Brian Shore
Analyst · Needham & Company
Yes, that’s exactly what my thinking was, our thinking was, over the last couple of years. But it’s been surprisingly difficult to find the right people for Park, there are a lot of the people that have worked in the aircraft industry, the big aircraft companies, the OEMs, may not be, in Kansas, I mean, may not be suited for our kind of business culture. So some are and some are not, and that’s been a little bit of a struggle. But we have pretty special requirements, not only in terms of technical ability, but also in terms of attitude, cultural perspective if you will. And probably in response to your product question, I commented that we may be looking to take market share away from others, based upon may be being the new kid on the block, being more responsive, having a higher sense of urgency, being more flexible. Whereas the other companies, some of our competitors have been doing it a long time, they are more experienced than we do, but they also may feel entrenched, may not be as motivated. So we need to hire people that are highly motivated, have a high sense of urgency, a strong sense of belonging, willing to be flexible, willing to work in multiple departments, based upon what the customer needs are. That is what we are looking to create, and it’s not been as easy as I thought it would be and based upon the same kind of reasoning you just expressed actually. All right, but just to complete the answer, Lynn, I think that we’ve made some good progress and we’re very happy with the guy, the Vice President of Aerospace for Park. I think he has done a wonderful job, very happy with him and we’re very lucky to have him, and we’re building a pretty good team there not too many open slots right now, not too many -- maybe look for some announcements that might be coming, could be 1 or 2 other key people are maybe joining our company from that area.