That would lead one to conclude, as you do human resource planning, which I'm sure an organization of that size needs to do because you need certain expertise.... If there is a reduction at the front end, if I can use that term, of new folks coming in who you're looking to keep over a longer period of time, obviously to gain experience and to become seniors in the department.... I'm sure folks in your human resource sector are looking at your planning forecast.
Do they see that as a potential...and I don't want to call it “danger” because that's a strong word, but is that a real potential for a department that isn't firing on all cylinders? Maybe I can phrase it that way.