Cozy Earth

Well, can I just say. 

I live. I mean, LIVE in Cozy Earth pajamas.

In this episode of Culture Uncovered, Jena Dunay chats with Cyndel Stirland, HR Director at Cozy Earth, revealing the behind-the-scenes magic of a brand that's redefining luxury living at home. They dive into how Cozy Earth fosters a scrappy, down-to-earth culture where employees roll up their sleeves, pitch wild ideas, and grow alongside the company, whether in HQ or retail stores.

Cyndel shares the brand's 15-year journey from bamboo bedding specialist to a full lifestyle powerhouse in sheets, loungewear, pajamas, towels, and more, all designed for ultimate comfort and quality sleep. She highlights the shift to retail expansion (now with three California storefronts and more planned), the fully in-office vibe at HQ for hands-on collaboration, and fun initiatives like the viral "bed rot challenge" that capture their playful energy.

What You’ll Learn

• How Cozy Earth empowers better sleep and home life through premium, evolving products
• Why a scrappy, idea-driven mindset with curiosity and impact thrives in their culture
• Strategies for blending corporate and retail teams while keeping culture consistent
• Unique perks that make employees obsessed with the brand and workplace
• Internal growth paths, with 66% of HQ staff promoted from within

Cozy Earth Highlights

• Founded: 2011 
• Team size: 110 employees (70 to 80 at Lehi, Utah HQ; rest in CA retail)
• Headquarters: Lehi, Utah
• Work model: Fully in-office at HQ for collaboration; in-person retail
• Culture: Scrappy, down-to-earth, fun, fast-paced, and product-obsessed

Unique Perks

• 75% employee product discounts (plus gifts for milestones and sample sales)
• On-site golf simulator and company-wide tournaments (exec team favorite)
• Monthly fun events like Mario Kart tournaments, Snoop on the Stoop, and Christmas Grams.
• Walking treadmills with mountain views and stunning collaborative office spaces
• Organic on-the-job learning and high internal promotion rates

To learn more about Cozy Earth:

Careers Page (They’re hiring!)

LinkedIn Page

Cyndel's LinkedIn Profile

Transcript

Jena Dunay: Hello friends and welcome back to another episode of Culture Uncovered where we go behind the scenes of the coolest companies to work for. And I am super, super excited to talk to the HR director of Cozy Earth, Cyndel Stirland. Thank you so much for joining. I am a mega fan of your brand, mega fan of you because we got to meet in person and I'm just really excited to have you on the podcast today. So thank you for joining us on Culture Uncovered.

Cyndel Stirland: Yeah, I'm excited to be here. I'm, because you're great and I can't wait to just talk all about it.

Jena Dunay: Well, let's start at the very beginning of like, what is Cozy Earth for people who live under a rock and are not familiar with your brand?

Cyndel Stirland: Yeah, so Cozy Earth, we are a lifestyle brand focused on luxury products to elevate your life at home. So primarily that is bedding and sheets, but it's also loungewear, pajamas, towels, really just like all those cozy things that you want to have at home.

Jena Dunay: Yeah, Cozy is the name of the game. Can I tell you that my Cozy Earth pajamas, and I'm not just saying this because you are on the podcast, but my Cozy Earth pajamas are my favorite thing to get into. At the end of the day, I like look forward to getting into my pajamas and not, I don't feel like a slob. Like I feel amazing. We actually just bought Cozy Earth pajamas for my mother for her birthday. So I am an ultra-fan of Cozy Earth and what you guys do. So very excited for people to hear not just like what your company does and to check out your products, but to hear like what's it look like to work behind the scenes. So tell me how many, where are you guys located? How many employees you have? Give us the rundown.

Cyndel Stirland: Yeah, of course. On the pajamas though, you do need the slippers. I've been telling everyone they need slippers. 

Jena Dunay: I don't have the slippers. Okay, good to know.

Cyndel Stirland: So I wear them every day. So we are at about 110 employees based here in Utah, Lehi, Utah, born and raised. And we have about 70 to 80 people here at HQ. And then the rest are in our storefronts in California. So three storefronts in California and more on the plan for this year and beyond. So hoping to expand that employee base there.

Jena Dunay: Well, can I tell you that I also love your office? I get to talk to a lot of people, and we have a lot of remote-only companies that we interview. And it's a different, interesting kind of perk. But being in your office made me realize why I love in-person and love hybrid, just being able to be around other people. The environment I feel like in which you work matters so much. And your environment feels cozy, elevated, professional, fun, like you have so many cool areas to like where people can gather and work from. And I just feel like that needs to be said because it was a really beautiful office. You guys did a phenomenal job on it. What's your favorite part of the office?

Cyndel Stirland: Thank you. Hmm, that's a good question. The kitchen's amazing. There's like so many fridges and it's beautiful. You can see the mountains out the window. And I think also the walking station. We have like those five treadmills with standing desks that people can look outside and walk and work. And I just think it's so fun.

Jena Dunay: Yeah. Yeah, it's just beautifully co- it's cozy. I mean, that's literally it's on brand. It's on brand. Your office is on brand. Okay, so why did you guys start and when did you guys start?

Cyndel Stirland: Yeah, so we've been around for about 15 years and we are CEO Tyler Howells, he started the company and he really just was like always passionate about like quality sleep, quality products for sleep, fabric, textiles, like he's not a product guy. I think he even opened like an auto shop before. So that this isn't his background, but he just is like so passionate about like that quality of products when you sleep and that bedding has definitely been kind of our biggest thing since the beginning of Cozy, but we've really pivoted to just have more than just bedding, like have that apparel and all those other products for home.

Jena Dunay: Yeah, I do feel like the, not to harp on these pajamas for the umpteenth time, but I do feel like for me, I was always the girl that had like the tank top on my husband's shorts and wore that to bed. And I do feel like it's actually, my husband likes me going to bed in this cute little outfit. I feel more comfortable. I can walk around my house and don't feel like, I don't feel like a slob. I actually feel so wonderful in my bed in these pajamas. So yeah, I truly am a believer. So he really designed the company with kind of that in mind. And you guys have been on an evolution since that journey. So tell me, how did you come across the company yourself as the HR director?

Cyndel Stirland: Yeah, so Cozy Earth had no HR before I started. First and only HR person. And when I started, I think Tyler posted it on LinkedIn. And then he would message me on LinkedIn Messenger to schedule an interview and he's a night owl. So he would message me at like three in the morning and then I would respond at six in the morning. So yeah, just found it on LinkedIn. We've gotten a little more sophisticated over time with hiring, but I didn't hear about Cozy Earth before I started, so there.

Jena Dunay: Now, did you live in the Salt Lake City kind of general area before and you hadn't heard of it yet? Okay, so fascinating. What made you decide that like, obviously the CEO has reached out to you, so that's really compelling of like, hey, this, need to probably pay attention, but like what really sold you on working?

Cyndel Stirland: I think one, the products are amazing now that I got to like go in and see it. I knew it was a company that was growing and really had some good things going on for it. And I'm someone who likes a little bit of that scrappiness with startup vibes. Like you saw our beautiful office here. This is not the office that we were in when I started. It was definitely a much different picture back then. And I think I'm like, yeah, I, this is a company I like want to roll up my sleeves and put in the work and make that impact quickly.

Jena Dunay: Yeah, I think there is something really compelling. At least I believe this. I started out with really large company and have kind of slowly whittled myself down to running my own business. So smaller, smaller, smaller. But there is something about being a part of a small company. And you know that the work that you do is going to have an impact immediately because you're like the sole person doing the work. I love that. I love that. And I also love that you connected with this person on LinkedIn. So one, I think that's a great hiring strategy just in general. But two, especially if you're like an early scrappy founder. But two, just as a reminder to candidates that like, if you're not on LinkedIn, that's a problem. You should be on LinkedIn. It is the best career asset that you could potentially have. It's better than a resume. It works for you while you sleep. Like it's like passive income, I joke, that LinkedIn is the best tool out there. So I love that those were the reasons that you found it compelling. You believed in the product, believed in the mission. How long have you been there now?

Cyndel Stirland: I have been here three and half years, so definitely a lot of changes over the years, but it's been so fun since the beginning.

Jena Dunay: Yeah, tell me what are some of the biggest changes that, obviously office space has changed, but tell me some of the biggest changes that you've seen in the company over the past three and half years since you've been there.

Cyndel Stirland: Yeah, I would say on one part, like our product focus was bamboo bedding was like all it was. Like when I started, there was bamboo sheets, pajamas that were also bamboo. All of our joggers and everything were bamboo. So we really, I liked the way that the company is pivoted to more than just like pigeonholing us into that one particular fabric, textile.

Retail has been huge for us. Last year opening stores, that just changes the company. Like totally, like it's a complete shift of how we operate as a business. D2C is definitely where like our hearts have been at for the past 14 years of the company and so being able to stretch that muscle for retail and that comes from like internally from like a marketing a finance a supply chain side, but HR specifically like moving into different states and a whole retail workforce like we were even talking today about like holidays how holidays are just different for retail than it is for corporate. We can just shut the door and leave and so it's been a stretch, but it's been really kind of a fun way to see the company grow and just really excited to grow there still. And office space also, it's like feels like a completely different company. And I just think it's fun to be part of something that's continuing to grow and change. And we like to just run fast.

Jena Dunay: Yeah, you like to run fast. I love that. Tell me, just from a people leader that's listening to this, because we have people leaders and we have job seekers that listen to this podcast, what's the biggest thing that you've learned as you have expanded from just the D2C corporate model to the retail model? Because I would imagine, as you said, it is challenging. It's different. Hiring probably looks different. Communication looks totally different. What has been maybe the challenge or the thing that you learned most in the past year or so?

Cyndel Stirland: Yeah, I think from an HR people leader perspective, it's don't be set in one way. I think some in HR, just kind of the minutia of HR, you can get just so like hard and fast on things. And like, you just can't be, you just can't, you can't be that way. Like there's definitely compliance portions and California, its own tricky beast that I've had to learn quite significantly, but learning that you're going to have to turn everything different than you have been doing it and blending those worlds together and how to keep it, the culture the same both ways. And that's tricky, but I think from like a store employee, even going out there when they're first being hired and like talking to them out there, they're like, I can feel the culture of cozy and I want to be part of it.

Jena Dunay: Yeah, that's really good. That's really good. I was just kind of curious what your thoughts were. And I think it's helpful for other people, leaders, who maybe are in this similar space that are maybe expanding and have two different types of workforces almost. And the strategy looks different from an HR and from a recruiting and from a culture person. All of it looks a little bit different. And so it's almost like you have literally two different hats that you're putting on to figure out how to make this work. So I think that's really great. Let's talk about culture. For people that are listening, that are either, again, people leaders or job seekers. How would you describe the culture at Cozy Earth?

Cyndel Stirland: Yeah, I would say scrappy. We kind of started from that startup type vibe and we're not a startup anymore. We're like quite large and we can pay the bills. We keep the lights on, you know, like I tell people on phone interviews all the time. I'm like, we could pay the bills and keep the lights on. Like we're that culture where like, hey, you're coming in and like, if there's trash on the ground, you pick up the trash. If there's boxes in the way, you get it. It doesn't matter what role you're in. You're scrappy and getting it done. I would say we also, a lot of our leadership teams from the West Coast, they're like California surfers. So like we're pretty down to earth. Like we're not putting a man on the moon here. We're selling pajamas. So like we don't need to take it that seriously.

Jena Dunay: I love the honesty. I love the honesty. I think that's so important because I do think sometimes there's a lot of, in the leadership development world, what's your big mission? And it's like everybody is solving for some rocket science, we're all curing cancer. Right, you have a great, amazing product and you are impacting people in the way that they sleep. But yes, you're selling pajamas. Both can be true.

Cyndel Stirland: Yeah. And we think we have the best pajamas and obviously everyone needs them. But like, at the end of the day, we just want products that make people happier and make people happy at home. And that's what's important. And it doesn't need to like be clouded with all this other stuff.

Jena Dunay: Yes, totally, totally. So scrappy and down to earth are some of the words that you would use to describe. Anything else in terms of like the type of person that does really well at Cozy Earth? Who, like what's their makeup? What's their DNA? Their professional DNA.

Cyndel Stirland: Yeah, I think just, again, like ready to jump in, coming with ideas, being unafraid to raise your hand and give your opinion. We're definitely very open. Like even our marketing team has a weekly idea meeting where everyone just like throws out whatever crazy idea they have. And sometimes we do it and sometimes we don't. And you get like prizes if your ideas is picked, but I think it allows for people to feel like they can make, again, that impact regardless of the position that they're in and like no idea is a crazy idea.

Jena Dunay: Yeah, that's really fun. I would love to be in a marketing meeting like that. Like I kind of want to just like poke into your marketing meeting and be like, I have a crazy idea. You want to hear mine? Can I get a prize? 

Cyndel Stirland: Yeah, we should bring you in.

Jena Dunay: I would love it. I would love it. I'll come back out again. Tell me what some of the unique benefits are to your employees. Why do people love working there beyond? Obviously, if you're somebody who wants to make an impact, wants to be scrappy, loves the idea of a consumer-facing brand, like Cozy Earth within the Salt Lake City area, it clearly makes sense. Also, a quick question. Are you guys hybrid, all in person? Tell me about that. Obviously, retail is in person.

Cyndel Stirland: Yeah, we are fully in the office, which I know is quite different and quite unique right now, but we just love that collaboration and dealing with physical product. There's samples here. There's people trying it on. So we are very in office.

Jena Dunay: Yeah, which I got a chance to see also, because you guys do the photos and stuff there from there too, some photos and seeing some of the merchandise. It totally makes sense that you're a physical, physical, and you make it a nice place to come to work too. It's like a beautiful space and awesome people. So back to my original question, like, why do people love working here? What are some unique benefits that are unique to Cozy Earth?

Cyndel Stirland: Yeah, I would say one is like, we're all product obsessed and we have a very generous product discount. Employees get like 75% off, which is pretty unheard of for retail. Every time I tell a like retail employee the discount and they're like, are you serious? That's crazy. There's some limits to it, but we want people to get the product. So you get it for your birthday. You get it when you start. You get it for your anniversary. We have sample sales all the time where people are getting the product. We also have a pretty big golf culture here. So you saw our golf simulator. Right now we have a golf tournament going. It's like a 12 week golf tournament where everyone in the whole company is doing different courses through the simulator. We've partnered with a group here in Utah for women to learn how to golf also which is which is cool.

Jena Dunay: Teaching women how to learn how to golf, because here's the deal. I do not know how to golf, and I kind of wish that I knew how to golf, but I never thought I was going to be that person who wanted to learn how to golf. But now, you know, I'm into it. I've watched Full Swing. I feel like I know enough to be dangerous, right?

Cyndel Stirland: Yeah. Well, and it's good for women to learn how to golf and be able to keep up. And do I know how to golf? No, but.

Jena Dunay: Well, I have to ask, that was my first question, do you know how to golf? And then my second question was why a golf, like, whose idea was that initially? Because it's like a room, you guys have a room in your office, like, tell me about that, like, who decided that was going to be the thing that you were going to have in that room.

Cyndel Stirland: Yeah, it's our CEO. He loves golf. Actually, our whole executive team loves golf. The room that was in there before was a yoga studio. So we're like, that's not us. We're not yoga, which is kind of funny. You think that we probably would be, but we're super into golf. And we always do so many other fun activities here in the office. We're doing a Mario Kart tournament later this month. We did Snoop on the Stoop around Christmas where people found a little Snoop Dogg around the office or like Christmas Grams where we're telling each other Merry Christmas and Happy Holidays and thanks for all you do. So we're always like every month we have something going on that just keeps people engaged and excited. And a lot of people here are also like their friends at work and their friends out of work. And I think the people is what gets people coming back every day, like it feels like they're working with friends, regardless of where you are in the company, it feels like you're working with friends.

Jena Dunay: Yeah, and I would also imagine for a company that's a smaller size, right, you're not a thousand to ten thousand person company, you also have the opportunity to grow with it. And so talk to me a little bit about professional development opportunities, opportunities, yeah, just professional development in general. What does that look like?

Cyndel Stirland: Yeah, so I pulled a stat just yesterday that out of the people here at HQ, 66% have been promoted from the original position that they had started in, which I think is insane. Insane. The people who, majority of people who haven't started in the last year, which is totally normal. And I think a lot of our growth has been internally it's like organic that people are growing. Something we could do better at is like building out a little bit more structured training and career pathing. Like someday we will get there, but like a lot of people are just learning on the job because they're getting exposure to projects beyond themselves. Like I feel like I'm learning something new every single day.

Jena Dunay: Well, clearly, clearly you are. You've got a lot on your plate.

Cyndel Stirland: Every single day I feel like I'm learning something new and I don't think that sentiment is held to only myself. I think a lot of people feel that way and so with that growth and the company grows, employees grow within. So that stat of 66%, I just think is incredible.

Jena Dunay: Yeah, that's a really great stat. And I think you make a great point of for the people that are scrappier and the people that like being a part of a small company, they usually don't care as much about the career path. I mean, we want to know that we're like advancing in our career, but we want to know that by the information that we're learning, the opportunities that we have to maybe manage other people. But the ability to try out different projects and to really stretch yourself in that way as the company grows is often the best type of professional development beyond like, here, take this course. We're offering this course for our team. That is the best way to learn on the job. And so I love that that's a huge part of your organization. Tell me, as you guys are thinking about your own hiring journey with hiring people, we talked briefly about who does well here, who doesn't do well here.

Cyndel Stirland: I would say the person who wants, I say on phone interviews all the time, like the person who wants you come in and here's like this very clear prescribed of what the day to day looks like or very clearly like, I mean, we set clear expectations, but like here's the process that we've been doing for 20 years and you just check in and rinse and repeat and do the same thing. A lot of this we're building along the way. A lot of us have never done this before and we're learning as we're doing it. And so someone who kind of wants to be at their desk and like do their eight hours and head out. That's not quite it, because we're like moving around, talking to this team, getting over here, and like taking on, again, those projects that are bigger than you. And some people don't want that. Some people don't necessarily want to grow as quickly, and that's OK. But sometimes they fall a little behind.

Jena Dunay: Yeah, yeah, the plug and play is not really going to be your ideal person for this. Yeah, 100%. Tell me, so you're a person who does interviews, right? And I think this is helpful for job seekers to hear. What do you look for in a resume? Or what do you look for? I know, obviously, it's different with every job. But what's your do's and don'ts for job seekers?

Cyndel Stirland: I think when I get on the phone and someone is just curious, when they're like, hey, how do you do this? Tell me, explain to me how this works. Or just really interested in what we're doing here. I think that's what excites me. Or I was on a phone interview yesterday where the person's like, I have job alerts on for Cozy Earth. I've just been waiting for this job. Like, I think people who seem like they're interested and excited and like ready to jump in really stand out to me. And I think from like a resume perspective, like when I can see people who've like grown within like a similar company, they have that longevity, some of that loyalty, or like can see that growth within their resume, I think that is really, really exciting to see.

Jena Dunay: Yeah, I think you make great points, like showing that you're excited about the company, not just the role, but also then showing that you're excited about the role. And I think that what you just described in terms of that curiosity is somebody who is actually excited about the role. Like you can always, I always say, because we've interviewed lots of people in our time, you can always tell if somebody is going to be a good fit by the questions that they ask, not just the things that they say. So if they take a curious approach, and I am more intrigued by that person because I know that they're thinking objectively about the job and they're thinking about themselves in the job and thinking about the value they could bring to the job and to the company. And so I totally agree with you that when and how it's possible for a candidate to ask strategic questions about the functionality and the results that could be produced versus just like what's in it for me is a great candidate because they want to contribute and create value as well. So I think that is super awesome, super awesome.

What are you excited about for Cozy Earth in the next kind 12 to 18 months?

Cyndel Stirland: I'm really excited because we're going through a little bit of a like a rebrand refocus. And I think the customer is really going to resonate with the new language that will be coming out with kind of the feeling that we're going for. I think it really resonates for me as a individual and our employees here. And I think the customer is really going to feel that. And I think also like seeing what we do next with like the bed rot challenge. I know we didn't really talk about that, but.

Jena Dunay: Let's talk about that though, because I actually, we didn't talk about it, but I do want to talk about it. Can you explain what the bed rot challenge is? Did this come out of a marketing meeting?

Cyndel Stirland: Yes, so I actually don't know where it came from. It probably did come out of a marketing meeting, but we did, I guess to step back a little bit, we have a pretty young workforce, probably people who are a lot hipper than me and they told me the term bed rot. I didn't know about bed rot. Apparently it's a thing of staying in bed and is it like for self-care, the focus is more like self-care, staying in bed, taking care of yourself. And so we're like, let's just do a challenge and like have people stay in bed. And so the first round of bed rot was actually here in our office with employees. I think we had five employees who were just like, hey, we think they'd be interesting on camera and it's all on TikTok. And they stayed in bed. I forget how many hours, but it was like a few days and we were making bets internally. We're like, who's going to win? How long are they going to stay?

Jena Dunay: They were in for a few days. Did they go to the bathroom? Like what happened with it? Did they get bathroom breaks?

Cyndel Stirland: Yeah, that's the number one question. Number one question is bathroom breaks. They do get bathroom breaks, but like people are bringing them food. People are like bringing them entertainment. And then there's challenges along the way where it's like they did Jenga and like if you lost Jenga you lost your phone or like you had to eat this strange food. It was like Survivor, Mr. Beast mixed with like staying in bed and so yeah for employees I think it was like 30 something hours or something crazy like that that they were in bed and they got it was like a thousand dollars and it got moved up to like three thousand dollars. I think the winner got three thousand and then we did a second round and the winner won 25K. And it was people who volunteered through TikTok and they submitted videos and it was so fun and they were able to get some really like engaging stories of these individuals. Like the winner was like, I have no money in my bank account. I just would love any money. And so she won and it was just really heartwarming. And then we did another bed rot that we had a couple of Secret Lives of Mormon Wives on there.

Jena Dunay: Okay, being Utah based this totally tracks and makes sense, very on brand, I love it.

Cyndel Stirland: Yeah, so we had them on there and there's like crazy hamster wheels and they're like fighting in inflatables. It's just pure madness. And so yeah, bed rot is crazy, but it's so just fun to be part of it. I think it speaks to the culture of like, we're just going to put on this production. We don't know how we've never done this before, but like, let's get a crew. Let's all hop in and people are like hopping in to get it done and they might be sweeping confetti off the ground or ordering like bugs. You know, I just, it's pure chaos, but it's so fun.

Jena Dunay: Well, I'm going to say it just sounds like the culture is fun. You try to have fun instilled. Obviously, you guys are working. You are a successful company. But to keep that young “funness” alive is such a great, I think, positive thing. Because it can be really easy to just go through the humdrums of, we're doing the same thing every day and that. So tell me, I think we were talking about how that impacts the next 12 to 18 months you're really excited about. And we were starting to talk about the bed rot challenge. So how does that all loop in?

Cyndel Stirland: Yeah, I think just seeing what comes next with that, like, do we continue with the bed rot or different activations? I know we're wanting to also do more of like giving back to the community and connecting with the community that way. And then retail, of course, is something that I'm really passionate about us growing into as well. And just seeing how that will affect our employee base, but also just like getting feet in the door into different stores where customers can actually touch and feel the product, not just see it on the website.

Jena Dunay: Yeah, 100%. I love that. So if people are listening to this and they're thinking, this does sound like a fun, I would love to work for a company that does a bed rot challenge. And they're thinking about that. And they're obviously in the Salt Lake City area. Tell me where they can go to find out more about your jobs. And if you have any jobs that you want to kind of highlight or different departments maybe that you know that are going to be growing in the next year or so, in 2026.

Cyndel Stirland: Yeah, so our website is, we love our website. Website's probably number one, CozyEarth.com. And then LinkedIn is a lot of where we post things. So all of our jobs are posted on LinkedIn. They're on some other job boards also, but I get probably majority through LinkedIn. So we love that. And then positions I kind of look to for 2026 is again, wholesale and retail and like product focusing on that. Like, the positions kind of feet on the ground, but also like internal support there. So how are we, there's probably a handful of us focused on retail, but getting more people who are like seeing the bigger picture and helping us be more little, little bit more strategic there. And sales for wholesale partners. So getting our products into your local store that may be not our brick and mortar. And yeah, I would say that's kind of where we're growing most in the next couple of years. And I feel like we're always hiring. We always have something going on. So, like being like that person who's like, I have an alert on for you just cause I'm interested in Cozy. I think just even hearing that and hearing that excitement makes me excited as someone who's hiring.

Jena Dunay: Yeah, that's awesome. I have loved getting to chat with you about your culture and about your organization. Just one, just being a super fan of the product, I can attest that it is a great quality product. And so working for a company that's able to produce something that is quality is just like a green flag for me. And I've also gotten the chance to obviously meet you guys in person. And that always just makes me feel like I should give more of a glowing review of like, work for this team because they're a great team, they're building a great company, and you'd be lucky to be working for them. So thank you so much for your time and just for your generosity and just sharing more about your culture. And if you want to check out more, we're going to have that in the show notes where you can learn more about Cozy Earth and all of the careers that they have for 2026 and beyond. So thank you so much for joining.

Cyndel Stirland: Yeah, thank you. It was so fun.