Empower your Personnel with a lead nurturing agency for Personnel

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today I'm going to be showing you how to build a team of stimulant abusing Terminators for your lead chasing agency check into seat Mojitos in Aruba while you're feeling your Prada wallet with dead residence so you're able to scale early change in agency and not make the extremely crucial hiring mistakes that I see happening daily during the past 12 months I have realized that hiring braces tequila sipping A1 a great team is the best thing you can do for your business using the same framework that I'm gonna be showing you today I was able to build a forty thousand dollars a month Legion agency work 15 hours a week and maintain extremely good margins while doing so I've also managed to build a seven figure Consultation business and also have helped multiple multiple of my six figure clients and seven figure clients to hire Killers to their team using these exact steps so it has been honed in through trial and error we have made a lot of the mistakes that I'm going to be sharing in this and we have learned to do the proper way basically went from waking up sitting behind my laptop standing up going to bed and being generally just changed to the business to now being able to go write jet skis in the morning take the day off if I want to and still having the peace of mind that I won't have to work two times as much the next day if you're running early translate it right now and you're in the trenches working unhealthy amounts scraping leads launching campaigns and just setting up domains boss you need to start hiring that's not a long-term play and I've completely understand that it isn't really a sexy topic but the truth is that by being good at hiring you literally choose 10x your opportunity to scale because otherwise you're gonna have crazy bottlenecks if you are not actually able to hire you'll also be able to focus your energy on higher leveraged things and take yourself out of the time consuming day-to-day operations you can focus on the money making tasks unfortunately even though a lot of Legion agency owners know this they still completely miss this they are afraid of giving up Margin in their business and they just stay stuck in the grassroot level activities in their agency and as a result they just end up burning out and never scaling few of them try to hire a little bit but they just end up up their whole agency by hiring three dollar per hour va's that generally just take more time to manage and train then it's actually saving them so that's again like a bit backwards they basically go they hire someone they don't train them well enough they have Sops after a month or two they end up firing them and basically saying to themselves nobody can do this stuff as well as I can so I need to do it myself when in fact the tasks that you tried to hire for were actually simple and it would have been extremely easy to show someone how to do it but you just suck at it and it's not your fault because this doesn't really get talked a lot about in the internet everyone is just focusing on getting clients and certainly living your niches and offers but no one actually is teaching you how to hire and train and scale so that's why I'm making this video so you're gonna make those dumbass mistakes before you start to hire for a leeches and agency we need to identify the main bottlene next to hire for because in the beginnings days of building your agency it will always be tasks that are time consuming but simple there won't be any great crazy extremely complicated tasks that you need to hire for it's just a matter of a fact that you have tasks that take a lot of time that can't be automated by a machine so someone needs to do them but it doesn't make sense for you to do them because otherwise you can't do anything else more High leverage so usually you end up just hiring and you just need to hire for extremely simple tasks that just are time consuming so for example if you are making ten thousand dollars a month and you're working with four clients you might be spending around four hours a day on managing inboxes alone depending on your volume and response rates Etc so if you hire an inbox manager and you pay them around 1.5 k a month and you free up those four hours a day you will be able to focus those four hours into way more hard leveraged things like running a new vsls doing content launching new campaigns troubleshooting client campaigns taking more sales calls or just thousand other things there are so many more highlighters things than just inbox management so in the beginning stages of building your business you're just wearing multiple hats as a CEO and in most cases you're clueless about what you're spending our time on and that is normal you're doing a little bit of content accounting Finance fulfillment lead scripting sales marketing you're doing like everything but in order for you to hire the right players in the right orders we need to figure out what you are doing and I'm gonna be going over five different activities in total to show you how to actually hire these killer players and the first step of course it's gonna be a time audit or a Founder audit whatever you want to call it so basically what you do for one week track every task that you are doing and how much time you're spending on it I know there's a bunch of Cool Tools a bunch of cool Chrome extensions but please do not over complicate it when I do it I just use Google Sheets and a stopwatch you track everything that you do for a week and how much time you're spending on it and then at the end of the week look at everything you spend your time on and categorize each task in the high Roi and low slash no Roi tasks for example we might say that you're spending over 20 hours a week on inbox management this is a low Roi task and this gives us a an indication oh it probably would make sense for us to hire for this role so then what you do is you just answer these following questions yourself okay is the task that only you can do yes or no what are the requirements to do this role could I find a person who fits those criteria and that requirements can I pay them enough to stay motivated and can I make more money than I'm paying for someone to do this so for example if you're paying someone 1.5 K to free up 200 hours a month for you from inbox management can you spend that time in the making more money so you make that 1.5 K back if you are not a complete idiot you can then after going through those questions if you see that it's a task that can be delegated to someone you believe that you can find a fifth candidate for it and pay them well and make more money with the extra time that you are paying the delegate it then you need to delegate it you need to Outsource it you need to hire someone to do it so then when you have done the time audit and you have found the task or the tasks that you need to hire for you know what kind of a person you define for it but you can pay for them etc etc et cetera the step two is going to be defining the process and creating Sops if you already have an existing team you might have a few people some va's whatever it might be partner co-founder in the business you might not even need to hire anyone new you could just delegate the task to someone who's already on your team to successfully delegate the task to someone else we need an extremely clear process to complete it a big mistake that I see a lot of people make is they create an sop sop basically is a standard operating procedure based on how they think that that should be completed and not how they actually do so I see someone is like okay I'm gonna make an sop they create this extremely specific step-by-step sop but then it's completely different how they do it themselves which is crazy so this is why you should complete the task yourself and then just document every step of the process so do the task write down the steps in Google doc go super in depth not a single detail should be missed or a single option or single variable happening record a loom of you completing it and talking to your ideas so as you're completing the task talk through what you're doing okay now I'm gonna do this because if this would happen I would do X1 Z so record an extremely extremely slow step-by-step clear process of you completing the task and then package it into a simple sop and here's an example of what it could look like this from our inbox management sop and we have like a really really really in-depth structure for every single possible variable and thing that could happen when you are managing the inbox we have reply templates for every single section we have resources we have information basically when our inbox managers go through this there's another chance that they won't know what's happening because everything is covered here just make sure that everything is covered in the process that could possibly happen now that you have your sop go to the process multiple times using the outline process so use the SOP yourself and see if there are any steps of the process missing or if you need to add anything to the SOP you know that you have a sheet sop if your employees or team members need to be hitting you up every single day yo how to do this and what should I do when this happens that means that you just need to update your Sops and also it's important to remember that you should go back to the SOP every single month and ask your team member if there's anything in the approach that should be changed based on their feedback so maybe they found a better way to complete the process or they started doing something differently ask them about it and then edit the SOP to match it because you always want it to be up to date because if for some reason maybe you need to replace the person you still have an up-to-date sop so now we have identified the tasks that we need to hire for we have identified the person who we are looking for and we have also created the process walkthrough and sop so the third thing that we need to do we need to start getting applications using a hiring funnel this is basically what a hiring funnel looks like first you have some traffic then we have a funnel here and then we have some interviews and we end up hiring someone I'm gonna walk you through each one of these steps in detail this is an extremely important part because hiring an idiot will waste your time and brain cells more than it will actually save your time because then you need to just deal with them and this is why you don't want to cheap out when you are hiring if you don't have money to hire someone good and motivated go back to the trenches and make more money a good reminder is if you pay peanuts you get monkeys and you don't really want monkeys in your team so the main thing to understand is that we need to treat our hiring funnel as any regular funnel basically first we have traffic that we have a sales page then we have a conversion page then we have a call and then we have a hire so for example this could be we have traffic we have an opt-in page we have a vsl then we have a call and then we have a close it's exactly like a vsl funnel for example for your own agency so the first thing in the funnel is traffic there are a few hiring channels that I've seen the best results with Fiverr upwork Twitter Network and Facebook groups it's extremely hard to say which one is the best I just recommend you using all of them because your main goal is to get as many applications as possible so you have a lot of options to choose from so to get a lot of applications we first need a lot of traffic and then we need to have a good offer that we are offering ring to the traffic basically in this case traffic is the people seeing your job post on different platforms so obviously if you have your job post in five different platforms you're gonna get more traffic than if you just had it on one and then your offer basically in this case is the position you're hiring for the conversation plan everything that someone is getting for doing that job so to get a lot of traffic we need to just blast our job post to every possible Channel where our ideal clients might be hanging out if you don't get enough applicants on the first try just blast again bro it doesn't make sense for you to take someone who's mediocre when you can just do another round of just lasting the job applications everywhere and then maybe getting the killer applicant and killer candidate that you're looking for and as you post your job post to these platforms the description doesn't have to be anything crazy because the sales page that we're going to be creating for it is going to be the main lever mover it's going to be doing the all the heavy lifting so for example your job post for example if you would posting a Facebook group or Twitter or five or whatever you could just say hiring an inbox manager we are hiring for an inbox management position at our leadership agency criteria one criteria two criteria T High conversation and opportunity to grow and advance in our company if you want more information and click the link below and that's really it like that's how we do it so now we have traffic the next step is to have something to drive the traffic to and again this doesn't have to be anything fancy here's an example of a document that I made when hiring for an inbound seller basically an inbox manager for Twitter and this is the document that I made as you can see it Maps out exactly like a sales letter it has a headline and it has identification disqualification it tells what is in for you it has to offer it has the benefit as the features and then at the end it has a call to action so basically what I did just here I just made a headline become a monitoring as a dangerous inbound setup for aging velocity IO who is this for who is this not for what's in it for you basically the benefits that someone is getting keep in mind this is not the features so things like compensation and work hours those are features these are the benefits then it has more on the feature side so more of an accurate description what someone needs to do in this role requirements so basically what kind of criteria does someone need to match to apply for the job it has compensation so how much they're getting paid to do it and then if someone is still interested then we have a call to action here so just basically telling fill out the form below share in a quick introduction of yourself pay for me and my team to get back to you if you're qualified I inform you via email and schedule an interview with you and training starts as soon as possible so basically we are just setting the expectations immediately and just making a call to action to fill out the application form so this way you can just drive traffic to the dock and people will immediately know if they're a fit for the role so there's like no guessing they open a dock they see immediately okay what is this and how it's going to work am I interested on it do I match the criteria yes or no boom and remember the harder you go on qualification and requirements the fewer applicants you'll get but the higher quality they'll be and this is in my opinion ideal because basically the more requirements you add a more qualifying questions you add Etc the more fiction there is and also less people are going to fit the criteria so you're gonna get less applicants but then the applicants that you're going to get are going to be higher quality a few things to take into consideration when creating the job description first thing the higher your requirements are of course the more you need to pay if you're trying to find a one killer Rockstar who has already crazy experience or is extremely motivated they of course have big goals and they have a bunch of other things that they could do so pay them well second thing A lot of people are not motivated by only money they care about things like culture opportunities to grow with the company skills they learn working hours etc etc etc so for example a big selling point in our roles is that people get to see like how really the company Works they get access to Crazy valuable training that we have used for our clients and for ourselves they have the possibility to advance and grow in the company we have a really good culture we have extremely motivated people who are winning there's a lot of other benefits than just the money so don't even waste your time trying to get an A1 stimulant abusing Terminator for pennies on the dollar it will not happen because those people have big calls and a lot of opportunities they could be doing so why would they work with you if you have nothing to offer if you pay pay Etc then when your doc covers everything that the potential candidate needs to know just end your document in a call to action to a Google form again the more questions you have in the dock or in the form the fewer applications you'll get I like to have around 10 to 15 questions and that seems to be the sweet spot I might be wrong but that works extremely available for us so this is what it actually looks like I'll go to the form so basically if someone is interested they'll just click here to apply for the role and they get forwarded to this extremely simple Google form here like you can see there's not that like a crazy amount of questions one of the best things I've started to use in my application forms is a field for two to three minute introduction video basically just telling the candidate to record a quick video with a loom about themselves and why they want the job introduction video go to loom.com create an introduction video about you and your work experiences and why we should hire you make it three to five minutes paste the link here and you can tell a lot from this video basically is the copy paste video from a previous application so especially if you're hiring for sales positions for example they might give you just a pre-recorded video that they have sent the 10 people if I get that that shows me that they're not actually really that motivated so I immediately disqualify is the person clearly not professional enough to hire what kind of vibe are you getting from them is it poorly done and rushed how good is their English if it's clearly rushed and it's not like a well done video or if they have put zero effort to it disqualified and also like if for some positions we require affluent English someone can tell in an application they have fluent English but then it can be completely different in the videos I also like to check the video to see what their level of English is and this has been a great addition to my applications since someone can sound like an absolute killer on their applications but they can be a dork on their intro video you can your application you can your answers but you can't Good Vibes and that's why it works extremely well now we have our traffic we have our sales page and we have our application now basically comes the conversion now that you're getting applications just start going through them and for everyone who seems to be a fit for the role send them an email to sketch to an interview with you a cream is simple for everyone who isn't a fit send them a quick email telling them that they weren't the fit unfortunately so they don't just stay up waiting with false hopes waiting for your reply when you schedule an interview with someone you can just send them an extreme simple email hi John went to your application and it looked like you could be a fit for X role I'd like to schedule a time for a quick 30 minute interview to get to know you a bit better here's my calendar link please schedule a call in the next 24 hours cheers agent velocity IO again just schedule a quick interview with them to learn more about them fourth step that you need to go through is basically interviewing and hiring now we need to just pick someone from the candidates that have applied what I've noticed that there isn't really any perfect structure for doing interviews but I just mainly focus on to factor to factor number one is if it's a role that you don't really need any in-depth skills for focus more on the personality the goals just to Vibe their character Etc since you'll be training them fully for the role you mainly just need someone who is motivated past discipline wants to grow and learn and isn't the dork so basically just having a laid back conversation with them about their future like you can give them like tests like what would you do if situation X happened if a customer emails you at 8 pm asking for a quick 50-minute call when you're just going out to the bar with your friends what do you want to get from this job while you're applying what is your five year game plan so just like seeing where their heads at where their goals are at how goal driven they are how motivated they are Etc so in my opinion that's like the main thing just tracking jokes with them seeing like if you actually have a good connection or not in my opinion in this kind of role it's the most important thing also you can give them a quick example test on something for example how would you reply to an email saying x1z so if you're hiring for an inbox management role you can give them okay let's say someone asks for pricing over the email what would you say and the point of this isn't really to see if they're able to give you a good answer or not they will probably it up since you haven't trained them yet but the point to see how they react to it do they completely lock up like freeze completely or do they give you a confident answer how do they answer that question and then when they give you an answer you can just correct the mistakes that they made if there were any mistakes usually there are and then tell them to do it again and then you can basically see if they are coachable if they fix the mistakes I think that also is extremely valuable you see how if they are coachable and if they like actually take feedback and yeah seeing how someone reacts to a hard situation like this in a drop interview just tell us a lot about them and then the factors too is if you're hiring for a role that you can't train somebody on quickly because it involves an in-depth skill set with a longer learning curve it's like a second type of situation so examples of roles like this could be when you're hiring for copywriters closers and sdrs operation managers slash CEOs customers access managers so basically the skill that you are hiring for is actually like fairly in-depth and it takes long to learn like of course you could try and train someone for a job like this but in my experience for example getting and good at sales takes at least 6 to 12 months like for someone to actually become acute closer they need to take hundreds of calls do it for six to 12 months minimum so I just rather hire someone who already knows what the they are doing pay a bit more and get like already someone who is a killer out they do same goes with copywriters CEOs like actually like really high leverage positions so when you're interviewing for a row like this make sure that you test their knowledge and skill set a lot give them the hardest questions you can give really don't go easy on them since otherwise you can miss something extremely crucial in the process so ask them for example of results references examples of work etc of course here as well the character and their wives are important as well so when you have found the A1 killer you want to hire give them realistic expectations and a time frame for onboarding and all necessary next steps you can legit lose a amazing team member by up the onboarding process if they have no idea what they should be doing when they're starting Etc they'll just work for your competition you don't really want that like if they get extremely confused they're like oh they didn't tell me what should happening they're like uncertain like when does it start et cetera et cetera et cetera they'll just leave before they even get the chance to start activity number five this is the last step and this is onboarding and training so this is extremely extremely important step to nail down I see so many people hiring someone giving them a simple sop and then expecting them to execute the task perfectly and it doesn't work like that even if they are experienced in the task you hired them for there are still nuances that you want to be executed a certain way so what should you have in check before bringing someone on first thing an efficient and a simple onboarding process second thing training materials and resources and then third thing shadowing and checkups already planned out so the new employee should know exactly what's going to happen when it's going to happen and how it's gonna happen before they even start out it doesn't need to be anything crazy or overly complicated it just needs to be efficient and simple so for example here could be an example of a four day onboarding sequence day one onboarding call at nine o'clock access to training resources and materials payment schedule and process responsibilities and kpis onboarding time frame access to different tools company values team intro roll intro what are expected of them and then at the end of the day you just give them like go through these materials create these accounts give information X1 and Z before the next day starts and then again on the next day overview of the daily tasks go through the training materials example of the daily work day examples of all the task should be completed overviewing of the Sops training run and tasks checking out tools and accounts making sure that they work then like again reminding them of the expectations time frames KBS eyes and responsibilities etc etc etc so you need to have already planned out what's going to happen when it's going to happen you don't really want to be second guessing yourself while onboarding them the worst thing that you can do is like sit around onboarding call and be like ah like is there something else that we need to go through that just gives a bad first impression to your new team member like they're like oh these guys are not actually that professional I don't want to work with these guys so they get like almost like buyers remorse but like employees remorse so give them access to everything explain to them who will they be working with and what kind of a company it is and give them all the training materials so they can start going through it immediately and after they are set up go through the task they will completing step by step using the Sops you have provided to make sure that they understand everything on it and after they clearly understand it let them do the tasks themselves as you are shadowing them one of the best forms of training is just letting them do it like on a zoom call with the screen share on and you just sit there and watch as they do it and then you can fix mistakes and show them how to do it correctly and depending on the role the shadowing should be ongoing for the first 7 to 14 days if you're hiring for a closer or for example like you can do role play course for them with every single day customer success manager you can do onboarding calls with them every single day you're just barely getting reps in and being there every single day to make that you can correct the mistakes after they clearly understand how to do everything and you have corrected all the mistakes and you have also made sure that they know what is expected of them you can just schedule a bi-weekly or a monthly shadowing session also you can just get your weekly or daily calls with them it's your team it's your responsibility to make sure that you are on track daily something that I see is they hire someone and then they never talk to them again like they talk to them once a month but that's crazy like it's your team it's your responsibility it's your responsibility to make sure that they are on track daily and have no obstacles that they are running into so for example with my inbox Setter they do a 30 minute call every single day Monday to Friday every single evening I talk with them for 30 minutes because there are a lot of moving parts and volume that we need to understand so I want to make sure I'm not missing anything and that we can change the process on the fly every single day and also just making sure that they're doing well then for example with our closers and consultants and customer success we just do a weekly call they are extremely good at what they do and the pros isn't evolving as much on daily basis and with my partner and Chief Operating Officer we do around one to three calls a week if you don't know what your team is doing every single day every single minute every single second you are talk with them don't miss out on it those are the five steps First Step do a Time audit see what you need to hire for second thing create the process and Sops for that said task third thing build a hiring funnel Drive traffic from platforms to your hiring document to your hiring application so you actually get candidates that apply for your job fourth thing interview them on hard one and 15 on board and train them well so they don't up if you hire correctly you'll be able to take yourself out from the daily time consuming tasks and actually focus on the higher leverage activities like running sales letters getting feedback from your customers and improving Your Service delivery and just building better operations inside your business second thing you'll be able to deliver better results to your clients since you have more time to allocate troubleshooting client problems which means your clients get better results and you get better case studies and make more money for your clients and also for yourself you won't burn yourself out from all the lead scraping and domain setup which means that you'll be able to stay in business for a longer time and they actually become a proper highly paid expert and the last thing the most important thing you're able to run the business like a real CEO and fill your product wallet with Dead Presidents while you're sipping Mojitos in Aruba honorable mention if you're looking to build and scale a lead transient agency without having to waste time figuring out all the small nonsense yourself book a call at aidenvelocity.io we have literally built a protocol to do this as efficiently as possible and as a result we have helped guys like Daniel sonagard he friend from working as a nine-to-five sales rep to making over twenty thousand dollars a month with this lead Transit Agency in four months Michael Choi an absolute killer went from zero to 20K a month in four months with this religion agency Christian Hui they went from zero to 25k a month in 99 one days with their Legion agency Oliver he was running an smma agency for two years basically making zero dollars a month and then he started working with us got to 20K a month with this Legion agency in four months what Beamer he was running a lead generation agency already making around 500 a month and we got him to ten thousand dollars a month in three months he just have this case study is like so much more so if you want to build a legion agency and we want to use our protocol that has been improving the work Time After Time book a call see if you're a fit just a disclaimer we disqualify 70 of the people who booked with us because to be honest not everyone is made for this game some people think that they want it but they don't actually want it so we disqualify them but if you are a fit if you are actually made for this game and you start working with us we are going to make sure that you win I hope you have a great day thank you bye