How I built my million dollar chat team

I don’t mean to brag, but I have a world class chat team. I’m sure there are better teams out there, but nobody has been able to do more with less than my team and I.

My team can take an average model with a small amount of free trial subs and generate $300+ a day from her account. They can take an above average model and generate $25k-$45k/month on her account. Not from paid subs, not from spamming mass message PPVs, but from using the system we have developed to get as much money from each subscriber as possible.

Everyone I’ve ever hired has been a fresh recruit with no experience, trained from the ground up by either me or my [ex]-manager. But regardless of who trained them, they have worked according to the system I created in my chatting article.

Most importantly, I have a replicable system for hiring, training, and managing team members to get them to the point where they are generating at least a few hundred dollars within a week of being hired. 

In this article, I am going to tell you how I have achieved this, in large part due to my recruiting philosophy, training protocol, and management style. I do a lot of things that I have not heard other agencies do, and I think my unconventional approach to chatting is what allows my team to do so much with so little.

Enjoy.

PS. I’ve decided to offer consulting to build your own chat team. I will not build it for you, but I will guide you to building it yourself according to the system I lay out in this article. If you are interested, contact me at @yallapapi on Telegram.

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Why you should (or should not) listen to me

Before we get into the “how” of my management system, let me give you a little background on my own journey in the world of sales.

Notice I said “sales” and not “chatting.” That’s because I have done very little chatting myself. In fact, to this day I don’t think I’ve ever collected a single dollar from a subscriber as a result of my own chatting.

So you may be wondering, “why should I listen to this guy if he’s never done any meaningful amount of chatting?” – a perfectly valid question to ask.

My sales experience comes a very different world than that of OFM.

And while the system my team employs has evolved into something beyond what I initially wrote about in my guide, “How To Become A Top 1% OnlyFans Chatter,” a lot of the concepts that got us off the ground were pulled from that world.

Specifically, those concepts were less about “what to say to get someone to buy” and more about “how to get someone to like and trust you” mixed with a little bit of internal discipline and structure – which is more or less the system I relied on during my own sales career.

When I was in my mid 20s, I had just gotten out of the military with basically zero skills that could be easily monetized in the civilian world. Eventually, I got into sales, since companies looking for salespeople were the only ones who would hire me.

The industry I chose was one that most Americans are only superficially aware of: high pressure kiosk sales in shopping malls.

Yes, you know those guys who try to stop you at the mall and sell you massagers, skin cream, or hair straighteners? I was stuck in that world for just under 13 years. And while I can’t claim to always have been the top seller everywhere I went, I did well enough to support my lifestyle – which was essentially “work for six months and save money, burn out, then spend all my money on an extended vacation.”

I repeated this cycle for the bulk of my professional career, always having the presence of mind to choose new and better locations every time I went back to work. I started in Harrisburg, Pennsylvania, which was an absolute shithole filled with unlaced Timberland-wearing toothless drug dealers carrying fat rolls of cash – and eventually ended up working trade shows with the best of the best in the industry.

The point is that not only did I have tens of thousands of sales interactions over the years to hone my craft, but I was also exposed to the absolute cream of the crop of sellers in the industry.

Eventually, after one particularly bad period of burnout coupled with a $200k inheritance, I resolved to live off that money while I built a business of my own. My goal was to build something that would allow me to support myself and my geriatric parents without having to put myself through the unending grind of working trade shows.

I made it at basically the last minute just as the money ran out, starting my OnlyFans agency and selling proxies until things really started to take off.

My first $40k month – 1.5 years in

Those of you who aren’t familiar with my OnlyFans journey, let me give you the “short” version:

1. Start OFM in September 2022
2. Start making YouTube videos about OFM in October 2022
3. Have 1 successful model with AccountStealth who quit after a month
4. Zero success until nearly 8 months later
5. Finally recruit an influencer who we scaled to $8k/month through TikTok
6. Hire 1 chatter with no experience, “train” him by giving him ewhoring PDFs from 2017
7. The chatter turns out to be a natural who crushes right away using Fishmarket Mode, selling $200-$500/day
8. Model quits because chatter’s English is shit
9. Leverage YouTube content to make recruit models, make contacts, and stay afloat
10. Start selling proxies to support myself while I struggled in OFM
11. Recruit models, work with chatting agencies, and have intermittent success + problems
12. Cut a deal with a competing platform that gave us free traffic in exchange for the promise of putting chatters on the account
13. Recruit 2 connections made from working on that platform, giving me 5 semi-active creators with decent traffic that I had no chatters for

At the time, the addition of those 2 plus the 3 that I had been working with put me at a total of 5 creators.

These 5 creators were good by my standards. That is to say they were reliable, consistent, and did what I asked them to do within a reasonable time frame.

However, I had one very big problem: I had only 1 reliable chatter.

Previously, I had worked with a chatting agency who was getting some decent results for my other models, but fired them after repeated violations that are so stupid you wouldn’t believe me unless you’d worked with braindead chatting agencies yourself.

The two most glaring violations were:

1. Trying to schedule meetups by giving subs a chance to “spin the wheel” and possibly land on “meet for sex”
2. SELLING dick pics of subs to other gay or bisexual subs

After the first violation – which I only realized because they had to tell me they were locked out of an account – I fired them immediately.

A few weeks later I still hadn’t found a replacement. The owner reached out to me, apologized, told me he had fired the offending chatter, and I ended up re-hiring them.

What’s crazy is that the violations occurred on the SAME OnlyFans account, which was subsequently locked again for several weeks.

Fortunately, we got it back. But it was still very stressful since at that time it was my highest earning account, pulling in an average of around $12k/month.

I fired them again and decided I needed another solution. Unfortunately, this just meant I would go the lazy route of hiring another chatting agency. Little did I know that most of them were absolute garbage, which was something I only realized after trying another 5 of them consecutively.

If you’ve ever worked with a chatting agency then you know how it goes:

1. They promise you the world
2. Show you earnings screenshots of previous agencies they’ve worked with
3. Tell you that they’re going to get the same for you
4. You agree and realize that you’ve been sold a lie because their chatters are shitty retards

I won’t speculate on their motives, but suffice to say we got no results, wasted time, and on one agency I even ended up LOSING money because they asked for $5/hour + commission (which I stupidly agreed to).

Building my own chat team

It was at this point that I realized that I would have to build my own chat team.

These chatting agencies were not only full of shit, but I had no control over what they did. I couldn’t yell at their team to change their behavior, I could only yell at my contact with the agency – far less efficient.

It was also around this time that I started listening to Alex Hormozi. People have different opinions about him, but I can honestly say that he is more or less responsible for helping me scale to six figures per month.

I remember listening to him one day and him saying something like, “Figure out the most important thing you need to do in your business, and then spend the first 4 hours of the day doing that.”

Well, it was pretty obvious what that was: save for my original chatter, I didn’t have anyone reliable that I could put on accounts to generate money.

In other words, I needed my own chat team.

I knew it was going to be a monumental amount of work to train a bunch of people from scratch, but what choice did I have?

I have heard some people say they’ve had good experience with chatting agencies, but 100% of mine had been awful.

Making things worse was the fact that I had literally zero experience chatting myself. So how would I hire, train, and manage a team of people to do something BETTER than the “professionals” in the industry despite having no idea how to do it myself?

I won’t go over that here since I’ve already covered it extensively in my other article. But if you want to read about the early version of our system, you can go read my chatting guide here.

Suffice to say that I took Hormozi’s advice and began spending 4 hours a day working on building my own team. Posting ads, filtering through applications, doing interviews, and most importantly – roleplaying sessions.

The first month that I did this, our agency generated $41k across the board, which was a monumental jump from where we were after firing the chatting agency (roughly around $7-10k, all generated from my original chatter).

Nearly every month this figure rose considerably, with our best month being December 2024 where we hit almost $130k in revenue. This money was all more or less generated from the system I outlined in my chatting article.

Of course, I have to give credit to my team for doing the actual work in the field of making the sales. And I also have to give them credit for helping me refine the system. Even as amazing as I am, I obviously couldn’t have done it all by myself.

But for the rest of this article, I will tell you the meta strategy for how I hired, trained, and managed my team to build them into something that could even achieve those results in the first place.

Hiring chatters with no experience

Hiring is the first potential point of failure when agencies look to bring on new chatters.

Much like with models, you cannot turn a shit worker into a superstar. A shit worker can turn HIMSELF into a superstar, but YOU cannot do it.

The best that you can hope to do is take someone who already has a good work ethic, strong desire to earn, and ability to follow instructions further than they would would take themselves without your influence.

Here is a brief list of what I look for in a chatter:

1. Reliability
2. Work ethic
3. Ability to follow instructions
4. Desire for the role
5. Natural sales ability

Unfortunately, none of these can be injected into a new recruit. They either have the baseline level of these attributes needed to perform the role properly or they don’t.

As I have learned over the years, you will drive yourself crazy trying to find the perfect sequence of words to turn a brain dead chatter into a good one. Maybe it’s possible to turn mud into gold, but if it is, I haven’t figured out how to do it.

Out of all of these qualities I listed, I would say that the MOST IMPORTANT is the desire for the role.

Aside from natural sales ability (which IS a thing), a strong desire for the role will improve every aspect of a chatter’s tenure at your company.

Someone who really, really, really wants the job will:

• Force themselves to improve
• Pay more attention to detail
• Try harder to do a good job
• Be more competitive
• Show up on time
• Follow instructions
• Be less of a headache overall

In fact, one of the reasons why I avoid chatters with experience is that they have likely worked with many agencies before you, and will likely work with many agencies after you as well. They are damaged goods.

To use a crude example, it’s like sleeping with a virgin vs sleeping with a girl who has already fucked 20 guys. The girl who has fucked 20 dudes will probably be better in bed right off the bat, but you’re unlikely to keep her for very long because she sees you as just the next guy in line. On the other hand, it will be more work to teach the virgin how to be good in bed, but you can mold her into the perfect girl because you are her first.

This is one of the primary reasons why I ONLY hire people with no experience.

If a potential hire tells me they have experience as a chatter, I immediately discount them. Do I miss out on potentially good hires this way? Possibly. But I’ve found that experienced chatters are usually more trouble than they’re worth.

Most chatters have worked for agencies where there was very little training, next to no oversight, and their “management” was basically the agency owner checking the numbers at the end of the day to make sure enough sales had been made. And while I’ve definitely been guilty of having periods like this myself, I had a manager in place who was theoretically supposed to do this for me.

The bottom line is this: experienced chatters come with bad habits and a chip on their shoulder.

They think because they sold for $1000/day on a stunner model with giant tits and 50 paid subs a day, that means they are a “good” chatter. In my opinion, this is nothing more than false equivalence.

While chatter skill is not entirely dependent on the quality of the model being represented, the two interact with one another more than anyone likes to admit. If you have a model who has high sub growth and a very appealing look, your team will have an easier time getting money from her subscribers. And almost without variation, every “good” chatter who can prove their numbers has worked with creators of this caliber.

But what REALLY separates the men from the boys is this: can your chatter generate a meaningful amount of revenue on an average looking girl with free trial subs?

That is the benchmark by which I judge chatters. And that is the goal that the system operates with in mind.

How the way I run my agency affects my hiring practice

If you work with average looking models with average (but consistent) sub growth, then it will be more of a challenge to generate money from their account.

It’s THESE specific disadvantages that I’ve had to overcome in my own agency journey.

I’ve never been the best at the unscalable practice of agency generated traffic (although that doesn’t mean I don’t try), neither have I had much luck with recruiting influencers, celebrities, or extremely attractive women with cartoonish bodies.

As a result, I’ve had to think outside the box to get traction on my models’ accounts.

This thinking manifests itself into practices that most agencies turn their nose up at: high risk flash reels, working with extremely cooperative models, and exclusively choosing to invest time into average looking creators with no experience in social media or OnlyFans.

All that is to say that once I finally DO perform all the digital gymnastics necessary to get some potential customers to sell to, I have to very efficient when it comes to chatting. In other words, I need these chatters to work more or less according to my system. And experienced chatters are more likely to come into a new role with an attitude of “I’ve already done this before and I think I’m pretty good, so I’m going to do my own thing.”

And for me, that simply does not fly.

I’m usually a pretty chill person in real life, but one way to get my temper to go from 0-100 is to get a less-than-ideal result because you didn’t do something that I told you to do.

Many times, I didn’t just tell you to do it a certain way, but I took the time to create training videos and write multiple-thousand word guides telling you HOW to do it in detail.

And if you don’t do it – for whatever reason – I get very upset very quickly.

New chatters with no experience who really want the job are the way to go BECAUSE they are a blank slate. What you tell them as their first boss, their first experience in the world of chatting, their first generous god who gives them the opportunity of a life time – is gospel.

And it’s this mentality that’s allowed me to get the success that I have despite working with models who are less competitive in the looks department than many of their peers.

Where I [don’t] hire my team

If you are looking to hire chatters and don’t know any better, you might go to one of the Telegram groups designed to connect agency owners with chatters.

To me, this is like paying money to fuck an ugly hooker.

Yes, you will get what you want, but it’s something you should only do if you’re absolutely desperate. And if you’re honest with yourself, you should probably just save yourself the headache and take care of your “needs” yourself.

These groups are full of scammers, chatters who have been fired from other agencies, incompetent chatters, and people who are otherwise unfit to do anything other than use their body heat to power batteries in the Matrix. They are the juice at the bottom of a dumpster and I avoid them at all costs.

However, the problem is that much like many other facets of OnlyFans management, you technically aren’t “allowed” to hire chatters anywhere. You can’t exactly post a job ad and be like, “I’m looking for someone to pretend to be a girl so they can sell pussy pics to horny dudes. No experience necessary!”

Yes, there are Facebook groups, but they have the same problem as the Telegram groups: low quality.

What I’ve done to circumvent this is to post unrelated job ads hiring for unrelated roles and posing as an unrelated company.

I will post an ad saying that I am looking for a VA to perform a mindless role for a set salary every month, filter through the applications, and reply to the ones that seem less retarded than the rest.

Yes, you will get hiring accounts banned when goody-two-shoes applicants snitch on you, but that’s just part of doing business. Pay your job ad fee with virtual cards to get a constant flow of applicants and you won’t miss a beat. This is just one of those things you’ll have to deal with.

What I look for in a chatter

So aside from having no experience, what else do I look for in a potential chatter?

To answer this question, I will tell you a short story of when I was in my late 20s visiting a friend I’ve had since high school.

This friend is one of those guys who grew up in a family where the dad owned a business and wanted his son to be involved. As a result, he grew up with a lot of business experience at a very young age, so by the time we were in our late 20s he had likely spent more than half his life learning the harsh lessons of the business world.

I remember sitting at his office as he was looking through a stack of resumes. He asked me if I wanted to help him look through them while he worked on something else, to which I replied, “Sure. What qualifications do you want me to look for?”

He said, “I don’t care about that. Just look at how much effort they put into their resume.”

That sounded very weird to me at the time. I had been rejected from many jobs for lack of experience, lack of a college degree (before I started lying that I had one), or lack of something else.

But here was this successful businessman telling me he didn’t care about anything other than how much effort they put into their resume?

I asked him why, and he said, “When people apply for jobs, they are on their best behavior. If people put effort into their resume, then you can assume they’ll put effort into their job. If they don’t put effort into their resume, imagine how bad they are going to be when they’re not on their best behavior anymore.”

For some reason, his words came back to me over a decade later when it was time for me to hire my own team. And I started analyzing resumes based on nothing more than the effort the applicant put.

Spelling mistakes, bad grammar, bad punctuation – all these things immediately disqualified a candidate. And while I can’t say that I have a 100% success rate with hiring new chatters, this practice definitely filters out all of the retards who can’t be bothered to run their application through ChatGPT for 30 seconds before sending it.

My ideal chatter demographics

On a more topical level, there are 5 more things I look at when hiring chatters:

• Gender
• Location
• Prior work experience
• Education level
• English level

Let’s take these one by one since they are somewhat important, although not nearly as important as desire for the role and lack of experience.

Why I only hire male chatters

First of all, I only hire men. No women allowed in any role, period. No exceptions.

This isn’t because I’m a chauvinistic macho tough guy Andrew Tate wannabe (although I wouldn’t necessarily deny that), but it’s because every time I’ve hired a woman, they have turned out to be awful.

That’s not to say that every time I’ve hired a man he’s been amazing, but with the men at least I have had SOME good experiences, whereas with the women I have had none.

Women often come with a lot of baggage that prevents them from performing the role properly: kids, periods, emotional drama, etc. I just don’t have the patience for it. They also know that worst case scenario, they can fall back on a man or their family to take care of them to some degree.

Men, on the other hand, don’t have that luxury.

As men, we understand that our value in the world comes from the work we do and the money it puts in our pocket. Gay, straight, trans – I don’t care, but they must be born with a Y chromosome if they want to work for me as a chatter.

Why I only hire from the Philippines

Filipinos are not a perfect culture, but the combination of English, low cost of living, and their attitude towards work are better than anywhere else I’ve ever seen.

I’ve worked with Nigerians, Serbians, South Americans, etc. And I’ve never had a good experience.

What I especially like about Filipinos is their attitude towards work.

I remember when I hired my first VA, how impressed I was that they called me “sir” or “boss.” As an American, I never once called my boss by those names. In fact, I often thought that my boss was a retard who got to his position through sheer luck.

And while my employees may think that about me, at least they publicly show respect for the role.

Another good thing about having Filipino employees is their ability to tolerate high levels of verbal abuse.

I’m sorry, but I don’t know any other way to say it. And honestly I’m not proud of the way I’ve treated some of my team in the past, but when I’ve told them to do something a certain way 100 times and they still do it wrong, I really have a problem controlling my temper.

That said, I’ve never had an employee quit because I was too mean to him. Who knows, maybe he had to spend half his salary on therapy because of what I put him through, but they still show up to work the next day and do their job.

These days, I have other ways of curbing unwanted behavior that are more effective than calling them retards in creative ways, but we’ll talk more about those later.

Why I care about their education and prior work history (but not really)

You can usually tell a lot about someone by what jobs they’ve had in the past.

Someone who’s worked as an engineer is unlikely to be slick and suave, whereas someone who’s worked at Starbucks is unable to be able to do complex math problems.

That said, I don’t really care where they’ve worked or if they’ve never worked at all.

It’s really just to get a read on them and what kind of person they are. I want to know who I’m dealing with so I can tailor my communication appropriately.

The same goes for their educational background.

I don’t really care if they studied computer science or philosophy, I just want to know what they studied so I know how their mind works (if it works at all, that is).

Why I care about their English level (but not so much)

I believe most Filipinos know that any role they take for an overseas company will need to be done in English.

If I’m being perfectly honest, I can also tell you that I’ve worked with chatters who had an awful command of the English language who far outsold chatters who had excellent English. And it had nothing to do with the model or sub growth.

Whether or not a chatter sells has more to do with their desire to make money and the resultant willingness to put themselves in uncomfortable situations than it does how well they can put together a sentence in English.

Case in point, my oldest chatter had some of the worst English of anyone I’d ever seen, yet he was consistently the top ranked seller on the team when he wanted to be.

How I train my chatters

What is pre-training and why is it important

Ever since the days where I would send models a 25 page sales letter to filter for the superstars, I have been a big believer that training needs to start even before someone is hired.

When you are hiring newbies, there is a tremendous amount of information they need to learn before they can be handed an account.

Many of them have never worked in sales, have no idea how OnlyFans works, don’t understand how to sell content, don’t understand how to get the sub to invest in the conversation, etc.

As a result, I’ve found that it’s best to load them up with training before even hiring them.

Fortunately, I have plenty of training videos and articles on the topic, so for me it’s as easy as giving them links to a bunch of videos and Google Docs and saying “here, go through this and tell me when you’re done.”

Now if you know anything about hiring Filipinos, you know that sometimes they are shockingly lazy. Many of them will come back a day later and say, “All done!” – when in reality they haven’t gone through anything at all.

To circumvent this, I’ve staggered my hiring process into multiple parts:

1. They apply
2. I filter out the retards
3. I send the non-retards the pre-training – a playlist of videos from my YouTube channel and my chatter article
4. They tell me once they’ve gone through it
5. I send them a quiz that has questions they should know the answers to if they really went through it
6. They reply with the correct answers
7. I move them to the next part of the process

Chatters who don’t care about getting the role will do the obvious thing of feeding the quiz questions into ChatGPT and pasting the responses. And because ChatGPT has very little idea how to be a good chatter, the answers are all 100% wrong. As a result, the chatter is immediately disqualified and removed from the hiring pool.

If the chatter actually reviews the information and gets the answers correct, then he moves into the next part of the process: roleplaying.

How I use roleplay to set the foundation for chatter success

While I haven’t done roleplay sessions since hiring my original team last year, they were immensely helpful in filtering out bad chatters who got the quiz answers correct but had other failings.

For the first few months, I handled the roleplay sessions myself, which lead to many frustrating hours of trying to get people to follow my system. And while it was frustrating, it did allow me to hone my training and roleplay process until it somewhat-reliably produced good chatters.

Unfortunately, all of my original team of 4 that I personally trained has been let go except for 1 (not counting my OG – he’s still around), but we’ll talk about what happened with each of them later.

The roleplay sessions were run in a Telegram chat, with the exercise to go like this:

1. Chatter sends a personalized opener
2. Sub responds
3. Chatter asks a qualifying question
4. Sub answers
5. Chatter builds a commonality based on the answer to the question

A sample conversation would go like this. Let’s say the sub’s name is John.

Chatter: Hey John, are you John Cena? haha
Sub: heyyy, no I’m not. Because you can see me
Chatter: hahahaha
Chatter: btw, how old are you? you must be at least 30 bc you know that about John Cena
Sub: Actually I’m 42, so old
Chatter: aww 42 isn’t that old, my ex was 45. So you’ve got some time!

Obviously, this is not the most stimulating conversation. And I am not going to win any Pulitzer awards for great dialogue, but the integration of “small talk” is key to executing the system that I created for building a connection with new subscribers.

Go read my other article if you want a deeper dive, but the point here is that I WILL NOT ACCEPT my chatters acting like 99% of the trash that is out there now.

The “Hey babe, I’m so horny” shit may have worked in 2020, but it doesn’t work anymore. Now, the name of the game is building a strong connection with whales and getting them for repeated purchases and funding of lifestyle.

The purpose for the roleplay sessions to see if a new chatter was capable of following the most basic elements of this system.

I don’t know about you, but to me this seems pretty fucking simple. Ask a question about the person and link the answer to yourself in some way. Not only is it not that hard, but that’s how normal people have normal conversations.

You say something, then I say something about the thing you said. Easy, right?

Well you would be shocked to find out that probably 75% of applicants were incapable of doing this.

I have no idea why, really. To this day it still baffles me. But most of them would fuck it up somehow. They’d try to be flirty or sexy, throw in too many emojis, not build a commonality, etc.

When I ran the roleplay sessions, I would usually give them 3 days to get it right. Early on, I would keep working with people who couldn’t seem to figure it out. But eventually I realized that if someone can’t pass this basic test, then they are not going to make it as a chatter. Towards the end of my roleplaying, I was ejecting people from the training if they failed badly in the first few attempts.

Proper shadowing: pairing new chatters with veterans to get them up to speed fast

Roleplay is great and all, but real life chatting is another beast entirely.

Subs are not going not going to sit there quietly while you work through the system I’ve beaten into the heads of new chatters. They are going to throw you curve balls and take the conversation in unexpected directions.

This is where I added in the concept of shadowing, which is basically just attaching a new chatter to an experienced one and letting him watch him work.

When you connect two people like this, the new guy is going to ask the experienced guy 100 questions that I don’t particularly want to answer or am even capable of answering. All the technical details of “what do you say here? how do you get them to buy?” questions should be answered by someone who is in the field moreso than someone who is in a management role like me.

These sessions also serve to strengthen the abilities of the experienced salesperson. When you teach someone something, it forces a more complete understanding of whatever that thing is.

Often in my videos I’ll ramble on about a topic and come to a revelation that I was not consciously aware of, triggered by me actually being forced to explain the thing to my audience.

One trap to avoid during shadowing sessions is when the experienced chatter uses it as an excuse to not sell.

Oftentimes I’ve had chatters essentially “take the day off” to answer newbie questions in a subconscious attempt to avoid the discomfort of selling, made more intense by the performance anxiety triggered from having a fresh pair of eyes on them.

For my team, this was a real thing and something I had to explicitly stamp out when I saw it happening too often.

The most important thing for a new chatter to see when shadowing an experienced team member is not logical answers to logical questions – they need to see that making money in the role is POSSIBLE.

Yes, you can show them paychecks (and they will talk about how much they are making, believe me). But that’s a poor substitute for spending a day with someone and watching them sell and make money in real time.

If a chatter has an especially good few hours with a newbie, that newbie is more likely to want to stick with the role, even if they have a rough start themselves.

Ideally, I would have newbies shadow more than 1 chatter so they can see different styles.

Yes, I do have my overall system that I’d like them to follow, but I essentially give them the freedom to run their subs the way they want as long as money is coming in. And I think it’s important to see how each chatter thinks and operates and his attitude towards getting money.

Even if one chatter does not put up the numbers that another does, the benefit of a newbie training with both is that they can pull strategies from both in order to develop their own hybrid style. I know how valuable this can be from my own time in sales.

After the shadowing session, I will ask the chatter about their impression of the new guy.

This is a crucial step, because your team is not going to volunteer information about a potential coworker if that person is a retard, obnoxious, shows up 2 hours late and leaves after 30 minutes, etc.

You need to ask.

Their first day on the job

Since you’ve been a good boy and read this far, I will let you in on a little secret: good chatters will be good from day 1. And bad chatters will never be good.

This has been my experience across the board with 100% of the chatters I’ve ever hired.

A good chatter will sell on his first day, and he will sell a lot. He will jump into the role and crush hard.

A shit chatter will tuck his tail between his legs and submit his report with a disgraceful number under $50 – or God forbid, $0.

In hindsight, what I should have done with new chatters is have the manager monitor or check in with them during the day. But that would likely have only delayed the inevitable.

Some people just have it, some don’t.

But if that’s the case, then why don’t I ONLY filter for people with natural sales ability? Well, that’s a good question, and if making money was my only priority, then I would shift my focus towards filtering for that instead.

However, OnlyFans management is a complex business where mistakes can be very costly. I would rather make less money and have more reliable workers than more money with loose cannons who don’t follow instructions.

Anyone can LEARN to sell, and EVERYONE will learn to sell. But the learning needs to be done before the role begins. If they start their first day of work and do not sell, you will die of old age before they grow into the role. 

Daily screenshots

Another thing that I have my team do is submit daily screenshots of a conversation in which they made a sale as well as give some context on the interaction.

It’s not something that takes a long time, but it forces the chatters to review a conversation where they did something correctly.

Not only that, but these conversations can be viewed by other chatters who want to see how sales are made in the real world.

Granted, my team is all experienced enough now to not need to review these on a daily basis, but it’s still an important habit to have.

I also have a Notion board with 100s of screenshotted conversations of sales being made which I can use to help train new chatters.

I can simply give them access to the board and tell them to read through it, giving them hundreds of examples of how the job is actually done.

Now, getting to the point where I actually need to hire new chatters… that’s another story. But the evidence of sales is there.

Reporting

Another thing that I am very big on is reporting.

I am a firm believer that more tracking means more money, and in fact even as I write this, I am thinking that we should do more thorough tracking of more metrics.

But at the very least, I want to track the following:

1. How much was sold per day per chatter
2. How much was sold overall

And I want this tracking to be self reported. I believe that if the chatters self report, then it will force them to monitor how much they are selling on a daily basis.

Reports are made in a Telegram group which acts both as a reporting hub and also a communication channel where I can talk to all of them at once if necessary. I know that many agency owners keep their chatters separated for security purposes – which I completely understand – but I am too lazy to message them individually.

Each chatter is responsible for submitting a daily report in the group chat. Not only does this force them to track their own sales, but it shows the other chatters how much their coworkers are selling for.

This is a double edged sword, because on the one hand, if they see that other chatters are selling more than them, it can demotivate them. But some people will see what others are doing and seek them out for guidance.

However, it can also establish a baseline average across the board. “Well I only sold $500 today, but that’s ok because everyone else only sold $500.” The goal is to work towards increasing the baseline average which will eventually develop.

Chatters are also responsible for keeping a running total of their sales over a two week period.

Once they submit their bi-weekly report to be paid, it will be checked against the CRM to make sure it is accurate, after which they will be paid out.

Goal setting

I am also a firm believer in goal setting.

Setting goals doesn’t take long, but the goal acts as a guiding light for chatters to hit a certain target daily.

In the past, I instituted minimum goals, but they quickly lost meaning since they became arbitrary numbers not based on skill level or personal targets.

What I think I might start doing is setting goals FOR individual chatters instead, i.e. I tell them how much they are expected to bring in at the end of the day.

However, I am sensitive to the fact that chatters may become demotivated after not hitting their goals, or after being constantly outshone by their associates. This was a major problem for me and other salespeople in the sales world that I came from, but it does not seem to bother chatters too much. They seem to mostly keep to themselves while working, and any one chatter’s sales at the end of the day do not seem to demotivate others.

Still, this is one area that I feel needs work.

Back when I started out with my original 4, I had them fill out long questionnaires on a Google Form that had them discuss financial goals they wanted for themselves over the long term.

Admittedly, I’ve become lazy and not done this for a while. But I think doing so would go a long way towards improving productivity – both for myself and my team.

Communication with models

Another thing that I do that I think is different than most agencies is that I allow my chatters to communicate with the models they are representing.

In fact, I not only “allow” them to communicate with their models, but I stick them all in a group and ENCOURAGE them to communicate.

When I started out, I would keep them separated and relay messages back and forth between them.

And this is fine if you have 1-2 models and 1-2 chatters, but quickly becomes untenable when you are managing 5 models and 7 chatters. I suppose I could have just asked the manager to be the go-between for me, but I prefer to just allow them to communicate directly.

What I do is put them all in a group together, adding and removing chatters as they are fired or switched to another model.

I’ve found this helps to keep things much more productive. If the chatter needs a quick verification, he can ask the model for it on the spot. If he has a question for her regarding a custom or a special toy she has, he can do that easily without me having to be involved.

I do put myself and my VA(s) in the group, however, so that I can see what’s going on. I don’t follow the convo too closely – which maybe I should start doing – but they know that if they need me they can @ me if they need my attention.

Yes, there is a risk that you will get a rogue chatter who will act out and try to “steal” a model from you. And I did have one especially rotten chatter who tried to do this to me once.

But to be honest, this is a chatter who I should have let go long before I did, so that was my fault. And in general, I believe that if you have a good relationship with your models and have filtered your chatters properly, this is not much of an issue.

Identifying and getting rid of problematic chatters

As I built my team, I made the mistake several times of not getting rid of chatters who showed signs of bad behavior. It’s not easy to find people who are willing to do this job, let alone be good at it.

But you MUST have the attitude of “I’ll get rid of you in a second if you become a problem” – otherwise they will walk all over you.

Now that I am wiser with more scars, I have fully adopted this attitude.

And fortunately I have gotten rid of all the bad apples on my team. But when I was growing, I was very hesitant to get rid of people who showed signs of malignancy because they were bringing money in every single day.

Problematic chatter #1 – the bad manager

The first chatter I had to fire was actually my manager. He was not only one of the original 3 that I hired after listening to Hormozi, but quickly distinguished himself as the most competent seller. I promoted him to manager after a few months, gave him a boost in pay, and also gave him the extra responsibility of training new chatters.

The first sign I had that something was wrong is when I hired a Greek chatter who had found me through YouTube. He basically annoyed me on Telegram until I gave him a chance. After finally agreeing, I set up him with the manager and let him get to work.

The manager said he would be good, and true to his word the new guy managed to sell $500 on his first shift. “Great” I thought, “looks like we’ve got our 5th.”

However, a few days after, he approached me and told me that my manager was planning on leaving the agency, pulling my entire chat team with him, and starting his own agency.

I heard this and thought it was absurd, since my manager seemed extremely loyal and I could never imagine him betraying me like that.

But the new guy swore up and down that it was true, and I believe even sent me some chat logs.

According to his story, he was planning on taking my OG chatter, buying a model from a market, and working on their account together. I confronted my OG about this, and he nervously told me a story about how they were just joking, how they never would actually go through with it, etc.

I remember being very agitated about this whole development, primarily because I felt I had finally gotten to the point where I had 5 solid chatters who were putting in such good work that my agency was finally hitting mid 5 figures.

I can still picture it – I was at Anatomy in Miami, my heart beating a mile a minute, reading messages from the Greek chatter telling me that my manager was plotting to take me down.

Randomly, I messaged BTZ to ask him something else, and I ran the situation by him, telling him that I wasn’t sure who to believe. He has a large and loyal team of people, so I asked him for his advice.

And he told me something very wise which I’ve used multiple times since:

“As soon as I get a whiff of something shady, I get rid of them.”

But instead of getting rid of the manager, I got rid of the Greek. Whether or not it was the right call, I’ll never know. But it was just too much chaos for me to tolerate. Certain people bring trouble.

Coincidentally, a month later I was manually checking some salary reports, and I realized that the manager had been inflating his numbers.

The way I figured this out is that when he sent me his 2 week paycheck, I noticed that it seemed especially high compared to the daily reports that he had been submitting. He was turning in $100-$200 days – well below what he was capable of, but his salary was something like $1000.

I went and checked his actual numbers and discovered that he had been inflating his numbers for several pay periods. I fired him on the spot.

Needless to say, he was not pleased. I removed him from all groups, told the team what had happened, and recommended they all block him. Obviously, I have no way of making them block someone else, but they told me that they did.

He sent me a long message a few days later, giving me some excuse about how he was angry that I had taken all the credit for the numbers our team was hitting when HE was the one managing and doing the training. And he may have had a point, but the way to deal with it is NOT to steal money from your boss. Come talk to me like a man.

Problematic chatter #2 – the violent one

The second chatter I had to fire was coincidentally also one of the original 3 that I trained myself. He had the best English out of all of them, but was probably the worst at sales.

Not that he was bad, he was still very good.

But I noticed that he spent WAY too much time building a connection with subs but had trouble converting them into money. He would have these extremely long conversations without any money changing hands. Don’t get me wrong, I would have been fine with that. But eventually he started acting out.

The first sign of trouble was that he started fighting with other chatters.

I understand that some competitiveness is natural, as is an argument over a specific sub.

But the way that I let my chatters run their accounts is that I allow everyone to claim their own subs, meaning that when a chatter starts talking to a sub, that sub is theirs PERMANENTLY. There is no crossover, no shifts, and no chatting with other chatters’ subs to make sales.

This allows my team to build strong connections with them that can be converted into bigger sales later on, something which isn’t possible when you have chatters working in shifts who don’t know each other and only care about how much money they’re going to make in that 8 hour period.

I don’t remember what these fights were about, but on 2 or 3 occasions, this chatter threatened violence against other team members. He would talk about how he had ties to the mafia, how he had guns, how if he saw the other chatter in the street he would kill him, etc. Just really unhinged shit.

Looking back, it was clear that he was just an internet tough guy and would never actually do anything. But still, threatening violence is never okay and I should have fired him immediately after the first offense.

However, he was still making money, and I was reluctant to get rid of someone just for being an internet tough guy. This chatter also would tell stories about how his wife was abusive, how she was beating him, etc, which is an awful thing to have happen, but who knows what the real story was.

The point is that when you find people like this who always have some kind of story to tell about how all the bad stuff that happens in their life is never their fault, chances are the real problem was actually them all along.

Several months later, I noticed that he was also turning in poor numbers.

He was working on a very attractive model who had potential to be doing much more, but he was not bringing in the numbers. And much like the manager I fired before him, one day he sent me a 2 week report with a salary that looked a little too high compared to the daily reports he had been sending.

When I went back to check, I saw that he had been fudging his numbers for nearly 3 months.

Each month he had increased his salary requests until I had overpaid him by around $1200 total. I triple-checked the numbers until I was CERTAIN that I wasn’t making a mistake. Then I fired him on the spot as well.

He tried to message me saying that I was wrong, that he wanted an audit, that he challenged my assertion, etc. I sent him all the “receipts” as the kids like to say, showed him my math, and told him goodbye and good luck.

Problematic chatter #3 – failure to adapt

Whereas the last 2 examples of chatters I fired were due to dishonesty, cheating, and stealing, sometimes you have to let a chatter go because they are not doing their job properly.

Several months ago, I lost my two top models – both of whom were doing around $20k – $40k per month, respectively. Now you may be wondering, “why would a model quit if she was earning that much with you?”

Without getting into too much detail, 1 of them was a junkie who got scammed by investing in a meme coin instead of paying me. After two weeks of not receiving payment, I told her that if she didn’t send it in 24 hours, she would be cut off. She said, “cut me off then” – which I did. She still owes me $10k.

The 2nd one had her contract up and decided to leave after I refused to negotiate a better rate on the split.

That said, this drop in revenue really stung me both in my pockets and also in my spirit. Not only did they leave within 2 months of each other, but I was going through some personal issues which took me out of the game mentally.

Unfortunately, these personal issues had real world financial obligations attached to them as well, so I was double stressed.

My chatter manager at the time – who was the 3rd and final of my original 3 that I trained myself – had been working as a manager since I fired the last one. I paid him very well for essentially doing nothing other than training new people, which he had effectively stopped doing about 10 months prior.

Still, we had a good working relationship and I valued him as a part of the agency, so I continued to compensate him by giving him a % of the gross revenue of the agency in addition to an increased commission on his own sales.

His personal sales were from the 2nd model who had quit, so once she was gone, the only responsibilities he had left were those of him being a chatter manager. But since our team was not currently expanding, there wasn’t much for him to do other than provide daily missions – something which takes 5 minutes a day.

To make matters worse, because of my wounded spirit from losing my 2 top models and the personal issue I was dealing with, I essentially had stopped paying attention to my OnlyFans agency entirely for about 3 months.

During this time, I fully expected it to completely fall apart and disband, but to my surprise people kept going to work and doing their job. I’m telling you – I did basically nothing for months. Some days I wouldn’t even open Telegram because I just couldn’t bear to look at what was going on.

I say all of this just to tell you that my manager – who had been an excellent employee and very loyal – likely found himself collecting a healthy paycheck for essentially doing nothing all day. This went on for roughly 3 months.

Month 4, I managed to finally solve my personal issue and decided to check on my agency. And there it was, still chugging along making money. I took this as a sign that I should take a more active role, deciding that what we needed was more models to replace the ones who had disappeared.

I hired a few more VAs – including the brother in law of the manager – and set them to doing outreach or answering DMs on accounts on which we were running IG ads.

I also told the manager that if he wanted to keep his %, that he would have to transition to the role of a VA until we found a new model for him to chat on.

He agreed, which is where things started to fall apart.

Long story short, both the manager and his brother in law proved to be grossly incompetent as VAs. And despite multiple training videos and Google docs with explicit instructions on exactly what to do and how to do it, they both continually made stupid mistakes that showed lack of effort or lack of intelligence – neither of which were acceptable.

To this day, I’m still not sure how both of them managed to shit the bed so badly with tasks that were not only spelled out in painstaking detail, but were also essentially copy-paste. I originally thought that maybe both of them had taken another role as a chatter somewhere else, but when I ended up firing the manager he practically begged me to keep him, telling me he was broke and that he didn’t have rent money and blah blah blah.

Despite what my team thinks, I am not heartless. But the fact is that I had not only already kept him on for 4 months and paid him a % of the gross for him to do nothing, but I had also paid his retarded brother in law for 2 months to do tasks poorly.

It’s a shame because he was an excellent chatter and a good second in command while we were growing, but with the chatters already spread thin across the remaining model accounts, there was nowhere for him to go.

He was theoretically already getting paid from his % as a manager – a % I would have continued to pay if he had been a competent VA – but the tasks I gave him were done sloppily or sometimes not at all.

Even simple things like creating and profiling an Instagram account were done haphazardly. If I told him to add 9 pics to a profile, he would add 1. If I told him to write a bio a certain way, he fucked it up and wrote it differently.

I may hire him again if I need chatters, since I know he knows our system and is a reliable and good seller. But it’s hard to not lose trust in someone after they drop the ball on such a simple task. Especially when you give them multiple chances to do things properly.

Not only that, but he wasn’t even fulfilling his chatter manager duties properly. He was supposed to be in charge of making sure chatters set daily goals, submitted their screenshotted conversations, and gave their reports on time – none of which he did.

Anyway, just a shame. RIP.

Providing continuing education to your chatters

One of the biggest mistakes I feel I’ve made since having my own chat team is not constantly providing new trainings for them. Theoretically, this is something that my managers should have done, but that’s no excuse for me not doing it.

I wholeheartedly understand the value of providing docs, Notion boards, and videos that will help my team earn more money and enjoy their job more.

In fact, I could even argue that instead of writing this article, I should have written one on how they can improve their chatting. And while I will write that article next, for now I will tell you some of the additional guides I have made for my team and how you can make some of yours for your own agency.

I’ve already mentioned the Notion repository of successful sales conversations. I view this as a “Bible” of sorts for future chatters. They can read through hundreds of instances of chatters having a conversation and getting money from a subscriber, something which is completely alien to most newbies.

Beyond that, when I want to create a new piece of training for my team, I try to think about similar industries or fields that we can steal from.

It’s probably been a year by now, but I remember analyzing videos from sugar babies on YouTube talking about how they get money out of men. Obviously, this is very similar to OnlyFans. And I’ll write a full article on this next time, but getting subs to fund your lifestyle is arguably the best way to earn the big bucks on OF.

At the time of this writing, I happen to be in Thailand, a place with a very large sex tourism industry. Even though I’d been here many times, I avoided sex tourism because 1) paying for sex never really appealed to me, and 2) I didn’t have any money to spend on hookers anyway.

But now that I have an actual business that is making actual money, I am in a position where I can experiment with the sex industry here without breaking the bank. I spent a week in Pattaya recently, but before heading down there I made sure to watch lots of YouTube videos about how the industry works, how much different services cost, etc.

What I discovered was that the prostitutes who make THE MOST money don’t earn the bulk of their income from sleeping with men. That is absolutely a valid way to earn a lot of money in the short term, but it’s not sustainable, especially as a woman ages. Also, sex tourists eventually go back to their home country and must be replaced with new customers.

All this is to say that the REAL money as a prostitute in Thailand is to get your Johns to fall in love with you and get them for big lump sums to pay off family emergencies, health crises, opening “businesses”, replacing broken phones, etc.

What’s interesting is that the community of women down in Pattaya resembles the OFM community in that they share strategies on how to extract as much as possible from their “customers.” There is a strange sense of camaraderie between them like there is between agency owners – this sense of “yes, we are technically competitors. But it’s an industry that not a lot of people can relate to, so let’s be friends anyway (kind of).”

Anyway, the bottom line is that in order to educate your chatters, you need to continue to explore related fields and provide this information to them.

Doing chat reviews to keep them honest

One of the best things I ever did when training my team was to do regular chat reviews. These are screen recordings where I log into an OnlyFans account and review the conversations a chatter has been having with his subscribers.

Believe me, this is easier said than done, because 90% of the conversations that I review are such gross displays of incompetence that it makes me question my faith in humanity.

There’s a leaked version of one of my older chat reviews floating around out there, but suffice to say that in the past I was very rough on chatters who didn’t perform well. I yelled, cursed, insulted, and threatened to fire them for not following instructions.

In my advanced age, I’ve come to realize that is not the best method for getting chatters to do what you want. But at the time, I let my emotions get the better of me. What’s important is that you continue to do chat reviews to keep your team honest.

It’s one thing to have a bad day of sales because things didn’t go your way. It’s another thing entirely to have a bad day because you were lazy and didn’t follow your training.

15-20 minutes is all it takes to know if a chatter is doing things properly or not. And once you review 5-6 chats, you’ll see very quickly what mistakes he is making, because I promise you he is making them in every conversation.

How to curb bad behavior

So if yelling and screaming and threatening to fire chatters isn’t an effective way to get them to change, then what is?

Unfortunately, the only thing that I’ve found that gets chatters to behave differently is fining them against their paycheck.

Now don’t get me wrong, I hate doing this. Sales is a hard job. Chatting is a hard job. My team is not paid an hourly or monthly wage, they are straight commission. If they don’t make sales, they don’t make money.

And it hurts me to take money out of their paycheck that they earned by making sales. I’ve been in that position before and it’s not fun. You work your ass off all day, face rejection over and over, waste your time with people you are SURE are going to buy, only to realize you’ve wasted your time.

And then on top of that your boss is going to fine you for some dumb shit? It sucks.

However, hitting them in their bank account is the only way I’ve found to get chatters to follow instructions after repeated violations.

Normally, the way I’ll do it is to warn them on the first violation, tell them I will fine them on the 2nd violation, and then fine them on the 3rd one. I am very patient with this, honestly probably too patient. I don’t like taking money from them. I want them to keep the money that they earn.

But I cannot let the discipline slip, because if it does then it is a slippery slope towards a complete disaster of a company where nobody listens because they’ve spent too long NOT listening.

And I would rather fire my entire team and start over than have to deal with that.

Generally my fines are not less than $25 and not more than $100. Usually somewhere in between. Sometimes they are uniform across the board, sometimes I will take into account a chatter’s consistency and sales history. I will give better chatters more leeway, and I will punish repeat offenders more harshly.

It’s all very subjective and maybe not as fair as uniform objective punishments handed out with machine-like consistency, but I believe that a little goodwill goes a long way. But if the goodwill is abused, then it will disappear and so will part of their paycheck.

Today, for example, I handed out 3 fines of $25 each – all 3 of which were for not submitting goals on time. The chatters have a 1 hour window (11 AM – 12 PM PH time) to submit their goals. Any time within that hour is fine. It’s late enough in the day that they don’t have to wait up super early to do it.

And immediately after I wrote that last paragraph, I extended the window by another 3 hours. So now they have from 8 AM – 12 PM to submit their goal. I did this because it’s possible that they may be deep in conversations, distracted, taking a shit, or something else during that one hour window.

However, the fines I gave them still stand. Rules are rules, and I don’t want to flip flop on punishments because it sets a bad precedent.

How much I pay my chatters

I pay my chatters very well to deal with my bullshit.

In my opinion, a chatter’s commission structure should be designed in a way that it always encourages the chatter to sell more. There should not be a point where the chatter thinks, “ok, well I’ve already gotten all the bonuses for the day, and selling more won’t do anything for me. So I’m good.”

Which is why I have designed the compensation the way I have.

My chatters are all paid strictly on commission, which is paid as follows:

0-$250: 10%
251-$500: 12%
501-750: 15%
751-1000: 16%
1001+: 17%

Note that they reach bonuses after hitting GROSS numbers, but are only paid on NET. So it is in their favor. This may change, but for now this is the way it is. Also note that these figures apply retroactively.

I also provide the opportunity to earn daily bonuses, one of which is competition based and one of which is not.

The daily bonuses are scaled as such:

$1250: $12
$1500: $24
$1750: $30
$2000: $36
$2250: $42
$2500: $48

We used to have bonuses available at lower amounts, but I deemed it unnecessary since we already have the tiered commission structure. So there is already incentive to sell more to get a higher percentage.

When I first started, I only provided a bonus when chatters hit a certain number. But I wanted there to be a competitive factor in place so they wouldn’t just relax when they hit their goal for the day.

The daily competition works like this:

• $5 is added to the pool when a chatter hits $500 in sales
• $5 is added to the pool for every $250 the chatter sells after $500 (so $750, $1000, etc)
• At the end of the day, whoever has the highest total gets the entire pool

So if I have 4 chatters, 3 of them sell for $500 and 1 sells for $750, then the total pot is $25 which goes to the top seller.

I also have daily missions, which is where chatters are required to make a sale according to certain parameters in exchange for a $10 bonus. For example, if a chatter gets a sub to pay $150 to replace a broken phone screen, then they will earn $10 that day. These missions are designed to help the chatter build the skills necessary to get money in different ways. They are effectively incentivized to learn and practice new skills.

Finally, I have consistency bonuses. If a chatter sells for $500, $750, or $1000 every day for 7 days in a row, then they receive an additional bonus as well.

After all is said and done, chatters can earn up to 25-30% when they work for me. Yes, I realize this is high. But if that’s the price I have to pay for peace of mind, then so be it.

Wrapping it up

All in all, I’m very proud of the little system I’ve designed here. My process for hiring, training, and managing chatters has allowed me to build a machine that generates a considerable amount of revenue so that I can live life on my own terms.

The system I’ve created was not spun up in a day, but is a living thing that’s been refined over the past year and a half.

Whether or not you choose to implement any of these into your own agency is up to you. And also be aware that if you’ve been letting your chatters get by with doing less, it may be hard for you to get them to do more just to be paid the same.

Also, if you want to hire me to help you build your own in house chat team, send me a DM on Telegram @yallapapi.

Peace and love.