The interesting thing is that in the office, you sort of get culture for free. It just develops when you put a bunch of people together. In a remote setting, you don't get anything for free. You have to be very intentional about your values and the kind of culture you want. So, in performance reviews, we align with our cultural values. Kindness is the first one. So, if you're not kind, you have no place in this organization. And that gives us a shared foundation of values. But you also want to make the barrier threshold to talking to people as low as possible. A lot of people use Slack huddles to drop into conversations with colleagues. When you start at the company, we make sure you actually end up speaking with a lot of different people that are not working in your same team, that are not in your same department. You start to form some loose connections throughout the organization. But beyond that, we create opportunities to match up with random people. It’s not that hard. If you give people a little bit of a push, they start to self-organize. Almost every day we see people, somewhere in the world, meeting up with a group of colleagues, either because they're traveling or they just live close enough or whatever else. We encourage it. We provide budgets for it.