⚙️ Hi Operator,

After 20+ design partner calls, here's what we actually built:

The Shift: Instead of competing with Otter or Zoom on transcription, we're now a "Meeting Workflow Agent"—persistent rooms where your recurring meetings build context, generate tasks, and maintain continuity week after week.

Early Signal: "I can finally participate in standups instead of frantically typing in Linear." - Engineering Manager

Looking for 5-10 more teams running recurring meetings (ops reviews, standups, client check-ins) to test this workflow.

Interested in a 15-minute demo?

- Rameel 

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⚡ YOU’RE NOT A BABYSITTER. STOP MANAGING LIKE ONE

Sick of chasing updates, sorting chaos, and wondering what the hell actually got done this week?

Download The Free Complete Project Management Kit and start running your projects like the pro you are (or want to be).

Inside, you’ll get:

– Real prioritization tools (not just sticky notes and vibes)
– Time management templates that kill distractions before they kill your day
– Freelancer hiring playbook so you stop getting ghosted
– Pre-written email scripts for every “circle back” and “quick check-in”

Thousands of PMs already use this kit to look organized, sound confident, and ship faster.

🛠 Less herding cats. More hitting goals.

^{_{PRESENTED BY THE BOTTLENECK}}
Stop Being the Team’s Firefighter. Start Acting Like Their Future COO

Your calendar is full. Your brain is fried. And somehow, your work still flies under the radar.

Here’s the truth: You don’t get promoted for working more. You get promoted for fixing what’s broken.

Bottleneck Breakers is the system I used to:
– Trim 20 hours of busywork a week
– Fix the stuff that actually moved the needle
– And earn a COO title before I turned 30

🧠 No video lectures. Just drop-in systems that make you undeniable when promotion season hits.

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The Spotify Model for Team Structure

Insight from Atlassian

Tired of teams moving slow and staying siloed? 

Here's how Spotify reorganized their entire company to boost speed and autonomy - and ended up creating one of tech's most copied organizational models.

Instead of following rigid frameworks, Spotify focused on organizing around work. Here's the basic structure:

• Squads (6-12 people): Small, autonomous teams focused on one feature or area

• Tribes (40-150 people): Multiple Squads working on related features

• Chapters: Specialists (like developers) sharing best practices across Squads

• Guilds: Voluntary groups for anyone interested in a specific topic

Most companies try to control chaos through process. Spotify embraced chaos by trusting teams and giving them guardrails instead of gates.

Want to try this with your team? Start small:

1. Identify clear, separate areas of work in your product or service

2. Form one Squad around each area, giving them full autonomy to choose how they work

3. Create lightweight Chapters for your specialists to share knowledge

4. Let passionate team members form Guilds around shared interests

But don't try to copy Spotify exactly. 

The magic isn't in the model itself - it's in creating a structure that enables autonomy while maintaining alignment. 

Even Spotify doesn't use the original model anymore; they've evolved it as they've grown 📈