Awesome. So this next question, tell me about the goals you were given at your last slash current position. How often did you meet or exceed them? So great question. I could nerd out about all of our different KPIs, all the different things that we measured. But some of the goals, for example, I mentioned in the last question, we had different regions. So once I became a panel manager, I was head of the Southwest region, which was all of our Texas marketplace like Houston, Dallas, San Antonio, all the way up to Kansas City and St. Louis. So as far as the different goals we were given, we did have region of the month. There were six other or six total regions, so five others, including myself. And that was one of our goals, see how many times we can get region of the month throughout the year. My team often overachieved and did get region of the month, which was very fun for me. Not only did we get a little bit of a bonus, but we got bragging rights, especially when we had our nation meeting where all of the regions came together and we talked about stats and we presented to our director. It was really nice. It made me feel very proud every time we got region of the month. So that was one of the goals. As far as how often did we meet or exceed them? So the last year I was there, I left, I got laid off in September. So between January and September, we did end up winning it six out of the months that I was there. And I don't count September because I was laid off in the beginning of September, so couldn't have won it there. But for that year, we did win region of the month six months out of the year, which I think is pretty good for not being there a full year. As far as other goals too, we did have goals as far as like getting a percentage of our team above certain metrics. Again, without trying to nerd out, we had what we called Avaya, which was basically how productive you are on the phones. We used the application called Avaya. So we called it our Avaya index. Essentially it was a measure of production. It took your calls per hour and it multiplied it by your talk time to give you a number. And we had to have certain people reach those, or we had to have people reach a certain amount, the number was 525. I know that probably doesn't mean too much if you're not aware of it. As far as that goes, most of my team was above 525. I only had in any given month, one or two people below it out of a team of 22 people. Most of the time it was people who either lost a little bit of enthusiasm for the job, or they were just starting out fresh out of training and I was able to help catch them up as far as the Avaya goes.