For example, Paylocity emphasizes talent management, while Paycom focuses on automated payroll. When you were at Ultimate before they were acquired, how did they stand out product-wise? Was there any particular emphasis they were driving within the broader HCM suite?

UKG, known as Ultimate at the time, was very smart. They required two clean parallel runs before allowing a customer to go live. This was part of the messaging that said, if you're talking to another vendor, one of those down-market players, ask them what their process is to get you from where you are now to a better state. How are you not just doing a lift and shift of taking your broken processes, problems, and people and moving them to a new user experience? Instead, you're optimizing as you go through that implementation process. Ask the vendors how they're going to do that and then ask them how they're going to contractually guarantee a 100% perfect go-live.