September 2021 Demo Day Recap

Our September 2021 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 September 2021 Demo Day...

Event Recap: September Demo Day

Event Transcript:

Joseph Fung: More amazing competitors who are amazing judges. And the variety of our competitors today is huge, a tonne of very interesting backgrounds and experiences. And I'm not going to spoil the surprise, we're going to dig in soon. But first off, if you're here, you're celebrating these amazing sales careers, the best thing that you can do is make sure to click Subscribe, Like all that stuff that helps amplify their signal. And we appreciate all the help you can give. But first off, quick preview to who we have for judges.

We're very, very fortunate to have Haithem, Mahmoud, Lena and Chris von Huene CVH himself, and to introduce themselves in a moment. But they're here to help score and rate for incredible competitors. And so here's who you have competing today, for September's Demo Day champion. We have Dawood, Jen, Tim and Marcus. And no, this is not the order they are presenting in part of the big challenges they don't yet know who's up first, we'll let them know shortly. But first, let me give you the ground rules. So you know what to expect.

In a moment, we're going to invite you into the Zoom Room where our competitors, our judges, our audience, and our prospect are. And there are some rules for those who are in the Zoom Room. We're asking them to keep their cameras on to keep their mics off, we're asking them to engage in the chat. So you can see the channel conversation, the backtalk, all of the thumbs up thumbs down feedback, that's going to be a lot of fun. And of course, this is an opportunity to build up, you're going to see a lot of constructive feedback, cheers, highlights, if you're looking to improve your sales game, look for where the audience is engaging, because those are great tips and great techniques. And then of course, we've asked them all to share our YouTube links. So we're going to toss those into the chat shortly.

As you hear me going through the rules, it's a good opportunity to share on other channels to get people into this. But our competitors have some rules as well. Number one for competitors for pitches, we've asked each of them to share what they're selling and who they're selling it to. So we know the buyer, Greg, our buyer is going to be switching hats left, right and centre. And there's going to be a fun challenge for him. So we'll see how that goes. They each have 15 minutes. And yes, we do have a gong. I love my soundboard. And the every excuse I have to press those buttons is a win for me. So we'll see how well they stick to 15 minutes. We give a two minute break for the judges to finish their score, feedback and notes. And that's important because it comes back later. We will also have a five minute break in the middle so people can top up on water or caffeine or whatever their vices. And the very end, our lead judge will walk us through feedback notes. And we will crown a demo champ.

This is going to be a lot of fun. But let's actually dig in. For those who are joining us on youtube or any other streaming channel. We're going to bring you right into the Zoom Room now. Everyone in zoom, can we get a quick wave for the audience? Good. Okay, let's do some introductions. So first, our judges. I've asked each of the judges to keep it really tight to share their name where they work. And I've asked him to give one tidbit. What's one thing they've learned so far in 2021? Our first two judges Lena Thibeh, can you start us off?

Lena Thibeh: Sure. My name is Lena Thibeh. I am the Co-Founder of black women of SAS sales (BWOSS). My day job is at an incredible company called Volley where I'm the sales development and learning manager there. And the one thing that I've learned this year is that life is a marathon and not a sprint. So don't sweat it just go day by day.

Joseph Fung: Great advice. Oh, my goodness, yes. It has been a journey. CBH whatever. You can eat us up.

Chris von Huene: Yeah. So Chris Von Huene, Human Sales Director at Prodigal. I think the one thing I really learned this year is more about this understanding kind of the ebb and flow of your sales deal and not being so stuck in the process of checking your boxes, because you're dealing with humans and not robots. And we're kind of emotional, especially during this time. So it's one of those things I reminded myself a lot during this year.

Joseph Fung: I love the empathy and giving the tips to the competitors before we even start. Oh, let's see who picks that up. I gotta get on to the next two judges. But before we do, I want to give our first competitor two minutes so they can prep. So first up, we have Jen. So you've got a couple of moments to get yourself ready. And let's move on in order Mahmoud, Haithem, could you introduce yourselves to please?

Mahmoud Hmouz: Sure. Hey, guys, my name is Mahmoud and I currently lead corporate development for Fog Software Group, and the manufacturing and engineering space, which is part of Constellation Software Inc. corporate development is just a fancy word, you know, for sales, but we're basically buying companies instead of selling software. One thing I've learned in 2021 is that there's more money on the market than there are good companies. So you know, if you're building a company and It's remotely decent, your chances of raising money is fairly good in this market.

Joseph Fung: That's a good message for anybody who's selling companies love it.

Haithem Elembaby: All right. Hello, everyone. My name is Haytham Elembaby, and the Co-Founder of a company called idhireme, we are helping people apply effective frameworks from sales and marketing to the job search. In many ways you are a premium product. And the job search is very similar to a B2B still. One thing that I have learned and relearned in 2021 is to detach yourself from the outcome, really focus on the process, build the habits that are gonna help you get better every day. And you'll be much happier in hopefully in your life. Thank you.

Joseph Fung: That's awesome. Oh, it's really good to get to know who our judges are, because we're going to be hearing from them right at the end as well. But we're all here to see some pitches. And before we hand it off to Hans, I want to set the stage so folks know what to expect. We've asked everyone to do a great discovery call, but also to include a bit of a demo, and to jam that all into 15 minutes. And just to set the stage, if someone's going through a discovery call, and they're gonna include a bit of a product demo, you'd normally expect to get 30 minutes plus. And normally, you don't have judges checking boxes and giving ratings nor do you have an audience at 2030 something people tuning in. So this is tough. This is a crucial experience. And I gotta get that out first so that everybody feels the pressure, not just Jen. So let's make sure we tee that up. As we go through. I'll share a few more tidbits about the class. But first off, Jen’s be all set all ready to go.

Jens Cristian Hering: Ready to rock and roll. Let's do this.

Joseph Fung: Okay, so again, after I mute myself, please do your introduction. And as soon as that introduction is done, I'm starting the 15 minute timer. So you'll have that time on the clock and hopefully make it off before the gong. Sounds good. Cool floors, all yours.

Jens Cristian Hering: Thank you, everybody. I am so happy to be here today. My name is Jen’s I'm going to be representing SalesLoft, fantastic company, I got a soft spot for sales enablement tech. It's a beautiful, beautiful platform that has seen a lot of growth. It's a burgeoning sector this year, and could not be more excited to show what I have in store for you guys. If there was one thing about 2021 so far that I really learned, it is that I realised how much more resilient I am that I thought, you know, I've experienced some setbacks this year. But these last 12 weeks have really, really propelled me forward into some tremendous growth. And I'm so grateful to all of you, Sheila, Joseph, and, Greg, all of you. Thank you. Thank you from the bottom of my heart. Okay, Greg.

Greg Boyd: Hello, Jen’s good to be in touch with you.

Jens Cristian Hering: You too. Great to see it. How's your week been so far?

Greg Boyd: Uh, it's, you know, it's been bananas. It's been another week. Let's put it that way. We're, I mean, we're getting set into the last month of the quarter. So it's things are heating up. Yeah, nobody's. nobody's been. nobody's been buying. It's summertime. But we still have the numbers that so it's gonna be a busy few weeks.

Jens Cristian Hering: Fantastic. Well, you know, that's what I'm saying. Just stick your nose to the grind. And we're going to get those results. You know, that's, that's excellent. So yeah. Great. So I appreciate you linking up with me today. I just wanted to kind of go over a few things. Before we really dive into this. What I really wanted to accomplish with today's call, we've got 15 minutes. Are you still good for that? Or do you have a hard stop at a certain point?

Greg Boyd: Yep. I do have to step into something. And I guess, yeah, 14 - 15 minutes now. So we should just fire away.

Jens Cristian Hering: Okay. All right. Sounds good. So I would love for you to share with me I want to get an idea of where things are within your organisation. If you can kind of just paint me a picture of like day to day operations, perhaps maybe things that are been working out great, or maybe things that haven't been working out so great. We'd love to hear what you have to say. So the redhead?

Greg Boyd: Yeah, we've got so just, I mean, overarching, we're, we're, I mean, it's a big team, we've got, you know, we got 200 reps, all rolling up into my org, we go into end. So we're, we've got to be our team that is running. So about 100 I think about 14 or 15 reps on that side. 50 or 60, or I think we just bring on a couple more new as trended to at 60 account executives and then we go right through to customer success.

So we were ending lots of engagements with our customers. And we're just trying to clean up. As we get into Q4, we're looking for a way that we can get link up our communication with our, with our customers and stay aligned, we've got, one of the things we're struggling with is you got people poking into each other's cycles, we start to lose track of who's talking to who. And that shouldn't happen. That's why we structured the work like we do, to have better alignment with how we engage our customer base. So I mean, in summary, we got a lot of moving pieces. And I think one of our challenges, we're just tripping over ourselves a little bit turns out, we engage our customers

Jens Cristian Hering: Got it, you know, that is a real problem, I can definitely see an issue with that, because that can definitely contribute to some pipeline hygiene issues. And if that compounds into a huge mess, that can really affect, you know, the bottom line of like hitting your revenue targets for the quarter. I definitely see that being very problematic. If I could ask you, in terms of the impact. Have you seen where those issues perhaps lie? Is it more with the general cadence structure of what you're using with your existing software stack? Or is it just more of like a management trickle down to your reps in terms of communication, and setting expectations for what needs to be done.

Greg Boyd: So when we were brought, we brought our BDR teams in from marketing to report in to me, and then we brought over customer success, as well. So we're all aligned in the past year, and that was supposed to fix some of these things, but we're all using different tools. And so we've tried, you know, we've tried to get everybody aligned to different programmes, but we're relaxing back into our old habits. And so you got in groups that are, even within these teams, then different pockets are using different things. We've had an acquisition that happened as well, which brought with it another set of tools for all three teams. So I mean, we're, I think it's just a matter of, we've got we've tried some things before, but ultimately, the tools get in the way of productivity and, and the rep system are trying to get deals closed. So I mean, we need something that works. We don't need another tool. It's been a problem for us. But that's why I was excited to talk to you. I heard interesting things, but I yeah, I guess I'm a bit sceptical because we've been burned before.

Jens Cristian Hering: Right? Absolutely, I can definitely understand that. You know, and that is a very valid concern, you know, when you have a tool that's actually impeding and getting in the way of productivity, that's once again, a problem that I believe sales loft would be able to solve. And I could potentially see a fit here. So what I'd like to do, in this case, Greg, is kind of give you a couple minutes to show you some visuals. Before I do that. Do I have your permission to share my screen with you?

Greg Boyd: Yeah, absolutely. love to see what what's that?

Jens Cristian Hering: Okay, fantastic. All right, I'm getting that fired up. Just let me know, when you see my screen.

Greg Boyd: Yeah, looks good. I see wheels and wheels and colours. I feel like I'm talking to one of my reps right now.

Jens Cristian Hering: Yeah, definitely. So I just wanted to kind of, you know, give you that that bird's eye view of, of what sales loft, you know, encapsulates, we have it's it's a one stop shop, where you've got all different aspects of the sales cycle built in to the platform, you know, you have your your cadence components here on the left hand side. And then you have your deals portion down here, where you're going to be focused on a lot of things like more analytics and revenue targets, things that you know, you as a VP may be more concerned with. Either way, I do. I do want to show you that you've got everything here within one stop shop to make that happen. So before I move into that, do any of these stand out to you as potential areas where you really see a lot of strength or deficiencies that we could perhaps solve?

Greg Boyd: I think one of the I mean, one of the things we're seeing, I mean, we, as I mentioned, we're using different data, we've got an inconsistency in how we operate. I think that are I believe strongly, you know, we're missing opportunities to close more business, frankly, and we have many people touching our customer. So I think I think It also makes it hard to prescribe at times, you know, whose problem is an individual problem. So I think that there's a combination of things there. Right. So visibility into data. We've got none of that today. So I think that that are into conversations. I mean, that's interesting to me. That coaching aspect, I think, is intriguing, too. I mean, I don't know how you do that at scale. But ultimately, you know, ultimately, if we've got a rep problem, we want to fix that, but we need to start with having some data.

Jens Cristian Hering: Okay. Well, if you mentioned data, I did, I did want to kind of show you here that there's a particular feature that that sales loft incorporates using machine learning and AI, and we refer to it as deal intelligence. So what that's going to enable you to do, Greg, in your position, is you're going to be able to get a bird's eye view of what deals are going on, and you're going to be able to track them. And you're really going to see where the efficiencies lie. And you're going to be able to tend to the problems that you're experiencing with people stepping on, you know, things.

So what I wanted to show you here is the opportunity dashboard, where you can see all the deals that you have in the pipeline, and you're going to be able to navigate and see where things are going really well and where things need to be addressed. And secondly, I think what's really important to tie in with getting into your issues of people stepping on deals and contact points is the forecasting, oftentimes, what's going to happen is your going to have funky numbers and reporting, because all of that has become convoluted. But what you can do is you're going to be able to see where the numbers are in relation to where the closed one is. And also where your projected figures are. And I think a really important portion that I want to mention to you is the actual sales cadence itself. Here, what I have for you is where people can go in and design their own cadences to move forward with the product and make it their own. So that they can take some time to really work this in. And management can see where most effective is where the most effective touch points are.

Greg Boyd: So sorry to interrupt. But if you had a situation here where you had multiple people touching an account, can I mean, can I add to a cadence? Can I, you know, so, you know, Greg's made a call, then you can see that I made the call, you can put your touch point in there, or is that fixed? But can we collaborate on that? So that there's a way to keep track of who's touching What?

Jens Cristian Hering: Yes, definitely, that you can, in fact, you in your position as VP would be able to see all that information at a glance. And then what you could do, you know, let's pretend that you were looking over, you know, and analysing all this, you could say, if you noticed that there was a problem with people, you know, stepping on touch points, or they were getting into other deals, what you could do is you will be able to compile all that data where that is occurring, and then you can issue directives to management so that you can get that cleaned up. Yeah, absolutely. So with that said, I know it was a lot with the visuals there. Is there anything else that you needed a little bit of clarification on? We do have about four minutes left?

Greg Boyd: Yeah. So I mean, I'm intrigued, especially that part with being able to just add points to a cadence. I've got a couple of colleagues, other companies who have implemented tools like this one did sales law took them a long time. So I would like to continue the conversation. But who do you recommend I include in there? And what can you tell me about how long this has been take? We got a big quarter ahead. You know, am I Is this a q4 or is this a 2022? midway point? I couldn't sit certainly a concern of mine.

Jens Cristian Hering: Great question. I would be very confident to say that this could be a quarterly thing that you'd be able to accomplish. And here's why. What we have that comes on the back end of sales loft that's in the in the in the stack is what we refer to as sales loft University. And this is where you can really dive in to a lot of materials and really get comfortable and familiar with maximising your usage of sales, loft and really gaining that leverage.

What I think is really cool, Greg is, you can actually get what I refer to as like, it's like concierge level service, where you can book and register for meetings, to meet with our customer success team and reps that will help you to really get ahead of the problems that you may be able to better that you're foreseen. And to help you get ramped up on the usage and sales loft, they're there to basically happen, make it happen within that 30 or 60 day timeframe, because I know that things change really fast in tech. So we've anticipated that by offering this, does that sound? Something that you'd like?

Greg Boyd: Yeah, that gives me some confidence. Oh, I'll believe it when I see it. But does it sound like something that I could get? I could get in place pretty, pretty quickly. So who I mean, it appears I would want some admins in a future conversation about what the next steps look like.

Jens Cristian Hering: Okay, so the next steps would include definitely including either like your it or security, you know, for a security audit, you do want to get your Matt, one of your managers there as well, because they may be interested in taking on, you know, a leadership role to implement this training that they would be using from sales, left University, and then circling down to your to your reps.

What I do and highly encourage you to do, Greg is on our next touch point with an account executive there, they're actually going to run the real time demo. So you can really see the platform in action. And that will probably take about 30 to 45 minutes in that case. But I would love to go ahead and get that meeting book for you. The email address I have is greg@xyz.com. Correct?

Greg Boyd: Yes, I know, it seems generic. But that's the that's where to reach me, despite over some times, and I'll be happy to throw that around the team and see if we can find land on something that would work.

Jens Cristian Hering: Absolutely and that will be a pleasure for us to do it. Because, you know, based on the things that you've told me and what I've heard, it definitely sounds like we have a very strong potential fit here. And I think we could really make this work. So again, I appreciate your time. It was awesome to talk with you again.

Greg Boyd: I'll watch out for your note again. Thanks so much. Appreciate it.

Joseph Fung: Yeah, that's great job. I had 48 seconds left on my timer. So excellent time management skills and great job robbing me of the joy of using my soundboard. But first, I'm going to come right back to you.

Yes. But first, let's give a heads up to our second competitor. Next up, and so getting ready in the wings would be Marcus Tolentino, so you can get yourself ready, make sure you're all kind of set up and configured. But what I'd really like to do is, toggle back to Jen’s, now that you're out of the hot seat, how are you feeling?

Jens Cristian Hering: I feel great. Being a performer. It's always a rush to talk to somebody and just do the cycle. You know?

Joseph Fung: Nice, nice. Is there anything that you would change now that you're done?

Jens Cristian Hering: You know, looking back, I think there was definitely a pain point with Greg on people on his reps in his organisation, stepping on other people's deals. And I really appreciate the fact that was a tough question he threw at me. And I really tried to ensure that he was being heard. I just wanted to also hit home that, you know, in order for us to really address that he would have to do that deep dive with the AE. You know, so it was definitely a bit of a curveball was a little bit of heat. But you know, I did my best.

Joseph Fung: Nice, good reflections. Good comments. Marcus, quick check. Y'all set up, you're ready to go.

Marcus Tolentino: Yep, ready to go.

Joseph Fung: Hey, so just just before we let Marcus go in, again, for everybody tuning in. To reiterate, we've got our four competitors Marcus's number two, a four. And for everyone that's checking out. This group has been incredibly powerful. Jen’s mentioned earlier, you know, the group has had some ups and downs professionally, personally. But something that's been a real Hallmark for this group has been how warm and welcoming and safe space they've created for each other. From day one, it's been a really open and supportive group. And so yes, they're competing against each other, but they're very much allies and each other's support network. And I think that's going to come across in the conversations and the dynamics and the markets.

Definitely a large part of that too. so eager to see what he brings to the competition. Again, reminder, be sure to highlight who you're selling to. So everyone knows who Greg is this time and, you know, we'll see if he's still at x, y, Zed or somewhere else. But after you finish the intro, I'll put the 15 minutes down And we'll see if I could hit the gong. Okay, I gotta mute myself, mics. Yours, Marcus.

Marcus Tolentino: Thanks, Joseph. Hi, everybody, my name is Marcus, I am going to be representing Sprout and it'd be selling their platforms brought at work to Greg, who is the VP of human resources at a mid-level, mid-sized company. We've had a few conversations, or a couple of conversations on the phone and one email or such. And today is our first zoom call. So Oh, yes, my timer. Gregg.

Greg Boyd: Marcus, good to be in touch with you, man to see your face.

Marcus Tolentino: It's great to put a face to the name. Absolutely.

Greg Boyd: You work at Sprout, it looks like you've got some Sprouting happening in your background there. And that's something that everybody doesn't spread or if that's just that this is your, your personal style?

Marcus Tolentino: Well, that's what happens when you know, a pandemic hits and you're just by yourself and need something to do so. Oh, few plants, so here we go. I know. We're actually coming up to the long weekend. Do you have anything planned for this weekend?

Greg Boyd: Jeez, it is nice of you to remind me of that. Yeah, I think we'll be celebrating a birthday, actually. So one of the kids had his birthday this weekend. And so we'll do a little bit of celebrating. that'll probably, because it's a long weekend turn into a series of birthdays. So that'd be that'd be nice to do. What are yourself?

Marcus Tolentino: Myself, actually, I'm heading out to saltspring Islands for the first time. So I'm pretty stoked about it. Yeah.

Greg Boyd: Yeah, what do you get up to there?

Marcus Tolentino: And we're going camping, my partner and I nice. late in the season, but you know, it's the only time that we have a break. You know, thanks for taking my call. I know. Just want to just do some, you know, some housekeeping. A few housekeeping things, I know that we're actually in for about 15 minutes. Is that a hard stop for you?

Greg Boyd: Yeah, I've got to step away to some 30 minutes or so get somebody coming in for a sensitive matter in material. So this will just be a quick chat today.

Marcus Tolentino: Okay, I'll try to get out get out of here early. So what I want to do in this call, I want to just ask a few questions just to see if you know, our platform is a perfect fit for you. And at the end of the call and if you don't feel like it is, you know, we can say our farewells, and you know, part is friends that that okay with you.

Greg Boyd: Sounds good.

Marcus Tolentino: Alright, let's get into it. So I guess the first question I want to ask you, with all your employees working from currently working from home right now. What do you currently have in place? or What did you currently have in place for employee wellness?

Greg Boyd: Yeah, that I think you just you're hitting on the thing that has been the bane of my existence here for the past, for the past year and a half. I mean, we take the wellness of our employees seriously, we, I mean, we're just trying to attract and retain great talent. And so that's something that that people value. And we had a wellness programme that allowed us to bring people into the office and people could get massage services done. We had some mental health practitioners who would come on a monthly basis. And that was great to just bring people together to provide some of that additional service.

And then even just small things that we would do, we had a running club at the office, just ways for people to stay active. Even, you know, we try to bribe meals on a semi regular basis. Because we know that the wellness of our employees is important to us. And it's important to them. So we've lost all of that first. So currently, we're encouraging people with some programmes, we communicate about the importance of it, but we've really lost control of that. And I think that transition from what we had to now this work from home environment, it's just been tough for a lot of our people, frankly, so companies I think have gotten creative in solving this problem. Then we wait and feel like we're way behind. Because we we got a small team, we're just trying to do a lot and we just can't keep up so yeah, so It's, it's, it's been a challenge to sit,

Marcus Tolentino: I'm sorry to hear that that's, that does sound like a lot. Especially when like, you know, when you need something to do and you don't want to be isolated and you still want to be in communication with your team, you still want to do all these fun things. So yeah, that's I'm sorry to hear that that's a big loss. So because of this loss of infrastructure, you've touched upon challenges in hiring and retaining top talent, Is it because you're kind of missing a certain portion of a competitive compensation package.

Greg Boyd: I don't think it I don't see it as being compensated unnecessarily. I mean, we're, we pay competitively. We're a growing company. So we get a lot of great press, we're just celebrated is a great place to work. I mean, we have a lot going for us. I just think that there's, there's companies who have found ways to get creative with this new work from home reality. And I think we had the excuse for a long time.

And we've just been trying to dig ourselves out from a lot of our own challenges. And companies have gotten creative on how to engage employees in a wellness conversation, but nobody wants to get another zoom call, at the end of the day, for zoom, or small group zoom meetups are, are are the least popular thing anymore? That's the last thing everybody wants to do at the end of the week. So I just feels that it's not a comp, related, we have no data to suggest it's a complicated matter. It's purely a we're getting feedback that we're just losing on the experience that wraps around the work.

Marcus Tolentino: And this is coming from the your employees, correct?

Greg Boyd: It is, yeah, we do. We do a pretty rigorous exit interview process. And even just our pulse surveys that we do internally on employee engagement that we try to maintain. We're getting, yeah, we're getting, we're getting just, we're seeing depth and engagement and dips in that satisfaction on the day to day.

Marcus Tolentino: I see. I see. Okay, so with with all that being said, and you're finding those tips you're finding, trying to find creative ways, just like other companies are trying to do this, do you find that it is a administrative, administrative burden on you and your team to try to come up with these programmes try to come up with tracking these steps for for your employees trying to engage and build a community for them so that they feel like a valued and valued employee?

Greg Boyd: I mean, it's ironic, because we are, we have that different engagement across the function and in the team that's there to help drive engagement, or be the catalyst for that, we're having that same issue because we are buried, and a lot of I mean, that's what I'm stepping into in about six, seven minutes, here is now just another, another challenge that employees having. And that's what my team has to deal with, day to day. So they're buried in work themselves and just don't have the capacity. It feels to think of this on top of what they're trying to address. I'd say we were lean and mean, but we're just lean now. Or lean, lean entire

Marcus Tolentino: That's hilarious. Greg, do you want to share something with you?

Greg Boyd: I would love it. Yeah, absolutely. I'd love to. I mean, we've, we've lucid activity has been interesting, but I'd love to see a little bit more about what what you do.

Marcus Tolentino: Okay, I'm just gonna share my screen with you. Let me know when you see it.

Greg Boyd: Yeah, I got your screen.

Marcus Tolentino: Okay. So we talked about, you know, the loss of infrastructure, we talked about, you know, the hiring and retaining kind of like, headaches of trying to retain top talents, with with the package that you have, and of course, the administrative burden. So I just want to walk you through a few things with our platform. It starts off with like a real-time health risk assessments, that's your, that's information that's pulled from your HRM system like this, like a data file. That creates along with a survey that each employee makes, that creates kind of like a profile and a health score. For for the employee, from their, you know, they have libraries of different resources like you know, healthy eating habits, there's challenges that they can sign up for. To build communities as well, and also they can actually sync it to their favourite wearable device, if they don't have a world device, their smartphone will actually work as well. Everybody carries a smartphone. It is a mobile first platform. So that ease of use because everybody carries them around. But however, you're still able to actually log in from the computer. With these challenges can be any different departments around your run your company, to, you know, they can participate in the challenge, they can earn these points and these points that they earn go into, like a, like a wellness markets, where they can buy different things they can win, or they can also win different prizes like a Fitbit or a gift card, or there's a big one that we did, that they were giving away a bike for the summertime, points are allotted and required for the purchase of these.

And you can actually earn points by sleeping like if you suffer for eight, seven hours, you get like 25 points, and that's pretty easy to do. There's one of them that I actually really struggle with is drinking eight glasses of water a day, I cannot seem to get to eight glasses of water. But so it comes with the with that it's a you have your engagements, you have different events to the loss of infrastructure, you can actually replace with, you know, online yoga classes or webinars or stare challenges, zoom improv challenges. And then with the, I guess, with your additional adding on to your competitive compensation packages, it's actually bringing in the value of the prizes that they can win the community, the communities that they build the relationships they build with, with each other, making it feel more of a community rather than just an employee sitting at a desk at home. But one thing that we actually did talk about was administrative burden.

Now, with I have a case study here with ports, a port of Portland, they had employees that worked 24 hours around the clock. So there were some challenges that those who worked at night weren't able to, to be able to participate in. And that turned into like been also like an administrative burden trying to manage multiple initiatives. With our platform, they were able to actually do it because it's available 24 hours, and there are different resources they can pick, they can take at three o'clock in the morning, two o'clock in the morning and five in the afternoon. So it took away that portion for this company.

You know, they've saved valuable hours, ads in HR and promoted rolling and better habits and they build like a piece of culture with their employer or with their employee population. Now, with Nola services, they have slightly different everything is more labour intensive, because they had so many remotes. Well, they had seven remotes, offices and a large population. So with our services, they were able to save some time, connect these geographic locations. In the end result, they actually reduce their administrative work by 25 hours a month. No, they brought up their engagements, and the reporting was visible. And they were able to connect the seven different offices at the same time. How does this all look to you, Greg?

Greg Boyd: There's a lot to take in there. But what you hit on the end, I mentioned, you know, we're looking at our exit interview data. Understanding how that connects, I think would be a great part of the next conversation to say, Okay, let's say we invest, what kind of reporting do we get for engagement, and how that's contributed back to the bottom line?

Marcus Tolentino: Oh, yeah. Sorry, go ahead.

Greg Boyd: Yeah, so I love just understand what, what next steps would look like? Because I think there's some interesting things here and who I might want to include.

Marcus Tolentino: Oh, absolutely. So next steps would be, I'll be setting up another meeting with our account executive. Her name is Bree. Bree is actually the number, employee number three as sprout. So she, she knows her stuff.

She'd be happy to actually, you know, speak with you. I would love to be in that call as well because, you know, I just want to take a look and sit and watch and see your journey and see your journey unfold. Other people, I would actually recommend, perhaps your HR director who you know, deals with budgets, compliance, staffing and payroll, and also maybe your HR analyst that actually deals with and manages employee data, other statistics and surveys, and information. How does that sound? Okay,

Greg Boyd: Sounds good. Yeah, yeah, there's a bunch of us to coordinate. So once you send me over sometimes I can just confirm with Yep. What works.

Marcus Tolentino: Okay. How do you feel about a coming back from the weekend to ease into the week ease into the short workweek? How do you feel about a 10? o'clock? Breakfast disco, just breakfast demo.

Greg Boyd: So why don't you you can flip that my way. And I'll see if I can get the team in on that may not work, but Well, we'll give it a shot. But then we have something on the calendar. Perfect.

Marcus Tolentino: I have your email address here at Greg dot Boyd at Rockstar dot com. Is that correct? You know it. All right, my friend. I'm gonna fire that off to you. Right away. And it was a pleasure talking to you. I can't wait to see you soon.

Greg Boyd: Thanks so much.

Joseph Fung: Right down to the wire. Yes, you got the time booked, well done. Great job. take a breather. And for everyone that's joining us on the live stream. We are going to take a quick mid competition break. We're gonna let you go for five minutes. We'll be looking top up on caffeine. But don't worry, it's not a placeholder. You'll get some fun content while we're doing that. But for the folks live streaming, we'll see you shortly. You Maxine. Joseph, I'm here to share how Uvaro can help change your life in just 12 weeks. With the rise of remote work, tech companies are clamouring to hire top talent who can help drive sales and Uvaro prepares you for exactly this. Our accelerator programme is designed to provide you with hands-on experience and knowledge necessary to thrive in a tech sales role. All while building on your individual talents. Our grads come out fit to be hired and ready to crush quota. But don't just take my word for it to hear what our grads have to say.

Tanpreet Anand: For me, it was a really good chance to up my skills, as well as join a bunch of people who are you know, aiming for the same thing. We're just finding a really great job

Jake Maisonet: Pre Uvaro, I think I'd sent off well over 100 resumes and gotten less than a handful of responses back post tomorrow, my success rate went up to over 99% of resumes that I'd sent off, I had at least gotten a response back.

Marc Roberts: The content, the guest speakers, just amazing.

Angeline Faytaren: With Uvaro, I learned that there's nothing that I should be ashamed of as a salesperson, because I am there to help.

Fathima Begum: They are giving you internship, if they're giving you this great experience, I would have never gotten into sales without this course.

Ezra Sohn: Uvaro did a great job introducing me to a lot of different perspective, different coaches, different industries. So just this idea that you try something, you iterate and you keep trying again and again until you find something that works.

Jake Maisonet: If you're on the fence, just don't even think about it, Just do it. It is the best career decision I've made.

Joseph Fung: Download our course syllabus for a detailed breakdown of the full 12 weeks reach out to us if you have any questions, and I look forward to seeing you in class.

Tanpreet Anand: Working as a BDR there's a very short span you need to convert someone in. To gain that attraction, you definitely need yourself to be prepared, you need to have a very crisp patch. So for me, I start my day pretty early to get a workout in and get a good breakfast so that by the time I'm hitting my laptop, I'm like you know all the fresh cold calling, especially our industry is such that it's a very old school kind of industry where you have to pick up the call and like you know, speak to them. Because there are a lot of people who are always on ground or probably in meetings, I cannot. So they're always more feasible on a call. So I have to be 100% and call start at 9am. So I try to call people before 9am just have the conversation all my emails are pre planned. So if I have to send an email tomorrow, I would be doing all the work in the second half today. So I have a certain targets which I need to meet. But then I will schedule my emails out on HubSpot, and then they all go at ADM in the morning. If they're not picking up my call, then I'll try to see like probably on Sales Navigator or like probably more active, I will be sending them an invite. One thing I've learned is that like you know don't pressurise yourself too much as a BDR sometimes it's just like being successful, then some days will be bad, but it's just the life of it. So you need to you need to get used to it as much as you can. And some days if things are not working out, shut the laptop and just go for a run. Enjoy yourself. Like you get back to it tomorrow.

Angeline Faytaren: To be the best salesperson. You have to come from the perspective of wanting to help your prospects.

Anthony Yawn: Looking in, I kind of thought sales was just the end game, like, get them in, hurry up and get them to agree, get into some kind of a sign and you're good, make your boss happy.

Angeline Faytaren: I always felt that I was tricking people into buying my product or service,

Anthony Yawn: I think the biggest thing is in your value, not only your value, but your products value. And also being able to articulate the values to the buyer. I think that's the biggest thing.

Angeline Faytaren: With Uvaro, I learned that cold calling prospecting, writing emails, doing demos or negotiating everything becomes easier. When you come from this perspective.

Tanpreet Anand: I didn't have the power to create that peer to peer network. And I think waro with Adam and I and with the whole course, so integrated, it is helping me create that peer to peer network, which is so important in sales as well as in your life professional life.

Anthony Yawn: But doesn't feel like the instructors are there as salespeople at all like they're helping you get into this field, and easing you in.

Marc Roberts: The content. The guest speakers. Just amazing.

Dave Mangrobang: The curriculum at Navarro was really instrumental and holistically preparing us not just for sales, but for a career in the tech industry.

Joseph Fung: So welcome back. We've had a fantastic intermission break. I'm topped up with caffeine. So I won't be falling asleep in the middle of this, which is awesome. Because this is fun. I wanted to share a couple of notes before we get into our last two competitors. To give competitor number three a heads up. Dude, you're up next, so you can get yourself ready. But for our streaming audience, one of the things I wanted to highlight is just how powerful and dynamic, this group has been in just to give you an idea.

Within our programme over the 12 weeks, it's a bit of a crucible, you're learning new skills, interviewing skills, figuring out what kind of company what kind of role you want to have. And amongst all of that, you begin interviewing, and our team here has been interviewing like stink. In fact, one of the competitors today came in hot off their third interview today. So talk about high power team members who are supporting each other and just really cranking through it. That's harder being in a tonne of conversations than jumping into a competition. But you know, great job really, really impressive. So again, as a reminder, dude, please be sure to say what you're demoing who you're demoing to. So far, Greg's been at x y Zed, he's been our rock star. We'll see where he is next. But after you do the intro, I will put 15 minutes on and then you're up. All yours.

Dawood Abdulsalam: Hello, everyone. My name is Dawood. And I'll be selling HiMama, an amazing software that is useful for daycares. And also parents. So it enables parents and their kids to be able to communicate properly when they leave their kids at the daycare. And also, it provides seamless communication between educators and the kids' parents as well. So whenever the parents want to check on their kids through the educators, they can always do that remotely. Instead of calling in and disturbing or distracting other kids from the activities. It also helps in automating daycare processes like billing, like attendance, kids attendance and other paperwork. So instead of the paperwork, everything is done on a mobile phone on a computer. So yeah, that's pretty much it. Let's start. Hello, Greg.

Greg Boyd: It's good to be speaking with you. I'm well, I'm doing well. Thanks.

Dawood Abdulsalam: Yep. First of all, I want to congratulate you on your new role as director of this daycare. Oh, as you've been so far.

Greg Boyd: It's it's been interesting. I've been running a daycare facility in the COVID era. ticks. I don't really speak disparagingly of my customers, but let's just say it makes parents crazy. Yeah. It's been it's been a lot. Yeah.

Dawood Abdulsalam: I really. I've been hearing that from a lot of directors like you as well. So and yeah, so just jumping right in. Before we start. I would like to confirm if you two minutes is still okay by you.

Greg Boyd: Yeah, absolutely. This is this is great. got about 14. Now, I actually have a parent interview at about 14 minutes. So I'll just step right into that.

Dawood Abdulsalam: Okay. Okay, sounds good. And also that my objective for this meeting is that I want to make sure that this product is actually a good fit for you. And if I can ascertain that, then I can move you to the next process of getting a deep dive into our product and seeing the value and seeing how it can improve your business processes. And if not, we can always spot a sprint. Does that sound good value?

Greg Boyd: Yeah, that sounds perfect. Okay, cool.

Dawood Abdulsalam: So in the light of knowing why you are here with me today, I would like to really understand why you signed up on our website in the first place.

Greg Boyd: Yeah, we, like I said, it's, it's, I do love the work we do, in spite of how I opened, but it has been chaotic. Our, our customers obviously care a lot about the service that we offer. And anxiety has just skyrocketed. Over the past year and a half. Parents want to know what's happening, they want to know if we're open for conducting business in a safe way. And that's just taken the time that the team spends with, with, with kids all day, so our customers and children who will ultimately view as our as our customers is those kids, they go home and they talk about it about the experience, but there is probably a turning into a one to one ratio, the amount of time that we're spending with children, and then doing the admin side of the job. And it's just turning into a complete nightmare. It's just, it's just a lot, there's phone calls, like the one I have just just a few minutes that happened, where we're just needing to over communicate. And it's it's just burning out our team, we've we've lost a good number of our care providers, just because they themselves are burnt out from having to just spend time, high energy youth, but their high energy parents also. So it's been it's been a tough, a tough transition. With that as well, what's come along with that. Sorry, to kind of pour it all out there. But it's also been tough with parents, ghosting, you know, they stopped bringing their kids and they owe us money. And, you know, it's been a challenge for us to, to manage.

Dawood Abdulsalam: I'm really sorry to hear about all these challenges. And considering that you are even still new in this role, like, like, how are you doing? Right now? Like? No, I have to ask you, how are you doing personality? Like, work aside?

Greg Boyd: Yeah, well, I stepped into this role because I care about doing having a positive impact on my community and and I love working with kids and with our instruction team and, and I think they're burning it. I'm just trying to keep the ship steady. But it's been a lot. I guess I just say that I'm feeling. I don't wake up many mornings, without a bit of sweat running down my head before I even get into bed. So it's been, it's been a lot to manage.

Dawood Abdulsalam: I hear you. And I, I hope you and I hope things get better day today for from now on for you. And I actually have one question like, I would like to understand your business processes your day to day activities in the daycare?

Greg Boyd: Yeah. Okay. I mean, what purpose is it? Well, we would be helpful to understand I mean, I don't think you're interested in snack time. I think that your requirements in the back end, but just I want to make sure I'm giving you the right information.]

Dawood Abdulsalam: Yeah. So I would like to know what your billing process, your attendance, how you manage attendance with the kids and also how you manage communication between the kids and the parents while they're still in the facility and also the communication between the instructors and the unexperienced as well.

Greg Boyd: Got it. Yeah, got it. So right now we do. So we pre bill so at the beginning of a month for billing parents. And we've been trying to stay on top of cancelled days and so when the when days get cancelled, if it's enough in advance, then we will actually just we'll do a payment back for four days. If there's enough notice. Which we need to eliminate that policy. But we've been doing that that's been a bit complex, complicated. But billing happens at the beginning of each month. And then we do some reporting to make sure we actually do receive funding at the end of each month. So it's kind of just choppy. Let's, let's finish interesting the interest of community, just tracking activity and attendance. That's paper based in the care facility, we've had a lot of new care providers come into the team, as I mentioned, a lot of turnover. So we haven't had time to teach new systems. So we've just been, we've gone to a paper based just to at least make sure we have some data, that and then communication with parents varies by person. So it's, you know, the conversation of the door on drop pickup is some parents want that, and some parents don't. And then what we will get phone calls from some, you know, throughout the day, that can be very disruptive. But I think I answered all your questions. But that's no. Thank you.

Dawood Abdulsalam: Thank you for touching upon those on this question. And I and I've been having a lot of conversations with directors of small and medium sized daycares by kills. And these same issues come up in our conversation, like attendance tracking, paper based processes, talk allowing communication between parents and their words. And I feel it's a real problem in the industry. And that is where we are here, right now. One thing I would like to mention right now is how would our, that impacts you, in your, your current role as a director right now, and also the deck engineer out if we are able to solve this problem for you.

Greg Boyd: So in terms of how we track hours, and the amount of capacity we have, we've had to overhire some staff in order just to compensate for turnover, but also help shorten the amount of time they're working in the day so that they have enough time to complete a lot of the admin side of the world. So we have enough capacity, we could probably grow, we could probably add more markets because we have enough space and we have enough providers, we could bring in more if we had more efficiency on the admin side. So I think that solving these problems, besides the trickle of sweat, knock on down my brow every morning. Yeah, that'd be nice, too. But I think the business the business benefits would be completely game changing.

Dawood Abdulsalam: Yeah, that's really nice to hear now would really love to share my screen right now to show you just a sneak peek into what we offer, then we can plan on diving in deep, maybe at the end of the agenda of this meeting. So I'll be sharing in now. Okay. Can you see my screen?

Greg Boyd: Oh got it. Yeah, I got a

Dawood Abdulsalam: Recap in from what we discussed, you mentioned, programmable, smart communication between parents and their children and also between educators and parents. So you know, you know how you can, you can send special moments, your particular key deserving to their parents so that they can be part of that joy, or that laughter the kid is experiencing in your daycare. And the parents can call in the communicate with their kids via text via video without even disrupting the other kids activities. How do you feel about that?

Greg Boyd: Ah, I think my jaw hit the floor. Yeah. That looks good. Yeah, I mean, that'd be cool.

Dawood Abdulsalam: Yeah, so I would really love to show you this building. So I like to think of a platform as a warning or platform. So we do everything there. So imagine your billing being taken care of within a blink of an eye with a push of important, you don't have to run. You don't have to run after parents that are refused to pay. Did everything automatically get deducted from your accounts every month or every payment cycle and that stress will be lifted off your shoulders as well. Smart lesson plans. And also you can build your Smart Lighting. You can use lesson plans for your kids and Dude, interesting activities for them to play out in-person activities for your daycare for your kids in the daycare, so I believe this will benefit you a lot. Because our platform also sought for just fun activities for your kids, or you don't have to be thinking of the next activity, you need to, you need to put out there for your kids out. How do you feel about that as well.,

Greg Boyd: Now we didn't, we didn't talk about that before just the programming, because I think we're just not even being we don't have a capacity to be productive like that. So to think that we'd have the time to, to to work on tonight. That is, I mean, that that's, that would be an exciting place to be.

Dawood Abdulsalam: Yeah. And also the fact that you'll be able to send in reports on each on each kids without even needing a pencil-like paper. And that would save you a lot of cost on buying pencils and papers to send to send appearance. And another benefit outside our system is that once you're able to eliminate the use of paper, it means that you are also part of the sustainable is this ecosystem. And you can get tax benefits from from from Canada Revenue at the end of the year. How do you feel about that? Getting some money back into your pockets?

Greg Boyd: Yeah, I think we're sending we're trending in the right direction. Yeah, that these are all. Yeah, these are all sending like, like Interesting. Interesting. capabilities. Yeah.

Dawood Abdulsalam: So I understand that you are new, your, your role, but I will still like to understand how you make up your organisation make decisions in this kind of purchase processes.

Greg Boyd: Yeah, so sorry. I'm seeing something else in your screen here, too. Just wanted to make sure I'm tracking with the question there. So I think what you shown it looks good. I think that it I think we're on the right track, for sure. With this, I'm going to be interesting.

Dawood Abdulsalam: Okay. Okay. But is there any other person we need to include in this conversation for us to do to move forward?

Greg Boyd: Yeah, I think that I think that I want to bring some of my care provider, one of my care providers in with somebody who stuck with us over the past couple of years. And I think for them to see some of the capabilities that they'd have on the front line would be interesting. That I think that that would be helpful.

Dawood Abdulsalam: Who would you typically involve in except for this sort of process that will usually involve maybe the owner of the daycare, and also some teachers so that they can, they can ask questions about how they're going to use it, and about features as well, that's going to affect their daily activities on the job. So that's why so that we can get everybody on board and move faster on this on this person. Yeah. And in the light of this, I would like to book you on another meeting, because I feel that you can really use product to to boost your business processes. And I would like to book another meeting. Would next Tuesday be good for you?

Greg Boyd: Yeah, I think we, we can try for that. I mean, we would have to be I think we tried to do in the evening time. I had to coordinate schedules here so you can send me some times and see if we can clean up the people who need to be there.

Dawood Abdulsalam: Okay, so I just booked to Tuesday for 10am Does that sound good?

Greg Boyd: Sure. I mean, we've got an A calendar if we need to move it then.

Dawood Abdulsalam: So your email address Greg Boyd at rock solid dot com?

Greg Boyd: It is my goodness. Yes.

Dawood Abdulsalam: Have a good one. Thank you.

Greg Boyd: Thank you Dawood.

Joseph Fung: Dawood, I had four seconds left on my clock your job well done.

Dawood Abdulsalam: Oh, my clock it says I have nothing left so.

Joseph Fung: You're good. You can stop sharing your screen now. You're all done. You're out of the hot seat. Take it easy. Hey, job. So I got one. One last competitor. Tim, you're going to be up next. You got two minutes to get yourself ready and also give our judges some time to finish out their comments, their notes, their ratings. For those that are in the Zoom Room. I'll give you a quick update on what we're getting from the live stream that feedback is that Greg's persona flipping in hat switching from x y Zed to rock star and rock star has been very very well received and give Greg a Grammy the hashtag is definitely resonating well with the audience. So Greg, good job. I'm sure you're getting top marks from the judges to this, this has been really fun. That mood now that you're off, how are you feeling?

Dawood Abdulsalam: Yeah, it's been such a stressful day for me. I do like the second stage interview. So come in the last interview, and at six o'clock stand out to be here at six o'clock as well. So it's been back to back has been really, really crazy. But as I appreciate this, this setup, and this will definitely be the highlight of my day. And I want to thank my classmates for being amazing teammates, we always share knowledge, give one another feedback. And we, and I've seen myself grown for about the past 12 weeks, and I've gotten better and better and better. And I've seen my other teammates also growing and getting better and better and better. And I know that the sky's the limit. And I also want to thank you guys just have Greg, Sheila, Alyx, and everyone involved in this programme for making such a success for us. Thank you. Oh,

Joseph Fung: it's super super kind remarks. But a lot of those things go to the like the judges and the folks who are you're sharing of their time to help give feedback, make introductions, do all that work. So well. We're saving some time for some thanks for them too. But it was a great job and take a breather, you get to sit in the audience again. Let's go over to Tim quick check in Tim, how you doing? You're all set up. Ready to go.

Tim Naftali: I'm all set. I'm great. Ready to go? Joseph.

Joseph Fung: But before you do, let me do a quick check. Can I get a quick Thumbs up for the judges? If you're good with your scores and your notes? I want to make sure we give you enough time solid all's up and my mood quick check. They're good with comments, of course. Awesome. Tim, again, who you're gonna be selling it to be sure to share that. And as soon as you're done, you're in trouble. But the 15 minutes on the timer.

Tim Naftali: Well, first of all, Hello, everyone. Thank you for having me here. Thank you, Joseph. Thank you, Greg. And a special thank you to borrow and to Sheila, Sheila, you've been such an incredible asset to these last three months. I just want to say thank you for all the time and effort and kindness that you've given us, especially me. I just want to put that in there. I'm going to be selling Brex a financial services product. My persona today is going to be a CFO, CEO kind of wearing multiple hats. Greg. The company has been around for about a year. And I'm ready to go. Hey, Greg, what's going on?

Greg Boyd: It's good to be speaking with you.

Tim Naftali: Likewise. Welcome to September. Can't believe summer's gone?

Greg Boyd: Don't miss it. I thought about it. I don't mind summer being over. But I thought it was because I'm still working on being in July 65th. It is my preference as opposed to last quarter.

Tim Naftali: Every season has something to give me personally, I love the fall. I'm in New York. This is the fall foliage is beautiful. I don't know if it's like that where you are.

Greg Boyd: And there's that. Halloween is coming. And Christmas. I'm excited.

Oh, that's that's good. We're a Halloween crew here. We have. Yeah, just cycle through costume. So we've had this series of people in the family in the neighbourhood just swapping costumes around so it's always a mystery to see who ends up being bored of that.

Tim Naftali: Do you wear costume?

Greg Boyd: I like to go I like to go is a cool dad. So I just in the background,

Tim Naftali: Very cool. Very cool. Well, I'm also very excited about having you on today. Thank you for accepting this call. I know we briefly spoke last week and giving you a little bit of information asked I sent you an email and let me go check out the website. If you didn't, that's fine. I know we have 15 minutes, just want to make sure that's still good.

Greg Boyd: Yeah, I got something to get into. And in those 15 or 13 or 14 minutes now so we'll have a quick

Tim Naftali: 15. If I can give you a couple of minutes back I well. My goal today is to take the bulk of it just to really get a good understanding of you explaining maybe how the product community bringing the senior companies some value. And at the end of the conversation is if that's the case, if you feel like there is some value and you want to continue great. If not, then we'll part as friends. And we'll talk about that book in the background to take over the world.

Greg Boyd: Yeah, we're still working on all that.

Tim Naftali: All right, very cool. So I know you know, I talked a little bit about bricks. And a little bit about your company, right? ecommerce, congratulations, I think he just turned a year. That's a huge milestone. It's incredible. So my goal in the first phase of the conversation is to really get a good understanding of how you bank where you bank. Things like, what you like, what you love, what you dislike, and what your pain points are. And then we'll get sort of the nitty gritty of the specifics of how you bank so if you could just share how your personal banking relationship or business banking relationship is going on right now.

Greg Boyd: My personal banking relationship, I didn't know, I didn't know you had a full suite of products. But yeah, for the company. I mean, this is no surprise here, working with banks is a pain. So we're working with like one of the largest institutions. And I mean, it we have the we have that I say we have that relationship, we don't really, it's just, they provide us a product, we pay an exorbitant amount for it. Whenever we need to change anything, it seems to take a long time. And we've had a just constant turnover of people that we work with.

And, you know, we kind of, we get a bill, we pay the bill, but I don't really know what we're paying for it. So I mean, that would be just a broad statement. But I think, yeah, high level, then I mean, a level deeper, we are scaling up our growth. And so closing deals growing on the one side, I just keep trusting that we've got the cash. But it hits me every once in a while we're making fast decisions. And sometimes we just need to make sure we've got the cash available. We've got financing available, or the right credit. And I mean, I'd like to just be able to pop open my phone, just check where we are just the processes to even access information. Seems unreliable. Like it's like a couple hours of lag is a big deal in pace that we're moving. And then, yeah, but all of that said, you know, so it's a challenge.

But as you well know, if we're going to change anything that freaks me out. Yeah, so so there's that side of it. Remember, we're talking we're literally talking about dollars and cents, and we're talking millions of dollars here that are we gonna have when we need it, are we gonna miss something and process so it's not ideal, but that's kind of where we're, I feel like they've got an account rep for not having a great experience. But I'm scared to leave.

Tim Naftali: I got it. And I just want to recap, and I want to make sure I understand what you're saying. You have an account, you have a bank, you don't really have a relationship with them. So for example, if you don't problem Who do you call? Just the one I remember, whoever

Greg Boyd: We screamed enough that we've got somebody that we can reach but but it's it's it, even that person changes every few months. So where are they we got one better than a one 800 number

Tim Naftali: one better than 100 number but still obviously room to grow there. Right? And obviously you want transparency is what I'm hearing. You want to be able to have access to your cash know what's going on with the bank. And you're also growing so you want a financial institution that's willing to grow with you. Is that sort of the ballpark there.

Greg Boyd: Yeah, I say that last point is a good kind of a good inference from what I've seen. Yeah, we're growing we are going to need different things but we're tied to this other system. So I think

Tim Naftali: And also the fear of moving is huge. I just want to put you at ease. I've have a lot of conversations with with companies and people in exactly your same position who have an existing relationship it's like those that buy relationship that you had in high school that you learn later on that they got I got out of it right completely understand and institutional financial institutions have their place right sometimes it's convenient to walk down the street on my gonna bash them and see that they don't have a place in society.

But what we found is that we're living in a whole new world, especially right now in COVID. I'm assuming you're working remotely right? A lot of people working remotely something like you can just walk downstairs and or a bank anymore. You have other things to do you have kids and and life and everything else. That's good. On. So you want a financial institution that understands your growth and your need for technology and your need to integrate with other technologies and sort of identity to make your life easier, right? Is that something that resonates with you?

Greg Boyd: Yes. Right. Because

Tim Naftali: You're dealing with salespeople and their companies and phone calls, we want to make sure that the banking is one thing that you don't think about, right? It's just it's there, it works. And when you do have a problem, you have a dedicated individual, that you just pick up the phone or email and they're receptive, and they're on it, and then they can help you. That sounds good?

Greg Boyd: That sounds ideal. I think that I think you again, alluded to something positive there, which is, ay, ay, ay want to, if I want to check it, I want to be able to look at it, but I don't have to think about it otherwise.

Tim Naftali: So now that we got your sort of general understanding, I want to get into some few specifics, right, just for me to get an understanding of your processes match up with our solutions, right? So the first thing to do is how you pay your employees how you pay your vendors? Is our using checks a CH wires? Is it cumbersome? Or is it easy?

Greg Boyd: So no checks. So but why rarely, wire transfer, and credit, mostly we're mean, large, large funds, wire, but we're trying to we'd like to take advantage of using credit as much as we can for revenue share rewards that we can get away from the business. Cool.

Tim Naftali: So it was important, we'll get to that later. brushcutters understanding, okay. Now, you mentioned before, as you sort of get a statement every month, you look through what you pay for some stuff, you're not exactly sure. What have you found that that your the amount that you pay every month is consistent, or is it all over the place is a different depending on the month.

Greg Boyd: It's all over the place, it's usually up reading new people regrowing around a new product, or new services that we have to provide to our employees generally up? It dips from time to time, but it does change. It's all over.

Tim Naftali: Okay, so we found that also clients, I've spoken to that date, listen, you guys have to budget right, your new company, every dollar counts, right? Every penny counts. So if you can budget, just like your cable bills the same every single month, and a bank statement could be every single month, and you can depend on that right every single month. Do you think that would be beneficial for you guys?

Greg Boyd: Yes

Tim Naftali: Yes. Yeah, I love it. Absolutely. You know, I know the answer. But I know that yeah. I like to hear that. Okay. That's great. So you said That's good to know. So I The next thing I want to talk to you about is how you get paid. Right? So you commerce, obviously you have some kind of merchant services company that operates? Is that the only way that you guys get paid?

Greg Boyd: I mean, on the transactional side of the business? Yes. I mean, that's our primary funnel for for payment, some broader partnerships that function differently, but but the lion's share is your merchant partnerships versus partnerships.

Tim Naftali: And and you said before, during the conversation that it was important for you to know where your money is? Do you find that the merchant processing company, whoever pays you that it takes a couple of days to get those funds, and they're never worried when you need them? Have you found that to be true?

Greg Boyd: So yeah, it'll be a couple days of transfer. It'll be and then I think even when the money shows up, we're still in a situation where, you know, we're the banks are holding on to the cash, especially if it's larger amounts. So hold on to the cash. It takes a while for the the online bank update. I mean, yeah, it's not real time. That's for sure. Oh, I think I lost you there. For a second. Sorry.

Tim Naftali: Oh, by the way, the ghost here like this back. Yeah. You can see my face. Now for your accounting, right. You wear multiple hats. I know. You told me that last time we spoke. What financial software you guys using? isn't working?

Greg Boyd: Yeah, I'd rather not be specific on the point. But it's, I mean, it's one of the main players, you can probably guess who it is. I mean, there are three or one of them. And they're all fairly fairly generic, fairly straightforward. But it you know, it's been with us for a while we use it for a long time.

Tim Naftali: Are they able to integrate with your bank There's I guess.

Greg Boyd: Yeah, I think there's some basic, it's been one of those things, it's been a headache for us. And we, we started exploring it, we just pulled back. And so we're just doing some manual work stretching the domain integration.

Tim Naftali: And lastly, before I get into the presentation, and I know you know, we're also tight on time. So I want to make sure that I let you go when you when you need to be let go. On the credit side, right, you mentioned rewards are important to you. What do you use? Do you use a credit card or debit card? Mostly?

Greg Boyd: Most? Mostly credit. And so you don't you'll never know. Oh, yeah, we haven't. I mean, we're worried cash. Yeah, I think we're trying to just leverage, leverage credit where we can the rewards and cash, cash, we save for a rainy day to pay the bills, and we can use somebody else's money. We're happy to do that.

Tim Naftali: I love that. Especially if there's a low rate, right.

Greg Boyd: Yeah. I'm just mindful, Tim. I mean, it sounds like you got some things that that, you know, that you can help us with. So I'm keen to, to perhaps you get a sense for what, what where do we go from here? What would be

Tim Naftali: Here today, like I said, was to gauge your interest and to see if there's an interest to get to the next level the conversation, right? So right now, I'm going to present my screen with your permission. And we're gonna see if we can solve some of those problems that you were talking about your data you're alluding to? Is that okay?

Greg Boyd: Sure. I'll just be, it'll be quick. I'll have to pop out of here in a couple minutes. But

Tim Naftali: I'm gonna share the screen and I will get there. Okay. Sure. All right, perfect. Do you see the screen? Gotcha. Yep. All right. So this is brex. So we talked about before about someone within the company that is going to be there with you the entire time, we have customer service, and customer success reps that are going to be dedicated to you, one person dedicated to you. That's going to learn everything about your business and highlighted banking and is going to be there for you whenever you need them.

Okay. That's the first thing I wanted to get to the second thing we talked about. cash cash is everything in a business, especially in the beginning. As opposed to you waiting, right? And I'm sure you Shopify Amazon stripe, one of these companies. I don't need to know which one. But when we allow our customers to have is immediate cash. I'm not talking about next day. I'm not talking about three days. I'm talking about right away. Okay, okay. Now, when I say right away, I mean, what's the minutes? Do you think that

Joseph Fung: Sorry Tim! That was the 15 minute mark there!

Tim Naftali: Really? It was?

Joseph Fung: I'm so sorry.

Tim Naftali: All right.

Joseph Fung: Great, great questions, but we got to wrap up. Oh, great job. You can stop your screen now. Take a break. Easy. unfortunate. We did run out of time there. There we go. So while we've got Tim exiting the screen there, take a breather are just gonna finish out your notes and their scores. You ran it right down to the wire there we had. I think it was 1104 on my clock when you got your screen sharing good questions, but it kept running a little bit tight there.

Tim Naftali: Yeah, it's one of those things that takes a little while to do it under 15 minutes, but I was really happy for the opportunity. Thank you very much, Joseph.

Joseph Fung: Oh, awesome. And yeah, I mean, you've really gotten to the pains there with Greg. You can see it there. You know, we were just talking about being scared to leave and the actual pain that he had there. So you've uncovered some really good stuff. Just

Tim Naftali: Yeah, I wish I was there to give them some of those solutions to plan a scheduled meeting. But next time, thank you, Joseph. Oh,

Joseph Fung: Okay. So we're going to give our judges a little bit of time to finish up their notes in their scores. But while they do that, Greg, you're out of the seat there. You can take a breather. Any overall thoughts or reactions for the sport, the water bottle on take a break? Go back to the change room. But any comments for the competitors?

Greg Boyd: Oh, my gosh. I mean, you have been, have been so gracious in the things that you've said, You've had such a great ride and we've learned a lot from each other. And that was obvious. I mean, the way you're rooting for each other tonight and seeing the group show up in the chat and everybody here in zoom. It's good to see everyone and kudos to this group. Everybody just stepped up in a big way. I'm looking forward to hearing the judges comments. So I won't So anybody's thunder, but I'd say that from beginning to end that rapport building for each one of you was fantastic. Just the ability to connect in your own way. This idea of who you are owning who you are everybody showed up and brought their genuine personalities themselves. That was awesome to see. So great work, everybody, you should be very proud of what you put forward and for each other as a group. So that was just an awesome, awesome time.

Joseph Fung: Great, great testament. And before we get into the the feedback sessions, one quick check in with the this group's lead instructor, Sheila, any comments you want to share about the the competitors or about this cohort as a whole.

Sheila Fung: Not sure where to start this group has done so much growing together. I'm really happy I find and of course, I always have all these mixed feelings. It's the combination of pride and being impressed. And then just the sadness of knowing I'm not going to log in with them on Monday, at the same time. The timing, we all knew coming in today that the timing was gonna be a thing, right? I just think this class has spent a lot of time thinking about discovery and making sure that it's quality. I I'm really happy with how things went today, and just everybody's ability to get into the realities of situations and the timing in a real life scenario. You know, it's, there's not going to be a gong typically. I mean, I hope I don't know. So I think you should all feel proud of yourselves. And thank you, all of you, the whole class for how much work you've put into this. It's, it's been obvious from day one, that you're all going to elevate each other. So thank you, thank you for all of your work.

Joseph Fung: Great comments, I will I will share and reiterate the timing is really, really tough. But I am going to reach out to everybody here and say thank you because I do like getting to use my soundboard and I realised your shill, your comment there is really apt I do need to start using my timer and my gongs on my own sales call. So if anybody is turning on this live streaming, you're calling me for a pitch. I think I'm gonna start using that Gong. You know, let's let's hold everybody else to the same standards to see how that goes. Can we bring into team meetings? Is that a thing? Yeah. It's a quick, quick check. And Greg, are you good to kind of bring us through the feedback from some of the judges on our competitors.

Greg Boyd: I would love to this is great. This hearing from hearing from our judges, and giving them feedback is just such a rich learning opportunity to experience. So thank you. Thank you to our judges who are just going to who we're going to hear from so each of us is going to comment on one of the competitors. So Haithem I think you can comment first on what we heard and saw from Jens.

Haithem Elembaby: Yeah, well, first of all, everyone really nice job that was super awesome. It was really nice to be a part of that he ends really nice job. Seeing I know that you've been through a lot over the last 12 weeks. So it's nice to see everything come together. I had a few pointers here, they'll just throw in I think overall, you did a really great job, you know, qualifying for time setting expectations up front kind of jumping in with enthusiasm. That was awesome. The one thing that I'll say, for you, and even for some of the other competitors as well is try and open with something that's a little bit more relevant about them. Right? So asking questions, like, you know, how was your week or it's, you know, it's the end of the summer like, this is gonna throw people off guard, it's gonna get them start thinking about the weekend, start thinking about what happened last week. So, you know, I like the way that we would open with not to get on that. But I like the way that he opened with something relevant about the role and seeing something maybe that you saw on LinkedIn, or that you saw on the news or something like that. So that's one thing I would say just try to open with something like more relevant about the individual that you're talking with. And then when it comes to the pain points, I think you did a good job of asking good questions. And you know, Greg was definitely opening up to you a bit. But I think you had some opportunity to kind of use like the Tell me more, right? So, you know, there were moments where he was like, you know, this is this is a pain that we're experiencing, and this is something that I'm feeling and, you know, you can basically pause and maybe you know, mirror him or try and label that pain like Wow, that sounds like it's really frustrating. You know, tell me more about that, or no, how does that play out?

You know, what, what is the impact and try to really quantify that pain a little bit and ask him questions like, you know, what would happen if you know that continued or you know, what has been happening and try to dig a little bit deeper. And then the last thing that I'll say is on a kind of a similar note, but also just make sure that you are satisfying the concerns because I know that from what I remember, he was very concerned about bandwidth. That was Something that kept coming up. And he kept talking about how his team was already stretched thin. So you really want to make sure that, you know, he is able to articulate to you how your answers to that question satisfied that concern right there on the spot, because you don't want him to walk away from the call, basically creating a narrative in his head where he's like, yeah, this is going to be too much work, or it's just not worth the effort. Like, no, the cost of doing nothing for him has to be a lot greater than the cost of doing something about this. So you want to make sure that you're really satisfying that concern while you have him on the call. But like I said, overall, really great job. I know, it's not easy. This isn't something you know, another product that you've been selling for months. So kudos to you and everybody, and thanks again for having me.

Greg Boyd: Awesome. Thank you so much. Thank you for sharing that. feedback. Our next judge Mahmoud, do you have any comment on Marcus, break it down for us?

Mahmoud Hmouz: Yeah, absolutely. So I mean, first of all, I just want to say, you know, amazing job, it's very difficult to run a complete demo on 15 minutes, and then have 20 other people's, you know, looking at you and watching and having to deal with all the comments and look, so, you know, it's very brave of you to do this. So great work. I thought you did a really good job one providing the background at the beginning, you know, what, what number of call was this, that kind of set the stage nicely for us to understand the relationship between both of you? You know, then you asked him about the hard stuff, which was also good. Personally, I'm not a big fan of, you know, telling him that you're going to be asking him some questions. And then, you know, to get the answers, I find it's a bit, you know, you don't really do that in real life, right? Like, you'll go up to someone and say, hey, I want to ask you some questions. And we'll see if we're a fit, try to make him more human try to make him more of a conversation than just peppering him with question with questions. You know, really good job at digging into their pains you got, what their pains were, which is retaining talent and work from home has been tough, then you also dug deeper into their pains, which was also excellent. The only small part missing, for me, and the first part was just quantifying that pain, correct? Like, what is it costing them? How many people are leaving?

You know, how, how is it? Is it monetary? Is it psychological? What is it that is kind of causing him, you know, to be speaking to you today. The second part, which was the demo, I personally thought that that case study was a bit too much. I try to avoid case studies, just because you know, they're generic, I find and you don't know you're gonna be speaking to you don't know what their pains are. So just come prepared with a case study kind of feels that you've already thought about what you want to tell them and what you want to convince them with. Right? Every prospect wants to feel special, and the prospect has special needs and pains. So just make sure that I'll personally kind of remove the case studies and speak up and tie a bit more in order panes with what your features are. It was a bit too much for the prospect to take in. You know, he even said that himself. He said, you know, that was that was a bit too. That was, that was a lot for him to take in, I find, you know that you could have paused a bit and asked for feedback or ask them questions just about around, you know, is this relevant to you? You know, tell me, tell me how you feel about this or asked him if a solution like this would be beneficial for him to get him to talk a bit more instead of just doing the talking. But, you know, the demo reel was was was good. Just, you know, remember to pause and get some feedback along the ways and keep asking those questions. The closing, you know, you got the next steps. You got verbal contract, I find that the stakeholders, there was way too many of them, right. And I kind of felt the prospect got discouraged. Because now he has, he's not Firstly, he's not sure about the value that you're providing. But then he also has to manage all these people and get them in the room or give them a breakfast for you to pitch the solution to them. So I kind of felt he got discouraged by saying, Yeah, we'll see. We'll see about the breakfasts, we'll see about me getting them together, do you really need all those prospects to cut into the head, you know, maybe get a person or to build that relationship making your champion and then let him pitch internally for you. But overall, I mean, you know, amazing job. digging deeper into the pains was really good. And you know, you got the next steps. And again, you know, fantastic job on on a well run conversation. And you know, the timing was also very good for you. So it worked.

Greg Boyd: Awesome. Thank you. Thank you for that feedback. Great job to Marcus and it was to the wire, there's like four seconds left, if I were not taking our next feedback, Lena would love to hear your comments and feedback for Dawood,

Lena Thibeh: That's okay, I'm gonna keep mine short and sweet. If I were your friend in the audience, and that was your pitch, I would have gotten up and giving you like 10 million high fives, you were you really showed high sales EQ. The IQ we can always teach, you know how to pitch and do all that. But the EQ piece of empathy, the active listening, I'm connecting him with the understanding that he's not the only one who's suffering from whatever pain point it was. It was fantastic to see. And then you started it on such a beautiful note of showing him that you cared enough to research. I mean, one, you would have shown up on his radar earlier, if you had done your research on LinkedIn. So that was like a plus you're not coming out of nowhere with him. Hopefully you use video to even get him on this call. And then on top of that, you mentioned that director piece, from the moment you said that and if I were in Greg’s shoes, I would have been like done. Again, let's just build trust that built the understanding that this person actually cares about me as an individual. And so I want to listen, because 90% of what you do as a BDR is getting people to like you, right? The product is always going to be the product, the solution to their problems, that he can work with that you can also touch on that and getting them to actually want to talk to you. I thought that was fantastic. The other point that you did really, really well was you were the only one that at the end, you had a solid time. It wasn't like let's book another time for the next couple of weeks. You're like alright, Tuesday 10am. And I was like, okay, yes, good job. Like, that's exactly what you want to do. Because if you do it the other way you run the risk of them ghosting you to put in all this hard work and all this effort, and then never hear back from them. So having that set time holds them accountable and you accountable. And then hopefully you follow up with them. Um, I would say that if I were a hiring manager, I would hire you. And based off of this demo, like that sales EQ piece is just so critical in a rap and I thought you didn't wonderful. The only feedback I would give us constructive feedback would be personal, make sure that they have your undivided attention. That's like the worst thing to be sitting in a demo and to know that the rep is not fully engaged. And granted, I know that it is a competition. So you want to be really aware. And that's what you had up. But it would just be a moment of Oh, I really hope that this person is sincere and actually cares. So that's something to be aware of. And then the next thing is, have fun. It had like a bit of a serious tone to it. And I'm like we're just people, every single day each one of us gets up we have our lives, we have everything. So to deconstruct the nervousness, just think about is like you're talking to a buddy, you're talking to a friend. Go with the flow. Have fun. Have some jokes in there. And beyond that, I think you did fantastic. Bravo, bravo, awesomeness. Good job.

Greg Boyd: Great feedback, man. Thank you. That's great. That's great. Some great comments there. Love that be human. We're all friends here. That is for sure. So our final feedback will come from Chris. Tim, please, Chris, over to you.

Chris von Huene: Yeah. So Tim, I think the one thing that really stood out to me is like you knew the product, like back and forth by the knowledge was crazy. So I think you had a lot of great talking points. And if it was like a 30 minute disco, you would have had the time you would have crushed it and would have been amazing. But I think because it wasn't a 30 minute discos like a six minute disco. That's where it's like you almost came home with like, too prepared for the disco, right? And you know, it happens it sucks, like doing these for 15 minutes ain't easy. I mean, even my discos take 30 minutes and my demos are usually an hour to give context, right? And I even blow her an hour long time. I've done 90 minute demos before. So I think when when you're thinking about it, it would have been focused a little bit more like top three things because you went like super wide. It's like there's probably repaints but if he does nailed it, or even just one could That's 15 minutes, and dislike, layered it deeper, and then said, boom, Okay, I'm gonna show you how to solve this one piece, and then hop right over, walk through it, and ask them, like, how does that sound in their world? Or how do they see themselves, you know, potentially utilising that product? And I even tell people, like, I realise I'm putting you on the spot, but like, you know, does that look like you've kind of addressed it at a high level? You know, just gut check real quick? Because that way they can give you the Yes, no. And if they give you the know that you're like, awesome, where did I miss it, and then go back, get them and move. So I think kind of the biggest piece of feedback I can give you is, move quicker and just refine it down a little bit. Right? Because again, you have so much good knowledge, you know, him, he shares some great pains, double down on it, and his start trying to go faster. Because that's just kind of its momentum, like the thing that will kill you is losing deal momentum. I mean, everyone who has been sailing, they've lost momentum, and rebuilding it is hell. So if you got it, gas it go, and just show it, check and get the feedback. And, you know, move on to the next piece. I think that's, that's good. Like, you have all the knowledge, you know how to do it, I would say just, again, condense faster, double down. And when we're asking questions, you want to make sure to give them an easy out to like when people like when they want to ask me sounds good. If I don't understand I legitimately say no, I'm probably one of the weird people that will actually say no to that. Anyone else? Because they don't want to look incompetent.

They don't say no, even if there's some confusion. So that's why I'll frame it as like, how does that sound in your world? Or how you know, what potential pieces can explain a little bit better? Or, you know, does that look like it might check the box? Or did I miss it a little bit, like try to give them some easy outs. So that way, they can tell, you know, if that really is the case, and so you make sure you have true fit before moving on to the next step? Because we just want to hear Yes, in our head. It's a we frame our questions like that, but maybe there's some hesitation, maybe I'm ignorant, and some piece, I don't want to look stupid. So you want to just kind of set it up, where it's always on you, given that easy out, get alignment, and then move forward. So I think you know, with some of those tweaks, you probably would have just ripped through it on and done. Amazing. But yeah, I'd say this, first and foremost, condense and then just try to move a little bit quicker. And if they're talking a lot, try as much not, you know, talk over them, but just try to condense them down a little bit, you can't be reminded, like, Look, I want to be respectful of your time you got roughly like, five, six minutes, would it be around if you know, I can just show you this piece to just that one key point. So I really want to make sure we're fit here for you. So there's ways that you can even kind of cut them off politely and make it about them. And like I'm cutting off because I want to show you see a fit, not just because I want to move forward to the next step. So if you put it in what's in it for me, you can cut me off all day, if you can tell me why it's going to be valuable for me, I'm not going to get mad. If you just tell me like, I just want to move on to the next x. I'm a sales guy, I gotta I gotta move you through a process. So I'm now like cattle, then I'm going to be like, young, good. I don't even care if you can sell my products. Like, you know, I mean, like, it just doesn't matter to me. So think of maybe some tactful ways. If they're rambling to kind of jump in, gain control of that conversation, put it in terms, why they care about it, and then continue to move them forward. That's all I got for you my man. Thanks, Chris. Really appreciate it.

Greg Boyd: Great. I think I think that that opening feedback, you know, the the disco was, as well was well done. And me too. I was looking at the timeline, no way. So well done. Thanks. Thank you to each of our judges for the feedback that's so valuable.

Joseph Fung: Okay, we've gone through some feedback. And I know everyone is antsy and itching to know who's winning. But again, because we are live streaming this and we're on YouTube and LinkedIn and everything, I've got the obligatory smash the like, subscribe share button because we are kicking off some amazing careers. And you heard some amazing feedback here about the discovery, the dig in for posting and I want to anchor on something really, really helpful here. We just heard four incredible competitors really deeply empathise with the pain points of the buyer, understand how they can help and solve in 15 minutes problems. None of them work for these companies. None of them have actually had to use or sell these products before. This is all about learning what it means to empathise with a buyer dig in, deliver some value and move a deal forward. So yeah, that bar was high. All four of you. This is the toughest sales call you'll ever have to do. So from here on in, it's a cakewalk. You got this. Okay, Greg, are you set? Are you ready? Are you good for announcing a winner?

Greg Boyd: I don't know just, I don't know. I don't know if I'm ready. I am ready. But I don't want to but I am. I'm excited. I am up for the task.

Joseph Fung: So before you do everyone else I'd ask that you take off mute so that when you're applauding or cheering or commenting, we can hear you. And, Greg, if you could go to sin, let us know. Who are we counting as a demo champ?

Greg Boyd: Hey, all right. So we're looking at the crew of June 2021. We have a demo day champion on our demo day champion for this group for June 2021 is Dawood!

Joseph Fung: My friend well deserved. As you might expect, that shows though, thank you, I gotta hand it to you. You slipped it in there, you share to the group that you came in off your three late stage interviews today, and then came in and you know, ran your demo. It's a hot day well done.

Dawood Abdulsalam: So it's definitely been the highlight of my day. So, I'll sleep easy now.

Joseph Fung: Great stuff. We've got a couple of housekeeping things. So don't if you're tuning in on stream don't go yet, we're going to share a couple of quick updates. And then we'll let you guarantee, just in a couple of minutes. For those in the Zoom Room, let me let me share slide two, just so you can see it as well. First off, for everybody that's tuning in, if you'd like an introduction to any of our grads, any of our members, you're building up, your your AV, your SDR, your BDR team, we're happy to facilitate those introductions. That's what we're here for. But we also run a number of events. And we're programming. So you can always join demo days like this, you can get that inside track by visiting yuvaraj.com slash Demo Day. And you can put that on your calendar.

Now if you'd like the next one's coming up October 7. And that's a 9am to 11am. Eastern, so it's an earlier demo day coming up, that's going to be fun. But beyond that, if you're building out your skills, your team skills, we have a number of upcoming events that I think you'll be interested in uvaro.com/events is where you can see them all. But I'm going to be giving you a rundown of three really cool ones coming in. First is we have a step into tech, quick two hour workshops. We do these weekly, if you know someone else that's interested in getting into the tech space, this is a good way to get introduced to what tech and sales and tech is like no obligation, you get the best content for our programme and a quick two hour stint. Fantastic Crash Course.

Second, we have an amazing career coaching workshop coming up and is going to be live on YouTube as well. And it's starting September 15. And that is 12pm. Eastern, so you can bring a lunch to join in. And one that I'm personally very excited about, we've got the Colourful Side of Tech Sales coming up. And that will also be featuring the wonderful Lena Thibeh, who's one of our judges today. And we'll be digging into some of the challenges of establishing and giving space for women and women of colour in tech. And so super excited to be carving out room for that because it's an important topic. And that is going to be a fun, genuine authentic conversation. So if you care about the diversity of your sales team and your organisation This is a great one to tune into. But events aside, also a big massive congratulations to everybody that made it here. The 12-weeks are a tough journey. This is a tough event job well done. They're gonna dig into feedback and content tomorrow, wrap it up, but two big thumbs up and to our judges.

Thanks a million. We could not do this without you. You're launching some amazing careers giving you your time. So thank you, thank you, thank you for that. For those on the live stream. We're gonna let you go your Take care. Have a wonderful evening and we'll see you next time.