Ep:44: 3 Things Aware Senior Care Did to Build and Sell a $4M+ Agency in Six Years

Miriam Allred (00:08):

Welcome to Vision | The Care Leaders’ Podcast. I’m Miriam Allred with Activated Insights. Today. I’m really excited to have Tim and Gina Murray on with me. Tim and Gina, welcome to the show!

Tim Murray (00:18):

Thank you, Miriam.

New Speaker (00:21):

This is such an exciting time. You know, it has been quite a six month period for you too, for those listening who don’t know, both of you founded Aware Senior Care there in North Carolina, but you know, a few months ago you decided, well, probably more than a few months ago, you decided to sell your business and it has been quite an undertaking. So today we’re going to talk about that. We’re going to talk about, you know, some of the things that you did early on and throughout the last few years to set your business up for success, to be able to sell, then we’re going to talk a little bit about the post-sale landscape, you know, how things have changed for both of you. And then we’ll talk about, you know, where you’re headed and what you’re up to now. So, so let’s talk about, you know, the last six months, maybe Tim, you can just highlight. When did you decide to sell kind of recap the last six months and how everything has gone down? Okay.

Tim Murray (01:12):

That’s probably more than 25 minutes, but the, the executive sir, you know, version of this is the event happened on December 21st of 2020. If you back back that up, really, it was 2017 that we started thinking about it, but really what, what we have a lot of friends in the industry reached out to experts and talked about selling your business, what advice you would have. And what we got is look, whether you decide to sell or not, you really should strive to build what people refer to as a managed business that you organize your business well enough very clear, clear roles, responsibilities to the point where it can function without the two of us being in across sales. And whether you sell or not, you kind of get your life back, right? You you’re, you’re firing on all pistons everybody’s bought in.

Tim Murray (02:09):

And if you sell, you’ve got in a good position or you decide to basically kind of hire replacements and, you know, and you become consultants in many ways. So in 17 it’s whether or not we sell, we’re going to start driving that. And, and so, you know, I guess one of the messages there Miriam for owners is is you need to prepare. And I think, you know, that overall, what you hear from us is it was Ben Franklin said by not preparing, you’re preparing for failure. So we started to prepare and it was a real eye-opener. I had a lot of pie in the sky. My business is worth X. And the initial discussions we had was you’re a little bit out there, Tim and I came home almost like, you know, dog with a tail going, Hey, honey we’ve got some work to do here. And she’s like, well, I told you you’re a little bit pie in the sky. So that’s what we started the groundwork, you know, maybe 2017 building up to the end of 2020 where we, where it all came together for us,

Gina Murray (03:14):

It’s really late last summer when it was like, it’s it’s time. It was just like combination of a lot of things. And Tim had really gotten the business really well-organized and there’s a lot of people pursuing home care owners and the right opportunity came along. So,

Miriam Allred (03:32):

So just for some context, you started your agency in 2014, is that right? So 2014 then you’re saying, yeah, 2017, you started to say, Hey, maybe we need to step back, really look at our management team and start delegating so that we’re not in the day-to-day operations, but then, you know, last summer 2020 is when you said, okay, wow. It’s it’s time to really consider and start figuring things out. So, so let’s talk about over the last, you know, six, seven years, I’m sure there have been pivotal moments when you said, Hey, let’s make this change or implement this or establish this process. Let’s talk about a few of those that you felt like were key to then set yourself up to cells. You know, you put those processes in place. So, so either one of you let’s, let’s talk about maybe one or two of those.

Tim Murray (04:21):

Do you want to go first?

Gina Murray (04:25):

Well one of the things and we got a HR consultant to help us he did disc reports on our office team to make sure the right people who were in the right seats doing the right job. What we found was we weren’t using everybody to their strengths. So we made some adjustments to job descriptions and responsibilities, and then Tim set smart goals for all of them. So they knew exactly how they were going to be measured. You know, the scheduling, the gross profit, everybody. It was very clear what their role was and what success looked like. And that made a huge change. That was 2017.

Tim Murray (05:05):

Yeah. 2017, 2018. And what, you know, a common thing you’ll hear from owners, Miriam out there is they get burnt out and it would break my heart when they go, I’m just selling, right. And it’s a fire sale. And the number one thing they site is their staff. They, and they take some of the ownership. I haven’t defined what they do well or your heel. And, and Aaron did a whole segment on home care pulse on this of right people, right seats. We were struggling and you’ll hear a resounding theme or theme is we team elder care is a team sport. Don’t go to loan their experts. And we were blessed to find gentleman’s name is Gary. And claim consulting and Gary Rasco and Gary’s a 30 year veteran, real people person, and all the enough he came referred from.

Tim Murray (05:59):

I outsourced all our benefits to the Soren Group, which was another great move. He came in, he started talking to our employees and, and some, our employees were not sure what they were doing and I’m like, that can’t be right. But then you’ve got to look in the mirror and we decided that to build a sound company, you gotta have a sound foundation and, and you’ve got the, you’ve got to make sure you’ve defined all the processes that work in your company and then match people to those skills. Not the other way around. I go out and hire somebody and I figure out what to do with them. And best thing we ever did. And we took some hits because we had to reassign or let some people go. And then we started that process of getting our act together, defining roles, goals, and then focusing on getting buy-in to what we were doing. And so basically the F you know, you said, you know, like three things, key things we did. First one is we got organized

Miriam Allred (07:00):

And right people, right seats. That concept is so foundational. And when you’ve got the right people in the right seats, the job satisfaction goes up. You know, we hear a lot about, you know, our office staff isn’t happy or is burnt out, or, you know, even with our kids out of the caregivers are burnt out and aren’t happy. But if you can put them in the right seats to where they, like you said, their skill set is being maximized, their job satisfaction is going to go up. They’re going to be happier, and you’re going to retain them longer, which is really the key here. People are happy, then they want to stay and then buy in. I love what you said about buy-in and getting them to, to buy into your organization, your mission, your values, to believe what you’re doing is so important.

Tim Murray (07:46):

You, you bet that that was, that was absolutely pivotal in a 17, 18 range. Because think about when you’re, you know, when you’re getting acquired, you got to tell your whole story. And the first is it should be your people. That’s what separates home trades agencies. We are in the people business. Our caregivers had come, you know, Jean always say caregiver first, that is our company, our employees first. And I be able to pull up an org chart. I better well be able to explain what they do, you know? And, and so that was, that was number one. So, you know, excellent. It, people are your life’s blood and it’s, there’s nothing like seeing people operate, bought, bought in, and they just see that in their face. Like, man, I kicked it today. It’s awesome. Yeah.

Miriam Allred (08:35):

And I just want to say, you mentioned bringing in a third party, you know, it doesn’t hurt to have someone come in and do some analysis, whether it’s HR or your finance, or your recruitment or retention to bring someone in to just kind of fine tune. And double-check like you said, you know, we thought, oh, our office staff knew what they were supposed to do because we told them, but you know, it doesn’t hurt to bring someone in and finding the right time and the right partnership to just help you refine all of your processes.

Gina Murray (09:04):

And I’ll tell you, I was the first one to say, I don’t have time for this training. I don’t have time to bring in this HR guy. I’m too busy. Honestly. That’s the best thing you can do. And you find the time and it’s so worth it. Oh, it makes such a difference.

Tim Murray (09:18):

Yeah. The other thing we did, Miriam, if you go that that’s the people’s side, that’s number one, because if you don’t have that kind of wired up, then everything else is just not going to work. The second there’s the financial model. This is where I’m kind of poking fun of myself. When you go back four years ago, the suitors, they get to get those phone calls. And I, I work again, I outsourced now dear friend, B2B, CFO, Dave Fouts, those that don’t know B2B fractional, it’s kind of like gun for a higher CFO. Cause none of us can afford a CFO. You kidding me? So we can’t even afford an accountant. You know? So, but again is I told Gina what he costs like you can’t do that. I said, we can’t afford not to do this because I was a rookie going out with a proforma that was pine sky.

Tim Murray (10:02):

And we put an initial proforma. We went out there and we just got, I got my butt kicked. I learned so much, I learned what potential acquirers are looking for and your company and how the magic multiplier was going to work, rolled up the sleeves with Dave. And we went to work and we put together this amazing financial model that where we could forecast the business three to five years with certain assumptions, certain staff, because that’s your biggest expense and then forecast, and then look at a band for your EBITDA because that’s how companies will put a value on you as a multiplier times, your EBITDA, one of the best things that we did. And cause you can you, you know, where you stand, right? Am I profitable? How profitable am I? If I go in this business, I go to Gina. If we went into community care and we generated X revenue, yeah.

Tim Murray (11:00):

What do you think we can do? And we we’d forecast that ahead along with other lines of business. So it lets you play. What if games, what you’ve got to be able to stand in front of your buyer and tell them the status of your craft, the financial stability and forecast. So that was the another thing I would recommend to someone it’s beyond your chart of accounts and accounting, Miriam, it’s actually a forecast if you would, and where you’re actually looking at your EBITDA. So you can understand what the range of value of your company should be. So you can have intelligent conversation with a potential apartment.

Gina Murray (11:36):

Tell us when to hire, when was our next office hire? So you’re not behind the eight ball going, oh my gosh, we have all these thousands of hours. Oh, we have to quit. Now hire a scheduler. It was like, okay, when we get to this, we hire our next person. So we’re ready to move to the next level. And you’re not playing catch-up you’re not hiring the curve. That was, that was extremely helpful.

Tim Murray (11:57):

Seat of the pants is okay for year one. Right? You’re learning. You don’t know what you don’t know. Right. But as you learn, and as you get better, like Gina said, what this, what this model was. It’s not only financials operational. We knew what our funnel looked like. We look at our close ratios were like you know, we, we benchmark hours. So we know what schedule our, our, our staff schedulers did staff coordination did custom client care and scheduling. So around 1750, 2000 hours, you better hire another schedule. Right? So we, we took the mystery out of it and, and started to grow the company that way. And that was, that was very helpful to us. So

Miriam Allred (12:37):

Let’s talk a little bit about the timeline. It sounds like you all were doing the books that you were acting as the accountants for a period of time. How long was that before then you brought in Dave to kind of help assess

Tim Murray (12:51):

Very great question. We got an accountant. You really need an accountant from day one, right? You’re you’re, I’m not an accountant. So we, we, I joined the chamber of commerce. We, we met someone. Great. We, we got an accountant. When did you hire Dave? But Dave, Dave was two 17, 18. So you’re talking three years maybe. And this was used on, you know, as required, not a retainer CFO, right. Hourly rate. And it was right around at Thomas said, you know what? Our Mo we need to take care of our caregivers, the best in the industry, our employees. And I, I found the song group and we put together an outstanding benefits package. We paid full boat for our employees, office employees, and the caregivers. We had one of the best programs. And then I met Dave. Dave came into it.

Tim Murray (13:44):

When I got those phone calls, we got a little three plus years that, and then another, he was with us all the way through. He was part of what we call the the selling your business team, right? Because when you get acquired, all the experts would say, build your team. You need to have your team. And my accountant, my bookkeeper Dave out, CFO, Gary, HR, we had an amazing team, you know? So again, it’s it’s that maturation process, there comes a time where you can’t do anything. And we, I was never an accountant. Very okay. I needed to have that. And I started that early, but the CFO was more strategic. So when you start you’re in that phase and you’re cooking, I did a business three of three years, four years. Some people may have business 10, 15 years, and they just been flat lined. Right. You want to take it to the next level? My advice is get the experts that can come in. It’s like bringing your car in, taking it apart, looking at it where it tick and then going, okay, here’s, here’s the news. And then built, make a plan and follow it.

Miriam Allred (14:54):

Yeah. And, and you mentioned the word benchmark benchmarking. You know, we conduct this benchmarking study and it may seem overwhelming. Wow. So many benchmarks, where do I start? What do I focus on? But, you know, you mentioned sales to close ratios, hours per care, coordinator, scheduler, all of those things that will point you in the right direction. Okay. This is what the industry is doing. This is what my region is doing, or my state is doing okay, this is where we should be. And this is what we need to do to take ourselves to the next level. You know, we, we benchmark by revenue range or the masters, you know, that are 5 million. Plus the benchmarking study is really a roadmap to grow your agency and take it to the next level by looking at, okay, this is where we’re at. If we want to grow by this revenue, you know, then we start making these decisions and, you know, heading in that direction. So, so I love what you’re saying and that, you know, you kind of tore your business apart, but then you figure it out, okay, these are the benchmarks. This is where we want to go. This is how we’re going to accomplish

Tim Murray (15:50):

It. Yeah. Think about if you’re going to get your staff bought in, you need to set goals for the company and they need to be not like I need, I need some roadmap to decipher home care. Pulse played a major role. You said, what are other major things? Number four, home care pulse, 2016. First with caregivers, no clients. And then caregivers. I’m proud to save the last three years running leadership and excellence. 90% across every measured indicator. That’s not easy to do, but

Gina Murray (16:25):

Report, we take it apart to office staff. Each got their section like here’s, you know, here’s the benchmarks. Here’s, here’s, what’s the what’s trending. Here’s what we need to do. And so they own part of that report. We tailored our

Tim Murray (16:37):

Whole, a lot of our strategies on recommendations on care, pulse, caregiver recognition, taking care of caregivers. And I would present to the company benchmark data and their goals that Gina mentioned, the smart goals company had like three major goals, one revenue, okay. Here’s what we’re growing revenue. And our Cager for our existence was 33%, which is not too shabby. So there’s revenue, but then we said, client satisfaction, how was it measured? Okay. Pulse client, caregiver satisfaction. How was the measured care pulse? 90% was the bar. And when we get ’em out the report, we’d have a meeting with our care coordinators, staff coordinators, I’d say, okay, I’m calling Mrs. Smith. You’re calling, let’s get to the let’s call. This caregiver. Let’s understand what’s going on. And we operate the company that way. Everybody was bought in and they knew how they were measured.

Tim Murray (17:35):

So home care pulse recommend to to anybody. And I’m not just saying it w we were in a clear care seminar. We did with our the wonderful from Burt’s attack at Bruce Vanderlande, who they were sent us. They, they took the point on our, our acquisition. We do it clear carrot clicker asked me, well, how’d you get this done? What was one of your key things? I said, frankly, your product and home care pulse and everything. I told basically, ministry, everybody goes, whatever home care software you’re using, that’s your family jewels. The information you need is right there for you. Leverage it, embrace it, get the reports you need, understand where you are. You know, if you combine those two home care pulse with your home care software, you know, you have the, you know, I’m a Navy guy. I run submarine at S you know, have my gauges pressure temperature. You know, it’s like, you run your company that way and you know where he stands. So you know, we have a lot of good things to say about you all. Okay. Paul’s wonderful service to the world who needs good caregiving. You’re the only one that I know of that intelligently has oversight and reports, facts about the market. We need good home care when we do. Yeah.

Miriam Allred (18:55):

So finding the right partners at the right time and yeah. Measuring that client and caregiver satisfaction, it also takes out, I had imagined some of the stress, you know, you know what your clients are saying, what your caregivers are saying, you take that to your office staff and say, okay, where do we need to dive in? Who do we need to contact? What do we need to do with that, with that feedback. But it takes out some of the stress, you know, to have someone just double checking your work and then knowing what to do with that feedback. So, so appreciate that. And yeah, like you said, we we’re, we’re here to help, you know, there’s a lot of agencies that don’t know what that care looks like every single day in every single home, but just double and triple checking and making sure your caregivers are happy, making sure your clients are happy. Cause that’s, that’s what we’re trying to accomplish here in home care is just making sure we’re all doing our best work.

Tim Murray (19:46):

Yeah. Now you’re doing a you know, a, a terrific job, you know, but what you provide is you can get caught up. I’m thinking you’re great. But remember, we are all aware senior care. I’m laughing. I remember Gina when she’s a nurse of 27 years connected to the community, respecting the community. I mean, the only reason I would do this, I was a software jockey. There’s no way I did home care. She was the show, you know, she’s the LeBron James of home care. And, and we went to an event with transitions, guiding lights, where all the independent livings, their assisted living or the home care, all that. And I went around and I said, who you are ward Tim, we’re going to start a home care agency. And I remember our competitors going, oh, great. Another home care agency. And I vowed ed motivated me and said, okay, it’s like saying, why did you open up this pizza shop? Well, if you’re darn good, you can stand out. Home care. Pulse allows you to stand out. Not only do you get feedback about yourself, but think about the pride in that little blue, that there’s three of them in our office right now for the last few years running that that’s a pretty cool thing. And the staff takes a lot of pride at achieving that. It also

Gina Murray (20:57):

Thinks it’s like you said, that guesswork out. So Mrs. Smith sends back a survey and says, you know, I don’t feel like I have good communication with the office, that the office, I talked to her all the time. So like, okay, we’ll find out what is her vision of great communication. Her perception is not the same as your perception. And that was a game changer too. It was like finding out what she believes. Well, she wants to visit every month or she, whatever, whatever. So the survey helped cause it fascicle and we’re doing great. We’re fine. We’re good. But that wasn’t the client’s view. And I think that cause the same with the caregivers to find out what speaks to them and then you can address it. Then you can be much more,

Tim Murray (21:38):

Oh, I love those phone calls. Especially when I call, I always have to say, okay, this isn’t the bad thing. You know, the big guys calling and just say, Hey, look, you said, you feel like you’re underpaid. Talk to me about that. Let’s let’s discuss it. It gives you a platform to have a great conversation. And believe me, we, we learned a lot from it. We made some changes from it. So anyway,

Miriam Allred (22:00):

Absolutely. Well, yeah, I don’t want to cut you off if there’s anything else there, but I do want to talk about the post-sale landscape. You know, it has been, I can only imagine a pretty busy hands-on six months, but hopefully you felt some relief. So let’s talk about, you know, the last few months, just what has kind of taken place and now how are you feeling and what are you looking forward to?

Gina Murray (22:26):

So we were, we were very hands-on and pretty much, day-to-day almost full-time for the first three months, just starting to transition. It’s hard to let go of your baby. You want to make sure the agency is in good hands. And then so the transition team came in and so really it was April before really ease back. And and it was wonderful. We had a new grandson in the middle of April and to be there and not be thinking about what’s going on, it was really wonderful. It was it was really nice. It definitely took a while to spin down when you’re used to work in and we work the hours, we want it to work. So but it’s been nice. We, we really miss our, our team, you know, we stay in contact with them, but it’s not the same as the day to day banter back and forth.

Tim Murray (23:16):

So yeah, yeah, yeah. We feel very blessed and fortunate is the first feeling that our choir has basically changed our lives. And that was the whole purpose of this was to move on to a different phase of our life. You know, we’re not spring chickens anymore. We’re not ready to retire. But we want to do more work in the community. For example, I’m going to be the upcoming president of the rotary and believe me a year and a half ago, I had that in the back of my mind. That’s a lot, that’s a lot. And I’m going to rope Gina into it too. So that that’s, that that’s been a blessing, but I’ll be honest. You know, what’s been, the biggest adjustment has been, as Gina said, filling the void. When you’re thinking about doing this, you need to really think through your post acquisition life.

Tim Murray (24:11):

And if you’ve defined yourself on this business solely 24 seven, and it’s all of a sudden, it’s not there anymore, that’s going to be a problem. And there’s times I, I just miss the comradery, miss the feeling of love from your employees, miss the conquest of going into a new community. We got this new business guys and it was like, wow, Ooh. You know and you missed that love from the staff. So you need to, you know, we, luckily we, we thought about this, but until you’re in it, like, like Gina said, it wasn’t until April that it really started to sink in which we’re we’re in may. Right. so we do miss it, but we, we started two new company. So yeah, we can talk about yes. Yeah. A little, a little bit. Yes. That’s another discussion, but yes, we did.

Miriam Allred (25:03):

Let’s head that direction. It sounds like you’re going to be involved in the community. You know, you’ve got a seat there, but also you’ve gained so much experience over the last seven years. You’ve built a very successful agency. That was to my understanding sought after, you know, by these acquirers, which is always a good sign, but you’re going to take some of what you’ve learned, some of that knowledge, some of that experience and help other companies. So, so let’s talk about that sounds like you started, I know of one business, I didn’t know too, but, but yes. Spill the beans here.

Tim Murray (25:34):

Yeah. Well spill the beans team, elder care consulting. We formed an honestly, the reason we formed it is to give back to our, our choir aware of senior care required by home care assistance, great company. And that’s where our Legion falls. First number one is how can we help our company continue on its journey because the choir, you know, that’s their vision to keep the legacy, the grow it. And so, like Gina said, the first three months were fully engaged and working together in that transition to make it as smooth as possible and, and so forth. And, and we formed team elder care consulting so we can consult back, you know, and and we’re con we’re going to continue. And we were always talking we’re talking again today. How’s it going? What can we do? And that that’s number, number one, but the, the vision moving forward for the two of us, we know how much this is such a passionate business.

Tim Murray (26:36):

You, I mean, there’s been, there was amazing highs and then there’s some amazing lows. You go through a lot, you give your heart soul. We just feel like we we’ve learned so much. You want to give back. So we see in the, in the future, the team elder care concept was, we talked about it. You build your team. That’s what made where a senior co successful elder care is a team sport. And we built this amazing circle of strategic referring partners. We all work together and assignment Senate, if you’re assigning Sonic fan and his book, it starts with, why are part of our, why was we took just as much joy out of referring someone to one of our friends that was phenomenal in what they do. And then we did giving that service. And for the time being, we’d love people to contact us.

Tim Murray (27:22):

And most likely, we’re going to say, you know, you signed up with home care balls or you, you really start the toy Goldberg. Her dementia care is amazing. We’re going to end up referring them. And then in the future we haven’t really defined it. We want to help people, you know, agency, agency owners, because like we talked about Miriam is we need good home care. This market is going to continue to grow and we need great agency owners and you know, what they need support. We know, and we were blessed to reach out when we started with the seniors choice and we had great mentoring. We had some, we can call sometimes we’d call and just talk, you know, we didn’t want anybody to fix us. We just want to say this client did this. Can you believe this? And they go, yeah, it happens. You know? So we, that’s kind of in the future, we see formalizing that, and it’s kind of like stay tuned, but for now, we’re really dedicated to awareness that you care and and helping that’s so exciting

Gina Murray (28:24):

For our other company formed because we were in embedded home care community care in the senior independent communities. And we couldn’t software. Couldn’t sustain it cause it’s a lot of caregivers and they’re doing 15 minute visits, 30 minute visits. So after about a year, we were like I said, we can’t do this. So we actually have developed software to run a community care. So we are in the final processes of getting that, going aware of senior care, leases it from us. Cause they, you know, they are in a community that has a thousand visits a week. We just couldn’t find a solution to do the embedded. So, so Tim and his friends decided to develop this.

Tim Murray (29:06):

Yeah. And honestly though, we don’t, we’re we try to be cerebral and think it through. So we’ve done our due diligence, looking at all the solutions out there and we’re trying to figure out how to commercialize it, but we do have knowledge of that, of that market. And for now, again, we’re, we’re continuing to help or senior care, but

Miriam Allred (29:23):

It’s so exciting to hear that you’re wanting to give back, you know, a lot of agency owners may say, Hey, I’ve done my time and I’m burned out and I’m ready to move on and spend time with my grandkids. But, but you all have been so blessed to have these key partners help you along the way. And now you want to be, you know, one of those partners to help so many other agencies moving forward. And it’s great to hear. There’s a lot of, there’s a lot. That’s about to take place the next three to five years in this industry. I think we’re just going to continue to accelerate in growth. And there are a lot of agencies that need help or, you know, a lot of new people that are going to enter this space. And so the more we can set them on the right path and give them the tools that they need the better.

Tim Murray (30:07):

Yeah. People want to get in touch with us. We, you know, we were a team elder care, but you know, info@teameldercare.com is our email. And mostly we just listen and probably just say, Hey, here’s some things to do, but you know, God bless you and your, the whole crew Eric and your team, what you do, how you’re doing it, the information you’re sharing, you know, it’s priceless, you know, I mean that the value of the information that’s there it’s good to do so.

Miriam Allred (30:35):

Absolutely. Well, thank you so much both of you for your time. It’s been an absolute pleasure. We’ve covered a lot of topics, but really just the main topic, being, setting yourself up for success as you sell, you know, there’s people that listen to this podcast that are new in business, but some that have been in business for 10, 15 years and everyone’s at different stages. And so just doing what you can in the moment to refine your processes, to find those key partners and to make the decisions, to prepare yourself, to sell. And the two of you have done it so beautifully and are inspiring so many and are about to help so many more. So thank you both for your time and we’ll look forward to more collaborations in the future.

Tim Murray (31:14):

Thank you. That sounds great. Miriam. You take care. Have a great day.

Miriam Allred (31:17):

Thanks for listening to this episode of Vision with Tim and Gina Murray. If you’d like to learn more about how Aware Senior Care and thousands of other home care agencies, partner with Activated Insights to gather client caregiver feedback visit our website homecarepulse.com today. You can also shoot me an email miriamallred@homecarepulse.com. We’ll see you next week!