Internal "vibecoders club" — grassroots AI automation channel for 100+ employee orgs

Stand up an internal vibecode platform with a documented API for non-engineers, then open an internal community channel (Slack / Telegram / equivalent) where employees share automations they've built. Peer pressure + visible wins compound. One operator reports 300+ employees writing their own automations through this pattern — "epidemic" was the operator's own word.

At 100+ employees, top-down AI mandates run into middle-management drag and uneven adoption. The bottom-up alternative routes around it: employees see colleagues' wins in the channel, then build their own. The platform becomes a self-service substrate; the channel becomes the demand-generation surface.

1. Stand up an internal vibecode platform with a documented API (your own, or an existing internal platform with vibecode capabilities).
2. Document the platform's API in non-engineer language. Examples, not just reference docs.
3. Open an internal community channel. Slack or Telegram. One purpose: people post automations they built.
4. Seed with 3-5 visible wins. Ask 3-5 employees you know are already experimenting to post their first automation in the channel.
5. Make sharing the norm. Leadership reposts wins; new automations get reactions and follow-up questions; the channel becomes a status game in a productive direction.
6. Don't centralize approvals. Anyone can build anything on the platform; the channel surfaces problems organically.

• Top-down mandates kill the dynamic. The moment leadership turns the channel into a metrics-tracking surface or requires automation review before posting, contributions dry up. The point of the channel is peer recognition, not management oversight. Resist the urge to "operationalize" it for at least the first 6 months.