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I’m a growth-focused executive with nearly two decades of experience building world-class…
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Rhett Doolittle shared thisEfficiency is the only metric that matters in 2026. In the competitive world of finance and retail, we are the "arms dealer." We provide the high-tech weaponry that retailers and lenders need to win. For a long time, the tech world was obsessed with "growth at all costs." At Business Warrior, we’ve taken a different path. We stopped chasing vanity metrics and started obsessing over the economics of our lending clients and our internal operations. The results are in, and the data is clear: our Operating System for lending isn't just working, it’s scaling. While the industry average for lead costs is climbing, we’ve done the opposite. The efficiency we are seeing internally proves that our "weaponry" is elite. Our internal performance data is hitting record benchmarks: - CPL (Cost Per Lead): Drastically down. - CPA (Cost Per Acquisition): At an all-time low. - Closing Ratios: Climbing consistently. - Transaction Volume: We are processing more loan payments weekly than at any point in our company's history. But the metric I’m most proud of? Client Feedback. By focusing our energy on our technology, our clients and our people, we’ve built a stable, self-sustaining engine. We’re getting the best kind of client feedback because they’re coming back and upgrading consistently. To our shareholders & investors: We are gaining significant ground and catching back up to the vision we set out to achieve. The data confirms we are on to something big, and we are working tirelessly to turn that momentum into the long-term upside you’ve been looking for. To our clients: Thank you for the trust. We are just getting started.
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Rhett Doolittle reposted thisRhett Doolittle reposted thisWe’re proud to announce that PayPlan has officially launched its first Bitcoin lender, marking a major milestone for both our platform and the future of digital lending. This launch showcases the flexibility of PayPlan’s architecture, built to power everything from traditional consumer loans to emerging asset-backed lending models. By combining secure automation, compliance-ready workflows, and seamless borrower experiences, PayPlan continues to prove that modern lending technology can adapt as fast as the market evolves. Innovation doesn’t just happen in theory. It’s live on PayPlan today. #BusinessWarrior #PayPlan #Fintech #DigitalLending #Innovation #Bitcoin #Blockchain #LenderGrowth
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Rhett Doolittle shared thisQuick ask to my network: Who’s your go-to advisor for growth-stage fintech/SaaS companies that are not “for sale,” but want to add the right capital partner to scale? We want help packaging the story, managing diligence, and reaching a tight list of aligned partners. Prepared for battle, focused on growth, coffee fueled. Please DM or comment with recommendations.
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Rhett Doolittle shared thisPositive traction. Clear path ahead for BZWR. Business Warrior is hitting its stride. • Loan volume on our platform is growing month over month. • We’re adding new lenders weekly. • Our Cost Per Lead is the lowest it’s ever been—and still trending lower. • Customer Acquisition Cost is almost right where we want it. We’ve even had to throttle back our sales funnel until we add more capacity. A good problem to have… but still a problem we’re eager to solve. On the public company side, we’ve been grinding through a tough audit on our 2024 10K, but it’s nearly complete. We’ve put processes in place to make future filings much smoother and faster. Once the 10K is published, we’ll move quickly to file our next three Q’s and get current again. The second half of 2025 is shaping up to be a lot of fun— And 2026? That’s looking like a skyrocket year. 🚀
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Rhett Doolittle shared thisOk, the little "provision" that was slid into the pending tax bill was sly, but the damage it would do to an entire industry is insane! A 40% tax on litigation funders? That’s not reform — that’s a flamethrower. The latest tax proposal could turn the litigation funding industry upside down or wipe it out entirely. I get it — we’re a bit too lawsuit-happy in the U.S., and the system needs change. But this isn’t the way to fix it. This would basically wipe out all non-recourse loans across the nation. Litigation funders make it possible for small businesses, individuals, and even law firms to stand a fighting chance. Kill the funding, and you kill access to justice for anyone without deep pockets. We need reform across the board, but not a scorched-earth approach to litigation funding. https://lnkd.in/gH-67HdJLitigation Funders And Lawyers Face 40.8% Tax In One, Big, Beautiful BillLitigation Funders And Lawyers Face 40.8% Tax In One, Big, Beautiful Bill
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Rhett Doolittle shared thisFinding areas of profitable golden nuggets are keys to any business. For lenders…it’s in repeat borrowers…Rhett Doolittle shared this𝗥𝗲𝗽𝗲𝗮𝘁 𝗯𝗼𝗿𝗿𝗼𝘄𝗲𝗿𝘀 𝗮𝗿𝗲 𝟴𝟬% 𝗰𝗵𝗲𝗮𝗽𝗲𝗿 𝘁𝗼 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗲 𝘁𝗵𝗮𝗻 𝗻𝗲𝘄 𝗯𝗼𝗿𝗿𝗼𝘄𝗲𝗿𝘀. 💡 𝗧𝗵𝗲𝘆 𝗮𝗹𝘀𝗼 𝗵𝗮𝘃𝗲 𝗮 𝟯𝟬% 𝗵𝗶𝗴𝗵𝗲𝗿 𝗴𝗿𝗼𝘀𝘀 𝗽𝗮𝘆𝗺𝗲𝗻𝘁 𝗿𝗮𝘁𝗲. Yet, many lenders focus overwhelmingly on 𝗻𝗲𝘄 𝗯𝗼𝗿𝗿𝗼𝘄𝗲𝗿 𝗮𝗰𝗾𝘂𝗶𝘀𝗶𝘁𝗶𝗼𝗻, leaving massive profitability on the table. The secret to 𝗵𝗶𝗴𝗵-𝗴𝗿𝗼𝘄𝘁𝗵, 𝗵𝗶𝗴𝗵-𝗽𝗿𝗼𝗳𝗶𝘁 𝗹𝗲𝗻𝗱𝗶𝗻𝗴 isn’t just bringing in more borrowers—it’s keeping the right ones coming back. 🔹 Personalized loan offers 🔹 Automated follow-ups 🔹 Frictionless re-engagement With the right strategy (and the right platform), lenders can turn 𝗼𝗻𝗲-𝘁𝗶𝗺𝗲 𝗯𝗼𝗿𝗿𝗼𝘄𝗲𝗿𝘀 𝗶𝗻𝘁𝗼 𝗹𝗶𝗳𝗲𝘁𝗶𝗺𝗲 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀—reducing costs, improving repayment performance, and creating 𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗮𝗯𝗹𝗲 𝗿𝗲𝘃𝗲𝗻𝘂𝗲 𝘀𝘁𝗿𝗲𝗮𝗺𝘀. At 𝗣𝗮𝘆𝗣𝗹𝗮𝗻, we make it seamless. Book a demo to see how: https://lnkd.in/gXTkJ5Nb #Lending #RepeatBorrowers #Fintech #LoanManagement #CustomerRetention
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Rhett Doolittle shared this“We make it easy to lend money.” That’s the simplest way to describe what we do at Business Warrior. But before I go further—let me be clear: my advice is do NOT become a lender (at least not without serious preparation). Lending money is not for the faint of heart. It’s not a quick path to riches. I’ve seen incredible lending businesses succeed, but only because they operate with discipline, data, and strategy. That said, lending is absolutely critical—for our economy, for small businesses, and for the personal lives of millions of people. Our mission is simple: make it easier for banks, people, and businesses to lend money. There’s no shortage of capital sitting on the sidelines. The challenge is that most people don’t know how to deploy it safely or profitably. Historically, the stock market has returned about 6%–7% annually over the long term. But with increased volatility—like the S&P 500 hitting it’s lowest level since September and the ongoing tariff drama—many are looking for more predictable, asset-backed returns. If more people realized they could earn consistent returns of 10%–20% through structured lending strategies with managed risk, we’d unlock hundreds of millions (if not billions) of dollars currently sitting in underperforming assets. But here’s the thing—we don’t do this JUST to help lenders make more money. That’s a byproduct. It’s absolutely important because lenders must be profitable if we want them to keep lending...and we ALL want that. But our real “why” is this: If we can redirect more capital into the hands of businesses and people who are ready to build, grow, and solve problems, then we’re creating real impact. That’s what excites me. Let’s put capital to work—for good. #Fintech #Lending #CapitalAccess #BusinessGrowth #ImpactInvesting #BusinessWarrior
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Rhett Doolittle posted thisWhat to Do (and NOT to Do) When Acquiring a Company In 2022, we made two acquisitions—one went great, and the other went horribly wrong. When researching best practices for acquisitions, you’ll find plenty of advice on due diligence, legal counsel, financials, IP, and team evaluation. But one critical factor that often gets overlooked? The character of the people you’re acquiring from. That was the biggest difference between our two deals. We should have done deeper diligence on the personal character of the key principals. Even if a deal makes sense on paper, knowing who you're really dealing with can—and should—dramatically change how you structure the deal. We learned that lesson the hard way, and it took us over two years to recover. The acquisition that went well (Helix House) involved honest, high-character owners who built a strong, ethical company. The one that went terribly wrong (FluidFi dba Alchemy Technologies) was the exact opposite. There were warning signs—employees who voiced concerns, high turnover, and a lack of transparency—but we didn’t dig deep enough. One major mistake was allowing the seller to dictate which clients we could speak with, under the guise of protecting his business. That should have been a non-negotiable. Another major lesson? Character can look good on paper, too. A big social media presence, volunteer work, and glowing public reviews don’t always tell the real story. Social media, in particular, allows people to craft an image that may be far from reality—where “peers” praise them despite never working with them daily. Real due diligence on character is just as important as analyzing a P&L or Balance Sheet. I’m sharing this to help other business leaders avoid the same trap. If something sounds too good to be true, it probably is. Fact-check everything. If someone claims massive client retention due to deep integrations, verify it directly with their largest customers. If they boast about high traffic or revenue, demand real proof. At Business Warrior, we value transparency, honesty, and integrity in our partnerships and our team. The past two years have been incredibly challenging, but we’ve come out stronger. We recently secured financing that covers our next 12 months of operations, allowing us to focus on scaling PayPlan and getting current with the SEC. Hard lessons make for great learning lessons. If you’re considering an acquisition, learn from our experience—do the character diligence, no matter how good the deal looks. #BusinessLessons #Acquisitions #Leadership #Integrity #Growth #Principles
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Rhett Doolittle shared thisAs kids, we played games like Follow the Leader or King of the Hill, believing they taught us about leadership. In reality, they instilled the opposite—competition over collaboration and a focus on proving others wrong instead of lifting them up. In leadership, one of the most damaging behaviors I see is when managers set traps for their employees—tests designed to make them fail. They wait for mistakes just to say, “I told you so.” This isn’t leadership; it’s sabotage disguised as oversight. True leadership is about setting people up for success. It’s about proper training, thoughtful coaching, constructive feedback, and a spark of inspiration. When you equip employees with these tools, the “test” isn’t about catching them failing—it’s about seeing how much they can achieve: ~ Surpassing goals. ~ Bringing innovative ideas to the table. ~ Taking work off your plate with initiative and excellence. ~ Thriving without constant direction. Leadership isn’t about being the king of the hill. It’s about empowering others to climb higher than you ever imagined (Picture of me rock climbing the first time). As a new father of a baby boy, I’m thinking we need some new games for children that teach proper leadership. They learn to win in team sports, but they could be learning these skills earlier than that. What are some children's games that teach leadership the way you think it should be? Thoughts?
Rhett Doolittle commented on a post
2mo
Love the update. Your description of yourself is spot on from the time that I spent with you. That’s quite a leap to get into a digital magazine but I like the niche on it. I wish you well & will follow the company as well!
Rhett Doolittle commented on a post
2mo
It seems you're always making the right moves Chris Camacho and staying one step ahead. I'm glad the passion for life is there and thriving in your new role.
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Rhett Doolittle liked thisRhett Doolittle liked thisThe Seahawks didn’t just “get better”. They got aligned. And there’s a leadership lesson in their Super Bowl win I can’t stop thinking about. As a lifelong Seahawks fan, I’ve watched this organization go through eras of greatness… and also seasons where it felt like the identity wasn’t as clear. But this year something shifted. When Mike Macdonald stepped in as head coach, he didn’t just inherit a roster — he inherited a culture. And instead of trying to “out-scheme” the NFL from day one, he did something smarter. He brought in Dr. Michael Gervais — the high-performance psychologist who helped Pete Carroll build the original Seahawks culture powerhouse. If you know Gervais’ work, you know he’s not a motivational quote guy. He’s a systems-of-performance guy. He helps leaders build cultures where: - Connection fuels accountability - Clarity eliminates drama - Standards become contagious Macdonald even named the cultural vision: “Chasing Edges.” That phrase is elite, because it’s not about hype. It’s about commitment to detail. Relentless improvement. And a shared identity everyone can repeat when things get hard. Here are the leadership lessons every business leader should steal from this: 1. Culture doesn’t happen accidentally — it’s engineered. Macdonald didn’t “hope” the locker room would gel. He built the environment intentionally. 2. The best leaders get coaching too. Strong leaders aren’t the ones who pretend they have all the answers. They’re the ones secure enough to bring in experts and sharpen their edge. 3. Winning is a byproduct of alignment. When everyone is chasing the same standard, performance becomes inevitable. The photo below is me and my son at the Thursday night Rams game, and I’m not exaggerating when I say it felt like the turning point of the entire season. One of the loudest, most electric atmospheres I’ve ever experienced… and the moment it felt like the Seahawks truly became the Seahawks again. Not just a team. A connected group chasing something bigger. And that’s what great leadership looks like — in football and in business.
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Rhett Doolittle liked thisRhett Doolittle liked thisBeyond grateful for the 2 awards I won for 2025, Capstone (Presidents Club) and the Peer Leadership Award. Blessed to have amazing leadership and coworkers at Travere Therapuetics who make work fun.
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Rhett Doolittle liked thisRhett Doolittle liked thisWe’re kicking off 2026 in Boston at Northeast Acquirers Association on February 4–5! The #TeamAurora crew will be at Booth #104, connecting with ISOs, ISVs, and payments leaders to talk smarter, more flexible payment solutions, including embedded payments. We’re also excited to have John Badovinac on stage for a panel discussion: Embedded Payments: Real-World Takeaways in the New Payments Software Landscape 📅 Thursday, February 5 🕓 4:15–5:00 PM 📍 Picasso 1–3 If you’re exploring an ISV partnership or want to learn more about our Agent / ISO program, stop by and say hello to the team: Michael Steckler, Manny Porter, and Dominic Litten See you in Boston! #NEAA #NEAA2026 #Partners #FintechEvents #EmbeddedPayments #PaymentsInnovation
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Rhett Doolittle liked thisRhett Doolittle liked this“How many people have you fired?” It’s not the question most leaders expect early in an interview. Which is exactly why it works. This single question will tell you more about a leader than their resume, references, or big-picture vision ever will. Entrepreneurs miss this all the time when they’re hiring. They fall in love with someone’s track record, charisma, or strategic thinking. But entrepreneurs don’t need more vision. They need leaders who can build systems, hold standards, and make hard calls when things aren’t working. And holding people accountable sometimes means letting them go. Most interviewers avoid this question because it feels negative. It’s uncomfortable. It sounds confrontational. That’s exactly the point. If you’re hiring a senior leader — an HR Director, Head of Ops, COO — this should come up early in the conversation. Here’s how to ask it: “How many people have you hired? And how many people have you had to terminate?” Then pause. Once they give you a number, go deeper: “Let’s talk about one of those terminations. How did the conversation go? Was it one conversation, or several?” This is where the real signal shows up. You’re not evaluating whether they’ve fired people before. You’re evaluating how they did it. - Did they avoid the conversation until it exploded? - Did they hide behind HR or policy? - Or did they have clear, direct, human conversations early — and treat the person with respect on the way out? Strong leaders don’t enjoy firing people. But they don’t outsource responsibility for it either. There's one more question to ask here, and at the C-level, this really matters: “What’s your relationship with those people like now?” Great leaders are able to maintain professional respect — even after a difficult exit. If every person they’ve ever let go hates them, if every termination ended in burned bridges and resentment, that might not be the leader you want on your team. Culture doesn't break when someone leaves. It breaks when leaders shy away from leading in the hard moments. Leaders who can have direct, honest conversations — and still treat people with dignity when things don’t work out — are how you protect culture at scale.
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Rhett Doolittle liked thisRhett Doolittle liked thisFor those legislators who are working on healthcare legislation right now , here are some suggestions : 1. For intercompany medical charges, require them to be priced at Medicare rates. Ends gaming of MLRs 2. Require all insurance plans to apply any cash purchase against your deductible. Let plan holders shop. 3. Require all pharmacy purchases by a plan holder to be charged at net price after rebates. Right now YOU pay full retail price for branded meds in your deductible phase. You can thank your insurance company PBM for lying to you when they say they negotiate better prices. They obviously suck at their jobs if the best they can do is get you retail price ! 4. Require wholesale pharmacy pricing to be at net. This may seem like price controls. It’s not. The wholesaler buys at retail, gets a prompt pay/data discount of 5 pct from the manufacturer , then has the pharmacy buy from them at retail price minus a small discount. Which reimburses the wholesaler. Wholesalers complain then don’t make money on brands. Indie pharmacies get crushed on brands. Manufactures don’t make more money this way either. Why ? Because they write HUGE rebate checks to the PBM! Require pricing to be at net, and you improve cash flow and reduce reimbursement risk for indie pharmacies. Patients can naturally pay lower cash prices for brands because pharmacies will pay much less. Wholesalers can mark up their cost and make the same amount as they did before. The only loser in this ? The PBMs, every one else gains 5. Create a moratorium on all acquisitions by ins carriers 6. If a medical provider of any kind, hospital , clinic , whatever , acquires another provider , they must retain the pricing ( pre any price increases meant to game this rule ) , for a period of 5 or 10 yrs, allowing only for cpi increases 7. Investigate the acquisitions of providers by pharmacy wholesalers. 8. Allow doctors to own hospitals 9. Standardize contracts by insurance carriers, by provider type. Every contract, with every hospital, should have the same fill in the blanks with minimal variance. This will cut administration costs dramatically I can go on for days. This is a start Forgot the most important item. If brand pricing went to net via wholesalers, @costplusdrugs could buy brands from them , mark them up only 15 pct, and cut the price of EVERY SINGLE BRAND MEDICATION
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Rhett Doolittle liked thisI’m sharing this powerful post from my daughter, Carrie Judisch , because her words matter—and because what’s happening in Minnesota deserves far more visibility than it’s receiving. What’s unfolding here is no longer a partisan issue. The actions we are seeing from ICE are inhumane. Racial profiling, intimidation, and violence should concern all of us—regardless of political affiliation. This is about basic human dignity and the kind of country we choose to be. In business, we talk constantly about the what and the how. In politics—especially right now—we’ve dangerously lost sight of the how. Process matters. Humanity matters. Trust matters. And trust is exactly what’s being eroded. We’ve seen how the government has spun the tragic death of Alex Pretti, just as it has with Renee Good. If not for those who were present—those who filmed, documented, and bore witness—what would the public believe today? I am sharing this post today to bring visibility of what is happening in Minnesota to my many friends and colleagues around the word. We need to do better. We need leaders who are committed to solving problems—not stoking fear or driving extremes. And we need more of this country, and the world, to stand with Minnesota.Rhett Doolittle liked thisDear friends and colleagues, I rarely post on social media, but today I’m compelled to write. I want to share with my network, especially those of you outside Minnesota, what it actually feels like to live in Minneapolis right now, because the headlines, even from left-leaning outlets, are not capturing the reality on the ground. 📱 It feels chaotic and surreal to see cars pulled over, people questioned on the spot, and neighbors pulling out their phones because no one trusts what’s unfolding. 🕯️ It feels horrifying to know that Renee Good and Alex Pretti were murdered by federal agents within weeks, both human beings with families and futures now gone. Official statements from DHS and the White House contradict video and eyewitness accounts, leaving us deeply angered and mistrustful. 😡 It feels infuriating to hear officials say ICE is here for “the worst of the worst” while what we’re witnessing is racial profiling, arbitrary stops, and people endangered simply for standing nearby or recording. 🤝 It feels deeply wrong to see our city described as “riots” and “extremism,” because that erases who is actually out there. This is not a fringe movement. These are nurses and teachers, parents and grandparents, small business owners, Republicans and Democrats alike, united by the belief that what’s happening is cruel and dishonest. 💔 And it feels heartbreaking that we've hit a point where ordinary people, myself included, are quietly organizing to protect one another: coordinating rides, grocery shopping for families too afraid to leave home, accompanying neighbors, standing outside businesses and daycare centers so workers feel safe. And yet, amid all of this fear and anger, I also feel something else just as strongly: pride. I am proud of this city. I am proud of Minnesotans. I’ve seen people from every walk of life show up for one another with quiet courage, strangers becoming protectors because their conscience won’t let them stay home. I believe in the rule of law and legal immigration enforcement. But what we’re experiencing here is not enforcement. It is fear, chaos, and deadly outcomes. As a mom raising four children here, it does not feel like justice being upheld. It feels like a community under siege to make a political point. If you’ve made it this far, thank you. I’m not asking you to pick a side. I’m asking you to see us clearly and help carry that truth beyond our city. ‼️ If this resonates, please share it. Visibility matters. ‼️ And if you’re moved to do more: call your representatives, support civil rights and legal defense organizations, or talk about this honestly in rooms where Minneapolis isn’t present. I’m tagging some friends and colleagues outside Minnesota in the comments because you are likely not seeing and feeling this the way we are here. Thank you for reading and for helping spread the truth about what it feels like to live in Minneapolis right now. With gratitude, Carrie
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