The Agency Profit Podcast

About This Episode: In this episode, Clodagh Higgins, a digital agency director, consultant, coach, and the author of A Happy & Healthy Digital Agency joined us to share her knowledge and experience as an ex-Hubspotter who has worked with 500+ agencies around the world. We get into why agencies must build and scale company culture, useful tips and techniques to hiring the right people, and how to retain talented employees in the long run.About Clodagh: Clodagh S.Higgins is a Digital Agency Director, Consultant & Coach with the Growit Group based in Ireland and works globally. An ex-HubSpotter, she has worked with over 500+ agencies around the world, helping them in the areas of sales, marketing, services, scaling and growth in their businesses so that they can deliver exceptional results for their clients.From working in Hubspot, she is now an agency coach and Consultant that has owned her own digital agency for 8+ years in Sydney & Dublin. She is also the author of A Happy & Healthy Digital Agency and hosts a weekly podcast, interviewing agency owners about the highs and lows of running a professional services business, Agency Life.Clodagh believes that agency owners can have a profitable business of their dreams, with an expert team that is happy, while getting great results for their clients.When Clodagh is not helping agencies you will find her training for Powerlifting competitions and she has a World Record in Strict Curl and a National Record in Bench Press. She lives in the West of Ireland in her retreat in progress called Isleen Cottage. Want to See More of Clodagh? Follow her Online:Growit Group’s WebsiteGrowit Group’s InstagramGrowit Group’s LinkedInClodagh’s WebsiteClodagh’s InstagramClodagh’s LinkedInClodagh’s Facebook PageYouTube: Agency LifePodcast: Agency LifeBook: A Happy & Healthy Digital AgencyEmail: clodagh@growitgroup.com Resources:Traction by Geno WickmanAgency Life PodcastAgency Life YouTube ChannelA Happy & Healthy Digital Agency by Clodagh Higgins Time Stamps:You can now repeat or jump to parts with ease!Introduction    1:09Who is Clodagh Higgins?    2:55Challenges Agencies Face  6:24Building and Scaling Company Culture   10:22How to Attract High-Quality Talent    16:21Hiring the Right Talent   21:31Interview Techniques and Strategy   22:26Onboarding New Employees the Right Way   28:17How to Retain a Talent in the Long Run   32:51Giving Up Control, Empowering Leaders, and Building Trust Inside Your Team    41:16Conclusion/Outro    45:07Blog: Running a profitable agency is no easy task. There are no shortage of challenges when it comes to managing projects, maintaining profitability, getting results for clients, closing deals and managing clients. But one challenge shared by all agencies is the complexity of managing their team. As my friend Rob likes to say “The best part about our businesses is that they’re made up of people. The worst part about our businesses, is that they’re made up of people”  Why? Because people are unpredictable. Each person has their needs, wants, and capabilities. Let’s dive in and learn about the biggest challenges agencies face. How to scale company culture, how to hire, empower and retain employees in the long run. Entrepreneur’s Mindset vs. Their Employees’Now, I’m not going to take sides or tell you that the other one’s better than the other. The truth is, entrepreneurs and their talents have a different way of thinking. This causes struggles for the agency. Entrepreneurs are risk-takers. They work day in and day out, they’re usually not concerned with having a future nor structure. When entrepreneurs see that their idea isn’t working for their favor or they lose interest in a project, they often ditch the project and move on to the next one.The same cannot be said about employees. They often want to know details about their job. From their job description, company culture, and compensation. With that being said, employees prefer to have a structure. Why? It reassures their stability, they want to know whether they can take vacations or work from home. Employees want to start a project, work on it, and finish it. Entrepreneurs need employees to have a successful business. While employees do not need entrepreneurs since they can go get a job at the bank.According to Clodagh, when an employee decides to work for you they’re eager to learn more about you and your company. They believe in your vision and mission. And they find your company’s dynamic exciting because it's different. Without a proper business structure, policies, or training, you’ll run into scaling and retention problems over time.This is why it’s best to communicate both you and your employees’ needs, ideas, and expectations. To be able to move forward, collaborate, and work on your common goals. How to Avoid Idea FatigueIdea fatigue? Is that even a thing? Well, yes. I’m looking at you, Mr./Mrs. CEO! As entrepreneurs we’re often ready to move on to the next big idea before the last one has been fully implemented. Often, our team has a lot more trouble reconciling enthusiasm for new ideas against the need to tie up loose ends and complete the last big initiative we put on their plate.Avoiding this scenario can be easy, and if you’re suffering from it, act on it, ASAP! First, talk to your employees about the changes which you want to implement in your business. If you have new ideas and want to start new projects, collaborate with your employees to figure out what to prioritize and keep expectations clear and simple. they'll be more than happy to help to make sure what’s truly important gets done, and more importantly; gets completed.This will not only help your company’s profitability. But it will be a great foundation to build a good relationship with your employees as they can feel a sense of accomplishment in being a part of successful initiatives that drive the business forward.How to Build a Strong Company CultureCompany culture starts with the agency’s owner. Clodagh advises business owners to grab and read the book written by Geno Wickman called Traction. The book will help you implement the fundamental systems in your business to build high performing teams and retain great talent.1. Determine your core valuesClodagh says the foundation of your culture is the values to set within the company. Values act as both guiding principles for the trajectory of your company, as well as a filter for the employees and clients that come along for the ride.Clodagh recommends going through an exercise to determine your company values and to make them a central part of your hiring process to ensure the right people “get on the bus.”2. Organize your company’s culture committeeOrganizing a small culture committee in your company will be a great start to not only make your team feel valued and welcomed. This will also help them to push their limits and be better team members. From knowing all your employees’ birthdays, organizing the end of the month celebration, company outings, Friendsgiving, Halloween/Christmas parties, to set aside a budget to decorate the office, will make a huge difference in boosting your employees’ morale. These company perks, will not only boost your employees’ morale but it's also a way for them to take responsibility. And that, they will be merited for all the good things they do for the company from hitting the sales target or helping the team produce awesome content.3. Do not punish your employeesHowever, never punish your employees as well. Even if your team did not hit the month’s targeted sale. You should still acknowledge their hard work by ordering free lunch or snacks for everyone. As a business owner, you must always show your employees that you care and appreciate them.4. Send care packages to your remote team membersDistance will never be a problem and it will be nice to send your remote team members gift cards, company merch, books/ebooks, Netflix/Hulu/HBO/Spotify/Amazon Prime subscriptions, and even give them free paid training to show them that you care. 5. Hire People who are Hungry To GrowOne important interview question Clodagh highlights is about extracurriculars. What are you doing outside of work? What kind of thought leaders are you following? Figuring out if people have the initiative to grow themselves and their skills on their own time is an important factor in building a team of superstars that can grow with your business.How To Attract High-Quality TalentsNow that we've got a great culture. And we're selling lots of stuff. We're making loads of money. And we've got to attract more talents. We've got to attract amazing people to come work at our agency. Which is something that I hear lots of people struggling with all the time! Here are some useful tips and strategies which you can try when hiring talents, as told by Clodagh.Always have a hiring approach. Dedicate a page on your website where people can send their résumé, contact details, and portfolio. Do not let any opportunity slip when it comes to finding the right person for your company.Create an “about” page on your website which includes a brief history of your company. This includes your vision, mission, reviews, and core values. It’s important to have information accessible by end-users. For them have a good grasp of what your company is. Be social. We’re living in the digital age. Maximize social media platforms to boost brand awareness. Facebook, Instagram, LinkedIn, and Twitter are awesome platforms to market the products and services your company offers.Do not rush the hiring process, it’s unfair to hire somebody at the last minute. Not to mention, you’re setting yourself and the employee up for failure. Don’t be afraid to work with talent as contractors, or run top applicants through a test project before committing for the long haul.Give your employees access to training portals before their start date. It's essential to let your soon-to-be employees learn more about your company’s culture and dynamics, strategies, and tools. And, by the time you hire them, it won’t be as difficult for you, your team, and for the newly hired employee to adjust. Statistics show that 63% of newly hired employees tend to quit their job within the first 90 days. That’s why Clodagh likes to create 90 day onboarding calendars to optimize the process and make sure the experience is consistent. According to Clodagh, the first 90 days are crucial, ensuring you and the team have a clear plan on how to make that first experience successful is the key to hanging on to great hires.  How to Choose the Right Person for the JobLet's assume now that you've got lots of great people that are willing to be a part of your team or work with your team. And now the question is how do we figure out who is the best fit? How do we make sure that they're successful in our organization?Interview Techniques and StrategyCheck out their résumé and portfolio. Through this, you will be able to learn more about the applicant’s skill set and expertise while being able to verify them.Ask the applicant to send a video of themselves explaining why they are a great fit for this job. This will give you great leverage when assessing the applicant’s creativity and personality.Ask them about their goals and values. It is best to hire people with the same goals and values.Listen to your gut feeling, which in most instances is a misalignment of values between the employer and applicant.Ask about their hobbies, interest, which personalities do they follow, and what activities do they usually do in their free time. By asking these questions, you can determine whether this person is dedicated to their craft or not. Organize a group interview and project with your five best applicants. This allows you to see and assess their emotional intelligence and to see which of them is a team player. This is also a great way to unravel their hidden skills and see where they excel in.Onboarding ProcessIn 2019, It’s an employee market out there. Talent that doesn’t feel excited in the first 3 months of starting a new job will almost certainly continue looking elsewhere. Planning their onboarding with your team is important. There’s nothing worse than showing up on your first day of work and feeling like the team forgot you were starting today.Clodagh recommends clearly communicating to everyone on your team about new hires and making sure that their workstation is set up with a care package to make that first experience a memorable one. With your 90 day onboarding plan, you’ll have meetings and activities to introduce them to the team planned weeks ahead of time, so nobody is caught off guard.Prepare a list of FAQs about the company and their tasks. To help her navigate the company with ease. Instruct their team leaders and set up a mentorship cadence to help them feel supported.Get them to create a Google document with the list of questions that they want to ask you. Which you or their team lead can answer at the end of each day. These tips will help you pre-plan your employee’s onboarding process and make sure their transition to your company is successful.How to Retain Your EmployeesAs agencies, we’re often talent creator (not consumers) and we invest a lot into growing our teams and building their skillsets. So how do you make sure that your team isn’t constantly turning over?Have a meeting with your team and discuss what are your current plans/goals for your company.Don’t be afraid to give them constructive criticism to make them a better employee.Allow them to get promoted at least every six months if they hit goals set out on a predetermined ascension plan.Ask about their needs, personal goals, and not just their professional goals.Make them feel appreciated by giving them bonuses and other additional perks for outstanding work.Empower them to become fierce leaders while giving them your trust and support.Help them understand what they want based on their career goals. This will align incentives and career paths around those things.Understand that most of the time, it is NOT all about the money.Making your employees feel truly heard and valued will build loyalty for the long run.Giving Up Control, Empowering Leaders, and Building Trust Inside Your TeamHow do you as an agency owner, get better at giving up control and empowering leaders and building that trust inside your team?Clodagh recommends reading Traction and looking at the Entrepreneurial Operating System for guidance on building out a structure, meeting cadence and metrics to build a foundation for scale in your agency. Having systems in place to ensure the right people are doing the right things, and metrics in place to hold them accountable to performance will give you the confidence to start letting go of responsibilities and empowering your team with them instead.She recommends meeting with your team once a month to implement accountability tasks to the entrepreneurial operating system and determine the right business structure and initiatives to fit your goals.Then, decide on what you want to do, whether you want to work and go to the office five or two days a week. Write about the assets and liabilities to understand the ins and outs of your business even if you are not as hands-on as you used to be. Designate tasks in accordance to your team’s expertise. Empower and motivate leaders and top performers to push their limits.Now that you are armed with knowledge and techniques on how to manage and build your agency's culture. And you've learned how to nurture a long lasting relationship with your employees, you're all set to start and build your empire. 

About This Episode:In this episode of The Agency Profit Podcast, we invited Troy Wruck, GM of Services at Vendasta to discuss how he runs and scales one of the fastest-growing white-label service teams in Canada. We talk about people, processes, metrics, scaling and everything in between. You won’t want to miss this episode.About Troy Wruck:Troy Wruck is the General Manager of Marketing Services at Vendasta, where he leads a large team of digital agents who provide social media, website creation, digital advertising, and other services in English and French to thousands of businesses worldwide.He has a successful track record in accounting, sales, marketing, and leadership, and has worked in a variety of organizations over his two-and-a-half decade career – from non-profit groups to small businesses, and enterprise companies. He has served in a variety of operational and management positions with Toastmasters International and worked closely with Tourism Saskatoon as a member of their National Strategic Advisory Committee.Follow Troy Online:Vendasta’s WebsiteTroy’s LinkedInTroy’s TwitterTimestampsValuable Insights and Questions from this Episode:Introduction - 0:08What is Vendasa? - 2:20The Importance of Excellent Whitelabel Delivery Team - 4:00Creating and Documenting Services/Processes - 5:55Keeping a Small and Effective Team - 8:32Ensuring the Team and Processes are Up-to-Date - 9:25How Does Process Improvements Work? - 12:00How to Add New Services Successfully - 14:42Ensuring Your Team’s Quality of Work - 18:32Scaling and Managing Your Team - 27:11Hiring Process - 31:00Creating Trust Within Your Team and Letting Go of Control - 34:00Importance of Reporting and Data - 39:34Conclusion/Outro - 42:55Blog:They say starting an agency is hard. While that is certainly true, most agency owners can attest that growing an agency is much harder.While a growing agency means getting more clients, it also means having to deal with more work, as well as more workers. For some agencies, this is where plateaus are hit, and progress stops. At times, scaling too fast can even be the reason things fall apart. For those that are prepared and/or are flexible enough to scale and adapt, they start to achieve the elusive feeling of “scaling” their service business.That’s why we invited Troy Wruck onto the show. Troy Wruck oversees marketing services at Vendasta and is scaling one of the largest and fastest-growing whitelabel services teams in the country.I’ve always known that scaling a white-label shop, even focused on just a single service offering (ie: facebook ads) requires operational excellence. When I found out Troy was doing it across multiple services, in multiple languages for clients of all different shapes and sizes; I knew I had to bring him on the show to see how he was doing it.The Secrets to a Successful AgencyBeing witness to the rise and fall of multiple agencies (and the success of Vendasta), we asked Troy about the qualities of successful agencies and what makes them different from those who failed.According to Troy, it all boils down to being able to offer what your customer needs. As an agency, it should be your goal to understand the pains and goals of your customers. You should be able to create a service for that customer that addresses all those points. Also, it helps if you accept the fact that there is no one-size-fits-all approach to service and that every customer will have different needs.He also added that one of the secrets to Vendasta’s success was that they veered away from hiring generalists. He explained that while generalists, on paper, are great hires - they often become the reason why businesses can’t scale properly. This is because generalists tend to spread themselves too thin doing multiple things at the same time. If you want to grow as an agency, it should be your goal to hire and/or develop experts. This ensures that you have one or a team of individuals who are good at what they do and that you can trust them enough to create excellent output.Another thing that Troy mentioned which caught my attention was that keeping your teams small helps as well. This makes them manageable and allows enough flexibility while still being able to provide consistent output. The number will vary depending on the roles, but generally Troy recommends having no more than 8 direct reports per manager or team lead.How to Improve Your BusinessImproving one’s business is crucial, not only to earn profits. But, to have a structured and ever-developing business process to deliver consistent results and services to our clients. How do You Expand Your Service Offerings Profitably?Let's assume you have your first few clients and you see that business is doing good. You’re thinking about expanding and adding a few more services to your agency. This is a very exciting phase in a growing business but for many agencies, this becomes a slippery slope that starts causing “delivery indigestion.” Since Vendasta has successfully added many services over the years, we asked Troy about his thoughts on how an agency can add service offerings while mitigating the downside risk.While on the surface, it looks like these services are added on a whim, Troy claims new service offerings go through a thorough process before they are made available to all their clients.For starters, the service needs to be scalable. Troy’s team has to ensure that a process can be developed that will be consistent in scope and deliver repeatable results to clients. This is the first and most important criteria for new services being evaluated.Next, Vendasta does some market research to find out who is offering these services, how they do it, what the going rates are and how the unit economics works out.Once they have a solid business case built that is approved by the rest of their executive team and team leads. It goes through a pilot process where it’s tested with select clients so the process can be battle-tested and hardened before scaling out to more clients.Troy also added that when you are adding a new service, or trying new strategies in your agency then you should accept the fact that it may not work. Sometimes they discover during this process that service just can’t be reliably scaled, or doesn’t have the economics to work as a white-label offering. Lastly, he claims that the best way to mitigate risk with new services is to rely on process and documentation. Through process and strategy documentation, you will be able to take note of the problems, issues, and successes as you develop service offerings. Troy also recommends running pilot projects and tests with long term clients or on your own business to tailor such processes to what works best for your clients’ business. He added that using white-label service providers (like Vendasta) to deliver new services can be a great low-risk way to start proving out the process and de-risking the sales pipeline before taking a new service offering in-house and investing in staff, tools and process. The Importance of ProcessesIt has been established that one of the many things that differentiate a successful agency from one that struggles to scale its use off processes. They say that the right processes will always be core in every agency. We asked Troy to tell us about what he can say to agency owners who are having a hard time creating and keeping up with processes. Troy mentions that agency owners should not hesitate to use tools. Tools are there to follow processes and create strategies easier. He added that when creating new processes, owners should ensure that the process can easily be replicated and/or scaled depending on the needs of the customers.He also highlighted the importance of having a rhythm in the business to document new processes and review outdated ones. At Vendasta, every team is regularly meeting to review their process to ensure it’s delivering the right outcome and working for their team and clients.They’ve also developed a host of internal tools - some of which are now available to their clients to use, to help them manage their processes and teams.How Do You Deliver Consistent Results and Service to All Your Clients?As a white-label service provider, the ability to generate predictable and consistent results is paramount. For some agency owners, this seems like an impossible wish as they get marred by inconsistency, change, and other challenges from one client to the next.When we asked Troy about their secret to be providing quality service to customers at all times, he said that the secret lies in knowing your customers. In their case, they have multiple types of businesses but they have efficiently grouped them into certain categories. Now, each category more or less shares the same qualities and they require the same kind of service. For an agency to be successful, you have to understand each client (or at least each category of the client).You have to look for your customer's pain points and try to create a service to answer that specific pain point. You should also be able to convince yourself and your team that pivoting regularly will be a thing if you want to keep your customers happy. This also means having to update a process for a specific client if needed.In essence, it’s finding a balance between having processes (which create the consistency) and flexibility to document the nuances that lead to success for specific clients.Keeping Consistency Amidst the Challenges of an AgencyFrom an agency owner’s point of view, there are a number of challenges that can shake the status quo of businesses. One excellent example is with regards to handling talent within the agency. While it’s always exciting to have a team of individuals working together, it’s not always rainbows and butterflies. Some people perform better than others. These things can severely affect the team dynamics and consistency of an agency.Troy says that managing people will always be a challenge for agency owners. That’s why you have to create processes that newly hired employees can follow to achieve success in their roles.This means developing very specific training and onboarding plans for new hires based on their role and measuring how quickly they get up to speed so they can be benchmarked against previous hires.Another important factor is the team size, Troy prefers keeping teams of 5-7 per manager. He says they’ve found this size works best for them as it allows the team to have redundancy in the case that someone quits or has to take time off but doesn’t sacrifice agility and adaptability. Troy also emphasized the importance of having a business forecast. This means looking at your business from a high vantage point and using data to see where your company is heading. This allows you to have a good grasp of your agency’s capacity. When you’re likely to exceed that capacity and get a lead time on hiring additional people to support your growth and put them through a full training process.He also mentioned that the best way to prevent any issues with management is to ensure you get the right people from the start. Fine-tuning your hiring process can get pretty tricky but it is a surefire way of saving you headaches in the future. With a good hiring process and a standardized training program, you can get your agency stable and ready for any challenges in no time.Challenges of Being an Agency OwnerThe life of an agency owner is tough. As a matter of fact, it’s not a life you would wish on your friends and Troy agrees. For him, it is always hard to be an agency owner because you have to learn how to balance growing the business, making sure it’s profitable, making sure you are offering consistent and efficient services while being able to keep up-to-date with new business trends/models and tools. This is why Vendasta was created in the first place. To offer a service that takes some load off the agency owners so they can focus on the important things. By letting a whitelabel program handle some of the work, the agency owner can focus on what they’re great at.Scaling Means Giving Up ControlA lot of the agency owners we know have a tendency to hover and monitor (even do everything by themselves). As the business grows, agency owners often need to let go and let the team handle the tasks. This step is a big one for a lot of owners and it can get pretty scary. To them, it’s like letting another person hold your baby for you.For Troy, one of the biggest blockers for an agency owner is his/her self. Oftentimes, the owners limit themselves and their agency because of their own processes. This is mostly because owners believe they can do things better themselves so they don’t trust their team to handle everything.While it is true that there will be growing pains when you pass on tasks to your team, it will pick up speed as time passes by. Being patient is key. You also should be able to understand that mistakes happen. Your team might do something wrong and that should be fine as long as they learn. However, you should go and ensure you instill a fear of making mistakes. Troy mentioned that just trusting people can often push them to do things better.At the foundation of scale is a process that gives you the confidence that when followed properly, outcomes should remain consistent. Having structured processes in your agency should give you a base of confidence to start letting go of delivery and scaling your team.Importance of Data and Reporting?Towards the end, we talked with Troy about the importance of data and reporting. Troy explained that data is absolutely critical to Vendasta’s success. Without it, they’d be running blind.He explains that it's normal to see you've got a lot of clutter when you are using different tools and processes. Looking at data as an agency owner lets you see the company from a vantage point that allows you to see who's performing well, who is encountering what problem, and who might need a little bit of coaching. It allows you to pinpoint the specific parts of your company that needs checking.He added that data helps you make decisions. There is also a misconception that data has to be totally accurate for it to affect the owners’ decision making. Truthfully it doesn’t have to be 100% accurate but it should be directionally accurate (80%) It's the smoke signal before the fire which allows you to see where your business requires attention before it’s too late. 

About John:John Garuti is a partner at digitalacquisitions.co specializing in M&A for digital agencies, ecommerce and other digital businesses.He found M&A after running his family manufacturing business for 15 years and eventually selling it, becoming fascinated with he M&A process.Since then digital acquisitions has helped hundreds of digital businesses reach successful exits and spends most of his time helping his clients prepare for exits and maximize their sale price.Resources:Email : john.garuti@digitalacquisitions.coLinkedIn (CLICK HERE)Website (CLICK HERE)

About Jason Swenk:After working at Arthur Anderson (a big 5 consulting firm) Jason realized he needed to be his own boss and launched his first digital agency Solar Velocity. He grew it to over 100 employees and worked with big brands like AT&T, Hitachi and Lotus Cars. After 12 years of growth he sold it in 2012.Now he helps agencies replicate his success.He’s the bestselling author of Accelerate Your Agency, the 8 Systems playbook for growing your agency faster.He’s the host of the Smart Agency Master Class Podcast - the #1 Digital Marketing Agency owner Podcast for sharing stories and strategies from real world agency owners that are working todayIn his free time, he races cars and competes in IronMan’s.Resources:Accelerating your Agency Book (CLICK HERE)Website (CLICK HERE)Podcast (CLICK HERE)YouTube (CLICK HERE)

About Zach Hyder:Zach Hyder is an advisor and coach to professional services agencies in advertising, marketing, media, and public relations. He’s the founder of ThinkDendro and the host of The Dendro Cast - The podcast about the disruption of the agency businessHe spent his career working on agency business development and marketing, skills he now uses to help agency owners and executive teams rethink how they position and grow their business.Resources:Website (CLICK HERE)LinkedIn (CLICK HERE)Podcast (CLICK HERE)Podcast Episode with Marcel (CLICK HERE)Wikipedia article on Dendros (CLICK HERE)

About Justin:Justin Gignac is the co-founder of Working Not Working, a curated, global platform connecting the world’s best creative talent with the most innovative companies. Apple, Google, Droga5, Wieden+Kennedy, Airbnb, Nike, and thousands of other companies are now using Working Not Working to staff their creative teams with freelance and full-time talent.Prior to Working Not Working, Justin was an award-winning Art Director and Creative Director at ad agencies around the United States. Perhaps he’s best known for helping create the original ElfYourself.com and unexpectedly unleashing the world’s elf fetish, with over 1.5 billion elves created since its inception in 2006. He also has gained notoriety for his various art projects, including NYC Garbage, Wants for Sale and Needs for Sale.Justin was named one of the 50 Most Creative People of 2015 by AdAge Magazine and Class Dancer by the Norwich Free Academy Class of ’98. He currently resides in Brooklyn, NY with his pet ping pong table.Follow Justin Online:Website: [CLICK HERE]Working Not Working: [CLICK HERE]The OverShare Podcast: [CLICK HERE]TalkingNotTalking: [CLICK HERE]LinkedIn: [CLICK HERE]Instagram: [CLICK HERE]

About Melanie:Melanie is the founder of WeConsult and helps agencies scale their business by focusing on improving their financials, business administration infrastructure, and performance management / culture within the organization.Not only do I help you carve out the initiatives and goals, I’m also available to do the work to execute on those goals and metrics, which is something valuable that you can’t get from a coach.She’s spent her entire career in finance and operations helping companies be their best and has had two of her clients go through successful acquisitions.Follow Melanie Online:Website: [CLICK HERE]LinkedIn: [CLICK HERE]Instagram: [CLICK HERE]

About Dev:Dev Basu is the founder of one of Canada’s fastest growing agencies - Powered By Search, he’s also the founder of Million Dollar Agency and is a Professor at the Seneca College School of Marketing.After growing powered by search to to multi 7 figure revenue he’s shifted his focus to helping other agencies move to and beyond the 7 figure mark and accelerate their growth.He’s truly one of the best agency operators I’ve met through my years of working with agencies and one of the best teachers in the coaching space.Follow Dev Online:Powered by Search: [CLICK HERE]Million Dollar Agency: [CLICK HERE]LinkedIn: [CLICK HERE]Twitter: [CLICK HERE] 

About Robby:Robby is a former digital agency owner. He started it at 14 and eventually was named top 20 in their 20s by LA Biz Journal and achieved seven figure revenue.Since 2013, He’s been the CEO of Bull Beard, an agency collective that helps large brands get vouched and vetted talent for their products.They recently launched Agency Match, which connects brands with vetted and vouched-for specialized agencies, shortcutting the shortlist and breaking down the barriers and brinkmanship.He’s been featured in Forbes, Fortune, Success, Entrepreneur, Fox News, Inc., HuffPost, Mashable and just about every where else.Follow Robby Online:Website: [CLICK HERE]Agency Match: [CLICK HERE]LinkedIn: [CLICK HERE]

About Alyson Caffrey: Alyson is the Founder and Chief Operator of Operations Agency. She founded the agency back in 2015 to help digital agencies and service providers grow their capacity for more clients and experience a less stressful workflow. Her efforts and expertise have helped six figure agencies get to seven figures and above. Alyson has been featured on the Digital Agency Show and One Hour Funnel live to talk about how to implement processes into agencies and use them to scale. Resources From Alyson: Smooth Operator Podcast [CLICK HERE] Perfect Onboarding Process Blueprint [CLICK HERE] Follow Alyson Online: Website: [CLICK HERE] Facebook:[CLICK HERE] LinkedIn:[CLICK HERE]