 Okay, I see we are on the hour, so I will start. Some of you will probably spot I'm not Joan. I'm Abby, for those of you for the new people who may not be aware. Normally Joan does the functional group update. She will be on the call, but as it says in the handbook and the team leads don't always have to do the update. So I've sort of stepped forward to do this one. So I will just go ahead and share my screen. I hope everyone can see this. So I'll click on present. If not, if someone can let me know, I won't see the chat, but please go ahead and ask any questions that you have. We'll make sure there's plenty of time at the end for your questions. So let's get started. So we in the people.ops team, there's myself, there's Joan, there's Brittany and Sasha. Together we're all here to help support you and GitLab and make everything be as successful as possible. So one of our first achievements is that we have hired Chloe Whitestone as People.ops administrator. Chloe will be, she joined last week and I won't make her introduce herself again, but she will be supporting the hiring team by looking after workable and also doing, working on the contracts and onboarding. So we're really pleased that she's joined us and I'm sure she's gonna do a great job. The second thing, as I mentioned on the team call on Monday is that we have new Grovo content. I've sent out courses to managers and individual contributors today. If you haven't received an invitation yet, please let me know. Everyone should have received something by now. I just wanna make a special thanks to Marin, Chet, Jacob and Erica for being my guinea pigs. They took some of the courses and just gave me some initial feedback, which I have used and made some slight adjustments before everything was assigned. We are hoping that this will be a much, much smoother learning experience from the initial set of courses that were assigned back in December of last year. We've moved the quizzes to the end of the chapters. So you just sit back and learn, watch the videos and then right at the end, there'll be some quizzes and they're there to reinforce what you've just heard, apply the knowledge. So they do serve a purpose, but of course any feedback on those and the rest of the content is very welcome. The courses have been designed and to take no more than one hour, we hope, but obviously that depends on how quickly you're able to get through them and also complete the quizzes. Q2 is really the quarter that we want you to spend some time and take the courses, really get to grips with the platform, get a feel for how everything flows. As I also mentioned, there is a new learning and development page, which has further information about GroVo. It's not just going to be for GroVo, there will be other things that we'll put up there once we have more information and more resources for you. GroVo previously sat on the leadership page and currently on the leadership page, there are links to articles and other reference materials. I will be moving those over in the next iteration. Please do let us know if you have any problems with logging into GroVo, if you've not received an invitation yet. I'll just mention there is a merge request there already for course descriptions and updates to the frequently asked questions section on the learning and development page. Again, we want to make sure that we're giving you useful tools and resources to help with your jobs and help with furthering your professional development while you're at GitLab. So please do let us know your feedback, anything that you've picked up on that you think doesn't make sense or isn't quite right, anything that you think we need to be aware of, we'd really appreciate it and there's a link there to the issue for feedback on GroVo. We've also published some tips on ergonomic working, thanks to everyone who participated in the issue and in the chat on Slack. Brittany put together the merge request there and it has already been merged. So information is there, please go take a look at that. Also, we've made an update to the compensation approval process. Again, there's a merge request there for you to go and take a look at. We want people to use Bamboo HR submitting title and compensation changes. So we'd really appreciate it if you can just take a look at that and start using that process. That would be great. Moving on to our plans. Certainly one of them is to increase awareness and engagement in GroVo. We did the initial roll out back in December and since then we have kind of been a bit quiet. So I'll be popping up a lot more with reminding people on the team call and getting actively seeking feedback and that kind of stuff. We'll also be, Sasha's working on delivering some unconscious bias training and the issues there if you want to go and take a look at that. We've also looked at streaming the vacancy requisition process. We're hoping to really kind of speed things up there and we're still working on that. Also, as some of you have probably seen, we are going to be looking to improve the global compensation calculator to use market-based benchmark data. That's a big one for us. And then the last two things I think as Joan announced on the team call as well, the 2017 Performance Merit Increase Plan and the 2016 Performance Review process. I won't talk about those too much because I think I'm sure there's going to be questions about those two things but they're in the handbook and there's some FAQs there as well which hopefully will answer some of your questions. So moving on to our challenges, OKRs. Thanks very much, Sean M for raising the issue there. We do want your feedback on the Q1, OKRs. We're looking to set O2 objectives, sorry, O2, Q2, OKRs. We want, we acknowledge the fact that we need to improve the communication with those, give you better support and encourage ongoing check-ins and address changing priorities, give you more additional training on these and also establish goals in the first 15 days. So I will now open it up to any questions which myself, Joan and Brittany, will be glad to answer for you. No questions, come on. Is there nobody in here? Awesome job, Abby. You answered all the questions up front. Fantastic, congratulations. Great job. Well, if there's no questions, oh, here comes somebody. Oh, thanks, all right. If there's no questions, then we'll wrap it up for the day. Oh, Jim, Sasha, are you on here? Yeah, I am. So how are we doing with hiring our replacement recruiter? We are far along in the process with a recruiter in the Bay Area, and we're really hopeful that she will hopefully join our team, but yeah, woohoo, so we're excited. Good deal, yeah, fingers crossed. Absolutely, coming down that pike. Anybody else, last chance? Have a wonderful Wednesday.