Relaunch Teams — you start work Monday.
The high-ticket product: not résumés, not courses — a real team, real sprints, real standups, where the job IS getting the job. This page holds the concept, the honest math, the agent org, and the decisions Greg needs to make.
1 · The insight (why this is worth real money)
Long-term unemployment doesn’t just take your income. It takes your team, your routine, and your identity. People who’ve been out for months — sometimes years — aren’t failing for lack of résumé tips. They’re doing the hardest project of their life completely alone, with no standup, no teammates, no one who notices whether they showed up today.
Every other product in this market sells information (courses) or an hour a week (coaching). Nobody sells what work actually gave you: belonging, cadence, and shared goals. That’s the product. Résumés are a feature.
The pitch in one line: “Join a Relaunch Team and you’re back at work Monday — daily standups, a sprint board, teammates, and an AI staff. Your job is finding your job, and you don’t do it alone.”
2 · How a Relaunch Team works
6–8 job seekers, one facilitator
Curated for compatible seniority (not identical roles — mixed industries means shared leads, not competition). The facilitator is human (Greg first); the staff is the agent fleet.
Runs like a real job
- Daily standup, 15 min, voice — yesterday / today / blockers. Cameras on. You’re expected.
- Weekly team session (60–90 min) — mock interviews on each other, offer strategy, retro.
- Sprint board — every member’s stories visible: applications, interviews, skill blocks, portfolio pieces.
Rotating, résumé-real
Members rotate scrum master, retro lead, demo host. It’s not role-play — “ran daily standups for an 8-person team for 6 weeks” is a true, current line on your résumé and fresh agile practice for interviews.
Every member gets the agent fleet
Talent Match, Reskill Path, Career Outreach, Brand Studio run for each member (see §4) — the team meeting is where the human judgment happens on what the agents produced overnight.
Graduates become doors
Every placement puts an alum inside a company who owes the team — referrals flow back. Mixed-industry teams mean every member’s search surfaces leads for someone else.
Success churn is the feature
You leave because you landed. Graduates get alumni standup access (light, free) — the community becomes the referral engine and, later, the operator bench.
The sprint arc — and naming sprints after people
Greg’s mechanic, made honest: a job offer can’t be promised in two weeks (the employer decides), so sprint commitments are things members control — and every placement gets the highest honor the team has: the sprint is named after you.
Committed stories per member: e.g. 10 tailored applications shipped · 2 mock interviews given + 2 taken · 1 skill block done · 1 brand piece live. Demo day: show your best artifact.
When a member signs an offer, that sprint is retroactively named for them. The team celebrates at standup — the way a real team ships.
Every member placed. Team metric: offers signed, interviews per week, avg time-to-relaunch — the same metric we sell employers.
What worked, what didn’t, what the agents should do differently next sprint. Members shape the system — and feel ownership.
3 · The honest math — $19 vs. high ticket
| Offer | Price | Capacity math (assumptions marked) | Monthly revenue potential | Verdict |
|---|---|---|---|---|
| Personal Parachute (concierge) | $19/mo founding | ~30 min Greg-review/subscriber/week (SOP est.) → 20 subs ≈ 10 h/wk | $380 MRR at cap | Not a business — it’s proof, pipeline, and the public story. Keep capped at 20. |
| Relaunch Team (cohort) | $1,495 / 6-week cohort (proposed — founding; $2,495 later) | 8 seats/team. Facilitator load ≈ 5–6 h/wk/team (5×15-min standups + weekly session + review) — agents carry the per-member work | 1 team = $11,960/cohort ≈ $8k/mo run-rate · 2 parallel teams ≈ $16k/mo | THE business. Two teams ≈ the $15k MRR target at ~12 h/wk of Greg time. |
| Employer-paid seats (Parachute benefit) | $995/seat (proposed; GTM doc range $500–1,500) | Same teams, same delivery — employer buys seats for exiting staff. One 10-seat deal = one sales conversation | $9,950 per deal, zero consumer CAC | The bridge: one delivery engine, two payers. Mixed cohorts (self-paid + employer-paid) fill faster. |
| Pro Relaunch (1:1) | $99/mo [Greg confirms] | Weekly 1:1 → ~1.5 h/mo/client | 10 clients = $990/mo | Fine as an upsell; folds into Teams long-term (the team session replaces most 1:1 value). |
Why job seekers can pay this: the buyer isn’t “broke and unemployed” — it’s (a) severance-funded professionals (tech layoffs commonly carry 8–16 weeks’ pay), (b) people already comparing $3,000+ solo career coaches and $2–4k “reverse recruiter” services, and (c) employers paying for exiting staff (the outplacement budget). Against those anchors, $1,495 for six weeks of daily structure + an AI staff + a team is the value option, not the expensive one.
Payment design (severance-friendly, honest): pay-in-two (Stripe), and a founding-cohort guarantee worth testing: “If you complete every sprint commitment for 6 weeks and get zero interviews, the next cohort is free.” Aligned incentive, zero fake risk-reversal. (Skip income-share/pay-when-hired structures for now — legal complexity, cash-flow pain.)
LTV note on $19: job seekers churn when they land — that’s success. Assume 3–4 months average = $57–76 LTV. It can never carry acquisition cost; it exists to make the scoreboard public and feed Teams. The funnel is: free checklist → $19 Parachute → Relaunch Team → alumni → (some) operators.
4 · The agent org around a job-seeking site
This is Greg’s existing fleet, productized — the same architecture that runs his own search (architecture as the selling proposition). Per member, per team, and house level:
Run it on what exists
- Standups: Zoom/Meet (recorded; Descript for clips)
- Board: shared scrum board (GitHub Projects or Trello)
- Agents: Greg’s infra runs nightly per member; outputs land in each member’s folder + team channel
- Voice: human-led v1; agent notes + summaries
Then build
- Voice standup agent (member checks in by talking)
- Member portal: board + scoreboard + agent outputs in one login
- Employer dashboard (the GTM doc’s employer-view metric)
Graduates run teams
Alumni who don’t want their old career get hired to facilitate teams — the community becomes the staffing model (Greg’s owner-independence north star). Facilitator pay per team makes scaling additive, not exhausting.
5 · The offer ladder (revised)
| Rung | Offer | Price | Job in the machine |
|---|---|---|---|
| 0 | AI Relaunch Checklist | Free (email) | Capture + trust |
| 1 | Personal Parachute (concierge, cap 20) | $19/mo founding | Proof, scoreboard, pipeline into Teams |
| 2 | Relaunch Team — 6-week cohort, 8 seats | $1,495 founding → $2,495 (proposed) | THE revenue product |
| 3 | Employer-paid Team seats (Parachute benefit) | $995/seat (proposed; no public price — sliding scale page) | B2B bridge; fills cohorts; PR story |
| 4 | Enterprise pilot (reskill + parachute modules) | Contact us (sliding scale) | The whale track (unchanged) |
6 · Launch path — first cohort inside the 30-day window
Greg decides pricing + cohort size below. Wendy builds the Relaunch Teams page (public version of this) + application form. LinkedIn: “founding cohort, 8 seats” post — application, not checkout (curation = quality + honest scarcity).
Applications → 15-min fit calls (Greg). Fill 8 seats: target mix — 5–6 self-paid founding ($1,495), 1–2 scholarship/scoreboard seats if needed to reach quorum (they pay in testimonials + proof).
Sprint 1 standup, Monday 9am. The webinar (already planned Week 4) becomes the recruiting engine for Cohort 2.
Every placement → scoreboard + named sprint + LinkedIn story (role-title only, no names publicly — member consent for anything more). Cohort 2 fills from proof.
Why this beats waiting: even ONE founding cohort ≈ $7.5–12k — more than 20 months of the $19 tier — and it generates the placement proof that makes everything else (site, employer pitch, webinar) real.
⚠ Decisions Greg owns (everything else proceeds)
- 1. Cohort price: $1,495 founding / $2,495 standard — confirm or change. (Pay-in-two on Stripe?)
- 2. Cohort size & length: 8 seats, 6 weeks (3 sprints) — confirm.
- 3. The guarantee: “complete all commitments, zero interviews → next cohort free” — in or out?
- 4. Facilitation time: daily 15-min standup at a fixed hour + one weekly session — can your calendar hold that for 6 weeks? (This is the real capacity constraint.)
- 5. First-cohort recruiting starts: the moment the funnel is live? Or parallel with SPRINT-02 now?