Parents: Prepare Your Teen to Be an AI Apprentice for Your Business with High Rise Academy

Grant Haugen Grant Haugen on November 2, 2025

If you run a local service business and want your son or daughter to take over the digital marketing, here’s a practical path—grounded in what actually worked on real projects, not theory. Dennis Yu, Jack Wendt, and Dylan Haugen recently sat down to discuss how parents can help their kids become successful AI apprentices through the High Rise Academy, sharing what’s working, what young adults are learning, and how families can apply these lessons to real businesses.

Why Teens are a Great Fit and how to Test it Fast

During the discussion, Dennis explains why young adults often pick up AI tools faster than seasoned professionals. They tend to reason with AI instead of treating it like a search bar. Jack suggests a simple test for parents: have your teen open voice mode and talk through a problem with the AI for five minutes—then ask it to outline next steps. Speaking out loud encourages richer prompts and better plans. A second quick test, mentioned by Dylan, is to record a simple one-minute video explaining what your business does and who it helps. That short clip becomes raw material for posts, a blog, and even a lightweight ad.

Dennis shares how this exact process helped a cosmetic dentist in Atlanta. The team started with plain, phone-shot videos about smile makeovers, the doctor’s process, and the office itself. Those clips were repurposed into website articles, Google Business Profile updates, Instagram/TikTok posts, and ad variants—a single shoot fueling weeks of distribution. Businesses that follow the properly repurpose videos can multiply their reach without multiplying effort.

Doing, Measuring, and Iterating Weekly

Jack and Dylan emphasize that success comes from consistent action and feedback. Apprentices wire the digital plumbing first—analytics and call tracking—so we can see exactly which videos, pages, and ads move the needle. Every Friday, they submit an MAA (Metrics → Analysis → Action) report, a system Dennis developed to help keep projects data-driven and accountable.

Accountability isn’t lonely: work is organized in Basecamp, and there are live office hours every Thursday at 2 p.m. Pacific where apprentices present campaigns and dashboards for critique. Dylan points out that this structure helps young marketers build confidence. On the dentist project, one weekly MAA revealed a patient-story clip outperforming equipment demos, leading the team to double down on testimonials across blog, reels, and ads.

Learning by Applying, not Just Taking a Course

Dennis and Jack share how this hands-on model grew from a six-week applied module at Johns Hopkins, where students paired with real local businesses—no simulated assignments. The same “learn → do → teach” framework powers the apprenticeship: learn a tactic, implement it on a live account, document it so the next person can repeat it. Dylan mentions that this approach taught him to solve real problems—like when he got stuck swapping a website image, used AI to troubleshoot it, and then documented the process so others could benefit.

What the Work Actually Looks Like

  • Capture: Short, authentic videos from the owner and team (think FAQs you answer daily).
  • Repurpose: Turn one clip into a blog post, a GBP update, two social cuts, and an ad variation—five outputs from one input.
  • Distribute: Publish across site, search, and social.
  • Amplify: Layer Local Services Ads, Google Ads, and Facebook Ads (Dollar a Day) once the content proves itself.
  • Measure: Track calls and form fills back to the specific asset and keyword.
  • Improve: Scale the winners, fix or drop the laggards.

On the dentist account, that flow moved the business from “invisible online” to a steady stream of measurable calls—because Google could finally “see” the same reputation locals already knew.

What Success can Look Like

Dennis recalls Sal Sciorta, from Plumbing Pros in Eastern Pennsylvania, which followed the same framework. Revenue grew from roughly $30–40k/month to nearly triple, and marketing was intentionally dialed down while the team hired to meet demand. Growth became manageable and repeatable, rather than chaotic.

Compensation also evolves with results. Dylan, who began as an apprentice, advanced from $17/hour to $25/hour through performance and client satisfaction—not time on the clock. Along the way, he built lasting professional assets like a personal brand website and Google Knowledge Panel, helping him stand out in search results. These principles mirror what we teach for building your personal brand on Google, where visibility and credibility reinforce one another.

Who Thrives in This Model

Jack notes that strong communication and self-management are key indicators of success. Apprentices who try, measure, and then ask targeted questions grow quickly. Remote teamwork is part of the experience—Dennis and his team span multiple time zones—but the shared MAA process and weekly reviews keep everyone on track.

Why This Beats Influencer Thinking

Dennis often reminds parents that their kids don’t need viral fame to make an impact. Local businesses grow by showing up consistently in maps, search, and social with authentic content. Genuine videos, regular updates, and measurable results build trust faster than follower counts ever could.

He and the team emphasize that success comes from visibility within your community, not popularity online. When your content reflects real stories, honest expertise, and steady improvement, Google and AI tools start recognizing your business as the local authority—helping you win right where it matters most.

Partnering to Build the Next Generation

The conversation between Dennis, Jack, and Dylan shows how this program blends mentorship, accountability, and applied learning. Parents who want to give their kids real-world marketing experience—and see results for their own business in the process—can join forces with High Rise Academy. The program pairs young adults with experts who guide them through real projects, helping them gain confidence, technical skill, and a clear career direction while supporting your local business growth.

Who the High Rise Academy Is NOT For — And What It Takes to Succeed

Grant Haugen Grant Haugen on October 28, 2025

The Short Answer

High Rise Academy is designed for people who take action. Success comes from following the Metrics → Analysis → Action (MAA) process every week. Apprentices who do the work, communicate clearly, and follow through on assignments build measurable results and real skills.

Dennis Yu emphasized during the conversation that the Academy only works for those willing to “do the thing.” As he explained, people who collect metrics but never implement improvements are “getting paid to do nothing.”

The Foundation: Taking Consistent Action

Many projects fail because people spend too much time reporting and not enough time executing. Every week should include progress—new videos published, ads launched, or landing pages improved.

Our process relies on three steps:

  • Metrics: Track specific numbers tied to your work, such as video performance metrics or ad performance.
  • Analysis: Identify what changed and why.
  • Action: Implement the next improvement before the next report.

Jack Wendt mentioned how some participants kept producing the same weekly reports without changing a thing. He shared that those projects “looked busy on paper but delivered no new client results.” This reinforced the Academy’s focus on action, not appearance.

Dylan Haugen added that every weekly status report feeds the coaching process. “The more action they take,” he said, “the more feedback we can provide.” When students actually produce videos, launch ads, or adjust campaigns, coaches have data to work with and can give sharper guidance.

Communicating Effectively

Remote work depends on timely, organized communication. Team members are encouraged to apply the Do / Delegate / Delete framework:

  • Do the next task from your checklist.
  • Delegate when you hit a roadblock and need support.
  • Delete low-value items that don’t advance the goal.

Jack recalled several examples where simple communication lapses caused unnecessary delays—someone waited days to ask a question instead of flagging it early. “If they’d just said something, we could’ve solved it in five minutes,” he said. Clear updates keep everyone aligned and prevent small issues from slowing progress.

Skills that Support Success

Participants who think clearly, express ideas in writing, and approach problems logically tend to perform well. The program rewards those who take ownership of their work, stay organized, and use available tools to keep improving.

Dennis highlighted that being able to reason through tasks with AI tools or team members is key to growth. “Young adults who can talk through a problem and provide context always do well,” he said. This ability to explain intent and process mirrors how top performers handle real client projects.

Follow-Through Makes the Difference

Age and credentials matter less than reliability. Students as young as fourteen have produced outstanding results through consistent follow-through.

Dennis shared one story about a 14-year-old student who completed every assignment on time, produced content weekly, and analyzed results without prompting. That consistency led to measurable growth and personal confidence. In contrast, he mentioned older participants who “have to ask a question every single time” or constantly make excuses—and they rarely advance.

To stay on track:

  • Dedicate at least one hour per day to assignments.
  • Complete and submit a weekly status report summarizing what you shipped, what you learned, and what comes next.
  • Plan around vacations or other priorities so deadlines are met.

The goal is steady progress, not perfection.

What Success Looks Like Week to Week

Each week, successful participants:

  • Publish new work such as a video, ad, or content update.
  • Record clear performance metrics and note what improved.
  • Decide on the next concrete action to take.
  • Review targeted feedback from mentors and apply it immediately.

Dylan described one student who launched a short-form video campaign and then tracked its performance in the weekly report. “They took the feedback, adjusted the titles and tags, and doubled their watch time in a week,” he said. That’s the type of learning loop the program aims to build.

This cycle—action, reflection, improvement—builds measurable skill and momentum.

How to Prepare and Self-Assess

  1. Identify specific actions you can take this week.
  2. Choose one checklist and complete the first task today.
  3. Start your weekly status report document now and update it as you complete work.
  4. Set up a simple metric tracking sheet for your projects.
  5. Reserve your hour-a-day block on your calendar for the next two weeks.

These steps help you form the habits that lead to success inside the program.

Final thoughts

High Rise Academy rewards people who act consistently, communicate clearly, and keep improving. Those habits matter more than background or prior experience. The more you build, measure, and refine, the more meaningful results you’ll achieve.

Dennis concluded the discussion by reminding parents and students that this program requires genuine interest. “We’re not here to babysit,” he said. “If they have that drive—whether it’s basketball, content creation, or entrepreneurship—they’ll thrive. If they don’t, they’ll struggle.”

What It’s Like to Be in High Rise Academy: Henry’s Story

Jack Wendt Jack Wendt on October 6, 2025

Featured Image: Henry on a video call sharing his first week in High Rise Academy (placeholder)

When Dylan and I started High Rise Academy, our goal was simple: give young adults the tools, mentorship, and confidence to do real work for real businesses. Henry is one of the first apprentices to join, and his journey shows exactly how this program works in practice.

This story comes from a Youtube interview we did with Henry, reflecting on his early months in the program. What he shared provides a clear picture of what new apprentices can expect.

Flexibility From Day One

When we asked Henry what he loved most about the program, his answer was immediate: freedom and versatility.

He explained: “I can basically work from wherever I want as long as I have internet access and Wi-Fi.”

That flexibility meant Henry could work from his family’s cabin or his home without missing deadlines. For him, work-life balance wasn’t theory — it was lived experience.

This is the same principle Dennis Yu, Dylan, and I experienced when we spent a month traveling to eight countries and five U.S. states while speaking at conferences. Our output didn’t dip, because we follow documented processes like the Content Factory model.

Starting With No Experience

Henry admitted he had “little to no experience” before joining. His only teamwork experience came from school projects.

Within weeks, he built professional habits:

  • Communicating directly with clients.
  • Finishing projects on time.
  • Following through on commitments.

As Henry put it: “It’s greatly helped me to communicate with others, get work done on time, and finish what you said you would finish.”

Henry proves that even with no experience, the system works.

Real Client Work: Flax Dental in Atlanta

One of Henry’s first major projects was with Flax Dental, a dentist in Atlanta.

Instead of just being handed a task list, Henry collaborates directly with the client to define what success looks like. That means listening, asking questions, and aligning deliverables with business goals.

His work included:

  • Repurposing long-form dentist videos into SEO-optimized blog posts.
  • Creating short-form video clips for YouTube and Facebook.
  • Uploading and formatting website content.

These are practical skills every local business needs. For apprentices learning to serve small businesses, this is where training meets real-world impact. See our detailed walkthrough: read our full guide to repurposing video content.

Building Transferable Skills

Henry quickly realized that the methods we used for a dentist could apply to almost any local service business — landscapers, plumbers, roofers, and more.

He learned to:

  • Build repeatable workflows for repurposing.
  • Adapt formats to each platform’s audience.
  • Use tools like Descript and Underlord to speed up editing.

Henry discovered that while tools help, real skill lies in understanding client goals and target audiences. That’s why we built documented processes like the Content Factory model: they create scalable systems anyone can learn and apply.

Weekly Reports and SEO Growth

Every Friday, Henry contributed to our MAA End-of-Week Reports for Flax Dental. In week one, the reports simply listed content produced.

As weeks progressed, Henry learned how to:

  • Add SEO tracking.
  • Summarize keyword performance.
  • Include engagement numbers from social posts.

These reports became the backbone of client communication. Henry moved from never having written a report to producing one that guided business decisions. To see exactly how to structure these reports, check out our full guide on how to write Weekly MAA reports for local service businesses.

Support From the Team

Henry didn’t navigate this alone. He had access to mentors like Dennis Yu, Dylan, and myself, along with a full library of playbooks and processes.

As he explained: “Everything is documented. Everything that Dennis and BlitzMetrics has done is out there. You can literally just search whatever you’re saying.”

When apprentices run into obstacles, they’re never stuck. They can:

  • Reference documented checklists.
  • Ask team members who’ve executed these tasks thousands of times.
  • Follow guides to avoid the #1 VA mistake.

Time Commitment and Balance

Henry is clear about the time investment. He doesn’t log hours for the sake of it. He focuses on getting projects done.

For apprentices managing one client, Henry estimated “probably no more than an hour a day” is sufficient. That makes High Rise Academy accessible for students, part-time workers, and young adults balancing other commitments.

Advice to Future Apprentices

When we asked Henry what advice he’d give someone just starting, he said: “At the beginning, I didn’t really know much. But there are so many resources. And even if you end up getting stuck, there are team members who’ve done this thousands of times you can fall back on.”

That mindset is exactly what makes High Rise Academy work: you don’t need to start as an expert. You need to start willing to learn.

Closing Thoughts

Henry’s journey represents what High Rise Academy is about: taking motivated young adults, giving them real-world work with real clients, and surrounding them with mentorship and repeatable processes that lead to success.

Key takeaways from Henry’s story:

  • Flexibility to work from anywhere.
  • Transferable skills that apply to any local business.
  • Step-by-step guidance through reporting, SEO, and content creation.
  • Supportive mentors and documented playbooks.
  • Realistic time commitment that fits into everyday life.

Want to build these skills while helping real businesses? Start by applying what Henry did — commit to doing the work, ask questions, and follow the process.

Learn more about High Rise Academy and apply today.

How High Rise Academy Trains Young Adults to Deliver for Local Businesses

Jack Wendt Jack Wendt on October 3, 2025

In this video, Dennis Yu, Dylan Haugen, and I, Jack Wendt, explain how High Rise Academy equips young adults to deliver results local businesses can measure—leads, calls, and customers.

Goals: Creating Jobs Through Mentorship

High Rise Academy is built on Dennis Yu’s mission to create one million jobs for young adults. That idea comes from mentorship Dennis received 30 years ago from the CEO of American Airlines, who helped him see opportunities as a young professional.

That mentorship model defines the Academy. Students learn by doing and then teaching others. Dylan Haugen explained: “Since starting this, all my friends have been implementing this into their personal branding. I’ve helped them get Knowledge Panels just by sharing what I learned.”

Dylan and I documented the steps to trigger a Google Knowledge Panel so peers could follow the same process. Each student builds a public portfolio of campaigns, dashboards, and videos that employers or clients can verify.

Content: Documented Systems That Deliver

The Content Factory

Apprentices follow BlitzMetrics’ Content Factory framework, the same workflow applied with Nike and the Golden State Warriors. It turns one video into many outputs across TikTok, YouTube, Facebook, and LinkedIn.

Tools like Descript and CapCut simplify editing, so even first-time students can caption and repurpose clips.

The 3×3 Video Grid

Students start with a 3×3 video grid: nine short clips—three “Why,” three “How,” and three “What.” For example, a dentist might record why they entered the field, how they calm nervous patients, and what treatments they offer. These build authenticity and become ads or blog content.

This method reflects BlitzMetrics’ personal branding guide: authentic storytelling is the backbone of effective marketing.

Dollar-a-Day Strategy

Campaigns are promoted using the Dollar-a-Day strategy. By spending $1 daily, students test what works before scaling.

Dennis commented: “Most local businesses say they’ve been burned by three agencies before us.” Documented dashboards help rebuild that trust.

Targeting: Parents and Local Businesses

Parents and Students

Parents want skills that translate into work. At High Rise Academy, apprentices launch campaigns in their first month.

Instead of theory, each student documents campaigns that prove competence.

Local Service Providers

For dentists, roofers, and lawyers, marketing is often a struggle. The Academy prepares someone they trust—a son, daughter, or local student—to manage it.

These steps follow Dennis Yu’s local marketing strategy for service providers, applied in real campaigns.

Why It Works

The Academy succeeds because apprentices run live campaigns, not simulations. Every assignment delivers measurable results—calls, leads, or video views.

Dennis explained: “This isn’t about tuition or replacing college. These are individual lives. When these young adults succeed, I feel pride.”

By documenting their work publicly—through checklists, YouTube videos, and blogs—students create repeatable paths for others to follow. That cycle scales the mission from dozens of jobs to thousands.

Conclusion: Training Built on Proof

High Rise Academy is grounded in execution. Apprentices create content, run ads, and manage analytics that businesses can measure. Parents see confidence grow. Business owners get work tied to visible data.

The systems behind it—the Content Factory framework, the Dollar-a-Day method, and steps to trigger a Google Knowledge Panel—have been tested with global brands and adapted for local providers.

Want to equip your young adult with these skills? Enroll in High Rise Academy and give them hands-on experience running real campaigns.