ChatGPT Teams (aka Business) now lets us share threads.
The $20/month personal plan (called Plus) doesn’t let you share threads or work together with team members, but you could export documents, which is clunky.
Our ChatGPT business account also lets us use GPT 5 Pro, Agent, and Thinking go beyond the per user caps (which solo accounts cannot get beyond).
We’re paying about $100 a day for pooled credits on top of the $30 a month we’re paying per user.
You can see the rate card on how many credits various tasks cost (50 credits per Pro request, for example).
But the agentic work is worth many times that.
To have ChatGPT be able to log into any system you provide access to and follow your verbal directions (governed by SOPs you specify) is incredibly powerful.
VAs are cooked.
Now one A player can do 10 times the work, while everyone else is on a path to unemployment.
If you’re a client (agency or coaching) and want us to add you to our Business account, let me know.
I’ll eat the cost as part of what you’re already paying– no extra charge.
And if you’re not an AI Apprentice ($2,500 for a year) or a monthly member (Office Hours at $297 a month), you can still sign up to be grandfathered in for as long as you’re active.
Here’s how to start using our internal GPTs right away:
Once you’ve been added to our ChatGPT business account, you’ll have access to all the custom GPTs we’ve built to make your work faster, smarter, and more consistent.
If you’re not yet on our business workspace, find out who qualifies and how we handle access costs here:
Post a “✅ Onboarding Complete” message in Basecamp.
Tag the apprentice.
Done! They’re Officially Onboarded
Once the checklist is completed, the apprentice is now ready to start contributing to real projects, attend Office Hours, and advance through our levels of mastery.
In this episode, Dennis Yu discusses mindset shifts necessary for local service success while climbing in the Dolomites. He shares insights on how to achieve personal and professional growth while scaling up local service businesses.
If you’re a young adult or the parent of one, consider joining High Rise Academy to learn marketing skills that get results: https://highriseinfluence.net/high-rise-academy/
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.
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.
Thinking of applying to our $7,500 AI Apprentice program? Before you step into the dojo, run yourself through this scorecard. It’s designed to separate builders from spectators and show you whether you’re ready to thrive in our high-velocity environment.
Tool Curiosity
Ask yourself: what’s a tool or app you recently discovered, and how did you learn it?
Good sign: you dove in, broke it, and figured it out by doing.
Red flag: you only watched tutorials but never touched it.
Execution Velocity
Ask yourself: what’s something you shipped within 48 hours of learning a new tool or concept?
Good sign: you value momentum over perfection.
Red flag: you research forever and never start.
Grit & Follow‑Through
Ask yourself: when you get stuck on a task you’ve never done, what’s your first move?
Good sign: you start Googling, ask ChatGPT, and try small iterations until it works.
Red flag: you wait for someone to tell you the answer.
Documentation Reflex
Ask yourself: how do you keep track of what you learn so others can reuse it?
Good sign: you record Looms, maintain a Notion page or write short SOPs.
Red flag: you keep it all in your head.
Attitude Toward Change
Ask yourself: AI is making some jobs obsolete — how do you feel about that?
Good sign: you’re excited and see opportunity in staying ahead.
Red flag: you feel threatened or insist AI can’t replace human creativity.
Scoring and Interpretation
Use the table below to assign yourself points in each area. Then total your score to see where you stand.
Category
Points Range
Tool Curiosity
0–30
Execution Velocity
0–25
Grit & Follow‑Through
0–20
Documentation
0–15
Attitude Toward Change
0–10
85–100 points – Builder: you’re ready for our program (think Marko / Danny tier).
60–84 points – Trainable: you have potential; expect a learning curve.
Below 60 points – Pass for now: you’ll need more self-drive before you can thrive here.
Final Thoughts
Age isn’t the issue — mindset is. Younger applicants often adapt faster because they’re used to experimenting with new tools. But anyone with curiosity, humility and the will to tinker can become a builder. Use this scorecard honestly and decide if you’re ready to dive into our AI Apprentice program.
In this video, Jack and Dennis discuss how young adults can help fix the digital marketing for their parents’ businesses. They share practical insights into advertising, content creation, and SEO fundamentals.
If you’re a young adult looking to build real marketing skills and serve local businesses, check out the High Rise Academy program to get hands-on training and mentorship.
Every time someone tags me in Basecamp, I get two emails for the same message: one for the post, and one for the mention.
Multiply that by dozens of projects, and you’ve just doubled the noise in an inbox that already gets over a thousand emails a day.
I manage 1,000 emails a day. Every unnecessary ping pulls me away from the high-value work that keeps everything moving: strategy, client relationships, training, and developing the next generation of digital leaders.
Tagging me in Basecamp might seem like a quick way to get my attention, but it actually creates friction.
It breaks the system we built to keep communication smooth, focused, and accountable.
A = Accountable (the person ensuring it gets done).
C = Consulted (people giving input).
I = Informed (people who just need to know).
When you tag someone just to make sure they “saw it,” you’re bypassing that structure.
It’s like cutting across traffic because you don’t feel like waiting for the light; it might save a second, but it causes chaos.
We Built Systems for a Reason
We created the Level 1 Guide to make this process easy for new folks and anyone who hasn’t worked in a high-functioning team before. It’s all spelled out, who does what, where updates go, and how to communicate clearly without creating extra noise.
Following these systems is about protecting focus. Every time you skip the system, you create work for someone else and that ripple effect slows everyone down.
The Bottom Line
Don’t tag me in Basecamp. If I need to be looped in, assign the task to the right person and let the process work. If it’s truly urgent, use the proper channels.
We win by running clean systems, not by shouting louder in the digital hallway.
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
Identify specific actions you can take this week.
Choose one checklist and complete the first task today.
Start your weekly status report document now and update it as you complete work.
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.”
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 BlitzMetricshas 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.
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.
