering it’s typically going to compress the most operational costs. So I’m going to take a pause there, which of these buckets are kind of top of mind for you at this point?
Nadia Sobe (12:20) So just to be clear, basically we could, you all could take over everything we wouldn’t need to replace Carla.
Erica Lloyd (12:31) Let’s what let’s just get clear on every episode?
Nadia Sobe (12:33) Yeah, sorry.
Erica Lloyd (12:35) You.
Nadia Sobe (12:37) wrote or, you mentioned that you have the software and you also provide the services. So I take that as that you would take over credentialing, yes?
Erica Lloyd (12:50) We would, so typically, we’d say for you need one, one fte or half of an fte for every 500 providers. So with 300 providers, unless there’s plans to scale that number up, it sounds like these are a lot of backfills. But is there a plan, to get to a higher number of providers even though we’ve been contracting? Yeah.
Nadia Sobe (13:13) Eventually we’re working on partnering with a national organization. So, yeah, I mean growth, is definitely a factor for us. Okay? Do you?
Erica Lloyd (13:28) Have anyone on staff like administrative wise, that could be the conduit between medallion, and we could go through like what the, you do, the workflows would look like and in a future state, but do you would, do you have someone like an administrative person that could own this? So?
Nadia Sobe (13:47) We did our, we’re planning on hiring somebody already for the credentialing piece. So yeah, if we partner with you all, then this person would be that liaison between the two. Okay? And.
Erica Lloyd (14:05) I guess.
Mallory Smith (14:05) Yeah. So.
Erica Lloyd (14:06) Either that or if you had an administrative person who has any type of knowledge in the credentialing space as opposed to spending opex, to hire someone, we can look through what that could look like. But that could be reallocation of funds for medallion.
Nadia Sobe (14:21) I gotcha. Yeah. Okay. You’re just wondering if we have existing staff that could, no, our existing staff? Are they’re all maxed out? So we need to hire somebody anyway. Like the thing is that we… just partnered with a bpo, so they’re much less expensive to hire than workers here in the United States. So, it would still be potentially less money than we were paying Carla alone. So it would still be a win for us, you.
Erica Lloyd (14:58) Hired a bpo to do your credentialing, yes?
Nadia Sobe (15:03) Okay. No, I’m sorry. We’re we have the bpo getting us an fte to be in charge of our, whatever we need to do with credentialing. So I envision that person being the conduit to between us and medallion.
Erica Lloyd (15:23) Okay. Mallory, do you, have you seen that business model before a bpo absolutely.
Mallory Smith (15:30) So if you have a bpo, I’m assuming you’re using them for other business functions and you already have a partnership with this bpo and they just you’re saying I need one additional staff member from your team to be able to help with this. Exactly. Okay, perfect. Yeah, that’s very standard. So really when we think of the responsibility that would be needed from your internal fte, they would need to invite the providers to the platform. So basically complete the fields, last name, email provider, type expected start date. And then we would send the welcome email. We would follow up for onboarding. We could escalate back to you if they’re non responsive. So that would be like another responsibility. And then that fte would basically just be responsible for requesting the services needed if they need to be in cqa credential, or if they need payer enrollment applications. So they’ll manage the invitations and they’ll let us know what services that they need. And then we’ll do all the lift from there, amazing.
Nadia Sobe (16:26) Yeah. So, yeah, this person that we have that will be onboarded in the next couple weeks, that would be perfect for them. I think that.
Mallory Smith (16:33) Sounds like a pretty smooth transition. They don’t have to have any technical acumen when you think of credentialing terms or anything like that. They’ll just need to know, do we need to get them in cqa credential? Do we need to get them enrolled? And with which payers do they need to be enrolled with? And.
Nadia Sobe (16:46) then exactly. Yeah, that sounds easy enough. We’re trying to make it that way. Yeah, I guess that’s why you’re here?
Erica Lloyd (16:56) Yeah. I had before I go into this one because this, will be, for leading a demo. This will kind of in it, let us know which product SKUs would be in scope for you. But going back to the write offs because I’ve heard that now I heard that from a couple folks. Now, do you know, the, have you quantified what the impact of the write offs are? Because that’s typically a value driver with medallion is that we can usually very much reduce, the write offs that are aligned to credentialing? Is that the metric you’re tracking now? We’re.
Nadia Sobe (17:27) pretty good about using the correct providers. I know when we just got in that work with a couple payers, our scheduling team made some mistakes, but… we don’t really have that many write offs. I think it was like one or two cases because we have a way in our emr to block providers from being used before their credential. Okay? And,
Mallory Smith (17:53) I know with medicare, it typically do they backdate 60 days with medicare? Anyway? Yep? Okay. Yeah. Okay. So, it doesn’t really sound like there’s much issue there as far as denied or delayed claims, correct? Correct?
Nadia Sobe (18:08) To do wait really quick, you do credential with medicare as well?
Mallory Smith (18:14) It’s yeah, it’s one of our largest payers every time. Yes. What’s.
Nadia Sobe (18:19) your turnaround time on getting credentialed with them? It’s we have a,
Mallory Smith (18:23) reporting back engine. I could be happy to look at if you let me know which states you’re looking for, and then I can look at medicare enrollments, and then from there, like we’ll typically see from medicare medicaid, the 30 day range with PTS speech therapists, their enrollments usually even easier. But the big thing is with medicare, we have a portal populator. So we can just do everything electronically auto populates the portal, and we have a scraper that checks it every night at midnight to make sure we’re not missing a couple of days of having an effective day because we just haven’t checked it. Okay?
Erica Lloyd (18:58) Awesome. That’s thanks, val. So I guess then, our biggest thing here is it, it’s is a speed that’s basically what we’re solving exactly.
Nadia Sobe (19:11) Yep.
Erica Lloyd (19:14) And then I guess you’re having a bpo, what can you give us any pulse check on timeline? Like when you’d want to have something in place?
Nadia Sobe (19:24) Within the, I mean, if we could, I don’t know what setup looks like for you, but it would be nice to have something set up by the time Carla leaves, you know, the next couple weeks, okay?
Mallory Smith (19:39) She’s.
Erica Lloyd (19:42) leaving in a few weeks? Yeah, I think.
Nadia Sobe (19:45) Her last day is the 20 eighth of this month. All right. Are you looking?
Erica Lloyd (19:53) At any other solutions we’ve.
Nadia Sobe (19:56) spoken with a couple others. But when I looked at your website, it seemed the most appealing to me. I… don’t know why just the information was very clear. It seemed like it like a solution that definitely could help us. And my big thing is always to automate and to use as little human powers we possibly can because that’s just how we’ve been able to grow. So.
Erica Lloyd (20:28) Okay. The little human that’s how you’ve been growing, are you using any type of, is like there are a lot of automation that you’re using today for growth? Yeah, great. Yeah.
Nadia Sobe (20:37) Our payroll system is automated… man. I don’t even know anymore because it’s all just a machine. But yeah, automation is key that’s.
Erica Lloyd (20:50) great. Because healthcare, we say like healthcare is traditionally obviously a tech laggard which is why there’s this opportunity to disrupt it right now. So, the fact that you’re doing that obviously, is great and able to operate with 300 folks, 300 providers and growing with one fte, a humming machine. So that’s excellent. Yeah.
Mallory Smith (21:10) Yeah.
Erica Lloyd (21:12) Okay. So I guess just to give you and I’m accelerating here, I think… basically, we kind of understand, is there a problem too? Is there a problem that we can solve? It sounds like there is a problem we can solve. So just reading you in on this.
Mallory Smith (21:28) Traditionally.
Erica Lloyd (21:29) We would do like, a product demo of the solution, align it to business value?
Mallory Smith (21:35) Any kind of.
Erica Lloyd (21:37) Technical components that would need to be aligned?
Mallory Smith (21:41) And then we could go.
Erica Lloyd (21:43) Through like a proposal and understand what that procurement path would look like is, I guess it, is it kind of dinner table talk with your husband about a solution like this then? No, I mean.
Nadia Sobe (21:55) I already talked to him. I told him what you guys do, he said, go for it. So, yeah, I’m usually the one that kind of identifies the solution and, you know, sees if there’s a way to fit it into what we do and how we do things. And then as soon as I’m pretty confident about that, I can usually get him on board. Okay?
Erica Lloyd (22:19) Smart. I like your style. Okay? So I and Mallory, I just want to make sure we’re we understand which ones are, would be, which because we offer several, you know, the offering from the time that you’re hiring a provider and at the time that they’re billable and ongoing monitoring. So Valerie, I’ll let you just kind of briefly go through these to make sure we’re showing the right ones. So not audio which.
Mallory Smith (22:43) you’ve kind of explained so far, it sounds like medicare is your biggest payer, you are looking to explore other payer enrollments. And like the bucca is what I call it blue cross united healthcare, cigna, Aetna. The other big players in the space. Is that correct? Yep? Okay. How many, if you wanted us to pursue those enrollments for you? First? We are comprehensive. We’re individual group and facility enrollment. So we can go through and do that so we can establish group contracts for you. What we can’t do is negotiate rates and fee schedules so we can get the ball rolling. But when they send over, the boiler template contracts, we would pass that back to you to review, do any negotiating. And then we put it back in process for you and finish that out. Is that okay? As far as what you’re thinking with the groups enrollment? Definitely. Okay. Awesome the other aspect, since you’re currently with medicare, it doesn’t sound like you need to do ncqa level credentialing for any delegated agreements. Is that accurate?
Nadia Sobe (23:43) Sorry. Can you explain that one went over my head?
Mallory Smith (23:46) That’s fine. So because you’re so primarily medicare, we offer ncqa level credentialing for two different purposes. The first purpose is just for your internal compliance needs. Some groups prefer to make sure that they are credentialed to primary source verification standards. The other bigger aspect the purpose you would need there is if we follow ncqa standards with credentialing, then it’s for your delegated agreements that you have with payers, I’m assuming that you don’t have any delegated relationships right now because medicare does not currently offer it and we’re looking to get you set up with commercial… exactly. Thank you. So at your size, you may or may not qualify for delegated. I, we, it can be the nice to have, we can spend time in the demo talking about it. But I think for your purpose, what we’re looking at is provider data management, direct payer enrollments… and expirables management. So tracking a provider’s license, tracking their Coi, when it’s set to expire, things like that. Is there anything else you would want to see in a demo?
Nadia Sobe (24:57) Does the system because right now we do all of their, you know, they sign their documents and do all their HR in one portal. Would we move that over to medallion?
Mallory Smith (25:13) Great question. So, part of our onboarding process, we do have a portal for providers. So depending on and we can always do a chart or a comparison where you let us know what you collect as a part of the onboarding process. And then we can compare to what we’ll collect during the onboarding process. So it’s possible we’re able to kill two birds with one stone there, but the providers do have a portal to log into, medallion, update their information. I think the biggest benefit you’ll see is caqh. So it sounds like you already have someone on your team managing that for your providers. It would be completely automated with medallion. So the providers would link their caqh just with their social security number, caqh id and last name. And then from there, it can import every, all the data and documents. And then Erica, we should probably scope for caqh management as well just if they want to fully automate everything.
Mallory Smith (26:09) Yeah. So I would.
Nadia Sobe (26:12) Like to see that as well to see how they line up. Wonderful.
Mallory Smith (26:16) Okay. And what I’ll show you with the onboarding experience is of course, how the providers will get into the platform. We’ll talk a little bit about your current data migration especially as you have someone transitioning out of that role. Pretty soon. We will hit expirables management, caqh management and direct payer enrollment great. And as.
Nadia Sobe (26:38) far as caqh, I know it’s a really long application. You all do that for the provider or how does that work?
Mallory Smith (26:45) So we don’t do the actual caqh application for the provider. Typically, we’ll just automatically connect to the one that they have built already. Now, if the provider does not have a caqh profile, there is a way that they can complete everything in the medallion platform, and then they’ll need to go through and create a caqh profile. Basically, we just can’t do it because of multi factor authentication. And once they have that caqh id, then we could probably push everything from medallion into caqh using that management service that we have… two different ways to look at. It. Typically, the biggest value you’ll see is we can just import all the data and the documents from a caqh profile that’s already completed, gotcha.
Nadia Sobe (27:32) So, I think one of the issues we’ve had is that a lot of our therapists have like incomplete caqh profiles. So do you just try to find the data yourself that’s missing? Or do you just stay on top of the provider to get it from them? It’s.
Mallory Smith (27:48) actually just something that’s automated. So whenever they link their caqh, the first time they’ll receive an email that has all of the missing data points that are listed. So they can then upload that to caqh and we can re sync their connection, or they can upload it to medallion. And then we can push it into caqh. So there’s two different options, but that’s fully automated. They’ll be made aware of what’s missing currently I’ve.
Nadia Sobe (28:13) gotcha. Okay. So it is still going to require staying on top of the therapist, which you all will do there’s.
Mallory Smith (28:19) Automated notifications that go from the system to assist with that. And then you’ll also have your own engagement manager who you can, then they can escalate things to you as needed. So if the provider hasn’t responded after the third attempt that we’ve made, then there’s ways that you can track those providers and we can be in communication with you on how to gather the data and get them, to get spurred on if that makes sense? Yes.
Nadia Sobe (28:43) Okay. All right, perfect. Yeah. And in.
Erica Lloyd (28:47) the demo, we can also note places that we’re using agentic AI to communicate with the providers as well.
Nadia Sobe (28:59) Okay.
Mallory Smith (28:59) Well, we are.
Erica Lloyd (29:01) Right on time. It sounds like there is certainly a good opportunity here, to continue on in the process. So our next step is typically running point is showing you a demo. So we want to keep things moving based on your timeline with Carla moving on. So what if do you want to schedule that out for next week then?
Nadia Sobe (29:26) Yeah. I think Mondays are usually a good day for me like… first thing Monday as you can. Okay?
Erica Lloyd (29:36) Mallory, is going to be out next week. It’s Mallory is Sam filling.
Mallory Smith (29:42) in for you? Yes, I have Sam, Noah or Scott that can be made available and I have a coverage plan going. Okay. Why don’t.
Erica Lloyd (29:52) I schedule? How about we? Do, do you want to do 10 or do you want to do 10 or 10 30 on Monday? The twentieth? Yeah.
Mallory Smith (29:58) We.
Nadia Sobe (29:59) can do that. Okay. Do you let’s.
Erica Lloyd (30:02) do 10 30? Give ourselves a buffer? Okay? If that works? So, and then what would be helpful? I’ll send you this deck, so you have a follow on there. And is there anything else that would be helpful, to send ahead of the demo?
Nadia Sobe (30:19) No. You said the turnaround time for implementation, is pretty quick or it takes a,
Mallory Smith (30:25) while, so.
Erica Lloyd (30:29) I’ll let you take that.
Mallory Smith (30:30) One, thanks. So with your number of providers, we typically see out the gate eight to 12 weeks, what makes up that implementation is the majority of it really is the data migration.
Mallory Smith (30:42) So given your unique situation where you have someone that’s leaving pretty soon, you’re they’re not going to be around for another eight to 12 weeks. I would probably recommend that we focus all our efforts on the import template, which we could send to you after the demo, if you think it’s an appropriate fit. And then you could start having Carla complete that import template. That way we can at least do the heavy lifting of the implementation while she’s still here. The other aspects of it is it will train, your new bpo staff member on how to use the platform. And then we’ll make sure that we have your information in the system and then go from there. So the biggest lift is always that data migration piece to give you a central source of truth. Okay?
Nadia Sobe (31:31) Other than that, I’m definitely looking forward to seeing.
Mallory Smith (31:35) The demo. Yeah… great. I just sent you.
Erica Lloyd (31:39) The invite as we’re so double tasking. So I’ve just sent you the invite. So look forward to seeing you Monday morning, awesome.
Nadia Sobe (31:46) Looking forward to it. Yeah, thanks.
Mallory Smith (31:48) Right. Thank you.
Nadia Sobe (31:51) Do you have it here? Yeah.
Erica Lloyd (31:53) You have it while we have you? Good call?
Nadia Sobe (32:01) Far? No, you sent it to my work email obviously, right? Okay. There it is. Yeah, you got it. Okay. Yeah… great. Cool. Looking forward to it. I’ll see you guys on Monday. Thank you.
Mallory Smith (32:15) All right. Thank.
Nadia Sobe (32:17) You talk soon?