 My name is David Wattley. I'm a retired special agent of the Federal Bureau of Investigation. I spent 26 years with the Federal Bureau of Investigation and I am currently living in Panama where I own and operate a business by the name of ICANN. I have several examples in private industry where particular companies were doing their approach, they're filtering their credibility assessment process was cumbersome, their credibility assessment process was long, their credibility assessment process was not accurate and more and most of all their credibility assessment process was expensive. What people are doing or what different companies are doing is putting the eye-detect at the beginning of their process so instead of waiting till the end and spending $100, $150 on a polygraph and the possibilities of that person passing or not what they're doing is they're putting the eye-detect exam at the beginning so before the person even goes to an interview before the person even gets seriously considered for employment when in a particular company the person has already passed an eye-detect exam so instead of having 10 people come into the human resources process and of the 10, 3 or 4 pass now you take 20 or 30 people you put them through the eye-detect process and of those 30, if 15 pass you put those 15 into the human resources process and with that you get a throughput of a larger throughput finishing through the process and you get better candidates and a larger quantity of candidates so what a what a human resources section would do in this particular situation would be to reduce the manpower in dealing with the interviews and other processes to filter you filter at the beginning and then you have a pretty good idea that this person is a decent candidate to go through the rest of the human resources or recruitment process.