We're going to start going through specific examples, and I have two companies that we'll use as we do that. One is an enterprise. It's called HVAC in a Hurry. The other one is a startup. It's called Enable Quiz. I'll just give you an overview of these. You can read about them also in the course materials. HVAC in a Hurry is a franchise that fixes air-conditioning systems and heating systems. That's what a track is. There are three key personas. Trent the Technician. So, this is really the core of, we'll call them, H and H Business. They go out and they fix these things. So, Trent is a very pivotal figure. Danielle deals with getting Trent prepared, and helping them go to the right place, and dispatching him to jobs. Frida the Facilities Manager is the typical customer. They mostly fixed systems at businesses, and so Frida is the one that's typically hiring them and managing them. Their main problem area is that they want to build software for the field people that helps automate and standardize their work so that they can scale the business more and increase its performance. Some of the problem scenarios that Trent the Technician has is he could be much more prepared, he thinks. When he arrives at jobs, it's hard to get parts out to jobs and make sure that he can tell the customer when he's going to be able to get a replacement part. He doesn't like being put into traffic, and idling, and wasting time because he gets paid by the hour that he's on a job. Daniella Dispatcher is constantly working with this jigsaw puzzle of getting people in the right place at the right time. It's mostly a manual process. So, HVAC in a Hurry is interested in the possibility of structuring and automating some of that with software. Frida the Facilities Manager feels like she's telling a lot of people the same things, and she's often not clear on what she's going to be charged, when she's going to get parts, and when jobs are going to be done. So, there's a nice set of problems for us to work on. Enable Quiz, Our Startup is interested in a totally different problem. They're looking at the process that companies who hire engineers go through when they're recruiting talent. This is a key activity for such companies, and they're specifically interested in how they pair technical skill sets that are required on a job with the interview process for candidates. We actually think that at Enable Quiz, we can empower Helen the HR Manager to do a better job of screening candidates with a simple lightweight quizzing solution that allows the company to assess the candidate's skill set. This is going to be better for Frank the Functional Manager, who's actually hiring the employee because he or she is always busy, and they never have enough time to interview. It'll be better for Ross the Recruit because he won't end up at a job that he wouldn't want to be at because he's not a good fit, and the company will avoid wasting Ross's time. So, the problem scenarios they're interested in are letting Helen do a little bit more of the recruiting process because Frank is so busy, and Helen would like to do more, helping Frank spend more time with quality candidates, a quality in the sense of just skill sets, so that he can go deeper with them and figure out who's going to be a good fit on the team. Then, finally, Ross the Recruit wants to put his best foot forward, but he also just wants a clear idea of what the job was going to be. So, we're going to help all these people with Enable Quiz. So, as we move forward here, I'm going to start showing you some specific examples of all the things we've been talking about using these two example companies.