One thing we haven't talked about is what is the difference for the end worker's experience in a world where the payroll vendors care about payment? What is different for them, and what was the point of view that Papaya took strategically in thinking about not just making the Fortune five hundred feel confident in their business strategy, but all the way down to the employee or contractor experience?

First, there is no company that eventually is designed to support individuals' kind of issues.

And when we are looking on this, it's almost like a company basically is providing you a car.

Okay? But when you have an accident, you're not calling the company and telling them, "Hey, I got stuck along the road, and can you help me?" Right? You need to call the insurance company, and eventually, y-your company that gave you the car need to have full trust that the insurance company will take care of you.

Because nobody else in the room from the company side will leave everything and eventually kind of help you.

They don't have the tools.

They don't have the ability.

How are you looking at that in terms of how you're structuring your own workforce and how you're helping your clients as well?

Why is it that payroll payments cross-border seem so much more difficult than regular payments? Can you explain that?

Sure.

Because first payroll are high value, okay? And high value tend to be kind of more sensitive and fragile in terms of KYC and sanctions and eventually kind of regulators and so on.

Because the world still is not global or international as we think, okay? So...

Generally, first, compliance works very, very locally.

If you are getting paid from a U.S.-based company and you are kind of a U.S.-based citizen, it's very easy for your compliance officer, for your bank to just identify you.

I mean, they have like open resources to all of kind of the data sources and so on.

What are your thoughts on that and how that's all, all of this is converging?