The directions we'd like to run next, all aimed at owners and framed around the money they're leaving on the table. Plan is to test them and let the replies tell us which lands. Just after your thumbs up, and a flag on anything off.
The #1 pain in every trade you sell into: crews on paper or the honor system. Framed as money, you're paying for hours nobody worked. One shop their size found ~$75K a year in padded time.
Field hours never get tagged to the job, so an owner can't tell which jobs actually make money and under-bills the rest. One contractor found $240K a year sitting in unallocated hours. Tag it and bid the next one right.
Collecting paper timesheets and re-keying them into payroll burns days every cycle. Clean, job-tagged hours flow straight into the ADP or QuickBooks they already run, no re-typing. Gives the owner back the office time they're paying for.
For contractors on public and government jobs, filing certified payroll every week with hours split by labor classification, with fines behind it. High-stakes, but a narrower slice.
Decides this one: does Workyard produce the certified-payroll report broken out by labor classification?
Not a single pitch. Each email names the two or three specific ways Workyard pays off for that exact shop, written from what we can see about how they operate. Reads like it was written for them.