Green Bay Packers, Russell Wilson & How to Build Your Dream Team

Joey, how are you doing?

Doing well.

Chris, are you a Green Bay packers fan?

I am, of course.

So what do you think about them firing McCarthy?

Oh, it was due, right?

Well, I don't know. I'm not a Green Bay packers fan.

Well, yeah, it was overdue, I would say at this, this I'm sure. But yeah, it's a good, good thing. We're pretty happy that he got axed and we'll see who they bring on.

The thing you guys got to do is find a good quarterback. That's your problem.

Oh, yeah. That dude sucks. Right?

Man, he's fun to watch when he's on. It's unbelievable.

Yeah, he is.

And just his poise, like, he almost looks like he's meditating sometimes. I remember when we played you guys last year, so I'm a Seahawks fan. He got, he got us like, you know, just so quick to the line that we couldn't even substitute. He's so fast and in control.

He's insane with his, his, his, his agility to make people like, freak out and those hard counts as well, and then out of the pocket. There's no one better than him.

Well, maybe Russell Wilson, maybe. So tell me about your. Your business.

Okay, yeah, I run a digital marketing agency specialized in SEO here in Mil. And I'm like, in just starting my second year and got like five clients for SEO and then some done for you LinkedIn lead generation clients. And I find it a whole lot easier to acquire new clients with this new LinkedIn done for you service. And then the chance of me being able to upsell them. SEO is much, much easier once you acquire the client, gain trust. And I'm kind of like seeing that I'm gonna have like a. I need to train up some, some people to do the kind of tasks of the LinkedIn lead generation service and kind of need us like a good source of.

Quality talent and kind of, you know, be able to be able to scale that without me having to do that kind of work so I can be closing more deals.

So your magic is. Your magic is selling it.

Yeah.

And you want somebody to fulfill it is not the question, how do you find people to fulfill it?

Well, yeah, this I have, I have like the fulfillment done as far as for SEO. That's already taken care of. But this new LinkedIn lead generation service, I don't have like a trusted source of talent yet and kind of was looking for a little bit of knowledge that you have on outsourcing that type of technical work. But, you know, something that I can develop an SOP for and then train somebody up on that and then kind of that vetting process of being able to find quality outsourced talent.

How many people do you have doing the SEO?

I at the moment I have one.

On page specialist and then one doing link building. So two. Two people.

Are they employees? Are they outsourced?

No, those are outsourced.

They're outsourced. Okay. And so when you're talking about the done for you LinkedIn service, how many of those are you going to add a month?

I'm thinking it's going to be at least like 10. 10amonth and really easy and yeah.

And how many people will it take full time to service 10 or how much time won't take up somebody that you've trained up to service 10.

I'd say let's see, every day to service 10, it's going to be probably like four to six hours.

So one person is that five days a week or seven days a week?

Yeah, that would be five, I would say.

So two people or one person can service 20 people?

One person, I would say one person should be able to service 10 people. Let's just put it at that to start until I get there and figure it out.

Well, if it's going to take them four hours a day, then they have another four hours, right?

Yeah, it's four to six. Yeah, okay, sure.

But there's economy of scale. So could we say that in the end one person can do 20?

I would think so. I would think that would be like at their limit. But yeah, that would be.

So we say one person does 15.

Yeah, yeah, that would probably be it.

Okay. And then what kind of revenue are we making from 15 people?

The 15 that's going to be between.

It's like there's two, there's three levels of service. The first level is like 497 and it's a thousand outreaches and then the thousand dollar package is 1500 outreaches and then the $2000 packages is 2000 and then an email campaign. So let's say on average and bring in let's say 14k and then expenses going to be about between 100 and 150 per client. So 1500 to 2000, let's say expenses without that's just like direct cost.

And so we have 12. We'll have about 12,000 left over.

Yeah.

So how much would you want to pay this person to do 15 clients?

Like.

You would hope to pay.

Like 2,000.

So you're gonna pay Most.

Right.

What does it take? What does it take to do this? Like could anymore, unlike me, do it? Or do you have to have some special skills?

You kind of have to have some technical abilities, just like, well, spreadsheets to be able for the person to like to report for the client to understand what's going on with how the leads are coming in and then they're converting into prospects. So there's like a Google sheet that a person's going to have to get like a CSV file that the automation software kind of spits out and then take that and then put that in the Google sheet and then make sure that that's all right. So it's got, you know, like, it's got to have some technical ability.

So it's more than McDonald's. Yeah, but you're paying what McDonald's pays.

Well, I was thinking, you know, like the Philippines, outsourcing and those they have high because SEO.

There'S lots of good SEO.

In the Philippines.

If I was. So have you done anything in the Philippines before?

I haven't exactly.

That's okay. So if I was going to do it in the Philippines and I was going to scale, the first person I hired, I would probably pay 1500 and they would be my leader. And then everybody coming in after that, you could pay about 7:50 to 1,000amonth. But the first person, you're going to pay more and they're going to be your manager. And then it's their job to teach the other people and come up with the SOPs and all that. So then. Yeah, for, for that. And if you want to scale, then hire somebody in the Philippines.

That you can teach to do it. That's been, that's led a team before. So when you. Hold on one second. Hey, Corey.

What'S the name of that website from the Philippines that we use? Which?

Oh.

Gosh, higher.

We'll get you the name of the website. I'm sorry, we don't know off the top of my head. And Corey thinks it's Aaron Rogers PH or whatever, but.

Right.

But there's a, there's a website that you. That's like, I don't know, 50 bucks that we use that you can post a job interview through there and there's people on there and you know, there's some, there's some downside to the people in the Philippines as far as they speak English. They're very nice. But there's a lot of cultural differences. So if you, if you're super aggressive like me, a lot of times you'll interview them and hire them and then they just never come back because they, they're very proud of their work and they don't like kind of direct, pushy criticism or I, I've had a hard time with that. And so you have to kind of be. You have to ask them a lot of questions and let them. It takes a little longer to kind of create a relationship. It isn't like, here's the task, go. So in the beginning, having the right manager or the right leader will save you a lot of time because they know how to interact with, with their culture better than we do. And so the most important hire is that team leader.

Okay, good, good advice.

And then for the team leader. I've oddly had a lot of luck with female team leaders. For some reason.

They seem to be more, I don't know, more accepting of the, of our kind of get it done all business mentality. But that's. I don't know that that is true across the board. That's just been my experience.

I hear that. Yeah. I used to live in Brazil, so I kind of know about how the mentality is on the other side of the planet at least.

Yeah.

Maybe not in the Philippines, but I get what you.

I tend to rub people the wrong way, you know, because I just don't have a lot of time to sit there and talk about your kids and all that.

Yeah.

And so that team leader becomes very important.

Okay.

But then, then you can scale and I mean literally, like, I have friends that have offices over there. So what, what will happen is that team leader will hire people there locally usually because they have, you know, they have relationships. And it's really important to set up some sort of time clock webcam system too, where, you know, they're working, they are clocking on. You can, you can talk to them and chat with them. And so like, literally you might be up at one in the morning sometimes just checking to make sure that you're managing them through some sort of management software where they're, they're reporting their tasks and what they completed. But it's very important to have a system from day one that you're having them clock in and clock out and you're managing their work. Spend most of your time on that. Don't take shortcuts. Because I've gone into this personally where, where I trusted them and they ended up having four clients and my stuff wasn't getting done, even though I thought they were working for me full time. And so. But then I met A guy who had a whole team over there and he had somebody managing it. And literally we could pull up a webcam and talk to any of them at any time. Like, they always had to have their chat open when they were working. And I was like, oh, wow, you're running this tight. He's like, you have to. And I was like, yeah, you're. Yeah, well, I wasn't. So. I mean, having those processes and systems from day one will save you a lot of heartache because there are people on those sites that'll have three or four companies that they're working for. And because we don't communicate and always have enough work, they're doing different projects. But then when you push in with more work, they end up quitting or not being able to get it done because they have other stuff.

Yeah, I hear that. Yeah, that's kind of what I wanted to ask you because you've been through that before and I haven't. So that really helps out.

Cool.

Do you have any. What software would you recommend then for that system of clocking in and out?

So there's plugins for all of kind of the big time management. Like Asana has a plugin you can use. There's plugins for Google. So whatever you. What do you use now for project management?

Basecamp.

Yeah, so there will be plugins for Basecamp that are time. Time clocks. You can just Google it. But all the. It's pretty common that any kind of software development companies are. There's a plugin that's been developed for all the big. The big ones.

Okay, cool.

But I know there is for. For Asana, for sure. Great. Well, good luck with that.

All right, thanks a lot.

Thanks, Joey.

You guys have a good one. Bye. Bye.