Ron Mittelstaedt
Analyst · ATB Capital Markets.
Well, very good question. And number one, I think you're actually hitting on arguably the most important thing that we do and the greatest differentiator of our model and culture, to be quite honest. And I'll tell you why, but let me answer your question first. We reduced total turnover on a run rate basis in Q3 to about 24% total, but our voluntary turnover, which is what we focus on the most, is down in the 13.5% to 14% range. And that is a quite dramatic drop over the last five or six quarters. Our target is to get that total turnover down from 24% down into the 19% to 20% level in 2025, and get that voluntary down into the 10% level from the 13.5% or so it is now. So we believe those are, again, value drivers that we'll see -- that will help outsize margin growth in 2025. Secondly, look, although we have a record amount of transactions, $700 million in revenue, it will end up being about 30 to 35 deals. When you think about it in that way, your average deal is $20 million to $25 million. The largest one being about $200 million, many being sub-10 on. And so we operate from 570 locations with over 350 P&L managers. The bite size of our acquisition transactions allows for very fast assimilation and our decentralized operating structure puts that responsibility for cultural integration at a local level with our district management team, along with support from our divisional and regional and corporate teams. So we view speed of integration as a huge cultural issue to changing trajectory of margin performance of a deal, safety performance of a deal, turnover performance of a deal, pricing performance of a deal. Traditionally, those are not real strengths of private companies. Sometimes they are, such as in the case of Royal Waste, that I mentioned, but they're somewhat unique. So speed and the insertion generally of a historical Waste Connections, operating manager, financial manager, marketing manager is critical. And I think we avoid cultural dilution by that approach because otherwise, M&A is something that can affect cultural dilution very quickly. And our servant leadership-led culture as we define it, puts the hospice on our people to bring that team that we acquired up to our standard and help them be successful as quick as possible. So it's somewhat to be honest, a secret sauce of what we do.