Name: Where HR Meets Finance: Closing the Gaps That Create Compliance Risk
Uploaded: 2026-03-11T19:16:08.912Z
Duration: 50 min 40 s
Description: Where HR Meets Finance: Closing the Gaps That Create Compliance Risk

Transcript for "Where HR Meets Finance: Closing the Gaps That Create Compliance Risk": Hello, everyone. We are gonna give folks a couple seconds to join here before we get started. But I hope everybody is having a good start to their day. I do see some folks already in the chat, so it's nice to see everybody. And as we're letting folks continue to trickle in, we'll go ahead and dive into our session today. So hello. Again, my name is Taylor Decourt. I'm on the North American events team here at Amburst and your host for today's webinar. Our webinar today is titled where HR meets finance, closing the gaps that create compliance risk. Today's webinar is a joint webinar hosted by Inverse and Dayforce. So we have some excellent speakers, from both companies here to dive into today's session, and I'll introduce them here just momentarily. Before I introduce our lovely speakers though, I do want to go through a couple housekeeping items and some expectations for today's session. This session is being recorded. A copy of the recording will be emailed to you twenty four hours after the event ends. We also do have some excellent features here that will allow you to engage with your attendees and our speakers. So over in the right hand, you should see an engagement section with a chat feature, a documents tab, and a q and a tab. In the chat, you'll be able to engage with your fellow peers, submit comments, throw in whatever notes you would like. And then in the docs tab, if you would like to connect with imburse or a Dayforce after this webinar, we have a link for you to do so there. And in the q and a tab, if you have any questions throughout the webinar, please, please do not put them in the chat box. Go ahead and use that q and a tab instead. That way we can make sure, your questions get addressed. We do have designated, time set at the end of the webinar to address all of your questions. So please feel free to submit those throughout, and then we'll have time here to get to those at the end. I'll have Cassie and Darren join me now to introduce our speakers. Awesome. Well, so first off, I'll introduce Cassie. Cassie Rollins is our VP of enterprise product management here at Imburse. And Darren Lowe, who is the senior vice president And, Darren, I think your title might have gotten cut off. That's my bad. So I'll let you introduce yourself right here. But Darren joins us from the Dayforce side, of things. So I'll hand it over to them to better introduce themselves. Thanks so, much. Kelsey. Thanks so much. So let's go ahead with our next slide. Thanks so much. I'm Cassie Rollins, VP of Product Management here at Inverse, and I'm joined by Darren, who will introduce himself when, he comes on with his slides. But I wanted to give you a bit of an overview about Inverse and the vastness of our existing global volume. We currently serve about a 180 countries and over a 170 currencies across 35 languages. Our solutions are also used by about 20,000 customers today, averaging more than 25,000,000 scans a month. So the volume is really huge, and we're processing an average of about 850,000 expense scans at $137,000,000 in expenses every single day, and that gets up to a million expense reports on weekdays. So we know spend. We've processed over $90,000,000,000 in spend across our solutions, and we average about 25,000 invoice scans in addition to expense totaling about 300,000,000 in invoice spend every single day. So Aaron's excuse me Darren's going to introduce himself and tell us a little bit about Dayforce. Yeah. Thank you so much, Cassie. So just a little bit about Dayforce, as we are a true, multinational, global HCM payroll and WFM company. So we're about $2,000,000,000 in revenue. We do over a 150 countries, payroll, and we we process over 1,200 compliance updates every day. Because of that, we're ranked number one in Gartner's ratings for compliance. So compliance is very important here at Dayforce. It's really the fundamentals of what we do, and our founder, David Ossip, really believes compliance is the number one thing that we can provide our clients, both from a payroll time and HCM perspective. We also have about a 98% net retention rating, which is very industry leading. And our NPS scores are always the highest in the industry. So we really provide that compliance view, full suite of HR products, time and pay, and really lead the industry in the compliance compliance. Thanks, Darren. So now that you know a little bit about inverse and Dayforce, let's talk about how compliance risk really transcends the finance department. Traditionally, finance has owned compliance, but our modern reality is that risk is really distributed across HR, payroll, and expense. And disconnected systems create some blind spots, and this is the moment that we can take a mindset shift that's really going to be beneficial. And through our partnership, we're delivering solutions and automations that address some of these existing realities. So let's think about what some of those components are. Most breakdowns are really not about employee conduct when you think about risk. It's not behavioral. Their workflow and data alignment failures and blaming behavior across different departments and systems really ignore the true root problem or structural flaw in most traditional systems. Automation can really help increase compliance by addressing the root causes, reducing data integration friction, syncing data syncing and manual input, as well as inconsistent policies. Awesome. Thanks, Cassie. Thanks, Cassie and Darren, for getting us started. We are going to have a couple poll questions throughout our webinar, so we'll go ahead and open up the first one here. We'd like to pause our content to ask you all, where do compliance breakdowns most often originate in your organization? And I've gone ahead and opened that all for you to submit your responses. You'll see a pull tab now next to that chat box. So if you click on that, you should be able to submit those responses there. Our options for you are HR and onboarding processes, payroll processing, expense management, manual workarounds and spreadsheets, or not sure, which is valid as well. Mhmm. But we will share those results here because we I do see some coming in. And it looks like manual workarounds and spreadsheets is taken quite the lead on our responses here. I think that was to be expected, honestly, which is good news for today's content. Hopefully, we can help solve for some of those pain points. I am gonna give everybody just a couple more seconds here, and then we'll close it out so we can move on. So get those final answers in. Keep in mind, everybody, I see some answers getting thrown in the chat. You can submit your answers under the poll tab, So make sure to get those in there. And with that, I think we're seeing some responses slow down. So I'll go ahead and stop sharing and turn it back over to Darren to continue our session. Yeah. So let's talk a little bit about onboarding and transition trap. And we've all lived this in our experience even as an employee where you hire on, you're supposed to go somewhere for a trip almost immediately, and you're left without, you know, your credit card, what you need, your phone, but you actually need to do your job when you're traveling early on in that process. So, really, that new hire execution from HR into your expense system, finance system is really important, needs to be executed quickly for your for your employee experience. Your role changes after policies. Right? So you get promoted, and now all of a sudden, you have a broader you can spend more. You can put more under your budget. You're supposed to pay for your team as a vice president, for example. All of those changes, when they're not communicated quickly, properly from HR, cause issues and can really cause issues without alerting finance. And then offboarding. Right? So we've all had this situation where we wanna offboard an employee, but that employee then has their credit card and has even down to things like laptops and all of those things that an employee has as we wanna get that information. We wanna get the equipment. We wanna get all those things back from the employee, but that flow takes too much time and really makes for a bad offboarding experience for the employee also. So when we think about really that conflicting roles and what we end up having when we don't have automation is we end up having shadow processes. Right? Inevitably, lack of automation creates shadow processes within those teams. So technology really enables compliance when we think about really that HR policy. So all of us have dealt with HR policies that really don't dictate the standard. Right? So they're they're the standard, but then everyone else goes and does their own thing. Right? So and especially, I see it in organizations where payroll reports in the finance or and not HR. And finance has a very different view on things. Right? So then payroll really starts to handle exceptions differently. And then, really, the expense platforms really have no way of enforcing that third set of rules. So they kinda have their own rules because the expense platform's been set up as somebody different than payroll, different than HR, and everyone ends up with demisaligned technologies or manual processes. Right? We always laugh in the industry. Right? Excel is the number one HR platform in the world, probably still, even with the proliferation of all of our the HR systems out there. So, really, people then have went to spreadsheet tracking. Right? And anytime something's manual, there are spreadsheets, that means policies aren't being followed. That means HR data is not getting in correctly, and people end up doing their own things there. Out of system approvals happen all the time then because there's really no there's really no law, and there's no one watching that. And then payroll adjustments often happen after submission. So, you know, we see that a lot where, you know, people are trying to get that data into the platform. It's not working okay. And then you're reimbursed again after another another pay period. Right? And that can get really frustrating. Right? Especially if you're a small organization where the employees may not have corporate cards and they're being reimbursed, you know, if then all of a sudden you're missing your financial deadlines, your credit card costs, All those type of things can be incredibly frustrating to an employee who really just wants to make sure they're being paid for what they've spent from an expense perspective. When we think then about, really, then finance really diff detecting those problems. Right? So, inevitably, then that when the data is missing, that then creates downstream failures for the finance teams. Right? And then payroll and HR are the ultimate source of truth for spending, but they're also the ultimate source of truth. Payroll really ends up being the ultimate source of truth for everything. Right? And I always say, because that's where people get paid, that's usually your most accurate data in the company. And that really then helps really that source. If you know your data is correct, you know your policies are correct, you can rest easy at night knowing that you're paying those people correctly on time for their expenses. And lastly, the lack of controls and lack of automation really creates a lack of a lot of hours being spent tracking down low level data changes, low level issues, and issues that really aren't helping your company take that next step. They're really bogging your team down in low value operations. So that creates a big opportunity for us because risk exposure is continuing to increase. If you think about this continuum, as your businesses grow, so does complexity. Regulatory tightening contributes to that, and shorter close expectations introduce even more risks. So ultimately, audit scrutiny is continuing to increase, and urgency is critical in reducing your exposure in this type of climate. So when we think about that, the cost of getting it wrong is also increasing when we think about risk. Audit remediation time, leadership distractions, reputational risk, and financial penalties continue to compound and increase. So your executive priorities really have to address this exposure in meaningful and demonstrable ways. So Taylor has another poll to gauge some of the feedback from all of you on the webinar. Taylor? Sure do. We're gonna go ahead and open up our second poll question here around how does your organization typically identify compliance issues? And you should see that pull tab appear again, so you can go ahead and submit your answers there. Our options this time around are, during internal audits, during external audits, during month end or close, through employee reporting, or we have proactive automated controls. Let's take a look at those responses as they're coming in here too. This one is a much closer race. Looks like we're pretty split across all of our answers here. We do have a couple people who say they've already got proactive controls in place, which is awesome. Glad to hear that. And I think during internal audits, it's starting to take the lead a little bit there. Cassie, Darren, is this kind of what you guys expected the results to be? Yeah. I expected it to be pretty close here. So yeah. Usually, Definitely. Mhmm. when it's a close race like this, it means that we're on the right track, which is always reassuring. Absolutely. Well, what this also says is flexibility is key because every company is at a different stage, and we're seeing lots of opportunity across that, so having flexible solutions is important. Exactly. That's a great call out, Cassie. And with that, I think we're good to close this out and continue on. So I'll hand it off to oops. Sorry. Hi, Go ahead, Stefan. Darren. Hi. We really wanna talk about reactive compliance. And I wanna give you start out with a stat that we use in payroll all the time. Fifty one percent of employees will leave your company if they have a perceived error in payroll twice. So not even a real error, a perceived error. Right? And that really then comes into expenses and all that as people see that as part of payroll. So think about how dangerous that can be. If there's two perceived errors, half your workforce may walk out. It's it's pretty dangerous. Right? So, really, when we think about being reactive, you know, those fire drills around data processing are really are really difficult to overcome. Right? Because you can audit that, but you're often reacting to that. And the employee's already mad and frustrated and not getting what they expect. That's a really bad situation. Costly react fixes, obviously, in manual reviews, and then really having that reporting delays. Right? When we think about how long does it take for me to submit, how long does it take for me to onboard, but how long does it take for me then to get what I need entered through finance, through the shoot, and ultimately paid? And if those start hanging over your employees for a long period of time, that's really a detriment to you as an organization. With a lot of that organizational drag then really creates employee frustration. Right? We expect, as employees, we expect to have that data moving, have that really be part of our day. And often, we're traveling on behalf of the company. So we expect the company to really back us up and make those engagements easy, technology orientated, and as easy as possible for us to really submit and do those type of things. Embedded organizations really then or really then creates that trust. Right? So when we have good technology that works throughout the entire process and our entire experience as an employee, that creates trust in the company and broader overall. And then last thing you want is really high burnout in finance and payroll. Right? As you guys probably know and some of you probably are, you know, finding great payroll people in this day and age is pretty hard. Right? If you go out to LinkedIn and you're trying to find, you know, those type of people, you want those people to be happy because, ultimately, they are creating the employee experience for your entire organization. So you really wanna be preventing that burnout by giving your team the tools that they need to properly really do their jobs. When we think about then, really, those reactive controls breaking, right, as you scale as an organization, it's one thing to have a process in place for 200. It's another to have a process in place for 3,000. Right? So catching that, your errors, catching, you know, something on a back spreadsheet and your payroll department becomes much harder from a corporate strategy perspective because they just multiply, and you're never gonna hire enough people to make that process work. So you really need to think about how are we doing this from a technology perspective. Manual reconciliation really costs on that scale. And then from my experience with global, global expansion just multiplies everything by 10. Right? Because now you have new rules in place. So for example, in Spain, there's different rules in Spain around per diem than anywhere else in the world. And if you don't have the proper technology and the proper rules in place, you could really just, you know, mess up your employees' paychecks or worst case, be totally noncompliant in a country because you don't have the proper tools to engage your employees in place as you expand globally and deal with all the complex compliance in that or from a global perspective. So lastly, you know, when we think about that compliance, it really is aligning with our ecosystems. Right? And when we think about HR and payroll tied together in a single platform, that is really important. Right? When you think about having HR and payroll tied together. But really then bringing the expense part into it is really key because we're really using a lot of the same data and a lot of the same concepts as far as the data passing, where it is, and creating that single source of truth. Right? So the integration of these three platforms is really, really important. And I would obviously even say WFM then becomes really important too. Right? When you start integrating these platforms together, it really adds to the ability of your payroll team, your finance teams, and HR teams to really come together and focus your shift from error detection to error prevention throughout the world no matter where you're doing business. So thanks, Darren. Let's talk about embedded controls replacing, retroactive audits. You don't want to manage after the fact. Policy enforced at transaction level, and role based opportunities provide us the opportunity to manage some of these risks and some of these integration points at transaction level to enforce policy, introduce role based permissions, and automated checks, reducing a lot of that manual friction Darren spoke of earlier. Exceptions get flagged immediately as opposed to after the fact and even pre submission when it comes to the expense report. So as your employees are submitting expenses, they can now be flagged to understand opportunities to make corrections before submissions that not only are going to reduce risk but speed up their reimbursements. So emphasizing prevention is really key over detection. So when we think about that in the broader sense, we're closing that loop between HR and finance. So, Darren, how are we doing that with Dayforce? Yeah. Absolutely. So one, just to say, we are at Dayforce, we are an imbursed client. So I I go into this platform every month to really close that loop. And over I think we've had you almost five years. I've never seen us really have, from my personal experience, any data issues. Right? So really having that seamless integration is really, really important because it allows us as employees and even me as a manager to really make sure that that data is correct going into the expense platform and having that data in one place is ultra important. Also, I want to say that what I've seen from the Inverse system, which is incredible, is really being able the receipt collection and those type of things, really, as far as the automation and integration, not only from a Dayforce perspective, but in in the expense platform, has been really amazing. So just wanted to say that the integration the integration truly works. It's great. It's a lived experience for myself on a monthly basis, and it's really exciting to bring this bring this really to the market from from an expense and HR platform perspective. Well, thanks for that endorsement, Darren, because, using it every day, it should be seamless. Most of what we've discussed today in terms of opportunity isn't even visible to the end user. It just works. If all your day all of your, data regarding your employees is in a single system of record as it is with Dayforce, that integration is just seamless to the end user when they go to submit an expense report. All the information that is necessary to ensure that we have the right data synchronizing and, reducing those traditional points of friction we've talked about throughout this webinar really close the gap and close the loop on these financial transactions that align policy, permissions, and integrate updates in real time. So it dramatically reduces all that manual work, ultimately reducing not only your end user complexity or, you know, your your employees that are submitting reports, but it's reducing the risk that we talked about before that only compounds as your organizations get larger and you do business more broadly and globally. As as Dheera mentioned earlier, adding all of that complexity and managing that through the controls of our two systems being fully integrated really help reduce that complexity. So when HR and finance really work together seamlessly, we're reducing that risk. We're taking that risk away across functions, and it has a material impact on your organization, whether it's an employee, an auditor, an approver, or your finance organization. Prevention scales better than reaction, and compliance should be core to your processes. Automation, as we talked about before, it really can drive alignment that naturally reduces your exposure. There are fewer manual steps. There's alignment on integration and data synchronization as part of this core infrastructure, and it's not just light optimization. It actually works seamlessly, so it's frictionless for your employees, and it's easy to comply. So with all of that, I want to now turn it over to Taylor to wrap up with our final poll questions before opening it up to all of you for our Q and A. Great. Thank you, Cassie. We just have one final final poll here. Since this is a joint webinar, we wanna make sure that our outreach is applicable to our audience here and that you guys are getting the best information from both parties. So we just wanna do a quick poll to confirm that you guys would like to receive outreach from Dayforce and Inverse. This does not have to we're not saying that this is any sales related info, but we'll send you this will just allow us to send any relevant products, services, or updated, or sorry. New up new opportunities to you guys, if you found today's content relevant. So we'll go ahead and open that up, for you all. If you would like to hear anything more about Inverse or Dayforce, be sure to, hit that yes button so that we can reach out. And as folks are submitting those responses here, we are also encouraging that you submit your questions as well. We'll go ahead and dive into some of those here momentarily. And I'm gonna go ahead and close out this poll now. And open it up for questions. So if you guys have any questions go ahead and throw them in that Q and A tab. I'm also going to invite Maxine Stanley and Steven White to join us as well from the partnership team. They manage the imburse and Dayforce partnership. So if you guys have any questions specific to that relationship, do throw those questions in the chat here too, and we can talk about, that history and that relationship as well. But to get us started here, we do have one question I wanna bring up, around how do for some folks that are currently automating, their employee data updates, you with a sorry. Let me backtrack a little bit there. We need the caffeine to kick in today. We do have some folks that are trying to automate their employee data, but are currently struggling with manual processes. Where would you guys recommend they start? How can someone start getting those processes automated, and better those those solution or those processes for them? Yeah. I mean, so from my perspective, from an employee data perspective, I I think the key is there's a couple of keys. One, as you guys expand and think about it even from a global perspective, is how are you how are you thinking about the data requirements that you need as you're implementing whatever platform you're on. Right? Whether now it's hard to automate Excel. Right? But if you're you're on any HCM platform out there, you really need some strategy, I think, around what are your data requirements that we need to successfully meet the needs, not only to get somebody onboarded, but then through all the systems that we have from a global perspective. And I think a lot of clients think about that from a really, you know, a U. S. Perspective if they're global, but then even like an immediate need just to get people through the chute, but maybe not always with a full strategy around, what's required to really operate that globally. I'll add to that, Darren. I think you want to, you know, if you're using spreadsheets, which many of you are, you can add your policy. Really think through your policies at that stage before you further automate setting the tone for what you want to automate is really critical. If you've already thought through some of the approval process hierarchy and travel policies, etcetera, these are opportunities for you to leverage as you do that integration and get in actually make your investments. You've already done quite a bit of groundwork that would benefit you as soon as you get the automation going and you can hit the ground running versus waiting until you make the investment to make some of those decisions. Yeah. And the other thing just to mention there is we see a lot of we see a lot of clients even if they're moving platforms, really thinking about it as lift and shift. Right? Just kind of making their new process. And that's always the perfect time to really rethink what you're doing from an organizational perspective as as you move platforms. And I'm just taking a look at the chat and the q and a here, see what else we can address. Give me a moment. We got a couple good submissions here, so I'm just combing through them, making sure we're not duplicating any questions on our end. I I have a quick question while I'm going through this, here. For our for our speakers here, if a finance leader came to you all and said, we already have review processes in place. What would you guys respond? What would be some advice on how we can maybe better those processes between imburse and Dayforce? What are. some things. that make our relationship unique, I should ask? I mean, I think I think, honestly, the depth of the integration certainly makes us unique. And I I think I think not I know AI is, the huge buzzword right now. Right? But as we kinda move into this new AI world, I think there's gonna be a lot of opportunities because the integration is so well done and tight to really build some of that you know, some of those bots and some of those audits within within the platform. Certainly as we expand that on the Dayforce side, and I'm sure you are too. But having that together and so integrated, I think, is really gonna allow some of those audits that are being done manually today and those type of things to really, really be automated in a true way as we move into the future. There are a few other things that I do want to speak to in terms of our differentiators as partners. Our sales teams are really organized by company vertical and size. So there's some specialization there around vertical markets, for example, when it comes to retail hospitality, manufacturing, health care, financial services, etcetera, organizing in that way helps us really refine our discovery and our ability to help you with your business needs being a little bit closer to the way you do your operations and best practice and being able to offer some best practices that are going to be really relevant to your vertical market. The other thing is we're entirely cloud based. So there's no on prem kind of dependencies there, and we work with what you have to work with, which is always wonderful. Also, there's some opportunities when it comes to Inverse as a customer or I should say Dayforce is a customer of Inverse, as Darren said previously. They use the system, so they really understand and know what the opportunities are in addition to being a great partner sales team. So all of these things are beneficial to you as you think about your investment in an integrated solution like ours to reduce your risk. Awesome. Thank you both. And I know that the flexibility of the integration varies with each person's use case. But can we talk a little bit about the type of data that gets passed between the systems and how that integration or what that integration flow looks like? I'll let you guys speak to that a little bit here, but I do wanna also preface before I let you guys jump in that it is I know it is a flexible solution. So for those that are asking, I would highly encourage that you guys check out the link in the docs tab to request a follow-up, and we can connect with you all to figure out the best solution for you, walk you through that process, and show you what that looks like, within your platforms and how to get started. So but if you want something more in-depth, definitely request that follow-up. We'll reach out and get connected. But I'll let, Cassie and Darren talk a little bit more about how that integration works, and those capabilities. Yeah. Cassie, I'll let you take it first, and then I'll follow-up, if that makes sense. So, Mhmm. yeah, on a data level, we have an extensive, set of data that we pass through, what's called APIs, and those APIs, allow us to exchange individual information. So if you think about everything related to, your employees and, human capital, what department do they work for, their name, their start date, their you know, all of the things that I think probably, Darren, from a you know, if we think about the flow, we're starting with the employee data as a system of record. So we could probably talk more about all of those HCM type of capabilities that then flow into. the expense report, and I'll it from there. Mhmm. Yeah. Absolutely. So, obviously, as part of the onboarding process, we would be collecting all of those data items. What we've built in Dayforce that the inverse team has utilized is really what we call our integration studio technology. It really allows our partners to create APIs, create that technology, and really, and really enhance that. So we're able to, integrate in an automated way, not only not only, like, in a flat file way, but in a real time way that the data is passed over very quickly. So you don't have those gaps of, oh, it took three days to get that data over. Because it's API based integration, you'll have the data almost instantaneously in your systems. Yep. And I would say to go from there, all the system of record data related to your employees, your departments, your coding, your accounting codes, all of those things are data that's going to flow seamlessly into the expense system. And what that allows us to do is also fine tune things like you might have some custom fields that you need that identify data you'd like to capture in the expense report that reduce the amount of code work your finance team needs to do. So different expense categories that you want to flag, whether it's, you know, breakfast, lunch, and dinner. You might have some specific account codes. User defined fields, I see Janice mentioning. So yes, we do have all of those custom fields. And given the breadth of expense customers and global coverage we have, there's it's kind of difficult to go through all the fields because they're just it's as flexible as you need it to be, is really what it boils down to. If we. don't have a a core field that's already coded, you have the ability to customize fields, and we pre populate as much of that information as possible using AI within our expense system to reduce manual work. Not only does it reduce work for your employees and help them submit their expenses more quickly, it also reduces a lot of that risk we talked about earlier. The more manual effort that has to be made, whether it's your finance department or your employees, the more risk you introduce. So we we are reducing all of that, by making sure that we don't duplicate between systems in this integration and that we are maximizing all the data in the fields related to your employees and your business by, integrating that from your source system into the expense system. Thank you, guys. Yeah. I'm gonna suggest that, if you guys have any, questions specifically about our integration, you wanna dive more into the functionality of that, definitely hit that follow-up. We'll be happy to connect you guys all with the right folks, so that you can get all of your questions answered there. So there is a question I see here, Taylor, about cards, and. we have multiple card solutions. We have partnerships with AmEx, Mastercard, and Visa. But also, if you have corporate cards or bank or financial institution, direct relationships, we can also integrate with them. We have a very, vast and flexible card integration program, as well as various integration points beyond HCM. So everything that's been mentioned so far, I think we have a solution for. And as Taylor said, we can talk specifically our partnership team can talk specifically about what you as an organization might need. Yep. Absolutely. Lots of good questions coming in. Again, a couple specific to the to different solutions here and to the product. So I'm gonna kinda encourage that we'll follow-up with you all with those specific questions after this webinar. We'll keep it a little bit more high level for for this audience and for our speakers' sakes here. We'll can we'll make sure to connect you all with the right people afterwards to answer your more in-depth questions and address your specific use cases. Taylor, there was a question around Microsoft, three sixty five. Can we integrate? Yes. Short answer is yes. We we are ERP agnostic. So regardless of the ERP that you connect to, we can also, have a data flow of that information. Perfect. Yeah. Thank you, and. to add to that from a Dayforce perspective, we are also ERP agnostic, but we do have our direct relationship with Microsoft, for connections to their, financials. I see a few other questions here, like, for the admin, what does the integration look like, and and do we address security? The answer is, number one, with security, absolutely. We we address security at at the core. We make sure that all your security requirements are fulfilled. We have extensive documentation in our help center around, our security standards, etcetera, with expense. And the integration and the administration of the system is we have an administrative process within Inverse Expense, and you can certainly manage quite a few of the controls within the expense system. They're not all self managed, but if there is something there that, isn't already present, we have the ability to customize further with scripting, languages. So we're, as I mentioned before, as flexible as you need us to be, but we have a vast amount of out of the box capability for administrators as well. Yep. Yeah. Again, it's really gonna come down to your unique sit solutions. So speaking to somebody, to figure out what those are, is going to be the the best way to address that, those questions. So, I do wanna circle back to cards though since they were brought up. We have a question here about how hotel reservations are handled with virtual cards. Cassie, can you speak to that? So we do have okay, so we have virtual cards. We have an imbursed card, which I didn't mention. We also have imbursed cards as well as AmEx has a virtual card program. So we have a seamless, payment integration and credit card integration that allows you to have both physical and virtual card authorization processes linked. So that's just a core part of our, expense system. So we manage them both. We've managed not only our own virtual card, but other credit cards as well. And with that, I think that this is a good point for us to to wrap up today. I think we got through most of our questions here. If we didn't get to your question, we will reach out. We'll be sure to connect you all with the right folks so that we can get those questions addressed. But I do wanna take a moment to thank our lovely speakers, Cassie and Darren, for providing such in-depth content about Dayforce and imburse here and how we are working together to help align HR and finance teams. I also wanted to take a second to thank Maxine and Steven White as well to for providing some context around our partnership and being available to answer your guys' questions. But with that, thank you all so much for joining us. We will send you a copy of the session tomorrow, so keep an eye on that as well. And if we didn't get to your questions or you would like to receive some follow-up from us, go ahead and hit that request a follow-up button in the docs tab, and we'll be sure to reach out. Alright. And with that, thank you all for your time. We appreciate it. Have a good rest of your day. Thank you Okay.