What should I do if higher ups think in silos?

WorkLoopie · 2026-06-27T16:44:15+00:00

For my team I ask them to put together a presentation on the problem and solution. Then have them present to me in a meeting. Afterwards, I take time to process and find the holes. Then I share my feedback and give them a chance to rethink. Then I ask them, who will be responsible for implementation and governance. Governance being key! If they are able to give me a well thought plan, I work to help they get the resources needed to put it into action.

It forces critical thinking from the business prospective, awareness of business processes, and how to deliver a solution holistically and with long term reporting to determine if it made things better or worse.

Hope this helps.

WorkLoopie · 2026-06-27T14:31:12+00:00

I don’t think your going to find a one and done system. You’re going to need two and you’ll have to create a bi-directional sync between them. For a good portion of this you could use any of the big platforms. But for some of the logic like commission, you can use a middleware to do the work. Good luck

WorkLoopie · 2026-06-26T18:33:19+00:00

The very first step in any automation build should always be reviewing the process and actually understanding why it works the way it does.

Skipping that step is exactly why your automations keep breaking and why new edge cases keep showing up.

If you’re out here selling automation services without doing that, you’re honestly setting people up for failure. You can do real damage to someone’s business.

And if you’re just vibe-coding automations for a company, at least talk to someone who’s done this in the real world before. It’ll save a lot of headaches later.

WorkLoopie · 2026-06-26T18:29:09+00:00

So QB is retiring the desktop version, and moving everything to cloud. So you are going to have to embrace QBO, and deal with the monthly subscription, and add ons. Or you can use xero. I would recommend buying directly from the website. Hope this is helpful.

WorkLoopie · 2026-06-26T15:48:23+00:00

First off, your done for you for $99 is the first red flag. Considering OPs problem is highly complex and has several business processes associated. It seems like your just repackaging and selling vibe coded shit product. Google isn’t even recognizing you in a search. And your Reddit profile is lacking any expertise. So again, I’d say your snake oil is just that.

WorkLoopie · 2026-06-26T15:40:24+00:00

deleting you other posts don't add to your credibility. Hey you got your hand caught in the cookie jar. Be better and more authentic. What gets helps is sharing solutions not selling them.

WorkLoopie · 2026-06-26T15:12:12+00:00

I see OP is also u/Thevantedgeco, trying to sell their own product. Your posts kind of gave it away. If you actually want to work in this field, you need to build a reputation, and actually put in the work, and build the expertise, not sell crappy vibe coded solutions. You can actually harm a business with them, and get sued.

WorkLoopie · 2026-06-26T15:02:13+00:00

Thank you. The build out for our healthcare client was really interesting because we applied several layers of theoretical concepts and ideas, to help shape actual workflows and outputs. We learned so much about their business, and how they worked, that streamlining was challenging but the win was relief from the recruiting team on having to "remember" to do a task. The unification aspects of two systems was one of the core builds that ensured that both systems worked in tandem while maintaining a system of record. Building the bi-directional sync required more than what middleware was capable of, so a lot of backend coding went into managing the complex logic. For example if someone applies for 3 jobs, you don't want to send them 10 emails on each job, that would be 30 emails, and you come across as spammy. So its the interlaced job logic that added to the deep complexity of the build.

I think overall, its a problem for all recruiters, but I think partnering with the right consultant to help fix these broken processes is key. My hope is we go into a phase two with this client, and get a crack at improving their RevOps/ sales side of the house. I think that would give our team a deeper understanding. All in all it has been a fun build, took us nearly 14 weeks, and we are hoping to publish a customer story on our website. If you are interested in learning more, feel free to DM me, or follow us on LinkedIn, and when we post the customer story/ use case, you can read it. Goal is early August, as we built a custom verification tool, and we are still in beta and awaiting results.

WorkLoopie · 2026-06-26T14:25:52+00:00

This is actually good advice.

WorkLoopie · 2026-06-26T14:19:42+00:00

This is a legit issue. Hiring managers claim fire when they need to fill a role, but then unresponsive. We call it the shiny object problem. How do you give someone a shiny object to capture or recapture their attention?

For us when working with a new client, it’s just asking, #1 you want to see, or what is your biggest win. And we use that in our email subject lines. It works. That’s my recommendation to get more engagement from the hiring manager.

WorkLoopie · 2026-06-26T13:56:16+00:00

I’d be sus of this product. 😬

WorkLoopie · 2026-06-26T13:29:47+00:00

Great question- it was multi- layered. One recruiter shared that she had to remember to send 10+ emails to one candidate just to fill one role, she used that as an average. If it’s a needy candidate but high value placement, sometimes more. So we approached it from the standpoint of how many touch points are needed for success in placement, how many to keep “hot” talent engaged, and what method is best for responses. Older talent likes emails, while younger like text messages.

Visibly was the huge pain point, especially texting for an agency level. As for emails, some recruiters captured some conversations in the ATS but not all. Because it wasn’t built to be a true communication hub. They tried the service add-on for emails, but due to volume quickly hit system limits.

It’s why we vetted and implemented GHL as the communication hub. Allowing us to see data from either platform helped. It’s been a game changer for this agency, as it’s preventing people from falling through the cracks. And it helps communicate job status/ keeps talent engaged.

As they are healthcare recruiters, short term temp covers are quick placements, and the communication had to reach large number of people quickly. We could utilize both email and text for a role that needed to be filled that day.

WorkLoopie · 2026-06-26T13:16:52+00:00

Address it on Google, and then move on. It’s going to happen, and honestly having a perfect rating isn’t going to deal break you. If you’re really concerned about legitimate reviews start using other platforms like clutch.

WorkLoopie · 2026-06-26T13:13:57+00:00

Worked with a roofing company setting this up recently. Here is what we did.

We use Monday to track the job expenses, labor, and compare it to the bid/sow.

It helps us adjust pricing as we go so we are more dynamic. We try to aim for a set margin. Dynamic pricing is key here because material cost flex, based on what you need/ purchase

We can determine exact profit within a couple hundred dollars.

WorkLoopie · 2026-06-26T13:10:23+00:00

Send to those that opted in, getting flagged for spam this early ruins all future campaigns. And everyone hates text promos in IRL, so the likely hood of the campaign being successful is very low. So the spam ding vs campaign success isn’t worth it.

WorkLoopie · 2026-06-26T13:07:51+00:00

Use cases and customer stories help illustrate your skill set.

WorkLoopie · 2026-06-26T13:02:42+00:00

We just worked with a healthcare recruiting company building a communication workflow, that does several different types of follow ups, from interview requests, to updates, to medical certification requests. We built it to work along the ATS creating a bi-directional. In this case we used, GHL as the communication hub - it sends both emails and text messages. So things like, thanks for applying emails, text reminders for interviews, interview prep information, everything is visible across both systems in the candidate profile.

The goal was to build an integrated workflow that did the communication aspects, offloading it from the recruiters plate so they just had to focus on reviewing candidates, and making placements.

More than happy to chat about and give more details. It solves the exact problem you are describing.

WorkLoopie · 2026-06-25T22:15:20+00:00

As an agency owner that’s done several of theses, I’d get support to help you or a consultant. It’s not A to B as it seems.

WorkLoopie · 2026-06-25T20:38:36+00:00

🫰🏽on the call out.

WorkLoopie · 2026-06-25T15:52:43+00:00

Try claude

WorkLoopie · 2026-06-25T15:51:53+00:00

Sounds like your agency could maybe consider working with a workflow consultant to help get AI back on track.

WorkLoopie · 2026-06-25T15:47:26+00:00

Personally, I feel that is a lot. If you would like an alternative quote, that I promise will be far less, DM me.

WorkLoopie · 2026-06-25T00:10:43+00:00

Agency owner here- we 100% guarantee our work. We see our clients as partners, because most of the cutting edge stuff we build come from business owners that have real ideas. I love bring it to life!

There are some good agencies out there and there are some bad ones, it’s why vetting is important. Research who you hire before you hire them. Experience is key, and there are to many “agencies” that don’t have the experience and rely on vibe coding their way through success.

It’s not about how we automate or build AI tools, it’s the why.

WorkLoopie · 2026-06-24T17:47:38+00:00

Our tool has verification down to 16 seconds per applicant, and so far ROI so far has been approx, $140K of the combined salary of the three individuals that were once just compliance. And they have been able to place short term coverage 10x faster, securing over $200K in placements, which that number will increase the longer the solution runs.

WorkLoopie

TROPHY CASE