December 18, 2024 • 15 mins
What truly fuels a successful business acquisition? Join us as we uncover the intriguing story behind Nulty's acquisition of Klaasen Lighting Design, featuring insights from this conversation between Martin Klaasen and Paul Nulty. This episode isn't just about business strategies; it's about the magic that happens when two companies with a shared vision and complementary strengths come together. Discover how Nulty's global reach complements Klaasen's rich heritage, and learn why shared values like work-life balance and empowering teams are the glue holding this partnership together. It's a lesson in how aligning philosophies can create a nurturing environment that not only benefits the companies involved but their clients as well.
This new venture is built on trust and a friendship and we're poised for a thrilling journey over the next 12 to 24 months as these two companies merge their strengths. It’s not just a business move; it’s a new chapter we're excited to write together, anticipating outcomes that are greater than the sum of our parts.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Why Classon Lighting Design?
Speaker 2 (00:01):
Because you have fantastic pedigree.
Speaker 1 (00:03):
You yourself come pre-loaded with a lot of
experience.
I think there's a lot ofsynergy between our practices,
beliefs in the way design shouldbe done and the benefits of
great lighting design.
So I think for us, as Nolte,there's a huge amount of benefit
in acquiring a company likeClasson.
What's really interesting forus?
We are a global organization.
We're now in eight offices,seven countries, but there's
(00:26):
also a kind of a.
We respect the local cultures,obviously, but we have our own
global culture as well, andputting you into that and
tapping into your knowledge isgoing to be exciting actually.
And so we're an organizationthat is based on knowledge
sharing and caring andcollaboration, and you can only
(00:47):
facilitate further growth inthat, and that's fantastic as
far as I'm concerned.
Speaker 2 (01:11):
Paul, here we are partners in crime now I thought
it was maybe a good idea nothere in Singapore we have a chat
about how this all came about.
I'm sure there's a lot ofpeople with questions, so my
first question to you is why?
Why glass and lighting design?
Because I want some more greyhair.
Speaker 1 (01:29):
No, why glass and lighting design?
Because you have fantasticpedigree.
You know you've got youyourself.
Come pre-loaded with a lot ofexperience.
I think there's a lot ofsynergy between our practices,
beliefs in the way design shouldbe done and the benefits of
great lighting design.
So I think for us, as Nolte,there's a huge amount of benefit
(01:53):
in acquiring a company likeKlarsen because, as I say, it
brings in more experience.
You've got a fantastic team, sothat benefits our team.
It gives us additional resourceavailability to additional
resource.
There's an existing portfolioof life projects and there's a
great historic portfolio as well.
(02:14):
So for us it's kind of you knowwhat's not to like.
I think it does very well andat the same time, I think we can
bring a lot of benefit to KLD.
You know, by implementing someof our processes and so forth.
Hopefully we can help the teamhere grow and evolve and as the
(02:36):
two companies eventually sort ofzip together, you know, I think
this should be a really goodopportunity for the end result
being greater than the sum ofits parts.
Speaker 2 (02:48):
For me, it's an exciting thing I will also
explain why I refuse.
Because there's a why for you,but there's also a why for me.
Um, because obviously the the.
I guess the biggest surprisefor many people is that I'm
already 70, yeah, so there'sobviously some things going on
in my mind in terms ofsuccession, future, et cetera,
(03:11):
and I have very loyal staff,some of them with me more than
17 years, so I wanted to alsofind a home for them, should I,
in the future, not be able tocontinue what I'm doing?
I'm not saying I'm going to stopdoing what I'm doing, I love
what I'm doing.
I'm not saying I'm going tostop doing what I'm doing.
I love what I'm doing, butobviously preparation for the
future is also key, I think,very important.
So that's why I started lookingaround and, if you remember,
(03:35):
the first time we spoke was morethan five years ago, before
COVID even but I never wanted toto join or merge with an
architectural firm or anengineering firm.
I want to join with somebodywhich is like-minded in terms of
attitude, values, etc.
And in that respect, I've alwayslooked at you from far away.
(03:59):
You have got a lot of businessacumen as well, which is
something that I somewhatsometimes lack.
So in that respect, it will bevery helpful.
But the values that you have,also in terms of work-life
balance, are really important.
We are very strong on that,also within our team, and I saw
that also within your team, andwe think very much alike in
(04:22):
terms of what lighting design iswhat we are supposed to bring
to our clients.
So that attracted me very muchto you and your company, your
team.
So when we started talking tome, it was sort of a no-brainer
that that would be a really nicecombination, of course, with
your experience and the way youhave managed to build your
(04:43):
company to where it is on theglobal stage at the moment.
I thought that was also anopportunity for my team to grow
further.
Yeah, there's a lot ofpotential in my team, but I
think they need leadership likeyou can provide for them to grow
further.
So that was, for me, also amajor key motivator to continue
this discussion well, I'mpleased and flattered.
Speaker 1 (05:05):
Thank you, I think you're right.
Like I say, it works both ways.
Um, we don't always get thework-life balance right.
We try, we try.
I'm a real believer that we'reonly as good as the people we
employ, absolutely, um, and wewant a great team, we want an
engaged team, we want anempowered team.
It's always been my philosophyto lead from the back rather
(05:27):
than the front, so I don't likeputting bottlenecks in place.
I like empowering the team.
I like designers who want totake ownership and
accountability of their projectwork, and I think what that has
allowed me and then my team todo is to create an environment
that is really encouraging andempowering for people to come
(05:48):
and work in, and I think that'sfantastic and we value that.
We appreciate our team a lot.
Um, so it makes it kind of anenjoyable space and I hope your
team you're sort of joining andbecoming part of the wider group
and that that it enables themto do that and um, yeah, because
ultimately, the more engagedpeople are, the better the
(06:09):
quality of work that is produced.
Speaker 2 (06:10):
Absolutely.
It's a fairly simple equation Ican already see from my team.
So I engaged them a bit earlierin the process because I wanted
this to be a smooth transition.
So it was not at the lastminute informing them that we
would go and be acquired by you,but for the last couple of
months they have known wherewe're going to and it was very
much like a team effort to makesure this works, because I
(06:32):
wanted their mindset also alongthe way to, to go through this
process of merging two totallywell, not totally different but
different companies, different,um, uh, work environments in in
a way.
So you, so you can could say Imean, you have your backgrounds
in the uk and dubai.
There's obviously an asianculture in my company, so
(06:56):
engaging them in the process ofmerging our two companies was
very important to make it smooth, and I can see the enthusiasm
right now already.
Yeah, they're really excited,but no, but that's that's key,
because I think that will makethe transition very smooth.
I think you already saw in thelast few days how excited they
are and they're really puttingthe efforts in also to meet with
(07:20):
your team and start to engage.
Speaker 1 (07:21):
I think I just think back to when I was a junior
designer and an intermediatedesigner.
What?
did I want out of life and,apart from more salary, because
that's what everybody wants Ireally wanted to feel ownership
of my project work.
I wanted to feel that my ideaswere being heard, that I got to
meet the client present.
(07:42):
You know, and I we really tryand do that with the team and I
think when you layer that on topof a culture that is one of
sharing, you know, we give awaya lot of knowledge, we encourage
collaboration.
I think it makes it an excitingplace to learn, cut your teeth,
(08:03):
to come into the industry, so Ithink everybody enjoys it as a
result and like I say, we'reonly as good as the people we
employ and if we can make themas engaged as possible, make the
process as enjoyable aspossible, then actually there's
no excuse to not be doingfantastic work.
Absolutely and ultimately,we're hopefully here to be doing
fantastic work, providingfantastic service and making it
(08:26):
enjoyable.
Speaker 2 (08:27):
Yeah, well, that's exactly, and so that's also the
main reason why our negotiations, if I may say that way,
actually went fairly smooth.
Yeah, we had a few littlefights here and there, but
overall, I think our goal was tomake this work.
Yeah, absolutely.
I saw that from this one, fromyou also the enthusiasm and and
the the will to make it work,and for me also, I didn't want
(08:49):
to put up too many barriers toto make work, so I'm really
happy.
I'm also very grateful that youappreciate what we can offer
you, and I'm very happy for myteam also to be part of yours.
Speaker 1 (09:03):
Sure, I mean look, this was never a one-way street,
it's synergistic.
You know, I think we can bringa lot.
You guys can bring a lot to usas well.
So for us it's win-win.
The negotiations were, I mean,let's be honest, there are
probably only half a dozen timesin the entire industry where
another lighting practice hasacquired a lighting practice.
(09:25):
No, exactly, it's quite unique,actually my first time.
So we're making it up as we goalong, but it has been very
smooth.
It's been very smooth and veryenjoyable.
I think it is the beginning ofthe beginning.
That's what's really exciting.
Um, I think you know we don'tlose track of the site.
You know we don't lose track ofthe fact that we're lighting
designers, we love light, we'repassionate about light.
(09:47):
Yeah, we want to educate andgive away lots of knowledge
about life I know that's a verypersonal thing to you as well
Absolutely All those sort ofthings that you have going on.
So for us, I think it's superexciting.
There's so much sort of synergybetween the two companies.
The next 12 months, 24 months,for me, are really exciting.
(10:11):
It's the beginning of thebeginning, as I say, and I'm
looking forward to yeah, toworking together.
Speaker 2 (10:17):
No, so I I'm also very much looking forward to
that and I see lots ofopportunities where I can share
my knowledge, my experience.
Uh, obviously, you.
You once told me that I wouldbe the granddad of the company,
which I sort of like as a title.
I'm a granddad in real life andit's really enjoyable to you
(10:38):
know share your experience withthe new generation and, I think,
with your team, which alsoseems super enthusiastic and and
and, uh, you know, engaged.
Um, I think I will have a funtime in in sharing my knowledge
and helping for sure, and Ithink we're going to tap into
that Absolutely.
Speaker 1 (10:58):
What's really interesting for us?
We are a global organization.
You know we're now in eightoffices for seven countries, but
there's also a kind of a.
You know we respect the localcultures obviously, but we have
our own global culture as well,and pulling you into that and
tapping into your knowledge isgoing to be exciting, actually,
(11:19):
and so we're an organizationthat is based on knowledge
sharing and caring andcollaboration, and you can only
facilitate further growth inthat, that's fantastic as far as
I'm concerned.
Speaker 2 (11:35):
I'm very excited and I still have to find my way
around it, because we are verymuch a small little family and
we were all doing thingstogether.
Now we're getting in a muchmore structured and organized
environment, which I kind oflove because, first of all, I
feel a bit relieved because youcan take care of that now, but
which will free up time for meto really focus on that
(11:58):
knowledge sharing and mentoringwhich I'm really looking forward
to doing with the team as it isnow your team, and I think
there's a lot for us ahead wherewe can use our combined
experiences and expertise andskills to grow this company.
When I say this company, I'malready talking like our company
(12:20):
.
This is how I feel, even thoughI need to still let go of my
control desire.
Sometimes.
It's collaborative, yeah, yeah,yeah, but you will see quite
quickly that you will find myenergy redirected where it will
need to go in terms of the newsetup.
Speaker 1 (12:39):
I think that's great and the way I look at it.
You know I didn't build mycompany on my own.
It's always about peopleStanding on the shoulders of
giants, right, you know, nobodytakes your side at design school
and says this is how you managepeople, deal with HR, this is
(12:59):
how you deal with the accountsor marketing or whatever it is.
So I think the only thing I'vereally been good at is
understanding my weaknesses andpulling different people in so.
I'm surrounded by a team ofpeople that are fantastic
marketers, fantastic strategists, great with people, great
designers as well.
Fantastic strategists, greatwith people, great designers as
well and it's allowed us becauseof that sort of lead from the
back, empower other peoplephilosophy that's allowed the
(13:21):
growth that we've got torecognize our weaknesses and not
be scared that somebody cancome in with a lot more
knowledge and add to the team.
So for me it's um, that's what'sexciting.
As I say, you come pre-loadedwith many years of experience,
and if we can tap into thatknowledge, then it absolutely
(13:42):
benefits everybody.
Speaker 2 (13:43):
Yeah, great yeah, so we're now embark on a new stage,
on a new adventure.
I would really say I think Ilike always the term adventure,
because we don't really knowwhere we're going, but we know
roughly the direction, what wewant to achieve it.
Where we'll be in five yearstime, we don't know, but we know
we have the energy and theskills to make something very
(14:04):
nice out of it.
Speaker 1 (14:05):
I am my team.
Hate me for describing us aspirates, but I've always
described our organization as akind of a merry bunch of pirates
.
You know, we can go in whateverdirection we want, uh, make up
our own rules, but we do it as ateam.
Yeah, yeah, and I think that'sreally important and I say it's
very much part of our culture.
So, yes, the the new adventureis it's a super exciting 12, 24
(14:28):
months ahead.
The companies are going to takea little bit of time to zip
together.
Uh, you know, to new things,it's exciting well, we'll see
where it leads us.
Speaker 2 (14:37):
Um, I don't want to make it too long, but I think
it's good that people hear andsee us talking together, because
there's obviously a lot of talkgoing on in the market and
industry.
What are those two up to?
But we have been very goodfriends, I would say, over the
last couple of years and we'vealways respected and trusted
each other.
I think that was also at thebasis of this acquisition is
(15:00):
that we really respect eachother where we are in our
respective positions and what wehave achieved with our teams,
and I think in this case, Ithink one and not one is going
to be much more than two.
Yes, absolutely, I look forwardto this, paul.
Thank you so much.
Why Classon Lighting Design?
Speaker 2 (00:01):
Because you have fantastic pedigree.
Speaker 1 (00:03):
You yourself come pre-loaded with a lot of
experience.
I think there's a lot ofsynergy between our practices,
beliefs in the way design shouldbe done and the benefits of
great lighting design.
So I think for us, as Nolte,there's a huge amount of benefit
in acquiring a company likeClasson.
What's really interesting forus?
We are a global organization.
We're now in eight offices,seven countries, but there's
(00:26):
also a kind of a.
We respect the local cultures,obviously, but we have our own
global culture as well, andputting you into that and
tapping into your knowledge isgoing to be exciting actually.
And so we're an organizationthat is based on knowledge
sharing and caring andcollaboration, and you can only
(00:47):
facilitate further growth inthat, and that's fantastic as
far as I'm concerned.
Speaker 2 (01:11):
Paul, here we are partners in crime now I thought
it was maybe a good idea nothere in Singapore we have a chat
about how this all came about.
I'm sure there's a lot ofpeople with questions, so my
first question to you is why?
Why glass and lighting design?
Because I want some more greyhair.
Speaker 1 (01:29):
No, why glass and lighting design?
Because you have fantasticpedigree.
You know you've got youyourself.
Come pre-loaded with a lot ofexperience.
I think there's a lot ofsynergy between our practices,
beliefs in the way design shouldbe done and the benefits of
great lighting design.
So I think for us, as Nolte,there's a huge amount of benefit
(01:53):
in acquiring a company likeKlarsen because, as I say, it
brings in more experience.
You've got a fantastic team, sothat benefits our team.
It gives us additional resourceavailability to additional
resource.
There's an existing portfolioof life projects and there's a
great historic portfolio as well.
(02:14):
So for us it's kind of you knowwhat's not to like.
I think it does very well andat the same time, I think we can
bring a lot of benefit to KLD.
You know, by implementing someof our processes and so forth.
Hopefully we can help the teamhere grow and evolve and as the
(02:36):
two companies eventually sort ofzip together, you know, I think
this should be a really goodopportunity for the end result
being greater than the sum ofits parts.
Speaker 2 (02:48):
For me, it's an exciting thing I will also
explain why I refuse.
Because there's a why for you,but there's also a why for me.
Um, because obviously the the.
I guess the biggest surprisefor many people is that I'm
already 70, yeah, so there'sobviously some things going on
in my mind in terms ofsuccession, future, et cetera,
(03:11):
and I have very loyal staff,some of them with me more than
17 years, so I wanted to alsofind a home for them, should I,
in the future, not be able tocontinue what I'm doing?
I'm not saying I'm going to stopdoing what I'm doing, I love
what I'm doing.
I'm not saying I'm going tostop doing what I'm doing.
I love what I'm doing, butobviously preparation for the
future is also key, I think,very important.
So that's why I started lookingaround and, if you remember,
(03:35):
the first time we spoke was morethan five years ago, before
COVID even but I never wanted toto join or merge with an
architectural firm or anengineering firm.
I want to join with somebodywhich is like-minded in terms of
attitude, values, etc.
And in that respect, I've alwayslooked at you from far away.
(03:59):
You have got a lot of businessacumen as well, which is
something that I somewhatsometimes lack.
So in that respect, it will bevery helpful.
But the values that you have,also in terms of work-life
balance, are really important.
We are very strong on that,also within our team, and I saw
that also within your team, andwe think very much alike in
(04:22):
terms of what lighting design iswhat we are supposed to bring
to our clients.
So that attracted me very muchto you and your company, your
team.
So when we started talking tome, it was sort of a no-brainer
that that would be a really nicecombination, of course, with
your experience and the way youhave managed to build your
(04:43):
company to where it is on theglobal stage at the moment.
I thought that was also anopportunity for my team to grow
further.
Yeah, there's a lot ofpotential in my team, but I
think they need leadership likeyou can provide for them to grow
further.
So that was, for me, also amajor key motivator to continue
this discussion well, I'mpleased and flattered.
Speaker 1 (05:05):
Thank you, I think you're right.
Like I say, it works both ways.
Um, we don't always get thework-life balance right.
We try, we try.
I'm a real believer that we'reonly as good as the people we
employ, absolutely, um, and wewant a great team, we want an
engaged team, we want anempowered team.
It's always been my philosophyto lead from the back rather
(05:27):
than the front, so I don't likeputting bottlenecks in place.
I like empowering the team.
I like designers who want totake ownership and
accountability of their projectwork, and I think what that has
allowed me and then my team todo is to create an environment
that is really encouraging andempowering for people to come
(05:48):
and work in, and I think that'sfantastic and we value that.
We appreciate our team a lot.
Um, so it makes it kind of anenjoyable space and I hope your
team you're sort of joining andbecoming part of the wider group
and that that it enables themto do that and um, yeah, because
ultimately, the more engagedpeople are, the better the
(06:09):
quality of work that is produced.
Speaker 2 (06:10):
Absolutely.
It's a fairly simple equation Ican already see from my team.
So I engaged them a bit earlierin the process because I wanted
this to be a smooth transition.
So it was not at the lastminute informing them that we
would go and be acquired by you,but for the last couple of
months they have known wherewe're going to and it was very
much like a team effort to makesure this works, because I
(06:32):
wanted their mindset also alongthe way to, to go through this
process of merging two totallywell, not totally different but
different companies, different,um, uh, work environments in in
a way.
So you, so you can could say Imean, you have your backgrounds
in the uk and dubai.
There's obviously an asianculture in my company, so
(06:56):
engaging them in the process ofmerging our two companies was
very important to make it smooth, and I can see the enthusiasm
right now already.
Yeah, they're really excited,but no, but that's that's key,
because I think that will makethe transition very smooth.
I think you already saw in thelast few days how excited they
are and they're really puttingthe efforts in also to meet with
(07:20):
your team and start to engage.
Speaker 1 (07:21):
I think I just think back to when I was a junior
designer and an intermediatedesigner.
What?
did I want out of life and,apart from more salary, because
that's what everybody wants Ireally wanted to feel ownership
of my project work.
I wanted to feel that my ideaswere being heard, that I got to
meet the client present.
(07:42):
You know, and I we really tryand do that with the team and I
think when you layer that on topof a culture that is one of
sharing, you know, we give awaya lot of knowledge, we encourage
collaboration.
I think it makes it an excitingplace to learn, cut your teeth,
(08:03):
to come into the industry, so Ithink everybody enjoys it as a
result and like I say, we'reonly as good as the people we
employ and if we can make themas engaged as possible, make the
process as enjoyable aspossible, then actually there's
no excuse to not be doingfantastic work.
Absolutely and ultimately,we're hopefully here to be doing
fantastic work, providingfantastic service and making it
(08:26):
enjoyable.
Speaker 2 (08:27):
Yeah, well, that's exactly, and so that's also the
main reason why our negotiations, if I may say that way,
actually went fairly smooth.
Yeah, we had a few littlefights here and there, but
overall, I think our goal was tomake this work.
Yeah, absolutely.
I saw that from this one, fromyou also the enthusiasm and and
the the will to make it work,and for me also, I didn't want
(08:49):
to put up too many barriers toto make work, so I'm really
happy.
I'm also very grateful that youappreciate what we can offer
you, and I'm very happy for myteam also to be part of yours.
Speaker 1 (09:03):
Sure, I mean look, this was never a one-way street,
it's synergistic.
You know, I think we can bringa lot.
You guys can bring a lot to usas well.
So for us it's win-win.
The negotiations were, I mean,let's be honest, there are
probably only half a dozen timesin the entire industry where
another lighting practice hasacquired a lighting practice.
(09:25):
No, exactly, it's quite unique,actually my first time.
So we're making it up as we goalong, but it has been very
smooth.
It's been very smooth and veryenjoyable.
I think it is the beginning ofthe beginning.
That's what's really exciting.
Um, I think you know we don'tlose track of the site.
You know we don't lose track ofthe fact that we're lighting
designers, we love light, we'repassionate about light.
(09:47):
Yeah, we want to educate andgive away lots of knowledge
about life I know that's a verypersonal thing to you as well
Absolutely All those sort ofthings that you have going on.
So for us, I think it's superexciting.
There's so much sort of synergybetween the two companies.
The next 12 months, 24 months,for me, are really exciting.
(10:11):
It's the beginning of thebeginning, as I say, and I'm
looking forward to yeah, toworking together.
Speaker 2 (10:17):
No, so I I'm also very much looking forward to
that and I see lots ofopportunities where I can share
my knowledge, my experience.
Uh, obviously, you.
You once told me that I wouldbe the granddad of the company,
which I sort of like as a title.
I'm a granddad in real life andit's really enjoyable to you
(10:38):
know share your experience withthe new generation and, I think,
with your team, which alsoseems super enthusiastic and and
and, uh, you know, engaged.
Um, I think I will have a funtime in in sharing my knowledge
and helping for sure, and Ithink we're going to tap into
that Absolutely.
Speaker 1 (10:58):
What's really interesting for us?
We are a global organization.
You know we're now in eightoffices for seven countries, but
there's also a kind of a.
You know we respect the localcultures obviously, but we have
our own global culture as well,and pulling you into that and
tapping into your knowledge isgoing to be exciting, actually,
(11:19):
and so we're an organizationthat is based on knowledge
sharing and caring andcollaboration, and you can only
facilitate further growth inthat, that's fantastic as far as
I'm concerned.
Speaker 2 (11:35):
I'm very excited and I still have to find my way
around it, because we are verymuch a small little family and
we were all doing thingstogether.
Now we're getting in a muchmore structured and organized
environment, which I kind oflove because, first of all, I
feel a bit relieved because youcan take care of that now, but
which will free up time for meto really focus on that
(11:58):
knowledge sharing and mentoringwhich I'm really looking forward
to doing with the team as it isnow your team, and I think
there's a lot for us ahead wherewe can use our combined
experiences and expertise andskills to grow this company.
When I say this company, I'malready talking like our company
(12:20):
.
This is how I feel, even thoughI need to still let go of my
control desire.
Sometimes.
It's collaborative, yeah, yeah,yeah, but you will see quite
quickly that you will find myenergy redirected where it will
need to go in terms of the newsetup.
Speaker 1 (12:39):
I think that's great and the way I look at it.
You know I didn't build mycompany on my own.
It's always about peopleStanding on the shoulders of
giants, right, you know, nobodytakes your side at design school
and says this is how you managepeople, deal with HR, this is
(12:59):
how you deal with the accountsor marketing or whatever it is.
So I think the only thing I'vereally been good at is
understanding my weaknesses andpulling different people in so.
I'm surrounded by a team ofpeople that are fantastic
marketers, fantastic strategists, great with people, great
designers as well.
Fantastic strategists, greatwith people, great designers as
well and it's allowed us becauseof that sort of lead from the
back, empower other peoplephilosophy that's allowed the
(13:21):
growth that we've got torecognize our weaknesses and not
be scared that somebody cancome in with a lot more
knowledge and add to the team.
So for me it's um, that's what'sexciting.
As I say, you come pre-loadedwith many years of experience,
and if we can tap into thatknowledge, then it absolutely
(13:42):
benefits everybody.
Speaker 2 (13:43):
Yeah, great yeah, so we're now embark on a new stage,
on a new adventure.
I would really say I think Ilike always the term adventure,
because we don't really knowwhere we're going, but we know
roughly the direction, what wewant to achieve it.
Where we'll be in five yearstime, we don't know, but we know
we have the energy and theskills to make something very
(14:04):
nice out of it.
Speaker 1 (14:05):
I am my team.
Hate me for describing us aspirates, but I've always
described our organization as akind of a merry bunch of pirates
.
You know, we can go in whateverdirection we want, uh, make up
our own rules, but we do it as ateam.
Yeah, yeah, and I think that'sreally important and I say it's
very much part of our culture.
So, yes, the the new adventureis it's a super exciting 12, 24
(14:28):
months ahead.
The companies are going to takea little bit of time to zip
together.
Uh, you know, to new things,it's exciting well, we'll see
where it leads us.
Speaker 2 (14:37):
Um, I don't want to make it too long, but I think
it's good that people hear andsee us talking together, because
there's obviously a lot of talkgoing on in the market and
industry.
What are those two up to?
But we have been very goodfriends, I would say, over the
last couple of years and we'vealways respected and trusted
each other.
I think that was also at thebasis of this acquisition is
(15:00):
that we really respect eachother where we are in our
respective positions and what wehave achieved with our teams,
and I think in this case, Ithink one and not one is going
to be much more than two.
Yes, absolutely, I look forwardto this, paul.
Thank you so much.
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