Our June Demo Day was a tech sales competition for the ages!
Uvaro recruits train for 12 weeks to become the best tech salespeople on both sides of Silicon Valley. These champions test themselves daily to learn the skills of tactical prospecting, discovery, objection handling and weaving in customer stories as they build their sales prowess.
These talented recruits now get 15 minutes, uninterrupted, to deliver a specific type of software demo. The elusive June demo day…
Event Recap: June Demo Day
Joseph Fung: Hey everyone, welcome to the June demo day, this is going to be so much fun. We have four wicked, wicked presentations lined up. We have some amazing judges. We’re going to get them introduced shortly. But just to get started, we do have one last-minute change, we’re swapping out one competitor for another. So you’re going to get some new introductions. We’re going to dig right in.
But first, a big thank you to the judges who have joined us today. Here are their names and faces. We’ll get them to introduce themselves in a moment. But we’re so lucky to have Keith from SalesLoft, Maddie from Auvik, Mercedes from Bridgit, and Drew Williams, the founder of Sales Playbook.
We’re going to get the new juice ourselves in just a moment. But most importantly, we have four amazing competitors who are joining us. You can see them here. This is not the order they’re presenting and they don’t know yet who is going first. So I’m sure they’re all, you know, quaking and shaking in their boots, but also eager to show their stuff. We have Dezmon, we have Jeff, really importantly, Jeff is filling in for Teddy, and it was a last-minute swap out and these audibles get called in a sales situation.
So Jeff will actually be delivering a sales pitch on surprise, this is going to be a blast. We have the Vivek, we have Asia. And a big shout out to the team for their epic, epic Photoshop skills at bringing Jeff into this. For those who are joining us on YouTube, we are going to bring you into zoom in just a moment. But first, I’d like to go through a few of the house rules. So for our audience, let’s actually help the folks in the zoom environment. And you know what, let’s give you the same slide.
So for folks in the Zoom, let’s give you the same content. There we go. House Rules. Number one, please keep your microphones on mute that makes it easier for the people who are pitching. For the folks who are in zoom. Keep your cameras on because that also keeps it more engaging for the folks who are pitching and the folks on YouTube. Please do use the chat. This is a fun, engaging environment. But we do ask that remember it’s a place to build up, not tear down. So please keep those constructive feedback opportunities really positive.
Then lastly, make sure you check out the event on YouTube. What I’m going to do for those who are in zoom is give you the YouTube stream link right there in the chat. So if you’d like to share it, invite others. If you have neighbors who are tied up and busy and locked down, you can send it over to them, because they don’t have too much else to do. We’ll keep it fun. I’ll give it live.
For our competitors, let’s actually give you the rules. And I know you know these, but for those who are joining us, streaming or catching the video afterward, these are the rules of engagement. Number one, before you give your demo, share what you’re selling and who you’re selling it to. I know we have an amazing gentleman lined up who’s gonna act as a buyer. But we need to know what’s the persona, who are you selling to, you know, who is Greg pretending to be? You get 15 minutes, and it’s 15 minutes tight, you will be gone if you hit the 15 minutes.
So make sure you watch your clock, the judges will get two minutes between presenters to actually finish up their judging and their notes. And right in the middle, we’ll take a quick five-minute break to get topwater, coffee, Coke, your poison of choice, whatever you’d like. And at the very end, we’re going to provide some feedback, some notes, and we will be revealing our champion. So we’re going to go away knowing who the winner is and who the champ is.
Why don’t we actually dig right in? So for the folks on YouTube, we’re going to bring you right into the Zoom Room right now. First, I’ll stop sharing my screen. For the folks that are in zoom. Let’s bring that whole audience in. There we go. Cool. Give a quick wave for our audience on YouTube there. Okay, let’s start off with some introductions. We gave some names earlier. in the same order. I would ask each of our judges to introduce themselves. It’ll be Keith, Maddie, Mercedes, Drew.
And just to cover it with your name, title, but also tell us something you’ve recently learned. You know, let’s keep this a little bit personal. So Keith, can you start us off?
Keith Cordeiro: Of course, Hey, my name is Keith Cordero, Director of Commercial sales at SalesLoft. I’m really excited for this. I always love watching salespeople sweat just getting something that I’ve recently learned.
Gosh, I’ve recently learned that I’m not great at picking something out of thin air when someone asks me what I’ve recently learnt.
Joseph Fung: That is a great learning and for everybody else Keith stole that one, so you can’t use that one. Maddie, you’re up.
Maddison Fairbairn: Hi, my name is Maddie. I’m an Account Executive at Auvik Networks. I’m also the Founder of Young Sales Professionals (YSP) KW, a community connecting BDRs and AEs together in the region. Funny fact, that I learned giraffes and humans actually have the same number of neck bones. Wow.
Joseph Fung: Oh my goodness. I want to know so much more. And I wish we had time to dig into that. That’s brilliant. We’ve got Mercedes up next, but just before you do because we want to give every competitor two minutes to get ready. Our first competitor will be Vivek Kambo, you can get yourself ready. Mercedes can continue the intros.
Mercedes Geimer: Yeah, absolutely. Hi, guys. My name is Mercedes Geimer. And I’m a Sales Manager over at Bridgit Solutions in Kitchener Waterloo. And recently, I started taking a course from the University of Alberta, on indigenous peoples in Canada. And I got to learn about the etymology of some words in other languages. And it was fantastic. It’s absolutely free. So if you guys are interested in learning more, you can actually look that up on the University of Alberta website.
Joseph Fung: That’s super cool. Yeah, new words. giraffes. Okay. This is great. Drew, can you bring us home?
Drew Williams: Absolutely. I am Drew Williams, founder of Sales Playbook Builder, and we build sales playbooks. And something I learned recently through our family chat, is that my dad, as of today, has just lost 30 pounds.
Joseph Fung: Wow, that’s huge. That’s awesome!
Drew Williams: That was pretty awesome. Exactly. It’s huge that he lost it. He’s not huge anymore.
Joseph Fung: Good wins all around. Okay, so we’ve got some amazing judges lined up. We know who our first competitor is. I’ve got a fantastic 15-minute timer and a gong button that I’m just waiting to play with. We’ve shared all the rules and all systems. Vivek, any questions before we get started?
Vivek Kambo: All good.
Joseph Fung: Awesome. So I’m going to mute myself. I’ll hand the mic over to you and again after you finish your intro. Just as you get started, I’ll put that 15 minute timer on. So the floor is yours.
Vivek Kambo: It’s a very good evening, everyone. Welcome to our judges, also excited to be connected with you on LinkedIn and too few here. And so I’m going to be selling slack today. And my prospect Greg is the vice president of sales for a business, and we have had a phone call. And based on that phone call we carried on for 15-minutes. Call today on zoom. So the time will start when I start predicting separately. Alright. What’s the timeline for myself over here? Hey, great. How are you doing? Oh, previous technology. You’re still on mute.
Greg Boyd: Great, classic movie, you think I would have figured it out by now. We’ve only been on zoom calls for a year and a half now, right? But it’s good to be speaking to you guys.
Vivek Kambo: see me, Greg, thank you for your time today. It was nice speaking with you on his phone last week. But it’s much better to see you face to face. on this call today. By the way, I love that bookshelf that you have. I’ve always read by leaders or readers. And I can see that behind you. Is there any particular genre that you prefer reading?
Greg Boyd: So these books I just bought at a yard sale actually just to look impressive. So there are they’re all actually just kind of I think their Kleenex boxes wrapped in. So now No. Thanks for that. In fact, you know, I’d actually it’s interesting, one of my favorites recently, just because it came out was The Hitchhiker’s Guide to the Galaxy. I don’t know if you’ve heard of that. But the only book I’ve ever read, right? I laugh out loud when I read it.
Vivek Kambo: My family thought okay to get to see another person today. But yeah, thanks so much. Again, so I won’t be discussing around 15 minutes for this call today. So that’s a hard stop, right?
Greg Boyd: I’ve actually got to step into something about, you know, 13/ 14 minutes now. So just a quick chat would be great.
Vivek Kambo: I’ll make sure that we respect your time. And before we start, actually today, I just want to congratulate you I just read that Uber has teamed up with Whitehouse in us and you’re offering free rides to and from vaccination centers that when as a consumer, I found that very thoughtful of you guys. So hats off to you.
Greg Boyd: Yeah, thanks for that. But that’s where we were also affected by what’s been happening for the past year and a half. And for us to have an opportunity to do our small pick a small piece, we’re proud of that. So yeah, thank you for that.
Vivek Kambo: You’re gonna kick him into the hidden, didn’t get anything for connecting today, just to give a little bit of what we’re going to discuss if you were speaking on phone that as we grow our businesses and of course, reservations for their growth also. But as you’re growing, there are some communication challenges that you’re going through, let’s call them growing pains.
So I just wanted to understand more of those growing pains that you’re having. We’ll explore the areas where we feel that slack as a company can be adding value to Uber. And based on whatever we discuss today. If that makes sense. Then we can schedule a full demo next week with one of my aides. How does that sound?
Greg Boyd: Yeah, that sounds fair. That sounds perfect to that.
Vivek Kambo: So just heading straight. Greg, you were saying that as the teams are growing, you’re expanding. You are relying on emails, but they are not being able to keep up with the communication demand that is here. So could you explain a little more about that?
Greg Boyd: Yeah, absolutely. I mean, most consumers think of our product as a consumer app, but our offering for businesses has really exploded, especially now as we return back to some sort of normal in the marketplace. So people are going to gather again. And I think our offering actually is a good fit for that.
And so it’s become more complex, lots of partnerships, lots of integrations that have to take place. So any sales interaction really is cross-functional. So we have to work across different parties internally, every team inside overuses a different tool. And so how we communicate is pretty broken as a team, but then how we communicate with others is pretty broken.
And then I think because of that we just, I don’t, I don’t really get much insight into what’s happening in those introductions cross-functionally. So there’s a lot of tacit knowledge flying around and not a lot of ways to have formal tracking of that communication. That’s been a challenge.
Vivek Kambo: Really, I can understand you saying that. If you visit our website, you will see actually, we are also working with Lyft as a company in the same space as your ride-sharing. And they were going through the same scenario almost about a year back.
And it’s been about a year that they have been with Slack and recently their VP of Sales mentioned that slack has now become indispensable to their communication internally as well as sexism. I believe if you could do that for less, we can definitely help. All right. And if you would like I can actually share the personal success story with you. It’s on our website.
Greg Boyd: I mean, I think that’s, that’d be fantastic. I didn’t notice that that can. So I understand Slack is a, it’s a big company. But we’d obviously have some concerns to just about making sure that how we use slack should we choose to go that direction that we’re not getting our information shared with was left, we want to make sure we keep our cards close. So we’d want to be careful about that.
Vivek Kambo: Each customer’s privacy is of our utmost importance. So whatever we can share, whatever we have your permission only that is on the website. And listen, if you have taken a note, I’ll share that with you.
Greg Boyd: Perfect. Thank you.
Vivek Kambo: A pleasure. My pleasure. And one more thing. Great. So when I’m talking typically to sales leaders such as you. One common concern that I’ve come across hearing from everyone is that the company has invested a lot in tech, and actually added a little bit of research. I found out you have an interest in Salesforce as your CRM, you have another tech stack, also you have Marketo pipe drive big investment.
And typically the sales manager has a concern that the sales team is not as efficiently using that tech stack as they would want. And despite that, they’re spending far too much time doing the non-sales-related activities. So how does that resonate with you? How much would you say quantifying that that could be a sort of a sales clause to Uber?
Greg Boyd: Well, I’ve got to say that, I mean, you’re bringing up something that causes me I wouldn’t say anxiety, but frustration is probably a better word that we have. We have a tremendous number of tools. I was looking at Slack because I’m going to keep hearing about me, it’s impossible to ignore. I mean, you have a tremendous amount of momentum.
But we have bought a lot of tools. So as I mentioned, each team already uses a different set of tools, just for communications. But if there is some way that we could be plugging different tools just within our environment together, or plugging other communications into a single platform, I mean that that’s definitely going to be compelling for us.
Vivek Kambo: Okay, so it sounds like the two major concerns that are there for you as of now is that the communication throughout the dispersed teams has to be more streamlined, more smoothly. And second, the tech stack that the team sales team is available to the sales team, but more efficient use of that tech stack is required so that they can spend more time doing the actual selling. Because?
Greg Boyd: I say so I say that’s a good summary that I think anything that you’ve got that can help me see or keep tabs on the communications that are happening as well, for CRM and other tools. Absolutely. It’s important but even distracting, the internal conversations are important.
Vivek Kambo: I hear you I completely resonate with you also, based on these great, I definitely feel that there is a lot where slack can be adding value to Uber. If it’s okay with you, I’ll quickly share my screen and give you a brief overview of what I’m talking about.
Greg Boyd: Yeah.
Vivek Kambo: Sure. And as I’m sharing the screen with still, I mean, despite all like more than a year or so of that, we still have to depend on that thumbs up when we see that. Okay, you can see the slide. So please give me a sense of when you can actually see that. That’s got it.
Greg Boyd: Yeah. All right.
Vivek Kambo: So this is the current scenario that is their email, each member in the team is receiving a certain number of emails. The problem here is that emails isolate information. So somebody here might be receiving some number of emails, but definitely, this person is missing out on some important issue that should have gone.
And something over here, maybe someone like you is receiving an overload of information, which might include a lot of just FYI, means correct, easily been avoided. Or let’s say your different area managers asking for the same information for different people asking for similar information where you might be feeling what is there was a common channel somewhere where I could have just left that information to be easily accessed by everyone who required that is the consumer you are only exposed to information where you are included.
And let’s say in a trade-off email, if somebody changes the subject line, it becomes a new image. Now, all the information related to one topic is scattered throughout your info. Imagine how it would be if we change that. And we give you a different platform where all the information related to one particular product is actually consolidated in just one space. Would you say that would be much easier and much more convenient for you?
Greg Boyd: Yes, absolutely. I got my attention with the visuals. I was trying to figure out what those balls were. But I don’t know if we were playing pool or if you’re liking my medicine cabinet.
Vivek Kambo: Just a symbolic representation of the information being compiled in one source. And that’s what we do at Slack, actually. So all those emails can be converted into these channels. Here I am, channels are where teams work in a collaborative approach. So you can have a channel for city channels for your region, you can have channels for, let’s say, competitive intelligence for customer success.
Anything that you feel you can have as a channel, the beauty is that they give you more transparency and a common picture of people. So your information is not scattered throughout the inbox, it is in one place. And any information in a specific channel, which is very important, you can send that and it could be right here. So you can access it immediately, even if there have been hundreds of messages.
So that’s how they make things much, much more effective. Improving productivity, how that does is how productivity let’s say you’re looking for some information. And sort of wondering, who do I ask for? Where should I look for it, just post it in the channel? And right away, whoever has the information will reply.
Looking at this poll actually reminds me of something. Imagine, that you have a team of 600 plus salespeople throughout North America. So if you want an opinion of somebody, you can either write an email to 600 people, receive 600 responses for their opinions, and then manually count what each person is saying. Or you can create a quick poll inside and have the information on your fingertips in a much, much more engaging way. Which one would you feel is better and more compelling?
Greg Boyd: Yeah, I mean, this it’s compelling. I’m mindful of time here. Vivek. But a question I do have that I can’t get out of my mind is how do we align other teams to use a single tool like this? Or? Or how do we achieve the one platform for communication dream?
Vivek Kambo: So each team can be one channel here, and everybody who has been added into the channel will have the access to that channel. So all the information is there. Does that answer your question?
Greg Boyd: I think that’s okay, for today, for sure. So, sorry, yeah. No, go ahead.
Vivek Kambo: So you can update the team members, here, they can have access to the previous information, if somebody has joined new, you can celebrate the wins. This is something that could definitely be of interest to you, I saw your profile, and you like to create order amid ambiguity. And this is what slice could do, you can access your entire tech stack from within slack. So right now your people are switching between different apps. And that is one of the reasons that people are not being able to effectively use slack that much.
But here, you can, they can access all the other like video required or anything else through slack. And find we have statistics that say that 87% of slack, users find that communication has improved. And most of our customers who are in sales will have been saying that the sales team is doing more, spending more time doing the actual prospecting and less time doing the admin work of updating the status. So that’s how it has been improving productivity.
Empowering the sales team is another example where went from one team can be shared with someone else, celebrating team wins. And in a more engaging way. People can react by emojis much, much more. slack Connect is another big thing. So it’s not the internal communication, but even the external communication, your customers who have Slack, they can be on one same channel. So thinking I’ve been using flat connect to create more personal connections with the customer. And we have stats again, where sales teams have experienced four times faster deal cycles and receive 60% faster response. So much texting, communication is also managed. So overall, so yeah.
Greg Boyd: So sorry Vivek, I just kind of just sort of got to step into something here. But what you’re showing is compelling. So what would be our next steps from here?
Vivek Kambo: So yeah. So see, based on your two concerns that we have addressed is that you can have a channel where a communication board where everything is compiled, it’s easier, and the same second use. So based on that, we feel that we can arrange a full deep dive demo with my aid the next week, and that can be more customized and we can take care of that. Okay, so how about we can schedule next week, either Monday morning 10am or Tuesday afternoon 2pm? Which one would be better for you?
Greg Boyd: Okay, well, how about this, because I got to step into something here. Want to send me over some time, so that I can just circulate those as my team and then get back to you to pick them from what works best?
Vivek Kambo: Sure. Let’s do one thing I will schedule for Monday 10am. And I will send the current invite. If that works for you. That’s fine or otherwise you can shoot me an email and we’ll do something and I look forward to speaking with you on Monday then.
Greg Boyd: Okay ,well, yeah, I’ll let you know if that works. But let’s get that time on the books and then we’ll shuffle the we need to
Vivek Kambo: Definitely and if you feel anybody else that should be on the team, you can share the invite with them. Same thing with you. Greg. Thank you so much. See you on Monday.
Greg Boyd: Take care Vivek. Thanks.
Joseph Fung: Wow, well done!
Greg Boyd: How many? How many seconds left?
Joseph Fung: There were single-digit seconds left. I was sitting there watching you were so close. Well done. Okay. We’ve got two minutes left on the clock. Let’s give our judges some time to finish their notes and some ratings.
In fact, I’m going to be back to you in a moment. Our next competitor up will be Asia. So Asia, you got a couple of minutes to get yourself ready. Vivek! Well done. Take a breath. How are you feeling?
Vivek Kambo: Thank you, feeling good? Yeah, there was in between that time I was keeping an eye on the time also. So yeah, but overall, I’m feeling good. Both.
Joseph Fung: Nice. Nice. Greg, what about you where you felt like you were trying to, you know, help him get to that last timing there. We’ve kind of given up at the end there?
Greg Boyd: Well, I think I think if I was meant to step into a meeting, I don’t think I would just hang up the phone, right. So we had to, we had to be making our moves. Even on a zoom call, I’ve got no room to go to that. But I was on my way, I was on my way out the door. There you go.
Joseph Fung: Nice. I see, judges popping their notes in for everybody that’s tuning in those notes are super valuable, we’re going to spend some time at the very end, going over some feedback, sharing some highlights. But what’s really exciting is those notes are shared with the competitors afterwards.
So it gives them a chance to really dig in. And I could see those still hopping in there. What I ask our judges is once you’ve got your notes, and if you can give me a quick thumbs up. So I know that you’re sitting good, and we can get our balls moving forward.
Nice. I see folks coming in. And for those as well who are joining us on YouTube, two quick asks for your number one, be sure to hit that subscribe and the like button because that helps us launch sales careers even faster and even easier. And you can always join us and attend any of these events. Our demo days are workshops by going to yuvaraj comm slash events, because they’re all listed there.
And they pop up all the time. See more scores coming in. Thanks, Keith. I got thumbs up there. Nice. Asia, while we’re just getting the last notes in, how are you feeling? Any questions already?
Asia Leeds: I feel good.
Joseph Fung: Awesome, good stuff. Any quick check, I don’t know if I missed the thumbs up Maddie and Mercedes to see looks like you’re okay. They’re good stuff. Okay. So again, as a reminder, what you’re selling and who you’re selling it to, you know, Greg’s wearing many hats today. So make sure you let our audience know. And after you do the intro, that 15 minute timer will start. So I’m going to mute myself and the floor is yours.
Asia Leeds: Okay, hi, everyone. I’m Asia, as you know, and I will be selling the Docebo learning suite to Greg, who in this instance, will be the VP of Learning and Development at Marriott International. So we had a call. And we just got a general understanding of some of his needs, particularly in terms of social learning, but hope that we can get deeper with this conversation. All right. Hi, Greg.
Greg Boyd: Hello, good to be speaking with you.
Asia Leeds: Good to be speaking with you, too. I appreciate you taking the time for today’s call. How are you doing?
Greg Boyd: Doing well. We just launched a new learning module on two to our whole field last week. So we’re feeling pretty good about that. This is close to a big deal done as we get from the L&D side of this, that’s for sure.
Asia Leeds: Yeah, absolutely. That is a big deal. Oh, first, I just want to say congratulations, I took a peek at your recent medium posts and saw that you’ve had such a long and impactful career and the l&d space. That’s wonderful.
Greg Boyd: Yes, thank you. It’s something that I’ve always been passionate about. I mean, I just believe that there’s a lot of transformation that can happen when you give people the opportunity to be their best. So Marriott, it gives me some fantastic opportunities to flex that muscle, which is great.
Asia Leeds: Sure, understood. And Greg, you know, we really have something in common, and that’s a passion for learning. In my past life I was a professor. So I understand that. Yes. In fact, I was so, I understand what’s at stake here with building a learning experience.
Greg Boyd: Oh my gosh, what did you teach?
Asia Leeds: I was a professor of International Studies.
Greg Boyd: Wow, incredible. Yeah
Asia Leeds: So we have that learning piece in common. So, uh, Greg, are we still good for our 15-minute combo today?
Greg Boyd: Yeah, we do. I’ve got to step into something in just a few minutes. So just a quick tip today is a good, good way to start.
Asia Leeds: Okay, wonderful. Um, Greg, first, I just want to ask what would you like to accomplish on this call?
Greg Boyd: Thanks for asking. I mean, their first call, I think you got a pretty broad overview. But at this point, I think I need to understand a little bit more how you can address some of the concerns that I’ve got about how we can improve our development or just how our team can get better at developing content, we build in all kinds of different tools.
So how can we streamline that while obviously there are better ways to improve that process? I think engagement is a problem. And that’s universally true. And I don’t think a platform can fix that. But certainly, a platform can remove some of that friction. So I think I just need to understand a little better how the Docebo works, and how we might be able to solve that problem.
We’ve got 1000s of people, we’re onboarding every year. And so we’ve got that problem to solve. But we also just need to stay agile for the people we have in the business and keep them engaged and growing. So lots of plates spinning. Sure. And, and so I think I just need to get a look at that, how that can hide the product line to certain topics off the forms.
Asia Leeds: Okay, understood, and thank you for sharing those points with me. And it seems like we’re really on the same page here. So with what we would like to see happen in this call. So here’s how I’d like to proceed.
First, I want to get a better understanding of your needs and goals. And then based on what you share with me, I’ll show you a key feature or two, just briefly of the Docebo learning suite that addresses your current priorities. So if in the end, we see that we’ve uncovered a mutual fit here, we can discuss those next steps, typically, longer, more tailored product demos. So Greg, does this sound like a plan?
Greg Boyd: You know, I always like to ask for the demo right off the start. So if as long as you give me a little taste, I got to see a little bit of what, what to do the best offer. But if as long as we’re moving toward a bigger, broader demo, that’d be perfect.
Asia Leeds: Sure, absolutely. That’s the plan today. And you may see me look down from time to time just to take notes, but know that I’m listening, you have my full attention today.
Greg Boyd: Okay. All right. I’ve gotten used to that. That’s okay. Usually, when I walk into a room I go the other way. On the L&D side. So what can I say?
Asia Leeds: So, first, how would you describe the learning experience at Marriott? Greg, what words would you use to describe it?
Greg Boyd: Oh, my goodness, I’m gonna think about that for a minute. I wasn’t expecting that. At the start of this, I would say, as a dynamic. So dynamic is the experience because our people are always needing to think on their feet, they’re interacting with customers always.
So that’s an aspect of it. And so the learning is dynamic for the people that we have. And then I’d love to say that it’s inspirational or aspirational. I mean, it’s one of our founding principles as a business. I mean, how we were, how we grew, as a family company. And so, I mean, we’re looking to create opportunities for people to grow careers. And so while it’s dynamic, and while I’d say it’s inspirational and aspirational,
I’d say that that’s a lot of the informal on-the-job learning that happens. And I think that that’s the magic that we’re trying to capture lately, we’re trying to capture in a bottle. And so while those things I believe to be true, I think when I look at how we support that function as a business, some of the words I’d say are clunky and non-engaging from a technology and support perspective. So I’d say that the rape culture is there. But I say we’re lagging behind the organization in terms of meeting the workforce where they’re at.
Asia Leeds: Okay, I can understand and thank you for sharing with those words there. I understand what you’re saying here. Um, do you use a mobile app currently to deliver learning at Marriott?
Greg Boyd: So we tried a number of mobile learning offerings. But back to what we said before, we’ve got a real problem with all the different tools we’re using to develop content, that it doesn’t work, you build-in tools, and some on some mobile platforms that work some it doesn’t. And we just scrapped the idea entirely, even though most of our workforce would welcome that format.
I’ve got some concerns about having our customer-facing staff on learning on a device. But I mean that it’s been acknowledged as a place that we need to be thinking about. So no, but there are those caveats around it, that it’s something that’s desired. And assuming that we’ve failed that in the past.
Asia Leeds: Okay. Understood. So if you could, can you tell me what success would look like to you in terms of a learning culture.
Greg Boyd: So I would say that we are able to harness that dynamic, and then the aspirational or inspirational culture in the tools. And so we need to create an experience where people feel like they’re turning on Netflix, or shopping on Amazon, and that they have a personal interaction and experience every time they engage with the Learning and Development Organisation, we need to be part of being to be part of every conversation in some way, but subtly, I’ve very rarely in my career seen people go, “Okay, it’s time to learn now.”
And they turn over and open the book. And I find that to be an engaging experience. We need to be there in the moment and capture those magical opportunities where somebody needs information that we can give it to them, and then capture their appetite and start to drive them toward more. So we keep that dynamic learning happening, but then pointing to that aspirational or inspirational content.
Asia Leeds: Okay, understood, Greg, and so I’m hearing you correctly, you want to what you said, is to harness that dynamic culture that you already see happening, but with useful technology, right, and to give your empower your employees to give them opportunities to grow, to develop and formerly but with the technology that will allow them to do it. Is that correct?
Greg Boyd: I see. That’s a great summary. Okay.
Asia Leeds: Do you mind if I share my screen with you, Greg?
Greg Boyd: Oh, I think this is what I’ve been waiting for. I want to see the demo.
Asia Leeds: Wonderful. Can you see my screen here?
Greg Boyd: Yes, perfect.
Asia Leeds: Okay, wonderful. So Greg, you know, as you know, we talked briefly that Docebo is a learning suite, not just an LMS. So we’re talking about a suite that supports the full cycle of your L&D a lot of these goals that you have for harnessing what’s already happening on the ground, but using technology. So we’re talking about a suite that can support from content creation, to learning analytics, right to help you make those evidence, database assessments and decisions along the way to really bring your vision to life here.
And Docebo is built specifically for the enterprise level learning at a large world class Corporation like Marriott. So, today, based on what you shared with you in terms of your needs and priorities.
Greg, I want to introduce you to two features of our Learn LMS. And those are the brand-in mobile app, which happens in via app publisher, and the Discover coaching share feature, which gives you the ability to create that kind of social learning that you’ve talked about, like harnessing that dynamic with really useful, engaging intuitive technology. Any questions thus far? Right?
Greg Boyd: So far, so far good. Okay.
Asia Leeds: Just checking in. So Greg, I want to share with you just a little bit about how we were able to help a company in your industry, the Vision Hospitality Group, and they are a group that works across multiple locations in several states. And we were able to help them build their social learning and create a tailored branded mobile app, right, and it’s had a major impact there.
Here, you can see a little bit of of the, you know, user-friendly, clean interface, the mobile app, one and two, you get a taste of how easy it is to bring employees then learners in to contribute their own learning to empower them as content creators to spark that peer to peer learning that, you know, both you and I know, you know, leads to retention, right and more engagement. So we were able to create this kind of mobile app, branded apps for the Vision Hospitality Group, and it has really produced some great it’s really produced some great things for that organisation.
Here, this image, just capture some of what that social learning looks like. So in the case of the Vision Hospitality Group, we’re talking about being able to for example, harness video audios of best in class employees who are making the beds or putting together the best breakfast buffets, harnessing that video, putting it into the Discover coach and share feature, and having that be engaging material that helps teach others maybe those who are new on the job.
You mentioned onboarding, to pull them into the fold. Right? Both you and I know that learning is about not just the transmission of information, but creating a kind of community, right, a learning culture. So you’ll find that this discovery coach and share app really looks like an engaging social network for the Vision Hospitality Group.
The L&D head there told me that it’s really produced the kind of culture refresh, right employee, I’m sorry, empowering employees leading to satisfied guests. Greg, can you visualize something like this as an app that would create an engaging social network feature? Can you envision something like this at Marriott?
Greg Boyd: In theory, absolutely. I love that notion of pure developed content so that’s so exciting. Again, I have concerns how do you ensure that crowdsource content meets appropriate quality standards? Those would be things I’d want to dig deeper on. But this is something we’d certainly like to consider.
Asia Leeds: Sure, absolutely. And I’ll just tell you that you’re able to configure dashboards for unique audiences. And so you’d have a lot of control as head of L&D on how that looks and how that works. So just to, you know, come back to our sort of shared passion for learning, thinking about how this shared enterprise right peer to peer learning exchange of information, rather than this top down approach, as you and I know, don’t produce the kind of results that we’re talking about here, right?
That we’re thinking about how this social learning or network learning produces the idea of learning as a shared enterprise, right. For the Vision Hospitality Group, I heard a lot of feedback around this feature, fostering a sense of community across the multiple locations. And Greg, I know that you and your team work hard to create a learning experience. So you know, you deserve the kind of technology that delivers what you envision.
And so, you just share some of the data. I mean, you know, I saw on your post, you know, some of your ideas around learning. And so I think you’ll agree that there are many benefits to peer to peer learning, faster onboarding, etc. And just increased learner engagement, increased retention, and a boost in morale in general. So, Greg, I’m actually going to, yes, please go ahead. I’m gonna stop sharing my screen here.
Greg Boyd: I’m just going to save you got to step into something now. So it’d be curious. Just, I’m compelled, as I think we’ll see alignment, what would be next steps? What makes the most sense?
Asia Leeds: Yeah, thank you so much for asking. So the next steps would be for us to go ahead and book that longer customised product demo with an AE, how does that sound to you?
Greg Boyd: Cool, I think that’d be helpful. I mean, I probably want to bring a whole group of people in, so not sure who you’d recommend that I involve with that. But if you send me over some times, I’d be happy to try to pin someone down with all of them.
Asia Leeds: And I’d love to bring in some of your managers on the L&D team. I think that maybe I’d love to get…
Joseph Fung: Oh, so close. On closing that down. That was so good. You’re putting in the time and you know, everything but just read out your well done. take a breather. Yeah, that’s good. for everyone. This is a really good time to take a quick break.
I know it’s Ted’s especially getting to those last couple seconds. So for those who are on YouTube, we’re going to take a quick couple-minute break, and then we’re gonna welcome back, take care of housekeeping and seal the last two competitors, but for those on YouTube are going to let you go first.
Joseph Fung: Hey everyone, welcome back. intermission was fun want to give two minutes to our third competitor. So first off, number three up is desmond so does your up soon. While you’re getting yourself ready, a couple of commentary things I wanted to share, we’ve seen some really great demos. And this class this whole group is such a powerhouse I know that they’ve been getting together, coaching each other and cheering each other on.
We always talk about how tight our classes are. This group has really, really set the bar for creating a supportive environment and everything from coaching each other on pitches to getting together for Late Night Music sharing sessions. There’s been a lot of fun. So big props to the class for doing that. And the best part is when you create those team dynamics, it really shows the results. So a couple of things that really make this group stand out from the whole crowd. I want to share that this class hasn’t graduated yet.
Tomorrow’s the last day 75% of the class already has jobs lined up, like wow, launching careers, great job of our competitors, three quarters of them. So three out of the four have already laid jobs and the fourth is also stepping into one of our residencies. So, again, amazing successes, and you’re gonna hear this in the feedback and everything. But this group is remarkable. I’ll share a couple of comments afterwards, but I think we’ve eaten up a good couple of minutes to give us some prep time. Dez, how are you feeling? Set ready to go.
Dezmon Beckford:Yeah, feeling good.
Joseph Fung: Okay. So, reminder, just you’ve got the courtesy as well, what you’re selling, who you’re selling it to, so we know what Greg’s third hat of the evening is. And after you get through that introduction, I will put the 15 minute timer on the clock for you. But, mic is yours, good luck.
Dezmon Beckford: Perfect. So I’ll be selling Loopio. It’s an RP automation software. So then I’ll be selling it to Greg, who will be the VP of sales at DocuSign. Hey, Greg, how are you doing today?
Greg Boyd: Yes, I’m doing well. Thanks. Good to be talking to you again.
Dezmon Beckford: Awesome. I noticed you’re out in Kitchener. Or are you still there, in Waterloo?
Greg Boyd: I am. I’ve become local. Yes. Once you become local, you can’t leave.
Dezmon Beckford: Actually, I’ve lived there for a year as well.
Greg Boyd: Okay, so you got out before you became local?
Dezmon Beckford: Yeah, yeah, I tried to. I was close, though. I wanted to stay but kind of had to move on.
Greg Boyd: Okay, well, I’m sorry that we didn’t, we weren’t able to have you stay. But maybe someday, or maybe somebody will come back to visit. A lot of people say that a lot of people say they’ll come to visit but they rarely do. And no offense if you don’t make it.
Dezmon Beckford: It’s okay. All right. Well, just to set the agenda for today, it’s going to take a little bit of time, just ask you a few questions, get a little bit of a better understanding of how you guys handle your process today.
And then I’ll leave it open for you to ask some questions as well. And then we’ll discuss next steps, which will be a deeper dive, but an hour long demo, you can actually get a better look at the software. How does that sound?
Greg Boyd: Sounds good.
Dezmon Beckford: Okay, perfect. For starters, can you just tell me how you deal with RP today? Like, what are the steps you take once you get one in the door?
Greg Boyd: Well, you know, we just try to avoid them wherever we can, as I’m sure you can appreciate their complete pain and for whatever reason, this past year has just become just the bane of our existence. We have a handful of them coming in just a bit every week. And so they’re just a pain. And so we typically so in when it comes to our process for it. I mean, we’re looking at it coming in the door, have we influenced or not? is a question.
If not, it kind of goes into one pile. And then we have a team of some of our staff not directly in the sales order. But some of our ops folks just start piecing together generic responses. So we have some canned material that we just try to piece together. And then, unfortunately, the painful part then when it comes back, that seemed like a good idea at the time, but it’s become a painful process to then get those versions back into the reps hands and just had the time-consuming effort of then updating or reviewing and changing the material.
I mean, our product is changing so quickly, that we update or we answer with a lot of information. That’s not relevant anymore. And so it’s just a bit of a mess, I guess, to summarise, yes, sir. But I won’t bring it back to say we pass it off. We get it back. And then we go through a whole cycle of reviews, minutes, it’s messy.
Dezmon Beckford: Just to get a little bit more specific when you say you’re just kind of past like pulling through the information. Do you have some sort of database where you’re putting, like grabbing all the information from?
Greg Boyd: Yeah, so well we do have a it’s a suppose it’s like a shared drive where we have documents, a compilation of documents stored, we’ve got some smart editing content. So kind of Doc’s that are pre-built that you can Parson some of the more generic content like who we are and the privacy and security information that’s more standardised.
Where we are where that breaks down typically is on the product side. Getting relevant information from different groups in the organisation to make sure we have the most relevant and up to date content that we need to populate. Because our buyers also, it seems like a generic solution, you have one need, but contracting processes are complex.
And so our clients tend to have very nuanced requirements that are outlined in those RFPs. And so that’s where things break down. So we can populate 20 to 30%. Quickly, and then the balance of that is just doing our best to piece together from the database of content that we have.
Dezmon Beckford: Okay, so the size of a decent amount of your RFPs are repetitive material.
Greg Boyd: Yeah, decent. Again, 20 to 30% was your fairly standard boilerplate stuff. And then I’d say, we know, the content requirements are typically fairly standard. But how we answer those, I’d say, Yeah, 30 to 40% is always going to be heavily customized.
Dezmon Beckford: Okay, makes sense. And then when it comes to customization, assuming that you have multiple teams at the company that are going to be getting their hands in here and helping you guys get through that process.
Greg Boyd: Yeah, absolutely. We’re, I think we’re at our last sales kickoff about half of our product team. And just as a way to say thank you for the number of RFPs that are built-in, right.
Dezmon Beckford: Oh, boy. So you said there’s a handful, but how many would you say like on a monthly basis?
Greg Boyd: I think we’re right now the rate we’re working on? It’s, I’d say it wouldn’t be unusual that we’d have five to 10 on each week coming in the door.
Dezmon Beckford: Okay. Five to 10. That’s a pretty decent amount. And how long do you think it takes you to fill out like a single RFP?
Greg Boyd: That’s you twisting the knife? Dezmon? I’d say I’d hate to know specifically, I try to ignore these numbers. But I wouldn’t be surprised. Even on some of the smaller deals if we weren’t spending 10 to 20 hours of time.
Dezmon Beckford: It’s gonna be hours, potentially take up to a week to actually get through a single RFP that name. Yeah, I’m sorry. I hate to twist the knife. And yeah, yeah.
Greg Boyd: When you put it that way? Yeah, you’re probably about right, though. Some quick maths. But again, I think I tried to ignore those numbers. We have a lot of support from across the organisation. But I know our reps are getting tired of the amount of work that you’ve got to put into these reactive deals as opposed to getting it in properly prospecting, that’s for sure.
Dezmon Beckford: Yeah. I hate to keep bringing up the numbers, and suddenly you’re not enjoying it. But how many of you think you’re actually missing out on just from lack of time? Or just lack of motivation to actually do it?
Greg Boyd: Yeah. So I think where I started, as I mentioned, that we, when we get them in, we’re going to look at how we influence like, which ones if we influence I say that that’s the proactive selling work that we could be doing. And we’re not doing that.
And I’d rather work on a process where we could even have if we had if we even had the ability to CrossFit proactively more for to see it in 10% I would take on 10 to 15% more of these if they were well informed because I know they’re out there and we’re just missing those opportunities. But I’d say I think we’re handling what we can I shudder to think what we’re missing it
Dezmon Beckford: Oh yeah, absolutely. From the sound that I feel like it’s the biggest issue here it’s just not actually wanting to do this just kind of low morale when it comes towards RFPs Well,
Greg Boyd: I think I think where it’s where it’s coming to is you’re you are bang on even I shudder when we get an RFP in the door and I don’t really tend to look at too many of them unless they’re the biggest but yeah, our reps are seeing that we’ve got a process that that supports this wall so they know it’s going to be late nights long weekends when they go into the drawer.
Dezmon Beckford: Absolutely. Okay, well from the sounds of what you told me today you guys are absolutely a great fit for Loopio. And if you don’t mind sharing my screen I can better explain to you why that is.
Greg Boyd: Yeah, no problem.
Dezmon Beckford: Awesome. Okay, can you see my screen right now?
Greg Boyd: I think you’ve summarised everything. We just talked about that top line.
Dezmon Beckford: Yeah, yeah, that’s, that’s, that’s what it is, you know, you’re missing out on a lot of revenue. And you guys don’t want to do it. But if we can try to make this process a little bit more streamlined, enjoyable, we can flip that directly. To your competitive advantage, right?
Yep. So, for starters, we have because there’s basically three pillars to luquillo. For starters, we have our library. So you mentioned a lot that up to date. And accurate information is really important to you guys, you might be lacking in that. So basically, you’ll be uploading all your past RFPs and information into our database.
And then in this area, you’ll be able to kind of jump in and make sure everything’s up to date, you can have people from different areas kind of jumped in at different content and just make sure that everything is within it’s been checked in on within the last few weeks or so just to make sure that you don’t submit anything with irrelevant information. Does that make sense?
Greg Boyd: Yeah, we’re off to a good start here and say,
Dezmon Beckford: Okay, perfect. And then the bread and butter here for when it comes to saving time, is our magic button. So magic will basically automatically fill out your new RFP using previous data from old RFPs. So we mentioned those repetitive questions, I assume that you guys are doing a lot of copy and pasting in order to export those from old RFPs into new ones.
So our magic button will actually take care of that for you and leave the rest for you to kind of fill out on your own. And in this case, it shows 18 out of 22, which honestly isn’t even that crazy of like an estimate of how much you can actually fulfil with magic that we have companies see up to I think that scope sees up to 90% completion, just because it gets smarter as the more questions you enter into the system and the answers that you provide.
It keeps a database. So it just builds the knowledge and just keeps getting smarter as you go. And then by the end of it, hopefully you can reach numbers like 90% completion. How does that sound for you guys?
Greg Boyd: Is that I mean, it sounds amazing. But how realistic is that? I mean, you mentioned a client that has that. I mean, we’re, we’re coming from zero to this. So I mean, how long does it take to get to a place where you could have? It looks amazing, but how long? How long does that take for me to get to a place where I can get that sort of result?
Dezmon Beckford: Honestly, it won’t take as long as you think especially because with the library feature, we’ll be uploading all your old RFPs into the database. So it may it may seem like it might take a while to get there. But if you have a lot of old information, and we can fill that back, fill that in, you can even start up at the top.
Greg Boyd: Okay, interesting.
Dezmon Beckford: Okay. And then when it comes to the remainder of the questions, you mentioned collaborating across, across multiple teams. So you can actually assign the leftover questions to your subject matter experts in different areas of the company. So if you need to go to legal or you need to go to security, whatever it is, instead of sending out those emails and having to sit back and wait for a response, and then hope that it’s the right information.
You can just assign them the question. And then instead of having to get the information and filling it out, you can just look over it after it’s done. So it’s basically like it’s a shared workspace, so everybody can kind of jump in, and help and contribute to get the RFP streamlined.
Greg Boyd: So I’d say that the I say that the what would the pandemic is given us is an even bigger challenge than it used to be able to go and sit on somebody’s desk when you needed that response done. So I love this, notionally, but I’m concerned about putting another tool in front of a collaboration process, where we have lots of tools to look at. So how does this help unblock tech collaboration to get a kick to get an RFP completed? Are you able to sit on somebody’s desk in lippia, so to speak?
Dezmon Beckford: I guess so. Because you can set your deadlines for your overdue side too. You send them your nudge, I think it might actually show that in the animation here. You send them a nudge, you can talk to them through the platform, send them an update whenever the time needs to be completed. So it does get that more personal connection like you are actually there and working with them on the RFP. Okay. Does that sound like you a little bit more? adaptable?
Greg Boyd: Yeah. It’s interesting. I’d certainly love to see it in action. But you’ve touched on a lot of things that are interesting to me. So I mean, I’m curious, where we going, where do we go from here because I think I need to bring some other people to take a look.
Dezmon Beckford: So our next steps would just be booking a demo with my account executive and they will actually take you through a little bit of a deeper dive and get you in to see the real platform and how it operates. And then you can get a better understanding of how it can actually, like, help you guys out. How does that sound?
Greg Boyd: Sounds good? Probably. So we’re gonna do a deeper dive. There’s a few people I want to include on my side, I’m not sure he typically recommend but since we got a group to organise, what did you send me some times and I can just take this back and get back to you on a good, good time in the next couple of weeks to meet.
Dezmon Beckford: I’m okay. Actually, if you have your calendar in front of you, I’d rather just book time and now we can have something solid and if anything needs to be moved around, we can just jump in and move it around from there.
Greg Boyd: Okay. Again, it’s a few people that had to coordinate, but I do have my calendar up here. I can try to get a few people on here, I suppose.
Dezmon Beckford: Okay. How does Monday sound?
Greg Boyd: Yeah, yep. Monday is usually a reasonable day. Usually we haven’t had our inflow of RFPs come in yet.
Dezmon Beckford: Okay. Perfect. Couple of Monday morning at 9am.
Greg Boyd: Well, I’m not again, I had to coordinate a few different people. But if you want to call that time, and I can see who I can rally to, to get a…
Joseph Fung: So sorry, your timer just ran out. I apologise to cut you off, but it was great close down to the wire there.
Dezmon Beckford: That’s okay
Greg Boyd: I think you had it
Joseph Fung: Yeah, the time is down. I confess I saw Greg kind of punting on it. I was like, Okay, he’s gotta make that choice. Is he going to book the meeting? Are you gonna let it slide and make the time? I love it.
You went for the timing, cost you the gong, but it got you the time. So good job. See our judges putting in some notes, I see scores and anecdotes coming in smoothly. Jeff, you know, you’re up next. So you have a couple minutes to get ready. Dezmond, now you have the hot seat. How do you feel?
Dezmon Beckford: Good and feel a little bit more relaxed now. So
Joseph Fung: You made sure that all that pain was transferred on to Greg, as you dug into the discovery there?
Dezmon Beckford: Yeah, I know, maybe a little too much, but just wanted to make them feel it.
Joseph Fung: Greg, how are you holding up now?
Greg Boyd: Well, I’m that one. I’ll be honest, that I was actually feeling genuine anxiety.
Joseph Fung: So now the real question when was the last time you actually had to fill out an RFP
Greg Boyd: In a while, it’s been a while I’ve contributed to a whole number of them. But I think I’d say four years.
Joseph Fung: There you go.
Greg Boyd: I still feel the pain
Joseph Fung: There you go, check them up. We’re going to be switching over to our last competitor before we do again, giving your judges just a couple of minutes. One of the things that I really wanted to highlight is that what’s really cool again, this, despite all of the positives you already shared, you know, no one had an easy ride out of this. All of the competitors who are presenting today, no one had previous tech sales experience. Here.
We do have some previous sales experience in the mix. But no one’s ever sold software before. And this has been an amazing run. So, you know, for our audience or judges, it’s always good to kind of remember that, that this has been one heck of a journey and our 12 weeks. I’m looking at the scoring sheet, it looks like most things are in Can I get a thumbs up from the judges if you’re you’re done. Looks good. Okay. Jeff, I’m about to hand it over to you. Any questions? You saw that all set up?
Geoffrey Cawthorne (Jeff): Good to go.
Joseph Fung: Awesome. So again, right after the introduction of what you’re doing, who you’re selling it to, and we all get to learn what role Greg’s playing again. I’ll put the 15 minutes on the clock. But in the meantime, I’m muting myself.
Geoffrey Cawthorne: Okay, so I am selling Hudl, which is a sort of video processing data, data analytics, software for sports teams. My prospect is Greg Boyd, the head coach of the Kitchener Rangers. And there we go. And I’m ready when you guys are so let’s have at it. Hey, Greg, how’s it going!
Greg Boyd: Yeah, I’m doing well. Thanks. Good to be talking to you.
Geoffrey Cawthorne: Yeah. Well, good to be talking to you. I’m sure you were expecting Teddy, but we put him on waivers this morning. So call me up from the taxi squad. So we meet again,
Greg Boyd: I hope I hope he’s okay. It wasn’t an injury that he inflicted in practice or anything like that, or, or were you the one who put in
Geoffrey Cawthorne: the back of the locker room stays in the locker room, Greg. You know, but anyways, I just wanted to say thanks for taking the meeting. You know After we last spoke I when I took your advice and grabbed my kids those track bikes I got the 2x20s they’re beauties. Yeah. And he: Do you have any time to get out and ride?
Greg Boyd: I will this coming weekend. So we’re people start getting vaccinated, the kids are gonna get a break this weekend from their old man here. And I’m going to get to hell, which is, which is exciting and I’m looking forward to it.
Geoffrey Cawthorne: Awesome. Well, I’m glad to hear it. You know, but I guess business is right around the corner. It looks like as you mentioned, people are getting vaccinated and things are starting to open up. I’m just wondering, like, isn’t it gonna be so refreshing to have the idea that we’re not gonna have time for a bike ride anymore?
Greg Boyd: Yeah, no kidding. We might actually, we might actually have fans in this stadium to watch a game again. It’s exciting. How has the shutdown affected the team? Oh, man. I mean, so we’ve been, we’ve got a group of young players. And I mean, a lot of what drives them is getting out in front of the crowd, right. And so I think not having a crowd is just the uncertainty of just whether they’re going to play at all, then you add that when they do get out, there’s no crowd there to make the magic happen. It’s just been really hard. And everybody,
Geoffrey Cawthorne: so they’re not making the money that the pros do to play in front of empty seats.
Greg Boyd: No, no, they’re certainly not. And they’re all looking for their big shot. And when you get nobody watching, it feels a little bit like they’re, you know, they’re, they’ve gone off onto another planet. That’s right,
Geoffrey Cawthorne: I can hear you. I know, as a guy that was hoping to make the show one day that that’s what you hope for all the way through? And if, if there’s no one there to see you, or more importantly, you kind of aged out. That could be you know, that can be devastating.
Greg Boyd: Totally. But we’re doing our best. I mean, we’re putting some investment into the, into the team, we’re still seeing some challenges, which is why we’re talking but
Geoffrey Cawthorne: yeah, yeah. Awesome. That’s exactly what we’re talking. And before we get into what I’m going to show you with Hudl, just want to make sure we’re still good for 15 minutes. I’m going to show you a couple slides here and ask a few questions. And if it sounds like it makes sense. Let’s get this moving. Right. Sounds good? Sounds good.
Greg Boyd: That sounds good.
Geoffrey Cawthorne: Okay. So you know, as people are coming back, I understand that you have you know, these challenges that the players are coming back, we’re not exactly sure what shape they’re going to be in, I’m sure you’ve got a great practice routine in place and try to build up the condition. But can you tell me a little bit about your staff and, and what sort of staff tools you’ve got in place to help those guys ramp up fast.
Greg Boyd: I mean, we do a lot of tape review, really, I mean, off the eyes. So a lot of time spent looking at plays into the game, right? using anything really sophisticated right now from a staffing perspective, for that, we’ve got a lot of, I mean, just a lot of video and never relying on the experience of you know, of our staff in the room to do that. And then of course, we’ve got, we’ve invested in a number of different fitness apps, for the players for their individual coaching regimens or routines, that’s just helping them stay on track, and allowing them to do their it to do any of their workouts with limited exposure to others as well. So that we can just track and monitor that virtually as much as we can.
Geoffrey Cawthorne: Oh, awesome. I’ll be interested to see how many of them come into shape into camp in shape, you know, 15 months off. Now, you mentioned your coaches. Can you give me a breakdown of your coaching staff? How do you know, who’s in the stands? Who’s on the ice? What you’re looking, you know what the roster looks like from the coaching side? Yeah.
Greg Boyd: I mean, so we’ve got when, when things get get into action, I mean, we’ve got four, four people just kind of keeping their eyes in the games and the players. In real time, we started looking at how they could be here grabbing a short video of themselves from different angles of specific players. So that we get some specific footage from the coaching staff who’s up in the stands. I mean, on the bench, I got myself and then two assistants in our training team, I mean, on the bench during the game, but that doesn’t even touch on the whole reams of training staff that we have kind of working in in the back, right. But it seems that that’s kind of the Showtime breakdown of the Showtime team for sure..
Geoffrey Cawthorne: Awesome. Yeah, no, I mean, everyone’s got to have some eyes in the stands as well as on the bench. Now, if you can even remember how it was to run back the games, how quickly Did you get data from, from your stance, from your, your analysis? To the players?
Greg Boyd: Oh, gosh, I mean, I think we had, we had a lot of the players had buddies that were just like to take a lot of the data for themselves. And they could run it a lot faster than the tools we were running. And they would just keep going.
Geoffrey Cawthorne: And a lot of the stats really pulled on YouTube, right?
Greg Boyd: Yeah. And there’s, like, just kind of beating each other up about these things all the time. So I mean, we’re crowdsourcing a lot of our stats, really, I mean, we’ve got some pretty basic tools that we use, but nothing, nothing sophisticated. We’re, you know, we get a lot of a lot of the data points from, from the league on the official ones, but we’re just kind of manually grabbing data where we can slam it into spreadsheets and try to make some sense of it..
Geoffrey Cawthorne: And then in-game, you’re, you know, you’re obviously on the bench or you’re running in between periods. The guys are getting, you know, gearing down, getting refreshments recouping your coaches or working with them. In the in the locker room, I’m guessing.
Greg Boyd: Yeah, I mean, they’re, they’re, I mean, they’re doing their best. I mean, my voice has never sound better, because I haven’t yelled this little, you know, no, kids don’t require the same volume as the players in the Yes.
Geoffrey Cawthorne: Oh, so coaches, real kids, I feel that it’s very important to yell at your players.
Greg Boyd: Fair, fair. So, but yeah, I mean, there. Yeah, there’s, there’s, I mean, constant coaching happening, but I mean, it’s observation, it’s recency bias, for sure. That we coach from what we see.
Geoffrey Cawthorne: Now Greg, is familiar with this. You’ve seen one of these.
Greg Boyd: Yeah, that’s my I think that this is your this is your your tech sector here.
Geoffrey Cawthorne: Yea exactly. When you go this way. You want to come this way. Go around to a guy that’s sweating. He played 13 minutes and coughed up the puck going into the third, right.
Greg Boyd: I think I think you just dug deep into my, my digital repertoire right there. You mapped it out for me.
Geoffrey Cawthorne: Let me let me share my screen with you and show you how we’re gonna take you into the big boy league. Okay, good.
Greg Boyd: Let’s have a look.
Geoffrey Cawthorne: Okay, perfect. Greg, can you see my screen here? Yeah, I got it. So here’s where we ended off. Right. We ended off the season, it was abruptly cut short. Kitchener was actually in great, great shape.
Right. They were they’re doing well, they’re gonna make the playoffs again, as they do almost every year. Right. But you kind of know where this is going, right?
Greg Boyd: Oh, yeah. Yeah.
Geoffrey Cawthorne: Yeah, there’s a couple. There’s a couple of monsters at the top here. Ottawa, and London. What do you think separates auto in London from you?
Greg Boyd: So I mean, we chat a lot as coaching coaches, coaching staff. I say we practice better. I think we skate faster, we shoot harder in practice. Something happens when we get on the ice against some of these other teams. And I’m not sure exactly what it is. But we’re doing the work to do the coaching and to do the development. But I mean, you’re kind of pointed at something that I’d rather not talk about.
Geoffrey Cawthorne: Yeah, no, I hear you. But like, here’s the good news, Greg. You’re in the kitchen. rec Rangers. You’re not like some third-tier team in the Bundesliga league that we’re talking about. We’re talking about the Kitchener Rangers here.
We’re close. Yeah, what really separates Ottawa and London from you guys, as far as I’m concerned is they can pay for pro staff. They have an NHL called caliber scouting. They have NHL caliber staffing to be quite frankly, and they have NHL caliber budgets.
All right. Yeah. I can’t, I can, I can give you all the tools, I can give you all the advantages that they have. I just can’t, I can’t open up the purse strings of your, of your ownership. But we can get maybe if we win a few more games here and there. We can get you there. So let me show you how that’s done. What we do is at huddle, we have to put these cameras into your arenas and we will have a whole setup with an operation staff to get these things installed. And these start giving us real-time analytics for you.
They start videotaping the game and we get multiple angles just like you were talking about running through trying to determine what you know what’s going on in the eyes because as much as you have your staff up in the stands, you know, they spill popcorn, a pretty lady walks by whatever it happens to be. These cameras Don’t get distracted. Right and what happens from those? We start getting dashboards like this.
So your analytics team can be pulling down and breaking down plays and, and really simply colour coding all of this information in real time and feeding it directly to you on the bench. Most importantly, when you go back to the change room, instead of dryer racing and using little markers and saying this isn’t that you can have those players looking at real, real-time situations that are going on, where you can show them where they were good and where they’re bad. How’s that sound?
Greg Boyd: Yeah, sounds like I’m asking my ownership. They don’t need me anymore. I’ll take my salary, and send it to you guys that Hudl is first.
Geoffrey Cawthorne: We always need you, Greg. But the interesting thing is, the next part is within 24 hours, the analytics breaks down and sees how accurate your analytics guys were. Oh, well, good to see, we’ll get to see how close they were to the real thing.
You know, the software will definitely help point out some situations, especially on your powerplay, as you go through, you can take a look here, it breaks down the quality of chances where the shots are coming from there. But it’s always going to take a set of real eyes to take. See. I think that all these data points are really interesting.
But they have no value, right? The value comes through analysis. And through analysis, you can call it you know, you can have action, right? So it’s never going to replace coaching. What it’s going to do is it’s going to give you the tools to power your coaching staff to be better.
Greg Boyd: Yeah, well, I say I’ve heard about things like this, I’ve just never seen it put in front of me like this, Jeff, you got me compelled.
Geoffrey Cawthorne: Well, here you go. And even so, you know, this actually started with football. It is designed for football. So a lot of the big universities in the states started using it, and then all of their athletic programs started filling in. So a lot of the big major college play where your players might be playing one day, are already using this technology, they’re already going to be seeing what’s going on, in that in, in real time.
So it’d be great to be able to familiarise your players with that. And added as an added bonus, just so that you can motivate your players a little bit more NHL, central scouting has an account. So you can take your players footage, send it right through to them. Obviously you get to decide what you want.
But that’s a very key thing to keep these guys motivated. So not only are you going to be more effective on ice, but you’re gonna motivate your guys saying, hey, look, it breaks down every player every time they touch the puck, everything, you get to draw that information, and then you get to move it into whatever file so if you want to have a power play or a face off plan right there, you can have that right on the bench to show your players.
Greg Boyd: Okay, well, this is so I’m intrigued. Again, I’m concerned about costs. We talked about the different tiers of budgets we make it through, it’s a lot of elbow grease, and grit we make is how we kind of federated the top of the leaderboard.
Geoffrey Cawthorne: Whoa, well, the winning, you know, always comes at a cost, Greg, but I’m not here to discuss cost, because there’s so many options that we can have. But it sounds like you’re pretty interested in the software. I think it’d be a great fit to put you right over that threshold. Why don’t we book a follow up meeting? Should I quit soccer?
Greg Boyd: No, no, I thought you did. It was a mercy move to make it make it about hockey.
Geoffrey Cawthorne: I didn’t I didn’t know anything about soccer either.
Joseph Fung: So anyway, to be fair, I think Greg just gave evidence of that, because they used the arm the analogy of the rope, as opposed to being put into the board. So I know. Clearly this was challenging, but this was so good. Jeff, how do you feel now that you’re out of the hot seat and you’re done?
Geoffrey Cawthorne: Oh, I feel fine. I it was it was fun to do. So
Joseph Fung: Good stuff, good stuff. Now. I know that we want to make sure that we give our judges an opportunity to fill out their scores, fill out their notes. We are going to open up to feedback from our judges. But Greg, maybe you can tee it up for us any general thoughts, comments, observations on the four amazing pitches that we saw today?
Greg Boyd: I was trying to sit down some notes. I mean, just general general comments. Since everyone you alluded to before Joseph had a chance to step into classes to group of 21 three, so the March or March cohort and the energy of everyone in the group is just so outstanding and rich and collaborative. It speaks to, you know, Jeff being able to step in and Deliver somebody else’s demo last minute, everybody just really worked together. I think that, that’s just for me, it’s pretty inspiring. So I’d say everyone just didn’t do an outstanding job.
And it’s a reflection on each and every one of you. So just kudos, discovery rapport building was I’m sweating, genuinely. So it was standing on each and every one. And the fact that we didn’t get to time booked in this context, I’m confident that that that’s because as a competition, we were we were inches away, and there was a buzzer those for the people who we didn’t get the time book you would have if we didn’t have a real advisor. So to everyone, that’s to me,
Joseph Fung: That is a great reminder. And for everyone that’s listening in, you know, our, our judges, they’ve heard me say this before, but especially for our competitors, we have set up an artificially difficult challenge here, in each of those cases, you know, Greg would have closed the meeting, he would have dropped a quick text to his next one, you would not have had 20 something people sitting here listening in giving you a live commentary on the chat. So you have just made it through the toughest sales call you’ll ever have.
This was really awesome. I see the numbers in, you know, some, some scores and some comments coming in. This is a great opportunity to get some feedback from the judges. So that everybody knows the judges and firing away comments and notes. And all of those written comments will also come back to the team. And what’s really great is the last class tomorrow is usually where we actually break down those notes.
And so everyone, not just the four competitors, the whole group will get the benefit of this feedback. So it advances the judges’ feedback. Thank you so much. This is a lot of fun. Greg, why don’t you walk us through the feedback session?
Greg Boyd: Absolutely. So again, thank you, as just said to her crew of judges, we’re going to kick it off. So Keith, I would love for you to give some feedback and thoughts to, to Vivek our first pitch of the night.
Keith Cordero: Yeah, absolutely happy to thank you. Awesome job to everybody. Like, as Joseph said, You know, I can’t imagine having to do a demo with 20 or 30 people watching me and making notes and talking to each other. So amazing job everybody. Vivek, I think he did a great job with building reports, you have a really warm presence about you. So very conversational. He did a time check, which is essential, right. And when establishing that conversation on the front end, I really loved how you pulled up some really relevant information about Uber, right, I just read that Uber is offering rise for you know, COVID shots and things of that nature kind of building a little bit more credibility by showing that you’ve done your research beyond just saying I’ve done my research, right.
Really making sure that it’s relevant to Greg’s upfront contract, right, if that makes sense. You know, we’ll have a conversation. I’ll have some questions for you. We’ll see if it’s a fit. If it makes sense after this. The next steps will look like setting up a conversation with a Isa great job setting that up from contract up. had some really really great questions. Asked Greg to explain more. Right. You said you know, in our first conversation, you had mentioned this, this and this.
Can you unpack that a little bit? Can you explain that more? Love the flex? probably my favourite part of your whole conversation was you flexing on the fact that Lyft is a competitor. I mean, that takes some courage, right? And some delicacy in order to do that in a way that’s not looking like you’re bragging, right? It’s the to do that in a way we’re saying hey, we help people that look like you but also we’re helping the the organisation that you’re also competing with, Greg kind of threw a little wrench there threw a curveball about
Well, hey, I want to make sure that our you know, security and our information is not share with them. So you navigated that really, really well. But always love, love the flex the one a bit of feedback that I would give you constructively is you know, you were you’re starting to get there. You were starting to get you’re starting to hopefully quantify pain, I’m not sure that you actually were able to do it, you didn’t really get a number, you know, of minutes spent or what that tech consolidation really means below the surface level to Greg, like, what does that mean for you?
How is that affecting you? What have you done in the past to solve this problem? Right? So kind of, we talked a lot about quantifying pain and digging out the pain. A lot of the time we try to cast a really wide neck so we want to make sure we ask all the right questions. We don’t want to miss a question but sometimes kind of honing in on that one piece and then digging just a little bit deeper.
Kind of staying like five minutes on one single topic sometimes can uncover. So some of those things. But overall, he did a great job. He pushes back when you know you want to set up next steps. He said, Send me some times you say, you know what, I’m going to go ahead and tentatively set something up. And, and if things change, we can shuffle around. So great job.
Vivek Kambo: Thank you. I appreciate the feedback. And I’ll definitely take a note of the point. Yes, we did cooperate. Thanks.
Greg Boyd: Awesome. Thank you, Keith. And so for our next, our next competitor tonight was Asia. AirTable, a former competitor of mine. So some that are near and dear. So Maddie, could you please walk us through some of your feedback for Asia?
Maddison Fairbairn: Yeah, Asia, first off, I guess everybody Awesome job. But Asia, you had a confidence about you that was almost contagious. Like you were so excited about what you had to show him. And you hadn’t even shown him what it was yet you opened the call with like, I can’t wait. And I was an educator too. And it just built such a great rapport, right from the first couple minutes. And it was really the cadence as well, like you spoke slowly and confidently, which usually you don’t get unless you’re a seasoned rep or a seasoned professional.
So you had that really quickly. And it’s a great promise, um, and lead with very open questions that got them to go into these very deep monologues into the pain points. The only downfall of that and this has to do with the competition is monologues for so long that once it got to the demo piece, you’re like, I don’t have time to do the actual demo. The only thing? Only thing that could have helped would be that he really talked about getting people engaged, getting people involved.
And if you instead of digging down into that, you could have done that, like what would that mean to you? If you could solve that? What impact would that have? That could have got to that quantification, and giving you that real key to get in the demo piece of it. But awesome, call it great confidence. And I know you’re going to do great things in the future.
Asia Leeds: Thank you so much. I appreciate that.
Greg Boyd: Awesome, thanks, Maddie. And the discovery questions lead to intriguing monologues. Maddie just for the record, they’re exceptional discovery questions. I couldn’t resist. All right, our next Mercedes, could you please just take us through the work that does determine the view.
Mercedes Geimer: Awesome. Yeah, so Dez like way to go. I’m really impressed with your overall demeanour. And I was super glad to see that you were taking notes. I always love when people are, you know, active listening and looking at their prospect, but also making sure that they know exactly what they need to do to prove their next point. So way to go on taking care of both yourself and your prospect. I thought twisting the knife was really good, you’ve got into the real pain of the client.
But at some point, I think we may have gone from identifying pain to showboating and how good we were at knife twisting. So you’ve definitely did it check mark all the way. But I think that Greg was really feeling it by the end. And in fact, I was feeling it emphatically with. And I think one thing in terms of your overall setup that you could work on is having dynamic vocal range. So you are really calm, cool, collected, salesperson, which is amazing. I think that allows you to make everyone feel comfortable with the conversation. But I would have loved some excitement. You said you were excited to start the demo.
And your voice was like, I’m excited to start the demo. And I’m joking a little but I would have loved to see a little bit, a little bit more energy there. But overall, it was a really great start. Your demo was great. I thought that your choice to go directly into the website was really interesting, because the prospect could also follow along with that if they so chose or even use that as a template to show colleagues. So that was really interesting to me. I liked that I would even have leverage that more. And you had really genuine responses to the feedback and questions from your prospect. So it felt supernatural, that that conversation was happening and even when you were perhaps surprised by their feedback and concerns.
You were genuine with that as well. So I liked that a lot. And then you really got in to the clothes at the very beginning of the call. I love to see an upfront contract because it makes the end of the call go much more smoothly. I thought your response to the calorie and calendaring pushback Which we saw for every single person was quite deft, but also felt like a lot of pressure at the end. So it’s really that balance between, are you going to get the time and get into the calendar? Or are you going to let them go? Because they’re giving you some pushback in terms of are they comfortable with moving on. So it might have been that earlier in the call, you wanted to build a little bit more, it might have been that it was Greg’s job to make this difficult for you.
So one thing I saw across the end of the call for everyone was the opportunity to ask for a team meeting. So the common objection here was, I gotta check with everybody. And it has helped reps that I’ve worked with to say, hey, do you have a team meeting regularly, maybe we can just jump on for the first 15 minutes there. And at least you lock into something that they know they’re all together for.
And if you want to do a follow up or book something additional, that can be a way again, you’re rarely against the gong-like you are in this competition. But that might be a way for you to get some agreement without having to be back and forth for a couple of minutes. But yeah, overall, I thought you did an amazing job really looking forward to seeing your success in the future.
Dezmon Beckford: Right, thank you so much. Appreciate that.
Greg Boyd: I will, I will say I’ve never been on or run a team that I haven’t had a team meeting. I’ve never considered that per city. So I think that’s nice, and it’s been a goal to drop in for everyone. So that’s awesome. All right. And then finally, Drew, if we could throw it over to Coach Cawthorne here. Give him some feedback. That’s good. Thank you very much. All right. Yeah.
Drew Williams: I don’t know if everybody saw in the chat. But I think Sheila put in saying that Jeff jumped in six hours ago, Jeff, like, So what happened? What was the deal? You just got a call, like literally at 1pm saying, or,
Geoffrey Cawthorne: Oh, yeah, Sheila, Sheila had text me overnight, or slack me overnight. And we finally touched base, around 11 o’clock. And I said, I won’t do my thing. But I’ll do Teddy’s thing and just run with it. And at the end of my work dad threw together What? What did you see?
Drew Williams: So sweet. No, I appreciate that. I just wanted everybody to know that because it’s like, we do these, like the demo days. And we see people preparing, it’s like 12 weeks. And then we hear this idea of everyone being collaborative and supporting each other and caring about each other. And it’s just like, it’s a great story to share. Because it’s like this, like dedication to professionalism to supporting the group to be there for your peers. And I think it’s a great lesson for everybody. That’s just like, I mean, it’s funny that you did a sports SaaS product, because this is like, it’s like you were part of the KW Rangers. And someone just like you said, called you up and was like you put on the jersey and you’re like, I’m ready to go.
Not for me, but for the team. And we appreciate it, and everybody else here appreciates it. So that’s pretty awesome. So I think two things overall, and then we’ll jump into Jeff kind of specifically, as long as they like plus one to Keith’s comment around digging deeper. And I want everybody to kind of think of that idea of, he said, I think it was like, you could spend five to 10 minutes on one thing, and like asking a series of questions. So you’re going into discovery. And this is like a discovery. So it’s like you kind of have an idea of where you want to go.
But you’re there to discover. So if you’re talking to your prospect, and you uncover something that’s particularly interesting, then go kind of dig a little bit deeper and discover more. The second piece is around transitioning, because I think everyone did a great job again, in this like 15 minute time limit to kind of squeeze everything in building like an amazing rapport and connecting with the prospect, being professional, being cool and calm, but also like being in control of the agenda and the actual call.
But then the transition is, is I feel like is a little bit awkward going from like that great rapport and talking, asking questions, and it’s like, I’m going to share my screen. And we’re going to do this and like kind of feels a little bit more formal. So if you’re able to take that, I guess like informality, that conversation back and forth, and can continue that during that transition into the demo. I think it’ll be a little more natural feeling and also a little bit more natural for the prospect to open up and just kind of be along for the ride with you.
And for Jeff, I think Adam asked in the chat I don’t know if you announced but or if you responded but did you have a career as a radio announcer Are you ever considering that because I feel like I’m bringing another KW thing out. I was like, maybe it would be good for the 570 News.
Geoffrey Cawthorne: Look for the right price. I’ll sing and dance. No.
Drew Williams: No, it’s great. Yeah, I saw that. So yeah, obviously, like great rapport connecting with the prospect, like you were just kind of guy in the stands, or some alumni that’s been around the team for a long time just kind of connecting, chatting with the, with the prospect of a coach. So that was like, really great. The one thing they’re just cautioning is like getting too much into the weeds. And that time can kind of stretch out. So connecting is great. But also you’re there for a purpose. And these coaches and prospects are there, they want some high performing results and that sort of thing.
So there’s a nice, you can always build a relationship after that first piece. And then two really awesome things that I think everybody could learn from, from Jeff and his demo one was the, you mentioned, at one point, you’re going through some scenarios as you’re doing the demo, and like walking the coach through scenarios, so he was kind of like visualising it, you’re like how the guys got off the ice. They go in between periods, I imagine you’re talking to them. So it’s like putting him in the shoes of like, that actual scenario. So that was great to kind of bring the kind of prospect along a story.
And then the last piece was just like, an amazing use of like prospect language. And I love seeing that and hearing that when you’re able to use their language as if you are just like a part of their team and a part of their family. It just makes those demos and discoveries that much more connected, and a lot of them to open up because you just are kind of embraced as part of them. Because you’re speaking they’re speaking their language. So I think overall, it was a really awesome, really awesome job. And really, really, really awesome, as my two year old would say. Considering that you just joined in today, so well done, Jeff.
Geoffrey Cawthorne: Thank you.
Joseph Fung: Awesome. I almost left myself on mute. When I really shouldn’t do that. But totally, barely dodged that bullet. This is awesome. I see. The the scores are in things already. Feedback is good. We’re getting you all up nice and early. Greg, I’m gonna ask you to announce our winner, our champion. But before we do, I’d like everybody that’s in the Zoom Room to unmute yourselves. So that when you do applaud and cheer and celebrate the winner, then we can hear all the audio. I’m super pumped about this. Greg, are you ready? Have you got your winner your notes all that?
Greg Boyd: I’m ready. I’m ready for a non Academy Awards experience announcing the wrong winner moments. We’re gonna do this right. We’re gonna do this right.
Joseph Fung: Okay, it’s all yours.
Greg Boyd: The winner of this demo competition for 21, 3. Is Dezmon on Loopio!
Dezmon Beckford: Yeah. Thank you. Thanks, guys. I was not expecting that.
Joseph Fung: Way to go! this is a blast. for everyone. I know that it’s a big moment. There’s a lot of energy, a tonne of feedback. And no, tomorrow, you’ll get a chance to dig in even deeper. Doesn’t to everybody, Job well done. Promise to get you out early. Got to take care of a couple of housekeeping things.
So I’m going to put a couple of things up on the screen for the folks that YouTube will let them go. And then we’ll wrap up things here in zoom. So first off, for those that are joining us on YouTube, a little bit of housekeeping. Number one, these events couldn’t happen without our judges without our competitors. So two big thumbs up to them. But we do have some upcoming events. So before I share the dates, first thing if you would like to meet any of the grads who competed today, if you’d like to connect to the judges if you’d like to meet any of the other Uvaro students and grads, there are crushing it every day, feel free to reach out to us. We’re happy to make those introductions.
That’s exactly why we’re here. We have some fun hot events coming up in one more month, Thursday, July 8, from its morning, what 9am to 11am. Eastern, we have our next demo day so you can get to that URL comm slash Demo Day. We also have a number of public events and this is what I wanted to share because some of these are new and they’re really exciting. The links to all of these are in the description if you’re on YouTube, so check them out. We have two short step into tech classes we take some of the best material from our full 12 week program, make it available as a quick sample a taste for people who aren’t sure and those are happening almost weekly.
Our next two are coming up June 9 and 10th. And then again June 15 and 16th Both of those are evening classes 8pm to 10pm. Eastern. So if you are on the West Coast as well, that’ll be happening five to seven Pacific. So again, Step into Tech, free intro classes. And then for anyone that’s a student or grad looking to figure out what their next step is, we have another career coaching workshop. And this one is an intro to personal branding. And that’s happening Wednesday, June 23 6 pm, to 7pm. Eastern. Again, links are in the descriptions. But the really big thing is a huge congratulations to our winners, or competitors or students. This is a crucial part of an experience and they’ve all made it through it. So everybody that’s zoom can give a quick wave goodbye to our YouTube folks. We’ll let them go. They’re off to the races. Thanks again for joining us.