What usually happens with the leadership of these acquisitions? Do they typically join Rollins and stay, or are they only there until the earnout is achieved? I'm curious about how leadership is retained and the incentives they have to maintain performance. Also, for acquisitions that don't want extensive integration with Rollins, how do they continue to perform effectively?

The idea is that having the leader involved instills confidence in the other employees, preventing them from feeling abandoned. If the seller of a company does not wish to be part of the transition, Rollins will not proceed with the acquisition. Over time, they've learned that if the leader leaves early, other employees tend to follow, which is problematic since acquisitions are primarily about acquiring employees and customers. There are few assets involved in such deals, so losing a significant number of employees would hinder the benefits of the acquisition.