Associate Online Fitness Coach Company: Michael Dean Fitness LLC Location: Remote Role Type: Part-Time to Full-Time Growth Role Growth Path: Coach in Training → Associate Coach ABOUT THE ROLE Michael Dean Fitness LLC is expanding its coaching team and is hiring an Associate Online Fitness Coach. This role is ideal for an in-person personal trainer who wants to expand their monthly income by adding online coaching clients without spending more time on the gym floor. Instead of building your own systems, chasing leads, or figuring everything out from scratch, you’ll step into a proven coaching structure with support, mentorship, and clear processes already in place. Clients are provided. Training, nutrition, and communication systems are already built. WHAT MAKES THIS ROLE DIFFERENT This is a strong opportunity for a coach who wants to grow beyond in-person training and scale their income through online coaching. In addition to solid coaching fundamentals, we’re especially interested in coaches who bring a complementary specialty, such as: - Advanced training methodologies - Nutrition, dietetics, or metabolic health - Performance or athletic training - Injury-aware or corrective approaches You’ll coach within established systems while contributing insight that helps strengthen the team long-term. KEY RESPONSIBILITIES - Review and respond to weekly client check-ins, including training, nutrition, habits, and progress photos - Assign and slightly modify pre-built training programs as needed - Adjust client macros using taught frameworks - Maintain same-day or 24-hour response standards - Track coaching decisions and client progress inside the platform - Participate in regular coaching calls and performance reviews HOW YOU’LL WORK - Work within established systems and alongside a coaching team - Coaching communication, decisions, and progress tracking are handled inside the platform - Month 1 will be a paid Coach in Training period focused on shadowing, learning, and internal client support before taking on more direct client-facing responsibilities - You may also be given a few clients during the training period if things are going well - This role is designed for someone who wants to grow their coaching income and increase client volume over time WHO THIS ROLE IS FOR - Strong written communicator with a clean, professional presence - Structured, detail-oriented, and system-driven - Coachable and comfortable receiving feedback early - Interested in growing monthly revenue through online coaching - Ideally already training clients in person and looking to expand beyond the gym No certification or minimum experience is required. Communication quality, professionalism, and coachability matter most. No sales, marketing, or lead generation responsibilities. COMPENSATION - Month 1: paid Coach in Training period - Starting pay during training: $500/month - Approximate time commitment during training: around 10 hours per week - Month 2: ramp up to around 20 clients - Starting month 2 earnings: around $1,500/month - Flat rate per client - Opportunity to increase earnings as client load grows, potentially up to $3,000/month LONG-TERM OPPORTUNITY - Associate Coach role with room to grow as performance and client volume increase HOW TO APPLY Submit a 1–3 minute Loom video explaining: - Your coaching background - Your area of specialty or strength - Why this structure and opportunity appeal to you

AI-Powered HR Manager: Build It, Automate It, Hand It Off ----------------------------------------------------------------------- WHAT THIS IS We're a multi-location retail business and we need one sharp HR person to build our entire people operation from scratch and run it lean using AI. You'll get access to a Claude team account and the tools you need to move fast. In return, we expect you to work smarter than a traditional HR person, not harder. The hours are lower because the tools are better. The output standard is high because you'll have everything you need to meet it. Job descriptions, some policies, and KPI frameworks are already partially built. Your job is to take what exists, sharpen it, fill the gaps, automate everything you can, and deliver a system that runs with minimal intervention from anyone. We are investing in the right person and the right tools. We expect 10x the value of a traditional HR hire in half the hours. ----------------------------------------------------------------------- WHAT WE'RE GIVING YOU - Claude team account: use it for drafting, research, screening, template generation, policy writing, everything - Existing job descriptions, partial policies, and KPI frameworks to build on. You are not starting from zero - Direct owner access for fast decisions, no bureaucracy, no approval chains - A custom internal HR portal where your content lives and gets automated going forward - Clear scope, clear milestones, and clear payment triggers with no ambiguity about what done looks like ----------------------------------------------------------------------- THE ENGAGEMENT: TWO PHASES PHASE 1 - Build the Foundation + Make 5 Hires 4-6 weeks | Project-based | Milestone payments - Audit all existing job descriptions, policies, and salary ranges: benchmark against current market data, flag gaps, and finalize with owner before any offer goes out - Build and complete KPI frameworks for every role (managers and associates) so every hire knows exactly what success looks like from Day 1 - Post, source, screen, and close 5 management hires across our 3 locations (see below) - Build full HR infrastructure: employee handbook, onboarding checklists per role, offer letter templates, and compliance docs, all using AI where possible - Set up ATS with automated screening, self-book interview scheduling, and AI-assisted candidate filtering - Migrate payroll to Gusto and/or Paychex, live and running before Phase 2 starts - Feed all content into our internal HR portal so the AI layer can maintain and automate it going forward - Deliver a clean handoff guide so routine HR runs without you PHASE 2 - Run HR + Payroll Ongoing 2-4 hrs/week | Ongoing Upwork contract | Paid weekly or bi-weekly - Process weekly payroll across all locations: accurate, on time, every time, automated as far as the platform allows - Handle ongoing hiring as new roles open, staggered, not all at once - Own all employee HR questions: the owner is never the first call - Keep compliance current: local labor law updates annually and you stay ahead of them - Continuously improve and automate, always reducing manual work over time - Update HR portal content as policies and roles evolve ----------------------------------------------------------------------- PHASE 1 MILESTONES & PAYMENT SCHEDULE All Phase 1 payments are milestone-triggered. No milestone, no payment. M1 - Compensation and KPI audit complete across all roles, owner sign-off received M2 - All 5 manager job posts live, ATS configured, active pipeline running M3 - All 5 manager offers accepted, start dates set M4 - Full HR infrastructure delivered: handbook, onboarding, templates, compliance, portal content M5 - Payroll migrated, first clean payroll run complete in Gusto/Paychex Phase 2: Ongoing HR and payroll, 8-12 hrs/week ----------------------------------------------------------------------- PHASE 1 HIRING SCOPE: 5 ROLES Managers come first. Associates are hired in waves underneath them. You manage the sequencing so payroll ramps up at a pace that makes sense. Role Store Manager Assistant Store Manager Laundromat Manager (24/7 operation) Compensation for all roles is competitive. Details are available during the interview process. Your M1 deliverable includes validating and finalizing all comp ranges before any offer goes out. ----------------------------------------------------------------------- KPIs ARE A CORE DELIVERABLE Before the first hire is made, you will build out KPI frameworks for every role. We have some frameworks started. Your job is to complete them, make them measurable, and make sure every person we hire knows exactly what success looks like from Day 1. - Store managers: sales targets, shrink rate, labor cost percentage, customer satisfaction, team retention, etc - Assistant managers: shift performance, task completion, team development metrics - Location manager (24/7): uptime, cleanliness scores, incident reports, revenue per shift - Associates: productivity targets, attendance, cross-training progress These KPIs feed into our internal system and become how we manage and evaluate performance going forward. Build them right the first time and you will be responsible fully yo track these. ----------------------------------------------------------------------- HOW WE EXPECT YOU TO USE AI You'll have a Claude team account from Day 1. We expect you to use it actively. The reason the hours for this role are lean is because AI handles a significant portion of the drafting, research, and routine work. That is the deal. - Use Claude to draft job descriptions, policies, onboarding docs, offer letters, and KPI frameworks - Use AI screening tools or Claude to filter applications before you spend time on them - Use AI to research compliance updates, benchmark salaries, and generate first drafts of any HR document - Use automation wherever the payroll platform or ATS allows and document what you've automated so it stays automated - Feed everything into our internal HR portal so the AI layer can maintain it going forward If you are not comfortable using AI as a core part of your workflow, this role is not for you. ----------------------------------------------------------------------- WHO WE'RE LOOKING FOR Must Have: - 3+ years HR experience in retail, hourly, or multi-location environments - Full-cycle recruiting: you have sourced, screened, and closed management and hourly roles end to end - Payroll management experience: you have run payroll, not just supported someone who did - Hands-on Gusto and/or Paychex experience - Genuine comfort with AI tools: you use them daily and you are not learning on the job here - Knowledge of local labor law in your operating jurisdiction, including wage ordinances, paid leave requirements, and scheduling laws - Ability to build HR infrastructure from scratch and hand it off clean Strong Bonus: - Experience migrating between payroll platforms - Has built KPI frameworks for hourly retail or service roles - Multi-location or franchise HR background - Experience building automated HR systems that reduced manual work measurably ----------------------------------------------------------------------- CONTRACT TERMS This is an Upwork contract. Here is exactly what that means: Contract Type : Upwork hourly contract, all work tracked and paid through Upwork Phase 1 : Project-based with milestone payments (see above), rate set at contract start Phase 2 : Ongoing hourly contract, 8-12 hrs/week, paid weekly or bi-weekly through Upwork Communication : Weekly check-in with owner, more frequent during Phase 1. Available for any additional meetings or calls the owner requests. ----------------------------------------------------------------------- AI TOOLS AND CONFIDENTIALITY POLICY This is a strict requirement, not a suggestion. By accepting this contract you agree to the following: AI Tools You May Use: - You will use only AI tools we provide or approve in writing. This currently means Claude via our team account, and any other tool we explicitly authorize. - You may not use personal AI accounts, free-tier tools, or any external AI platform to process, draft, or analyze any of our HR data, employee information, or business content. - All AI usage must happen within our provided accounts and systems so data stays within our environment at all times. - If you want to use a tool not on our approved list, you ask first. No exceptions. Confidentiality: - Everything you access, create, or learn in this role is strictly confidential: employee records, compensation data, business operations, HR policies, KPIs, candidate information, and all other business information. - You may not share, export, copy, or use any of our data, documents, or systems outside the scope of this contract and our approved tools. - All work product created under this contract belongs to us. You retain no rights to any documents, templates, systems, or processes you build. - You may not use our business information, processes, or data to benefit any other client, employer, or personal project, during or after this engagement. - Upon contract end, all access is revoked immediately. Any copies of our data or documents in your possession must be deleted and confirmed in writing. Violation of any of the above is grounds for immediate contract termination and may result in legal action. This is standard for any serious HR engagement. ----------------------------------------------------------------------- HOW TO APPLY In your Upwork proposal, answer these three questions. Keep each answer to 3-5 sentences. We are looking for substance, not length. 1. Tell us about one HR system you built from scratch. What did it include, how did you use AI in building it, and what does it look like today? 2. How have you used AI tools specifically in HR or payroll work? Give one concrete example with a real outcome. 3. Describe a payroll migration or complex payroll situation you owned end to end. What platform, how many employees, and what was hard about it? Proposals without clear answers to all three will not be reviewed. Generic cover letters will be skipped. ----------------------------------------------------------------------- We are an equal opportunity employer. This is an independent contractor engagement via Upwork. All applicable local, state, and federal labor law compliance is a core responsibility of this role.

Role Overview You are the Executive AI Enablement Lead at AIVC, the person whose job is to make the executives at AIVC’s client businesses true power users of Claude, Cowork, and code- and agent-driven workflows. AIVC partners with operator businesses to drive AI-led EBITDA growth, and part of that work is bringing each company’s most senior leaders up the AI curve. You’re the person who personally designs and runs that path on every engagement: assessing where a given client executive is today; curating the right materials, videos, and course content; running 1:1 coaching; building executive playbooks; and acting as their daily operator-in-the-loop until the new workflows stick. The first concrete instance is already lined up, a named client managing partner has explicitly asked for the fastest path to becoming a power user of Claude, Cowork, and Claude Code / Skills. From there you scale: same treatment to additional client executives across the portfolio, then a documented set of executive-grade playbooks and patterns that compound across every future engagement. You are bias-toward-results – a win is the client executive’s calendar-week looking different, not a beautifully written rubric nobody uses. What You’ll Own (Outcomes) • Within 30 days of pairing with the first client managing partner, they have a working daily routine in Claude, Cowork, and Code/Skills that’s already replacing or improving how they handle at least three recurring tasks • Within the first quarter of the engagement, the client executive is a true power user — running multi-step workflows, custom Skills/Projects, and agent-assisted tasks without needing coaching scaffolding for the basics • A documented set of executive playbooks (research, writing, analysis, synthesis, workflow automation, agent-assisted tasks) that compound across every client engagement, not one-offs • A curated, current library of learning materials, videos, example workflows, and Claude-native patterns — including a clear point of view on which external courses, tutors, or expert resources are worth plugging in • Observable change in how client executive cohorts use AI: from reactive chat to repeatable, structured, outcome-oriented workflows • A foundation of training assets and patterns that scales beyond executive coaching into broader client teams in year two • A reputation among AIVC’s clients as the trusted go-to for “how do I do this better in Claude” — measured by inbound demand and engagement expansion What You’ll Do (Responsibilities) • In the first weeks: build the first client managing partner’s tailored upskilling plan — assess current usage, identify the highest-leverage workflows for their day-to-day, curate the right mix of materials / videos / course content, and recommend any tutor or expert-guided support to fold in • Provide 1:1 coaching for client executives — managing partners, founders, C-suite leaders — on Claude, Cowork, and code- and agent-based workflows • Design tailored training plans per executive that go beyond basic onboarding into advanced usage, with explicit progression from chat → workflows → agents • Curate the best external materials (videos, courses, blog posts, example projects) and rewrap them into client-ready, AIVC-flavored learning paths • Teach practical, high-leverage use cases live: research, writing, analysis, synthesis, workflow automation, and agent-assisted tasks • Help client executives move from general chat usage into repeatable workflows — Claude Projects, Skills, scheduled Cowork tasks, MCP integrations, custom agents • Serve as a real-time tutor and expert resource for client executives — over Slack, in meetings, on-site, and in async written feedback • Run office hours, workshops, and informal Q&A sessions inside client teams to keep adoption sticky between coaching sessions What We’re Looking For (Required) • Deep hands-on expertise with Claude across every surface (Claude.ai, Claude Projects, Claude Code, Claude Skills, Claude API) — and an active habit of pushing the edges of each • Strong working fluency with Claude Cowork specifically, including scheduled tasks, connected apps / MCPs, and the broader workflow surface • Strong capability with code-enabled AI workflows: you can write Python and/or TypeScript, build agents, configure MCP integrations, and ship a working internal automation end-to-end without needing an engineer • Demonstrated ability to teach non-technical but highly demanding users — you’ve made executives, founders, or senior operators meaningfully better at something complicated, not just trained engineers • Strong workflow design instinct — you can translate messy business questions into clean prompts, workflows, and systems • Polished, discreet, and effective in high-touch client executive settings — high EQ, low ego, comfortable representing AIVC inside senior client environments and around senior decision-makers • Strong bias toward practical results over theoretical AI knowledge — the metric is the client executive’s behavior change, not the elegance of the explanation • Excellent written and verbal communication; you can write a playbook a client executive will actually read and use • Comfort with significant travel to client sites and embedded, on-site engagement work • 5+ years of professional experience across some mix of: applied AI / ML, technical training and enablement, developer relations, solutions engineering, executive coaching, management consulting, or chief of staff / senior operator roles to executives Helpful If You Have (Preferred) • Prior experience coaching or supporting C-level executives, founders, or managing partners as a client-facing professional — executive coach, principal solutions engineer to executive customers, chief of staff to a CXO, or partner-level consultant • Background that combines technical depth with people skills — developer relations, solutions engineering, technical training, or learning & development at a frontier AI or developer-tools company • Direct experience building executive-facing training programs or curricula that demonstrably moved adoption inside other organizations • Hands-on familiarity with the Anthropic product surface specifically: Claude Projects, Claude Skills, Claude Code, MCP server development, Claude API • Track record of getting non-technical users to genuinely adopt a technical tool — i.e., users who chose to keep using it after the training ended • Background in management consulting, professional services, executive coaching, or learning & development — especially in environments where the customer was a senior external client • An active personal portfolio of AI work (workflows, automations, blog posts, talks, open-source contributions) you can point to • Comfort building light tooling (a Notion playbook system, a Claude Skills catalog, a small dashboard) without needing engineering support • Familiarity with AIVC’s model — operator business engagements, EBITDA-led measurement, and the broader compounding intelligence layer — or eagerness to come up the curve quickly

Social Media Coordinator Bridge Fellowship Church | Southeast Raleigh, NC 3060 Hammond Business Place, Suite 121, Raleigh, NC 27603 Position Overview Bridge Fellowship Church is a multi-ethnic, Gospel-centered church in Southeast Raleigh committed to bridging people back to God through the Gospel and growing healthy disciples who replicate. We preach verse-by-verse through Scripture, we don't water it down, and we believe the same preaching that changes a room can reach a city. The Social Media Coordinator is the engine behind that reach. This person captures the preaching, teaching, and life of the church and puts it in front of unchurched Southeast Raleigh every single day. This is not a "post an announcement" job. It is a front-line ministry role: the one who takes what happens in the room on Sunday and carries it into the phones of people who may never have walked through our doors. If you can edit a clip that makes a stranger stop scrolling, and you love the mission enough to do it week after week, this role is for you. Reports to: Lead Pastor Douglas Humphrey Status: Part-time — offered as either a volunteer ministry role or a contract position with a monthly stipend Hours: 6–8 hours per week Compensation: $400–$600/month, commensurate with experience (see Compensation below); may be structured as a volunteer ministry stipend or a paid contract Why This Role Matters We are going hard after church growth because we believe people need Jesus, our community needs a faithful Gospel witness, and Bridge Fellowship Church is uniquely positioned to help meet that need. We believe BFC is good for Southeast Raleigh because we preach the Bible without flinching, love people without pretending, and disciple people with purpose. We are not trying to grow for ego, image, or applause. We are trying to grow because every empty seat represents someone who could be hearing the Gospel, finding family, receiving care, and learning to follow Jesus. We want to expand the house and fill the house because the mission is too urgent to maintain the house. Who This Role Is For This position is open to any committed follower of Christ — man or woman — who meets the character and skill requirements below. You do not need a film degree. You need a smartphone, a laptop, a good eye, a teachable spirit, and a heart for people who don't yet know Jesus. Core Responsibilities 1. Sermon capture and clipping Film the full Sunday sermon (or coordinate the person who does). Identify and cut 5 short-form clips (45–90 seconds each) from each week's sermon, captioned for muted viewers. Watch for the moments the Pastor marks as clip-worthy — a direct address, a hard turn, a standalone truth that holds without context — and build clips around them. 2. Content production and scheduling Produce a minimum of 12 pieces of content per week across platforms, rotating through the church's eight content categories (sermon clips, pastor direct-to-camera, truth statements, call-out/call-up, church life, testimonies, series teasers, and pastoral/family moments). Build and maintain a rolling weekly content calendar. Schedule posts across YouTube (long-form + Shorts), Instagram (Reels, feed, Stories), TikTok, and Facebook. Keep a 2-week buffer of pre-scheduled content at all times so nothing goes dark. 3. Brand consistency Apply BFC's visual identity to every piece of content, without exception: Colors Fonts: Georgia (serif) for impact text; a clean sans-serif for body Lower-third on every video: "Bridge Fellowship Church | Sundays 10am | SE Raleigh" Standard outro: Pastor on camera — "Visit us this Sunday." Use the church's approved Canva templates. Populate them; don't redesign them. 4. Growth and discovery Optimize titles, captions, and hashtags for local discovery (geo-tag Southeast Raleigh; use local hashtags). Title YouTube long-form videos by topic, not "Sunday Service." Title Shorts and Reels with the hook, not the topic. 5. Reporting Bring content metrics to the Monday team huddle: reach, engagement, top-performing pieces, follower growth. Flag what's working so we can double down, and what isn't so we can cut it. Editorial Standards (Non-Negotiable) Every piece of content is filtered through our four commitments: Conviction — every clip should leave someone convicted, comforted, or curious. Never bland. Clarity — a non-Christian scrolling at midnight should understand the point in five seconds. The hook lives in the first three. Compassion — every "call out" is paired with a "call up." Confrontation is for sin, never for people. Every hard clip leaves the door wide open. Consistency — mediocre content posted daily beats brilliant content posted monthly. Rhythm is the job. Approval guardrails: Pastor Douglas approves every clip before posting during your first two months. After that, Pastor approves only flagged or sensitive clips. The Pastor reviews the full content calendar each Monday. Any clip on a politically or culturally charged subject is reviewed by the Pastor (and, when needed, a trusted elder) before it goes out. Content we do not post: Generic motivational quotes, "Happy Monday" posts, or bulletin-board announcements (those go through email/text). Reposts of other preachers' sermons — we use our own pulpit. Worship clips using copyrighted music without proper licensing. Any worship or music content drawn from Hillsong, Bethel, or Elevation Worship. Qualifications Required: A smartphone and a laptop. 6–8 dependable hours per week. Strong sense of visual storytelling and a feel for what makes short-form content land. Reliability and follow-through — content ministry lives or dies on consistency. Teachability and pastoral submission to the Lead Pastor's editorial direction. Preferred (not required): Prior experience with social media management or short-form video editing. Familiarity with Instagram Reels, TikTok, and YouTube Shorts publishing tools. Basic graphic design comfort in Canva. Character Expectations Because this person represents the voice and face of Bridge Fellowship Church to the wider community, we ask that the Social Media Coordinator: Live a life consistent with the Gospel we proclaim. Handle the Pastor's words and image with care and integrity. Keep confidences and exercise discretion with anything filmed or shared in ministry settings. Serve the mission — disciple-making — never the metrics for their own sake. What Success Looks Like Timeframe Target Month 1 Full production system running — 12+ pieces/week; brand-consistent Month 3 Established rhythm; first clip breaks 10,000 views Month 6 Five or more clips with 5,000+ views each; combined following growing steadily Month 12 Content engine driving a meaningful, measurable share of first-time guests Weekly Rhythm (Typical) Sunday — Film the sermon; grab 1–2 testimony or church-life clips. Sunday evening — Upload the full sermon to YouTube with an SEO title. Monday — Cut 5 captioned sermon clips; attend the 7:00 a.m. team huddle. Monday–Tuesday — Schedule the week's posts across all platforms. Wednesday–Saturday — Monitor, adjust, and keep the buffer stocked. Compensation This role is offered as a 90-day trial at $500/month, with a review at the end of the first quarter. This matches how we bring on every key volunteer: try it for 90 days, and if it's life-giving and fruitful, we lock it in — if it's not, we adjust together. After the trial, compensation settles between $400 and $600/month depending on experience, output quality, and consistency. A proven performer who reliably ships polished, on-brand content each week earns the top of that range. For an internal BFC member who takes this on as a ministry role, compensation may be structured as a stipend or honorarium rather than a wage. For an external freelancer, it is structured as a monthly contract (roughly $18–$25/hour across 6–8 hours per week). Compensation is reviewed annually and grows with the reach and impact of the ministry.

The Opportunity We are looking for a social media strategist to help grow the personal brand of our CEO across LinkedIn, Instagram, Facebook, and YouTube. We already produce newsletter content on his behalf that is performing well, and we want to build a content engine that takes that material as the starting point and reshapes it for each platform. This is a hands-on role for someone who can both set the strategy and execute it, working alongside a small team. It is an ongoing need with consistent volume, so we are hoping to build a lasting relationship with the right person rather than fill a one-off project. About Us We are Princeton Mortgage. The focus of this work is the personal brand of our CEO, Rich Weidel. His voice and perspective are the heart of everything we publish, and the content is most effective when it sounds like him talking directly to his audience. The bigger picture: a strong personal brand for Rich is central to attracting talented loan officers who want to grow their careers with us. Everything we publish is meant to show people why this is a place worth building a career, through our culture, how our team works together, and what sets us apart. The single most important thing to understand about the brand: we want to feel authentic and human, not corporate or overly polished. The newsletter works because it sounds like a real person with a real point of view. Your writing should protect that warmth rather than smooth it away. The Role: Strategy and Execution This is a hands-on role. We need someone who can own the strategy and also do the work. You will set the direction across platforms and then execute it day to day: writing the posts, shaping the content calendar, scheduling, and keeping everything consistent and on voice. We are not looking to hire a strategist who only advises and hands off. You will work with a small team, and have access to a video editor if needed. You will spot the moments and ideas worth turning into clips, write the hooks and captions, and direct what gets produced, while the editor handles the actual editing. The strongest candidate is comfortable both planning the engine and running it. Source Content Our newsletter is the foundation. It is already getting great traction, and it carries the ideas, stories, and point of view we want to extend across every other platform. Rather than starting from a blank page, your job is to take that newsletter content and reshape it into formats that fit each channel while keeping Rich's voice intact. We will share recent and upcoming newsletter issues, along with brand assets such as logos, fonts, and color guidelines, once we are working together. We can also point you to the posts and threads that have performed best so far. We also produce a steady stream of video content, including interview and podcast-style conversations with Rich and our team, edited into short clips. This footage is a major input for the strategy, especially on Instagram and Facebook, and you will help decide which moments become posts. What Matters Most: The Writing This role lives or dies on the quality of the writing. We need someone who can capture a specific person's voice and produce posts that feel like they came straight from Rich, not from a template or a content mill. You are welcome and encouraged to use AI tools as part of your process. We use them too. But AI is a tool here, not the foundation. We are hiring you for your judgment, your instinct for a strong line, and your ability to shape raw ideas into writing that sounds genuinely human. If the work reads like unedited AI output, it is not what we are looking for. The strongest candidates will have a real writing background and a portfolio that shows it. What We Need The newsletter is the source for the written ideas, and video is the other half of the engine. For each platform below, the goal is to adapt our material into the right format and register while keeping it unmistakably in Rich's voice. Video is a core pillar of the strategy, and it carries the most weight on Instagram and Facebook. 1. 1. LinkedIn (Primary Platform) • Our main channel for thought leadership and for reaching loan officers directly • Written posts in Rich's voice, built from newsletter themes and stories • A mix of formats: short text posts, document or carousel posts, and the occasional longer-form article • A strong first line to earn the click, a clear point of view, and a human close Estimated cadence: 3 to 5 posts per week 2. 2. Instagram (Video-Led) • Video is the priority here: short-form video and Reels built around Rich's voice and the newsletter's ideas • Direct our video editor on which moments become clips, and write the hooks and captions that frame them • Captions that carry the newsletter's ideas in a warmer, more casual register • Coordinate closely with our video editing so the clips and the copy work as one piece • Story ideas and prompts welcome to round out the feed Estimated cadence: video-led, with several Reels per week plus stories and supporting feed posts 3. 3. Facebook (Video-Forward) • Lead with video: repurpose our Reels and clips for the Facebook audience • Adapt newsletter and LinkedIn content into short written posts to support the video • Slightly more conversational and community-oriented in tone 4. 4. YouTube • Titles, descriptions, and community posts that support our video content • Help turn written ideas into video hooks and talking points where useful • Light copy support for thumbnails and chapter notes Style and Tone • Warm, conversational, and genuine • Written in Rich's voice, as if he is speaking directly to his audience • A clear point of view over safe, generic takes • Each piece should make sense on its own, without needing the original newsletter for context • When in doubt, less is more: clean and human beats slick and corporate We are happy to share a few examples of posts and issues that capture the voice we are going for once we connect. Process and Tools • Comfortable both setting the strategy and executing it yourself, day to day • A clear, collaborative way of working with our video editor to brief clips and review cuts • Comfortable working from newsletter source material and adapting it across platforms • A simple, reliable workflow for drafts, review, and scheduling • Open to building a light content calendar so the team can see what is coming • Preferred scheduling platform and where drafts will live (open to your preference) Timeline and Turnaround • New newsletter content is published weekly • We would want platform content to follow within a few days of each issue • Please flag your current availability and typical turnaround in your proposal What to Include in Your Proposal • A short intro about you and your writing and social media background • Writing samples, ideally including social content written in someone else's voice • 2 or 3 examples of social accounts or personal brands you have helped grow • An example of an account or campaign you ran end to end, from strategy through execution, ideally working with an editor or small team • Your rate structure (per post, per platform, monthly retainer, whichever you prefer) • Your typical turnaround time and current availability • The tools you work in, including any AI tools and how you use them in your process Nice to Have • Experience building personal brands for executives or founders • Familiarity with the mortgage, real estate, or financial services space • A feel for what performs on each platform and how they differ from one another • A strong instinct for short-form video: spotting clip-worthy moments, hooks, and trends for Reels • Ability to pitch fresh angles and hooks from source material, not just reformat it In Closing We are excited to find someone who understands what we are going for and wants to grow with us. If you love finding the human story inside a good idea and turning it into writing that sounds like a real person, we would love to see your work. Thanks for taking a look.

I'm Nick Ortner, founder of The Tapping Solution, and I'm running a 20-peer-reviewed-paper publication initiative over 24 months on what is likely the largest real-world dataset in consumer digital mental health: 18+ million measured sessions with paired pre-and-post self-rated symptom intensity. The platform uses Emotional Freedom Techniques (tapping). I work daily with Claude Opus 4.7 to draft analyses, write manuscripts, and fact-check. I'm fast at the front end of a paper but the back end keeps stalling: manual qualitative coding, citation verification, manuscript polishing, journal-specific formatting, collaborator scouting and outreach, biostat handoffs. I'm looking for one person to be my fractional research operations lead. Not a writer alone, not a coordinator alone — the person who reads where each paper is, decides what specialists or collaborators to bring in, hires them, manages them, and pushes papers from 80% done to submitted. Reports to me. 15–25 hours/week. $80–140/hr. Remote, async-friendly. If you're a PhD-level researcher in clinical psychology, behavioral medicine, health services research, digital therapeutics, or related and you use Claude/Opus or ChatGPT daily, keep reading. What we have right now (so you can judge the work) The IBS paper is the most developed example and the one I want help finishing. Current state: Quantitative slice. Master export from the production database, 18+ million measured sessions across the platform. The clean IBS slice: 312,215 rows, 19 IBS- and gut-themed sessions. Primary analytic cohort (paired ratings, pre≥2): 117,310 sessions / Cohen's dz = 1.32, 94% improved, 74% with ≥2-pt reduction on a 0–10 scale. SHA-256 chain-of-custody preserved. 11 pre-specified analyses run, all outputs saved. Manuscript. A 6,800-word v2 draft following STROBE/RECORD reporting standards, targeting npj Digital Medicine. Methods, Results, Discussion drafted. Has been fact-checked once with a 20-issue audit applied. Reference list has 21 verified citations and needs to expand to 50–60. Tables and figures not yet generated. Qualitative corpus. 438 free-text feedback messages from users on IBS/gut sessions, with paired pre/post intensity ratings on the same encounters. A 20-theme codebook is already drafted with first-pass coding done. Needs an independent second coder for intercoder reliability. Journey data. Full cross-category use data for the 8,800-user "Tier 2" IBS cohort: 1.1 million sessions across all platform categories. Initial analysis done — 79% of IBS cohort users also use anxiety content; 50% use pain content; 35% use vagus-nerve-toning content. Seed of a companion "journey" paper. Pipeline outside IBS. ). A rumination paper at draft v7. A depression paper drafting in parallel. A pain relief paper biostat-validated. Sleep, reproductive health, a platform-wide flagship, anger, trauma, caregiver, and several condition-specific applications are next. The IBS paper is one of 20. The work pattern repeats. What you'd actually do (the workflow, specifically) This is not "write papers from scratch." This is "take what's already done and push it through the last 20%." An actual week: Monday. Read where each active paper is. Update the project status doc. Identify the binding constraint on each for IBS, the second-coder hire and the v3 editorial pass. For Pain, journal formatting and supplementary materials.. Pull anything I've added or changed. Tuesday. Run an Opus 4.7 session on the IBS paper. Open the v2 draft, the fact-check audit, and the qualitative corpus. Prompt Opus to draft the v3 enhancements (clinical-vignette opening, EFT-credibility paragraph, expanded discussion integration of qualitative themes). Review the output, decide what stays and what gets sharpened. Make manual edits where Opus over-reaches or misses the project voice. We have a paper-writing-philosophy doc; you'll internalize it. Wednesday. Collaborator scouting. The IBS paper needs a practicing GI clinician co-author. You search PubMed and conference attendee lists for GI clinicians with publications in digital therapeutics or behavioral GI, ideally at a major academic center with a friendly stance toward mind-body work. You build a target list of 8–12 candidates, draft a warm-introduction email each, and we send them. Same process for other papers as they need their condition-specific co-author. For the reproductive health paper, you're scouting a women's-health researcher. For the journey paper, possibly a digital therapeutics methodologist. This is real research-program work, and it's the highest-leverage thing you can do. Thursday. Post a fixed-price Upwork project for the qualitative second coder using the codebook brief I'll provide. Screen the applicants down to a shortlist, run 15-minute calls, hire one. Onboard them with the corpus, codebook, and deliverable spec. Manage them through to delivery. Friday. Citation verification on the v3 reference list using PubMed and journal records or hire that out to a Upwork specialist if the list is over 30 entries. Format the manuscript to npj Digital Medicine's actual submission template. Generate Table 1 and Figure 1 from the analytic outputs. Throughout: you're using Claude/Opus 4.7 as your primary work tool. The expectation is that you've been doing this in your own work already. The specific bottlenecks I need help with In order of how much time they currently consume me: Manuscript polishing from v2 to submission-ready. Each paper has a v2 draft that's substantively correct but needs editorial enhancement, reference list expansion, table/figure generation, and journal-specific formatting. Roughly 20–40 hours per paper, of which 10 benefit from my judgment and the rest is execution. Collaborator scouting and outreach. Each paper benefits from a condition-specific co-author (GI clinician for IBS, women's health researcher for reproductive health, etc.). Finding them, vetting fit, drafting warm-intro emails, managing the relationship through to authorship commitment — this is significant work and almost nobody is doing it well at industry pace. Coordinating academic co-authors who are already committed. Drafts shared, calls scheduled, action items tracked, version control maintained. The work itself is small; the volume of it is the problem. Citation verification and reference management. Every paper's reference list needs each entry verified against PubMed. We've been burned by AI-generated citations that turn out not to exist; verification is non-negotiable. Hiring and managing Upwork specialists. Second coders for qualitative work, statistical reviewers for sensitivity analyses, citation verifiers, occasional medical writers. You decide who to hire for each paper, post the listings, screen, onboard, manage delivery. Journal submission management. Each paper goes to a specific journal with specific submission templates, cover-letter conventions, suggested-reviewer lists, conflict-of-interest disclosures, data-availability statements. Biostatistician handoff package preparation. Each paper needs a validation package: dataset, analysis scripts, expected outputs, decision log, README, biostatistician instructions document. We have a template format; you'd populate it per paper. Different papers need different things at different times. The role is to know what each paper needs and execute on it. What you'd need to be good at Real research literacy. You've authored or co-authored peer-reviewed papers. You know what a Methods section looks like for an observational cohort study. You can read STROBE, RECORD, GRAMMS, and PRISMA reporting standards without explanation. You know what intercoder reliability is. You have an instinct for what reviewers care about. AI fluency as a daily work tool. You use Claude/Opus or ChatGPT for at least an hour a day in your existing work. You're past the "is this a fad" stage. When I tell you we work in Opus 4.7, you don't need me to explain prompting. You can hold a long Opus session and come away with sharper output than you started with. Project-management instinct. You think in deliverables, dependencies, and timelines. You can hold 5 papers in your head simultaneously, each at different stages, and know what's blocking what. You flag friction early. Network sense. You know how to find the right academic collaborator for a given paper. You can read a PubMed search and identify who's actually doing publishable work in a given space versus who's been quoted in a press release. You can write a warm-intro email that gets opened and replied to. Specialist-managing experience. You've hired and managed freelancers before. You can write a clear deliverable brief, screen applicants, evaluate work. On authorship. Most papers in this program I'm first or senior author. On a subset of work companion qualitative papers, methods pieces, occasional condition-specific applications where you've owned substantial intellectual contribution — first authorship for the right contributor is on the table. We'll be transparent about authorship per paper before work begins, and the conversation is open if you have a specific case you want to make. How to apply Send a proposal that includes: Two peer-reviewed papers you've authored or substantively contributed to. PubMed links. Tell me your specific role on each. A description of how you currently use AI tools in your research work. Be specific — what prompts you run, what you trust the model for, what you don't. One thing you've recently managed at the project level where you coordinated multiple specialists or collaborators. What was it, what was hard, what did you learn? Your rate and availability for the next 90 days. Skip the generic cover-letter language. The proposals that come back with sharp questions, specific examples, and a clear sense of the work get shortlisted within 48 hours. One final note on what this is This is real research. The papers go to journals that matter. The data is real. The findings will be used by regulators, by payers, and by clinicians who recommend digital interventions to patients. The work matters. If you want to test the water with one project before committing, tell me that in your proposal we can structure a smaller engagement to start. Either way, I look forward to reading what you send.

I am working through a design agency on an application for their end client. I think the agency will need you to contract with them directly, but I will manage the project for them. I have scoped out the project already, and our plan is to internally perform a design phase with the client to produce a prototype with Lovable. There may be minor changes to scope after that design phase. The purpose of the app is to create bespoke wedding gown concept images for potential customers of an online wedding dress store. I have provided the details below and attached as a PDF 1. Customer opens an AI dress/gown design experience from a link in their separate e-commerce site. - This can be presented in its own page, we don't want a chat window to be present on any other page - This will be a chat-based interface built into the content area of the page, instead of a popup - The design must be elegant, and match the theme of the e-commerce site - The top navbar and footer don't need to be exactly recreated in this subdomain site, but should look similar enough to create a seamless experience - There will be no integration with the e-commerce site, we need to keep these web apps completely separate 2. The customer must sign up for an account and purchase one credit to begin the AI session - We will need to set up the subdomain site with its own payment processing system and login system - The payment integrations are Stripe to facilitate credit card and Apple pay, and a basic Paypal integration 3. The customers should be able to use a magic link to sign into their accounts, instead of having to remember a password - The account should automatically remember the browser to reduce friction for future access to the app 4. When an AI session begins, we will ask the customer a series of questions programmatically to prime the AI agent so that it can deliver better results - The questions will need to use conditional logic, such that the first question which determines one of 3 main conditional tracks: What type of gown are you looking for? Wedding Gown, Evening Gown, Cocktail Dress - If Wedding Gown is selected, the AI should suggest for the customer to take go to a bridal store and pictures of themselves in different dresses they like and upload the pictures, and describe what they do and don’t like about each dress. It can ask this in the freeform chat, since it may make the most sense to let them fill out the entire questionnaire to stay engaged, and we should reduce the costs of development for the questionnaire by omitting any unnecessary UI that the freeform chat can provide. - It may be best to always just prompt for them to upload the inspirational image at the beginning of the freeform chat so we can omit unnecessary programmatic UI, but in the case of the Wedding Gown it will specifically ask the customer to peform the above task. - We may have other specific questions to add to the questionnaire depending on what conditional track the customer chooses, though only the 3 main branches of conditional logic based on dress type will be required. - Examples of general questions it will need to ask are as follows: -- silhouette -- neckline -- sleeves -- fabric -- embellishments -- color -- train -- length -- closure -- lining -- structure -- inspiration -- event type -- I didn’t get the exact list of questions yet from my client that we should ask in the initial questionnaire. Let me know if you will need this information to accurately provide a price for the development of this application 5. We should not display a concept image after the programmatic questionnaire, the customer will be taken directly into the freeform chat from the questionnaire. - The AI agent may start with an overview of the selected choices from the questionnaire, then can generate concept images at its discretion. 6. The AI should guide the customer through a freeform conversation - The conversation should begin with the AI asking the customer to subjectively describe their dream dress 7. The AI should also make a suggestion near the beginning of the conversation for the customer to upload at least one inspirational photo, but photo upload is optional - If the customer uploads an initial inspiration image, the AI agent should not attempt to figure out body type, measurements, or any other information that we can gather programmatically. - It should treat the inspirational image the same way it would treat any image the customer uploads during the freeform chat, to reduce the cost of development as much as possible. 8. Customer can proceed with a freeform conversation description - The customer should have the option to type in a chat and to upload images - The purpose of the conversation is for the customer to describe the desired dress or gown in an open-ended way 9. AI generates one or more concept images based on the conversation, as soon as it can once it has enough information - The AI model we select should be very good at generating these types of images, this is probably the most important quality the AI model needs to have - The concept images should have the same quality as the final image 10. It is acceptable to generate the gown on a mannequin or a real human model, however the dress must be photorealistic, not a sketch or cartoonish rendering. 11. The concept images that the AI generates and the final image should portray the body type and skin color which the customer specifies - It is very important for us to render the image of the garment on the correct body type - ex. Hourglass, pear-shaped, thin, plus sized, etc. -- Specific body measurements do not need to be factored into the rendering of the body type, it just generally needs to be able to render the garment on different body types. - It is also very important for us to render the garment on a human model or mannequin which has the same or similar skin color as the customer inquiring -- This is important for the customer to judge the garment color and fabric type that will look best on them -- This is also important to make the app inclusive for people of all racial backgrounds who might use the app -- It may be best not to display the face, or if human models are used, to use pictures of models with different racial backgrounds, to avoid bizarre mismatches between facial characteristics and skin tone - The AI agent should ideally prioritize pictures of garments from our client’s website to use as inspiration when it generates renderings in the freeform conversation, along with the customer’s description of what they want. However this is not a hard requirement, so it could be eliminated from the requirements if it greatly increases devlopment effort. - The requirement for the quality of the images that are generated will be somewhat subjective and so we will need to budget time for our client to request revisions to this based on their review of the system. - We need to build the image generation part upfront to ensure the quality is acceptable before we spend time on other parts of the application. 12. AI asks whether the generated concept is generally what the customer wants - Customer can revise the concept conversationally 13. AI can regenerate or refine images after customer feedback 14. The tone of the conversation the AI has with the customer is important. - We will want it to speak like a friendly expert seamstress. - This requirement will be somewhat subjective and so we will need to budget time for our client to request revisions to this tone based on their review of the system. 16. We ideally want the agent (both chat and image generation) to have deep expertise about fabrics and these types of garments in general, so it can guide the user through prompts, and render the chosen fabrics correctly - I think freeform chat will be necessary for the customer to explain which fabrics should be used where on the garment, instead of gathering this informaton in the programmatic questionnaire - The customer will likely revise the fabric selections after they see the initial renderings of the garment - We would like to avoid the costs of training an AI for this, so ideally we should use commercially available AI models which have been trained for this purpose, instead of having to train our own model. Prompting the AI with this information might be a cost-effective way to teach it this expertise 17. There will be certain restrictions on what types of colors or fabrics can be used in the dress designs - So, the agent should know these restrictions when it has the freeform conversation with the customer. - For example, the store owner will not be able to produce dresses with neon colors, tie dye colors, etc. - Our client will articulate a list of restrictions for us before we begin the project. 18. AI should never display links to other websites, or suggest for the customer to navigate to other websites 19. This AI might not need to be trained specifically for this industry, but we should at least use prompting to direct it to gather this kind of information, and to give it some background about what each of these things mean, so it can describe them to the customer. We basically need to make it as knowledgable as possble while keeping costs low. 20. The AI system the system should remember their active conversation - Since the customer will be required to have an account to use the AI system we can use that to automatically save the AI conversation - The saved conversation should preserve all the information that the customer input since the beginning of the AI session - A customer can only have one active AI session at a time - The customer cannot resume an AI session that has been completed - We don't need to provide a way for the customer to see the details of completed AI sessions 21. AI should have a fallback/human-help option if the customer gets stuck or the AI fails. - The fallback should collect enough information for an admin to follow up manually, so it should present a form in order to ensure that all the necessary information gets collected - A message should be displayed above the form, or somewhere on the page, to inform the customer that the entire conversation will be sent along with the form submission, so they know that they do not have to type all the details of the AI conversation - The app must present a button outside of the chat prompts after 3 - 5 chat messages have been sent, so the customer knows they have the option to terminate the AI conversation and manually ask for help. - That button would display the form - We don't want to display the button before any conversation has happened because we don't want customers to skip the chat altogether. -- One of the business goals of this app is to allow custom inquiries without overwhelming the support staff - Site admins must have the ability to adjust how many messages the button will display after, so they can control this threshold after they observe the results of real conversations - After the button initially displays, it should remain present in the view so the customer can easily access it at any point in the conversation 22. The freeform chat must be limited to something like 50 to 75 messages, in order to avoid excessive charges from the 3rd party AI services - This threshold should be adjustable from an admin portal - If this threshold is reached during the conversation, then we should force the customer to use the fallback form from requirement #21 to submit their inquiry 23. Customer can submit the completed design inquiry when satisfied. - During the submission process, the chat must ask for the following information, and present the following pre-written messages. This doesn't actually need to be executed by the AI model, but it can just be programmatically presented to the customer: - Ask for customer contact info, including name, email, and phone number. - Ask for requested event/date, while making clear the date is not guaranteed. - Ask for seamstress-relevant measurements, including bust, waist, hips, hollow-to-hem, shoulder width, bust point, underbust, waist-to-floor, arm length, bicep, wrist, back width, torso length, height, shoe height, and preferred fit. -- I still have to refine this list with the client, I am not sure if it needs to ask for all these things, or if there are some different things that I haven't listed here which it needs to ask for -- When it asks for this information it should display links under each measurement type to articles which describe how to produce each of the measurements. We can hardcode these links or allow the admin to specify each, they don't need to be generated by AI. - Prewritten disclaimer text should display. 24. The final submission should notify a list of email addresses set by a site admin. 25. The final submission will completely consume the credit used to purchase this AI session - The AI conversation cannot be resumed after the final submission - Another credit must be purchased to start a new AI conversation - New AI conversations will not have any memory of the previous conversations, any new AI conversations will start from a clean slate 26. Admins must have the ability to manually reset a credit, or assign a credit for free and cancel a current session, so the customer can start a new AI conversation. - This doesn't need to be very user friendly for the admin. If a session is reset this way, no knowledge of the previous conversation needs to be preserved. 27. Admins should be able to review partial, or completed conversations within a list in the admin portal - Each line item should display a status indicator to show if the conversation has been submitted yet, if an admin has began the review process, or if the item has been handled: Ex. In Progress, Submitted, In Review, Awaiting Payment, Handling, Ready To Ship, Closed - Admin should be able to see the answers to the programmatic questionnaire - Admin should be able to review the full conversation history - Admin should be able to review all uploaded photos/files - Admin should be able to review all AI-generated images, and the final one should be clear to them - Admin should be able to see the collected technical design details and measurements 28. Pricing of the garment remains manual and is handled by after review, the AI should not give any quote or present any pricing even if asked by the customer. 29. If the customer asks for pricing, the AI should display a prewritten script like this: "Pricing will be determined by the store owner after this conversation has been reviewed." 30. Invoices and payment will be handled manually through native WooCommerce custom order/invoice functionality which is already present in the e-commerce site, the AI system doesn't need to handle this at all. I mentioned this above on the requirements, but I want to reiterate since it is important and a hard requirement for how the development milestones must be structured: - The requirement for the quality of the images that are generated will be somewhat subjective and so we will need to budget time for our client to request revisions to this based on their review of the system. - We need to do the image generation part upfront to ensure the quality is acceptable before we spend time on other parts of the application As an optional add-on to the scope of this project, can you give a separate estimate to enhance the AI such that it understands which kinds of modifications will increase or decrease the cost of producing the gown, so it can guide the customer in case they are asking for very expensive things. - It shouldn’t give any specific price numbers, but should give the customer guidance if additions or alterations will significantly increase or decrease the cost of production. - This will be to prevent the customer from being surprised when the store owner manually follows up with them with the price of the garment they designed. This client did agree to adhere to a strict schedule to provide feedback after each round of development, given that we complete each round of development on the schedule we agreed to. - However, this client has deviated from agreed schedules multiple times in the past on other projects I did with them, so you should factor that into your timeline and cost estimations - We cannot increase the development cost mid-way through the project, however we can adjust the development timeline if the client deviates from the schedule In your proposal, please also include a quote or estimate for the cost of hosting and ongoing maintenance after the app has launched - Our client can pay for the hosting directly - We will need at least ongoing updates to patch security vulnerabilities and ensure uptime of the app and all its features which will be defined by the scope of this project - We don't need a 100% 24/7 uptime SLA, but basically just keeping everything up to date so it stays stable, and we'd need someone to respond to outages within 24 hours - Outage response can consist of simple rollbacks, if necessary, as long as all the chat session info is at least provided to the client as a CSV or similar, along with all graphic assets from any conversations, so they don't lose any data from an outage - I would set the expectation with my client that we would treat any future support or enhancement requests to be additionally charged for on an as-needed basis