ROBO is an MSP that prides itself on ridiculously good IT for its customers. Over the past couple of years, the ROBO team has been expanding rapidly and helping even more people around the country.
While on the growth path, the ROBO team has adopted EOS (the Entrepreneurial Operating System) and has found that EOS brings calm and clarity to their operations as they scale. We spoke with Service Manager Eddie Munson about ROBO’s EOS journey, how the team has effectively onboarded new acquisitions, and how Strety has supported them along the way.
Can you tell us about Robo IT’s background and how the company has evolved?
ROBO began as a single Austin-based operation, and over my past three and a half years we’ve moved decisively into a multi-market, multi-state footprint. Our first major expansion was the acquisition of Computers Made Easy (CME) in Vancouver, Washington, marking our entry into the Pacific Northwest and our first meaningful test of scaling beyond Texas.
Just this month, we completed two additional acquisitions, one in Tampa, Florida and another in Wichita Falls, Texas, expanding our presence on both the East Coast and within our home state. These moves are part of a broader, intentional growth strategy. We have several more acquisitions already in the pipeline that we expect to close over the next 24 months.
With this level of expansion comes increased operational complexity, new regions, new cultures, new teams, and new client expectations. That’s exactly why we have found the EOS framework to be so critical for us. As we scale, the discipline, clarity, and accountability EOS provides ensures our organization grows in a healthy, aligned, and controlled way, not just a bigger way.
How has Strety helped with your acquisition strategy?
When we acquired CME in Vancouver, we intentionally operated in parallel for the first six to twelve months. They maintained their workflows, we maintained ours, but we unified under the ROBO brand while we evaluated how to integrate the two organizations in a healthy and sustainable way.
Now, with two new companies joining us, we’re taking a more deliberate and streamlined approach. We’re bringing them directly into our operational stack, Halo, Strety, and our core processes. They’re already being set up in Strety so their leaders can participate fully in our cadence, manage their teams the ROBO way, and align with our expectations around communication, accountability, and execution. This is the playbook we are creating and will follow.
As an MSP in a fast-moving tech landscape, I don’t expect things to ever feel completely “finished.” We’re wired for continuous improvement, that’s who we hire and who we are. There will always be opportunities to refine and optimize.
But in terms of the platform, the structure, and the system we’re building on, I couldn’t be more confident. EOS gives us the foundation to scale, integrate new teams, and keep moving forward with clarity and discipline.
When and how did EOS come into the picture?
When I joined ROBO three and a half years ago, the company had already begun looking into operating on EOS. Our CEO, Jake Levine, and our founder were working with an EOS Implementer, Paul Cissel. He pushed us to adopt the organization, discipline and structure we were missing.
One of the first major shifts was replacing our traditional weekly management meeting with a true L10 Meeting™. At that time, our organization operated without a consistent framework. Those early leadership meetings were challenging. Everyone brought strong perspectives, but there was no mechanism to keep conversations focused, hold us to a process, or ensure we followed through on decisions from week to week.
Paul was instrumental in holding up the mirror and saying, “This only works if you actually use the system.” And he was right. Once we committed to the Level 10 meeting format, everything began to change. The agenda brought order, the scorecard brought clarity, and the follow-through mechanisms finally created accountability.
For us, adopting the L10 wasn’t just a meeting upgrade, it was a foundational shift toward operational discipline. It gave our leadership team a shared language, a shared rhythm, and a shared way of solving problems. It was a relief, and it’s becoming the backbone of how we run the business today.
When did you start implementing EOS practices with your own team?
Shortly after our leadership team fully adopted the L10 format, I built a customized L10-style structure specifically for my team’s annual reviews. It quickly became clear how much more effective the process became once we moved it into Strety. Our old review method; an Excel-driven workflow with unclear expectations, inconsistent flow, and minimal accountability, it simply didn’t create meaningful outcomes.
What drove me to formalize these meetings was simple: organizational clarity. In a growing MSP, information comes from every direction: texts, Teams messages, emails, tickets, and client escalations. In that kind of environment, you either build a disciplined operating system or you drown in chaos.
As my responsibilities expanded and I stepped deeper into leadership, it became obvious that I needed a single source of truth. At that time, even my role wasn’t fully defined, responsibilities were fluid, reporting lines unclear, and teams were still evolving. I filled gaps, built structure, and then began passing that clarity on to other managers.
The reality is that complexity is the enemy of execution. As ROBO scaled, the only way to maintain velocity was to reduce friction, create predictable systems, and give every leader a clear framework to operate from. Strety and the L10 format gave us that foundation.
You mentioned using ClickUp before. How did you end up using Strety as your project management tool?
As my team began to grow and my responsibilities expanded, I initially adopted ClickUp to stay organized outside of Halo, our PSA, and it helped. However, it quickly became clear that managing tasks across multiple systems and applications was creating unnecessary friction.
Consolidating everything into Strety; Rocks, To-Dos, and Issues, was a turning point. It aligned my personal task management with our leadership cadence, created a single source of truth, and eliminated the inefficiencies of switching between platforms.
That’s the real value Strety provides for me as a leader, it centralizes my work, my priorities, and my accountability in one place. It keeps me and my team focused, aligned, and operating inside the same system we expect from every leader at ROBO.
When did Strety really become your single source of truth?
Over the last six to eight weeks, I made a deliberate shift to make Strety my operational home base. I keep it anchored on one of my monitors, and my Space To-Dos have become my primary work dashboard. Every day I can see exactly what’s due, what’s in progress, and what needs priority.
It also gives full visibility to my manager, at any point, they can see exactly what I’m focused on and where things stand. Strety has become the single most accurate representation of my workload and commitments.
What was your performance review process like before Strety?
Before Strety, our performance review process functioned, but it wasn’t efficient or scalable. We relied heavily on Excel, which isn’t designed for performance management. Employees filled out their sections, sent them back, and then managers filled in their portions but seeing each other’s answers often influenced feedback unintentionally.
To counter that, we started completing templates separately and manually merging them, which created unnecessary operational drag.
Storage and access control were also constant pain points: where to save files, who should see what, version control, and ensuring confidentiality.
Reviews were documented, but they didn’t flow into ongoing management. They became static files instead of a living part of our leadership cadence.
How did Strety change your performance review process?
By mid-2024, I started running my team’s entire review cycle through Strety — not as a mandate, but simply because the old process wasn’t serving us. When HR asked for my Excel files, I showed them the reviews in Strety instead, and the leadership team immediately saw the difference.
Our COO, Mike Schilpp, loved the structure and clarity and asked how we could scale it across the company. What started organically quickly became our preferred process.
Now reviews, one-on-ones, and quarterlies all live in one place. Team members can see every past conversation, every commitment, every Rock, and we can easily follow through.
“Follow up and follow through” is one of our core values, and Strety operationalizes that value for us. There are no excuses anymore; everything is visible and actionable.
How are you running your 1:1 meetings in Strety?
Our 1:1s now follow a consistent, repeatable agenda across the business.
Here’s the full 1:1 meeting agenda that works for us:
- Segue + quick personal check-in
- Wins from the past two weeks
- Scorecards (tracking individuals KPI’s)
- Roadblocks & improvements
- Recognition & shout-outs
This structure sets expectations, creates momentum, and reinforces accountability. Recognition flows directly into our Teams shout-out channel, creating a tight cultural loop.
Where would you say you are now in terms of EOS implementation across the company?
We’re in a strong place. EOS is fully implemented across the organization, and it’s now an expectation, not a suggestion. We’re still refining small pieces, especially as we self-implement and scale rapidly, but the core system is stable and widely adopted.
One of my quarterly Rocks is to build a dedicated Strety playbook for the company.
As we grow, having a clear system is essential, and Strety has become the system that ties EOS together in our day-to-day work.
I found myself consistently turning to Strety for solutions, and over time I became the internal SME for the platform. That wasn’t the goal, but it happened naturally as the tool proved itself.
How many people across your organization are using Strety?
Everyone.
Every team.
Every leader.Rocks, To-Dos, L10s, leadership meetings, reviews — all of it flows through Strety.
The cascading model EOS teaches is exactly what’s happening at ROBO: leadership sets direction, managers break it down, teams execute and Strety is the connective tissue.
How do you help your team adapt to using Strety in their workflows?
As I’ve developed my team and elevated their responsibilities, I’ve naturally leaned into tools and processes that made me successful.
Strety is intuitive, and that helps adoption. If you can read, you can figure out the workflow.
I don’t dictate exactly how they must structure their To-Do Lists, I provide the framework, and they customize it to how they work best. It’s similar to giving someone an office: we provide the space and tools, but they set up their monitors and chair in whatever way supports their success.
Strety’s flexibility makes it easy for people to create a workspace that fits their style while still aligning with our broader system.
It sounds like adoption was pretty organic rather than forced from the top down. Was that intentional?
Yes, and it aligns with our CEO’s philosophy. Jake didn’t want to prescribe every step as we grew. He wanted leadership to have autonomy to solve problems and build systems that made sense.
That’s exactly what happened. As I adopted Strety and showed the results, more people followed organically. It became the standard without ever being mandated.
Even our HR team is now embracing Strety after seeing how customizable and powerful it is. We’re fostering a culture where people share best practices, teach each other, and iterate together. That aligns with our company values, adapt and overcome and Strety fits that mindset exceptionally well.
What would you say is the biggest benefit Strety provides?
Consolidation and clarity.
In our industry, there’s always a new tool, a new platform, a new shiny solution. But that creates tool fatigue. Leaders and technicians end up managing integrations instead of doing meaningful work.
For me, less is more. Strety centralizes my priorities, Rocks, To-Dos, Scorecards, reviews, and meeting rhythms in one place.
It reduces noise and lets the work itself come to the forefront. Less tool switching. More progress.
How does consolidating software tools play out in your everyday workflows?
It reduces friction. Hard work is expected; unnecessary clerical work shouldn’t be. Questions like “Which tool does this live in?” or “Where do I track that?” drain mental energy and slow execution.
By consolidating into Strety, everything becomes easier. People know where to go, what to reference, and what matters. It removes the back-and-forth between platforms and lets them focus on client work and business outcomes.
You mentioned using Halo as your PSA. How does that integration work with Strety?
I primarily use the integration for recurring workflows. I can create a recurring To-Do in Strety and link it directly to a Halo ticket. It keeps long-term tasks in sync without forcing me to manage them in two separate systems.
What has made Strety stand out to you in the crowded landscape of EOS software?
Strety stands out because the team behind it is constantly innovating. In every industry, the pace of change is accelerating. Tools that don’t evolve quickly become obsolete.
Strety continues to evolve, rapidly and the updates consistently improve the platform. It’s rare to find a tool that not only works but gets noticeably better throughout the year.
What made you decide to come to the Strety User Group meetup?
I’m committed to growing as a leader, and organization is one of my biggest areas of personal development. Strety has given me the structure I needed to become more efficient and reduce work stress.
The user group was energizing. Even though I’m not part of the company, I felt like I had a real voice in the room. Hearing how other teams use Strety was impactful, and it reinforced the idea that I want my work to matter, that I want to make a difference.
Did you have any specific feature requests at the user group?
I had several requests, many of which are already implemented or in progress.
One request from a team member was adding more color options. It became a running joke during the event. But sure enough, the Strety team delivered. We now have 12 color options instead of six. It was a small example, but it showed how responsive and engaged the Strety team is.
I’ve never had the chance to help shape a product I use every day. That experience made me even more passionate about Strety.
The event built a ton of momentum for ROBO and what’s possible with EOS and Strety.
_____
Thanks, Eddie! If you’re looking for fantastic IT services in Austin, Tampa, Vancouver, or Wichita Falls, check out ROBO’s website.
Looking to get started with Strety? Start your free trial here or book a demo with our passionate team to walk you through the product.