#1 reason your agency is unable to scale past $2,000,000
You are NOT executing fundamentals correctly
Hereโs a list of 4 fundamentals you need to execute today and scale over $10M in the next 24 months
You are NOT executing fundamentals correctly
Hereโs a list of 4 fundamentals you need to execute today and scale over $10M in the next 24 months
Everyone and their mother is hype about productization
If you're running a full service agency with several niches you're not optimized to scale
At scale, we need templatization
This is the process of defining what we do in our business from the first step to the last
If you're running a full service agency with several niches you're not optimized to scale
At scale, we need templatization
This is the process of defining what we do in our business from the first step to the last
This essentially means writing out every single step from the second a prospect becomes a client
When we do this, we can clearly see which SOPs and trainings we need to create
Once we have our list, we go to work on building out all SOPs/trainings
(Mini example shown below)
When we do this, we can clearly see which SOPs and trainings we need to create
Once we have our list, we go to work on building out all SOPs/trainings
(Mini example shown below)
Here is a thread where I lay out how to build a killer SOP
2- Sourcing
Every single 8 figure agency we work with tells us the same thing
"We are struggling to recruit good talent"
The time to begin recruiting talent is not when you need it
Recruiting should happen before there is a need
Every single 8 figure agency we work with tells us the same thing
"We are struggling to recruit good talent"
The time to begin recruiting talent is not when you need it
Recruiting should happen before there is a need
When it comes to 8 figure agencies, we should always be sourcing talent, I call this:
Continuous sourcing
This is simple
Forecast the roles you'll need to hire for over the next 6 to 12 months
Dedicate 1-2 social profiles to source talent
Continuous sourcing
This is simple
Forecast the roles you'll need to hire for over the next 6 to 12 months
Dedicate 1-2 social profiles to source talent
There are two ways to do this:
I- Outbound
II- Inbound
I- Outbound
II- Inbound
I-Outbound Sourcing
Remember, this is sourcing when there isnt a need TODAY
The suggestion we give is simple
DM ideal candidates that were hiring for XYZ role and ask if they know anyone
Remember, this is sourcing when there isnt a need TODAY
The suggestion we give is simple
DM ideal candidates that were hiring for XYZ role and ask if they know anyone
Hey NAME. Were a growing 8 figure agency looking to bring on EPIC account managers. I saw youre in this role and figured you may know potential candidates.
We pay $500 per candidate referral :)
If you know anyone interested, here is our link
Thanks!
8figureagency.co
We pay $500 per candidate referral :)
If you know anyone interested, here is our link
Thanks!
8figureagency.co
When we do this at scale, this gets us Infront of a lot of people
And
When we want to begin interviewing, we will already have a list of people to reach out to.
Important note:
We may only get a 1% conversion rate of DMs to applicants
And
When we want to begin interviewing, we will already have a list of people to reach out to.
Important note:
We may only get a 1% conversion rate of DMs to applicants
This leads us to sourcing point II, inbound:
When this is done on LinkedIn, every person that accepts our request joins our network and begins to see our content
We should be posting content weekly that will attract great talent
When this is done on LinkedIn, every person that accepts our request joins our network and begins to see our content
We should be posting content weekly that will attract great talent
Examples:
Client success stories
Demonstration of culture
Rewards
Team videos
Basically, epic shit
Continually show why your company is amazing and every now and then drop a pooling link in the comments with a CTA:
"Want to join a best in class team? Were hiring! Apply here."
Client success stories
Demonstration of culture
Rewards
Team videos
Basically, epic shit
Continually show why your company is amazing and every now and then drop a pooling link in the comments with a CTA:
"Want to join a best in class team? Were hiring! Apply here."
One of the things we do is drive as many people to our website to consume our content (talent or prospects). When they study our body of work, they build a relationship with us
Drive people somewhere they can do this:
8figureagency.co
Drive people somewhere they can do this:
8figureagency.co
Some additional ways to source talent:
1- Course: Train junior talent pool with great courses
Get their emails
Nurture them
Invite them to apply when relevant
2- Communities
Build communities for roles that are hard to hire for
1- Course: Train junior talent pool with great courses
Get their emails
Nurture them
Invite them to apply when relevant
2- Communities
Build communities for roles that are hard to hire for
A- paid media specialists
B- project managers
C- account managers
When done well, youll create raving fans
I really want to emphasize this one
This one is a 12-4 month investment, but can legit solve your sourcing issues forever
B- project managers
C- account managers
When done well, youll create raving fans
I really want to emphasize this one
This one is a 12-4 month investment, but can legit solve your sourcing issues forever
3-Onboarding and training
Most companies can't onboard well because they don't have a good process
Great onboarding should be similar to college orientation
Each day of the first week has an hour by hour break down
Most companies can't onboard well because they don't have a good process
Great onboarding should be similar to college orientation
Each day of the first week has an hour by hour break down
During week 1, we should clearly call out goals that must be hit at the end of month 1, 2 and 3 to define what success looks like
We should be holding 1 on 1s to review results with our new hire
We should be holding 1 on 1s to review results with our new hire
4-Management
The #1 reason great talent leaves is due to shitty managers
Here are the 3 steps management must follow:
The #1 reason great talent leaves is due to shitty managers
Here are the 3 steps management must follow:
A- Have managers review what KPIs team members must hit
Ensure management blocks out time in advance (especially for the first 90 days) to review the KPIs and train talent on how to execute
Ensure management blocks out time in advance (especially for the first 90 days) to review the KPIs and train talent on how to execute
B- Have managers check in with talent to see if they have any barriers
Good managers REMOVE barriers from talent
Good managers REMOVE barriers from talent
C- Have managers identify employees personal and professional goals
Ensure each manager is helping team members project manage both their personal and professional development
When people genuinely care about people, we can build something special
Ensure each manager is helping team members project manage both their personal and professional development
When people genuinely care about people, we can build something special
TLDR;
1-Templatize processes
2-Sourcing
3-Onboarding & Training
4-Managment
1-Templatize processes
2-Sourcing
3-Onboarding & Training
4-Managment
If you enjoyed this thread:
1. Follow me @jordan_ross_8F for more of these
2. RT the tweet below to help other agencies grow
1. Follow me @jordan_ross_8F for more of these
2. RT the tweet below to help other agencies grow
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