 All right. So in the spirit of prototyping your role as part of your project, I have come up with a plan for recruiting V2 that I'm going to present on that hopefully solves all of our existing challenges in a hyperscalable way. And it was really the experience of going through Launchpad and really getting a visceral sense for the programs value building community that helps inform this new proposed direction. So the new focus is building web two talent pipelines that grow Launchpad and the PLM basically the one Launchpad recruiting has scaling challenges and what if we rethought everything for V2. So looking at our vision and goals, it's a we're creating a mechanism for creating a mesh network of individuals and improving culture across the networks of people aren't working in silos. We're scaling hiring and onboarding of web to talent prematched or unmatched maintaining quality and capability and fostering community. So looking at the a 16 Z venture capital model here is how we actually get talent from a 16 Z so we have like a dashboard and different profiles that are interested in us that have been vetted. So their pipeline process is that they pre vet talent for portfolio companies with screenings, then the talent chooses from the portfolio to express interest and opportunities that matches are shared with portfolio stakeholders proposals for V2 would be to adopt the VC network services model source scalable web to pipelines for PLN by network demand maximize interviews and offers for each candidate across the network. So we encourage web to pipelines to increase launchpad integration and adoption roll out integrate V2 services with the network increase diversity, expand focus from unmatched to prematched and unmatched. How the candidate selects network projects of interest betting screens before sharing and handoff. We strongly encourage the network to onboard with launch pad and fired from the pipelines incentivize candidates to join unmatched by offering nucleation bonus leverage pipelines to drive network adoption and program connection was changed from be one launchpad recruiting focus just to sourcing vetting and sharing matched candidates interviews simplified to vetting for network intros. And then start diversity sourcing programs for scale. Why solve effectively all challenges existing quickly accelerate the mission and goals, highly scalable model for community building increased network engagement, increased pre matched and unmatched pipelines, maximize interviews and offers by percentage of candidates as a strategic advantage for the PLN and candidate exterior driven experiences create pull diversity enhances each cohort and the network. So let's look at a closing scenario. So the candidate receives three offers from the PLN and maybe one or two from Web two teams. The candidate is presented with an option to accept pre matched or incentivize unmatched nucleation. The candidate has high confidence in the nucleation path. All PLN paths lead to launch pad cohort growth. It's immense excitement for their options and onboarding experience multi team PLN closing calls increase attraction candidate has high comfort with final decision and ultimately has an incredible Web two to Web three transition experience.