Hiring an Affiliate Manager is a big step for a company. It could be the catalyst to massive growth…IF you do it the right way. There are a lot of mistakes to avoid, things to look out for, and best practices from beginning to end. Today, I’m going to walk you through the entire process. WHEN is the right time to hire someone? WHO should you be looking for? WHERE can you find the right person? HOW to make sure they are a good fit.
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Previous Episodes of The Affiliate Guy
The Surprising Thing That Might be Holding Your Business Back
This Affiliate Program Just Made a Fatal Mistake: Here’s What They Should Have Done Instead
How to Work with An Affiliate Network: Q&A Lightning Round
Don’t Launch if You Don’t Want This…
How to Hire an Affiliate Manager
Hiring an affiliate manager is a big step for any company. It could be the catalyst to massive growth if you do it the right way and there are a lot of mistakes to avoid.
There are things to look out for, and there’s a best practice from beginning to end. And today I’m going to walk you through the entire process.
So when should you hire an affiliate manager? Who should you be looking for as an affiliate manager? Where can you find the right person for this job and how can you make sure that they are a good fit?
Welcome to the Affiliate Guy podcast. If you want to grow your income, serve your tribe and enjoy all the benefits of affiliate marketing and having your own affiliates, you’re in the right place. Thanks for joining me today. Let’s get started.
Today we’re talking about how to hire an affiliate manager. I talked about this, just seven episodes ago. I talked about the worst part of my entire business and why I hired an affiliate manager. And if you want to go back and listen to episode 481, the worst part of my entire business.
I shared a little bit about the process. Today I’m going to share our process in full for hiring an affiliate manager. And the thing is, it doesn’t have to be as strenuous as what I’m going to share today. If you want to do it the easy way, we’ll talk about that and we’ll kind of go through that. But I shared this live a few weeks ago, but I’m going to dive a little bit more in detail today.
First of all, when is the right time to hire someone? Secondly, who should you be looking for? Third, where can you find the right person? And then fourth, how do you make sure that they’re actually a good fit for your team, for your company? So we’re going to start with when should you hire an affiliate manager? These are some general guidelines.
These are not meant to be perfect. These are contingent upon some things like your profit margins and things like that. But generally, if you’re under 2000, even under 3000 in annual revenue, you definitely don’t want to be hiring an affiliate manager.
You need to be doing it yourself. In fact, if your margins are low, if you’re in a world where you might only have like 5,10, even upwards of 20% margins and your revenues under half a million, even upwards of a million, you need to be doing it yourself.
Now, you can use a VA. You can use someone else on the team to help, but you manage the program yourself. So when I started my first affiliate program back in 2005, it was just me. I scaled that to about a million dollars a month, a little bit over a million dollars a month in about 18 months.
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I’ve shared that story many times. Right around the point where we hit about a quarter of a million. We hired a virtual assistant to help me. This was a virtual assistant that we had working at that time, I think 10 hours a week and we were paying I don’t know, we’ll say back then this is 2005, so probably $15 an hour.
So we were paying like $600 a month and then we doubled the hours and paid like $1200 a month or whatever. And then I think we doubled the hours again to basically full-time. But this is somebody that I think we paid like less than $3,000 a month to. And again, this was back in 2005. So I don’t know, inflation right now is like a million percent.
So whatever. But add on $10,000, you might go overseas. It doesn’t matter whether or not you go overseas in the US or in your country, whatever. The cost is irrelevant. They’re typically not making six figures is my point. And so you can do this with the help of somebody like that. And that’s what I did.
We had a part-time VA, then a few months later went to like a half-time VA and then a full-time VA. And so we scaled from there as we grew that revenue. But with even paying that person $30,000 a year, we built this into a million dollars a month affiliate program.
Now don’t get me wrong, there’s going to be a day when you’re going to hire someone and that’s what we want to talk about. But it does pay to know the things that we talk about yourself anyway. So if you start off running it yourself, when you start off running the program yourself, you learn the things that you need to know over time.
You learn the ability to work with partners which will help you to manage your affiliate manager better because it’s going to be someone that’s going to report to you probably directly, at least in your 1st 25 employees.
Eventually, you might have a CMO and this affiliate manager will report to them. But when you’re under 25, even under 40 employees, your affiliate manager, if you’re doing it right, will account for at least 25% of your company’s sales, probably higher. I don’t know about you, but anybody on my team who is accounting for more than 25% of sales is reporting to me directly.
So early on, run it yourself. Over time, make sure you’re involved. Early on, you’re going to be the one doing all the work, all of the work. But then even over time, you’re going to still need to know how to do this stuff and work closely with your affiliate manager.
So initially you don’t have to hire someone to run your affiliate program. There are problems I won’t get into. I talked about them. The live lesson I did a few weeks ago about it, I’m not going to get into those. There are problems that you have with hiring an affiliate manager too early on.
So the question is, when should you hire an affiliate manager? Somewhere around $300,000 in revenue or about maybe $200,000 in gross profits or net revenue.
However you want to look at it, that’s a good time to consider bringing on at least a part-time affiliate manager, someone who’s either part-time with the company or they have other roles inside the company. That’s another option.
You might have somebody they already are running your customer service and they’re going to handle customer service and affiliates, or they’re going to handle your pay-per-click marketing and your affiliates. And so you might hire someone internally to come in and start doing multiple things. You might outsource it. We’ll talk about that.
You might train someone who’s already internally. Once you hit about $500,000 plus, it might be 600, 700 in revenue or roughly 300 and 5400 thousand dollars in net revenue, upwards of a half a million. That’s when you probably want a full-time affiliate manager.
So those are general guidelines. As I said, those depend on things like price points and profit margins, other costs, and other team expenses. So again, you’re going to go from running it yourself to having somebody part-time or who’s splitting their time to basically full-time, which might be outsourcing. You might be outsourcing to an agency.
So who should you be looking for? Okay, so we talked about the win. What’s who here? At first, it’s you. It’s you. Now you’re listening to an episode about how to hire an affiliate manager, and you’re probably thinking, all right, well, I think I’m mad. I’m at that point where at least I want to start thinking about it not being me.
Maybe you’re doing 150,000 a year in sales and you’re starting to get to that point where you’re a little bit busy with all the other responsibilities in the company. I know that for us, it was about a quarter million. We hit about a quarter-million back in 20, 16, and 17 in this business.
It got to the point where I just could not do it myself. And going back two businesses ago, that was about when we brought on a part-time VA. I was the affiliate manager. But that was not going to change. That was not really an option back then because there weren’t any good affiliate managers out there back then. This was 17 years ago.
I’m not saying I was inventing it. There were other affiliate managers, but they just weren’t very many. And there certainly weren’t very many good ones 17 years ago that we would have hired. And so that wasn’t an option. But if you are at that option, the big question that you’ve got to decide early on is, am I going internal or am I going outsourced? Am I going to hire someone internally or outsource it? And you might think that I’m biased while Matt, you run an affiliate management agency, clearly, you are biased to outsourcing. I’m actually not.
I had two phone calls this week with two people in very different situations. We’ll talk about this. One of them said I would not hire our agency and here’s why I explained they need somebody in the house. The other company I said, actually, you would benefit from hiring us.
There are a lot of positives both ways. I mean, the positives to an in-house affiliate manager are pretty clear. They only work for you so they’re more focused. They report directly to you. You can get them to do other things if needed.
I mean, I remember when I worked as a full-time affiliate manager for about 18 months for a company about once every two months we got really busy and I’d be in the back for half a day helping with shipping. I’d be back there Loading boxes.
You can’t get me to do that now. For one, I’m not in your office, not even in the same city as any of our clients. So I am not offended by any of our clients but I am not flying to Austin, Texas or Toronto, Or any of those places. I’m not flying to BC or out to Washington or anywhere like that to ship their stuff. Just not. It’s not worth my time. But you can do that.
If you hire an in-house affiliate manager and you have an office or they’re in the same town, you can get them to do things like that. But even if they’re not, if it’s not something like that you can still say, hey, I know this isn’t your main responsibility but we got this big thing going on.
Would you mind doing some customer service stuff for a couple of hours a day for the next week? One of our customer service people is out on maternity leave. Could you help out and they should be willing to do that? Of course, I can’t do that. When you outsource us like we’re not full-time team members, I’m sorry.
We are team players but it’s hard for us to do stuff like that, especially because we can’t get trained properly to do that. So they’re more integrated with your team. They learn every little part of your business. Those are big advantages, and I don’t want to downplay those. They’re absolutely big advantages to having an in-house affiliate manager that I fully acknowledge.
Now, the advantages to the outsourcing side are generally they cost less. I would actually say on average it cost more. And that’s why I recommended that one person that they do not hire us, that they hire somebody in-house and let us coach them.
I just said it’s just considerably cheaper to hire somebody in-house than us in their particular situation. Now, the investment in us is clearly worth it, but not in their case. I didn’t feel like the benefits outweighed the downsides but generally speaking, an outsource company will cost a little bit less.
They’re also more willing to make most of their money from commissions. We make 80% of our money from commissions/bonuses; however, you want to refer to them. So people pay us a retainer, but then we take a percentage of the upside. So if we help you grow your affiliate program from, say, a million dollars to $5 million, we make a lot of money on that $4 million.
Now, you make a lot more money, but we make a lot of money there. That’s where the majority of our money is made. An employee is not usually willing to work like that. That’s a hard sell. In fact, in some States, it’s illegal to pay them as little as we get paid. We have a team, and we make less per month in, quote-unquote, salary than a team member would. Just to be clear, in some states it’s illegal to pay people like that. There are a few. It’s not many, but there are a few.
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Third, outsource managers are going to have more pre-existing contacts. We have a database of more than 5000 affiliates. To be clear. That’s 5000 very weeded out affiliates. There are probably 1500 of those that have made more than $2,000 in commissions. You only have to get a fraction of those. You get 20 of those. We get 20 of those for you.
You have a half-million-dollar launch that’s if you just get 20, it might even be a million-dollar launch. We’re constantly tapping into our network. I had literally just yesterday, I had a DM conversation on Facebook with an affiliate, somebody that I’ve known for years. He was actually our top affiliate for a couple of years, I believe, for our stuff. And he’s promoting a client right now. And I DM’d him and said, hey, blah, blah, blah, “How are things going? I sent him kind of a funny message about something, and he was like, hey, by the way, all I’ve got you.
I know you’re the guy that you run all the big launches, who you got coming up.” And I said we got this coming up. You should be in. He’s like, I’m in. Signed up right then, boom. We just added $150 to $250,000 to the bottom line of that launch. It’s hard to get that in the house because all they do is your stuff. And that’s one of the big pros. The outsourced people.
We have varied experiences across dozens of niches. We work for example; we run launches in the pet space. We run online marketing launches. We run health and fitness, personal growth, and price points. We run stuff for entrepreneurs and non-entrepreneurs and all this stuff price points range from $47 products up to $5,000 plus products.
So you get that experience and you learn stuff. And then the third thing is the fifth thing I guess not. The third is that outsource managers know the industry. Like, for instance, we know the industry. I know what works. My team knows what works. We have a playbook and we execute that playbook. Now, we innovate, but the reality is we can execute that playbook. And we can, quite frankly, do this in our sleep.
So if you hire us and your last launch was half a million, we can run a, $1.25 million launch in our sleep based on the things that I shared. Now, we’re not going to do it in our sleep. We’re going to go all out for you and hopefully do a two-point, $2.25 million launch. But we can get you serious growth barely even wake up. Now that’s a Con.
The Con is that we have a playbook that we can do it in our sleep. And that can be a bad thing because if we’re not careful, we’ll run client C’s launch just like we were in client B’s launch, just like we were in client A’s launch. And it becomes kind of redundant and old hat. And so that can be a problem.
Now we make sure that that’s not part of our culture, though I always think of Southwest Airlines. Southwest Airlines. When they first got started, they refused to hire flight attendants from America and from Delta and other Airlines.
They didn’t want them. They went out and they hired waitresses. They hired people who sold cell phones. I didn’t have cell phones back then. You know, people who did, like, various things. Because they wanted to train them in the Southwest way. They wanted to train them in their unique way and teach them the industry. And that’s one of the reasons why we’ll talk about this.
When we hire, like, our affiliate, I don’t want to hire people with the affiliate management experience that’s just I don’t want to. And so one of the last things I would say and it’s kind of one of those pros and cons mixed in. One, we work with a lot of clients in various fields.
Well, the pro site is like I just said, we get all these different things. We get these different experiences. And I might be on the same day. I might be working on a pet client and a health and fitness client. I might be working on an audience that’s a young audience and then an old audience, a low price point, $20 a month, and then a $2,000 product, an evergreen product, and then a launch. All over the place. Super busy, though. That’s the downside. Super busy again, the pro and the Con is like, which one is the one that’s going to have the bigger impact? And I believe that the pros outweigh the cons there personally, but not for everyone.
So if you’re looking to hire internally, I want to share what you need to look for here. This is a little bit of course. The number one thing is always cultural fit. You can’t have an affiliate manager. This is if you hire internally and if you outsource, you have to have a cultural fit. Do they fit your team? If they don’t, it’s a no-go.
The second thing you’re looking for is those skills and attitudes, not knowledge. I just talked about this. There’s a reason why Southwest didn’t hire other airline flight attendants. They don’t want somebody coming and going. Well, at Delta, we did it this way. Herb Keller is like; I don’t care what you did at Delta.
We’re Southwest. We do it the Southwest way. You can hire us. We can train them in the knowledge. If you go to your affiliatelaunchcoach.com, we can train them in how to actually run an affiliate program. But those skills and they’re being a people person, they have a basic understanding of marketing. There may be some sales experience or customer service.
They may have promoted some affiliate stuff on their own. They have their own blog, their own YouTube channel, and their own podcast. Do they have the attitude? You just talk to them and they’re a people person.
You cannot be a good affiliate manager and not be at least a little bit of a people person. Doesn’t mean you have to be an extrovert. I’m actually an introvert. But when I get on the phone with somebody, I can carry on a conversation. You can’t have a jerk. You cannot hire a jerk as an affiliate manager.
So they have the skills and the attitude. Maybe they’re like, yeah, I don’t really know what cookies are, teach that. I don’t really know how to find affiliates. Great. We have a course for that. We have a coaching program for that. We can teach that. But do they have the skills and the attitude? Previous experience is a little bit of a plus but not required.
If they’ve got some existing connections, that’s a plus but not required. And then number five things, it goes back to the number one thing that culture fits. Are they a true believers in what you’re doing? This is why we love hiring people from our audience. They are true believers.
So do they truly believe your product is amazing or your products are amazing and they want to support that? Now, if you’re outsourcing again, number one is the cultural fit. Do you just get along with them? Did you enjoy your calls with them when they show up on time? Do they follow up with emails that make you go, oh, that’s a really well-written email, or are they writing emails and you’re going golly, what is wrong with this person?
Number two, do they have a track record? We work with Stu McLaren and Ryan Levesque. We’ve worked with Michael Hyatt. We run affiliate programs for Adidas and Shutterfly. Jeff, Goins, Lewis House, Brian Tracy. The list goes on, but also we work with companies like the Dog gurus.
We’ve worked with companies in the supplement space and in the different health and fitness spaces. We’re working with Jamie Brenkus on a big affiliate program launch coming up here soon. All of these things. We’re working with all these different clients.
So we have a track record of helping companies to grow. There’s a reason why people keep hiring us. People keep calling us. Like I’ve said many times, we turn away roughly 19 out of 20 people that reach out to us.
We have a good track record. Do they have an understanding of your niche Do they need to understand everything about it? No. Do they have a basic understanding? Yes. Are they willing to learn? That was the thing. The pet niche. I did not sign up for that. We did not agree to that. I did not say to them, like, I understand everything about your niche. I’m like, I want a dog. I have a basic understanding, but I need you to spend an hour teaching me and they taught us.
So in a moment, I’m going to talk about the hiring process. I want to make sure you get the right person, the right company, whoever that is. As far as where to find the right affiliate manager, that’s a big one. I’ll go through that real quick. Number one, referrals reach out to your network. Ask if they know anybody, and post on Facebook.
They know anybody who might make a good affiliate manager. And that’s where all of our hires come from either our list or my network. Number two, just look at who’s running other programs. This is more if you’re going to outsource, but go follow a couple of big affiliate programs or mid-size affiliate programs that matter, see who’s running them, and then reach out to them and say, hey, do you want to run ours too? Headhunters, you can use agencies that recruit for you, job sites, of course. Google around. Who are the experts? Who are the agencies out there? Again, who has a great track record? Who are the affiliate managers that are winning awards like Affiliate Manager of the year? I’ve won it four times, so you might find me there.
But who are the agencies winning it? Our agencies never won it because we’ve never gone for that, quite frankly. But even if we had, honestly, I think there are some agencies that are on a macro level are better than ours. They might not be better on a client-by-client level, but they’re better. They work with 40 or 50 companies.
We choose to keep things a little bit smaller. We’ll work with probably 10 to 15 companies over the next year. That’s just us, though. Does it mean that their model is wrong? It’s just the model that we choose. But if you Google around, you should be able to kind of sift through the wheat from the chaff, so to speak. Look at your team.
There’s somebody on your team that’s just amazing at customer service or they’re amazing at sales. And you’re like, “man, I should approach them about being our affiliate manager.” The 7th way is you can find somebody where to look here to go to your audience.
Now, this is my favorite way because you’re going to hit all those things. They’re true believers. There’s probably a good cultural fit. They’re likely to be able to really connect with your customers. Who would be your best affiliates? Because they are customers.
They’re somebody that follows you, they’re a fan. What better place can you possibly think of to find an affiliate manager, someone to represent you? So you’ve got through when. We know the when. When should you hire an affiliate manager? We’ve talked to that right.
We’ve talked about who should you be looking for? Where can you find the right person? Now, the last part of this is how do you make sure that it’s not about finding the right fit necessarily, but how do you make sure that you kind of weed through these people? Because maybe you’ve got multiple applicants.
I’m going to explain how we do it. This is not necessarily to say you should do it this way. And I’m not recommending that you take as long as we do. But this is kind of our thing. We hire affiliate managers and they represent our clients. And so the price for us messing up is pretty steep.
So we want to make sure that we get it right. We want to make sure that we get it right. Now, the big thing is that you’ve got to have that cultural fit, and you’ve got to have the skills and the knowledge and the skills and the attitude, not necessarily the knowledge.
You definitely want true believers. So what we do, I’ll walk you through this process, and it’s evolved a little bit like our first round, we didn’t do some of this. What we do is actually host a training session. We do a six-week training two times a week, and you come to the training and in between each of the sessions is a quiz or some sort of assignment.
This effectively amounts to an extended job interview. Now, I’m saying I’m hiring affiliate managers and I’m an affiliate manager trainer, so I can do that. You probably can’t do that. So how do we lengthen this process? How do we take our time hiring? Well, the very first thing I would do is make sure that the application itself is expensive enough that it weeds people out.
So if you get 30, or 40 people to fill out the application, I’m just going to walk you through our application. We ask for their first name, their last name, their email address, their phone number, and all that. Please describe why you want to join Matt McWilliams Consulting Incorporated. What I’m looking for there. First of all, if they thought it out.
Number two, what’s their excitement level? Number three, can they write? You have to be able to communicate. So I want to put that we ask them questions like do you have previous experience as an affiliate manager? I don’t really care about one or the other.
It’s just good to know how many affiliate offers have you been promoted. Am I going to hold it against them if it’s zero? No. Is it better if they are five or more? Yeah. Please describe your current job or business.
Again, I’m looking more for communication skills. What do you like most about your job or business? I’m looking for their communication skills, but also, where do their skill sets lie? What do you like least? Do they whine and moan about their current job? Not a good fit.
It can usually rule out two people. Just based on that answer. Please describe why you would make a good affiliate manager. I just want to know what they think about themselves. And then we ask and we say the following are open-ended questions with no right or wrong answer.
We are simply looking to learn how you process certain situations. So ask them a couple of open-ended questions. If you’re running an affiliate program and you find out that one of your top affiliates is breaking the rules, what would you do first? How would you proceed from there? I’m looking for how they process this situation.
Yes, there is a certain right and wrong nest to these questions, but it’s not black and white. I’m looking for how they process through that. Affiliates asks you for a special landing page. This is not something you previously discussed with the client.
How would you handle this situation? Again, how do they think through this? If they just say, don’t know, the wrong answer, you’re out or I would go to the client. Really? That’s all you would do is more to that and I just go through these different questions.
I wouldn’t necessarily read all of them. Then says affiliate program questions. Note – all of these can be found on Matt’s website or podcast. We ask three questions. What is the ideal cookie length for affiliate programs? What is one of the three C’s of a successful affiliate program? What is one of the reasons why affiliate programs should work with small affiliates? Here’s the deal to answer those questions.
There are right and wrong answers. If you put a wrong answer to the tune of you are ever so slightly off. That’s not the issue. If you put I don’t know, that’s a problem because there are two ways to know the answer to these questions.
Number one, you listen to enough of my stuff and you already know, great. That means you’re a fan. You know a lot of my stuff. We’re already syncing up or two; you go use the search feature on my site. It’s not that hard. And if you’re not willing to do that and maybe spend a half-hour listening to a couple of podcast episodes to get the right answer to these three questions, you’re not an ideal candidate.
I can rule you out. We rolled out like five or six people who just put, I don’t know or couldn’t find it. It’s really easy to find, actually. I tested it out. Now, granted, I know where they’re at, but I tested it out and I had a couple of other people on the team tested out.
Everybody found the answer to every single one of those questions in less than 15 minutes. And then we just had a few last-minute questions, like confidentiality thing and stuff like that, and we went through that. The point is we weeded out. I think we had 52 applicants and we weeded out like 28 of them on the front end.
So from there, then I would do a quick phone call. This could be a ten to 15 minutes phone call with each applicant. The objective you’re looking for here is to weed out people. You’re going into the call from a pessimistic place and you’re looking for a reason to weed them out. And that sounds kind of counterintuitive, but I can get it down to like 15 people from there. And then for us, we then put them into training. But I’m not suggesting you do that.
I’m suggesting that if you read it down, how many people you got left. Now you do a video interview, do a video interview with the team, do a video or in-person interview with you and the spouse, go out to dinner with them, and do something together if possible. Kind of is the last thing. But typically we’ll get down to in our case, we got into five people and then everybody got a test project.
So this is actual work. Now, if you’re outsourcing their track record, suffices for this. But have them do some work, pay them for it. This is something that we do. We actually have them do a test project or two. Sometimes they do two.
We’ll have them do kind of a small one. It’s like, “Hey, put together a couple of things for this one client. Maybe it’s like two $300 worth of work.” Then we actually had each of them run a segment of a launch and I won’t get into the details on how to do it, but you could actually have them do some actual work that you pay them for.
Just as a side note, if you’re hiring a writer, pay them to write. That’s how we found our copywriter. And he’s absolutely amazing. He had already worked for us for 10 hours before I hired him. So if you decide to hire somebody internally, we can help with this process.
Just reach out to us at youraffiliatelaunchcoach.com. We can train them. But basically, you want to put them through the test project or projects, do that final interview for. Big hires will bring people here to Fort Wayne. We’ll spend a day with them. We’ll literally meet them for breakfast and we’ll talk for an hour and a half or two and be together. Then we’ll go do something.
We might just go to a park and just talk for another hour or so. We’ll go to lunch and then we’ll maybe go play disk golf together. How do we get along? Is there something we can do together just to talk through things, have dinner, and say bye.
But what is it like to spend 10,11, 12 hours with this person while you take an entire day? I might be spending 1000 hours with this person over the course of the next five years. Five to ten years? I think I can find the ability to spend 10 hours with them. Probably not even that. Actually, it is.
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Usually, it’s from like 09:00 a.m. to 09:00 p.m. By the time dinner is over, I can find that time and I can get to see how they interact in all kinds of situations. How do they treat the waiters? How do they go about like hopefully at some point something goes wrong with their meal? Get to see how they process that.
I’ve never been one of those people who manufacturers that, but it’s always kind of an interesting thing. How do they actually do on the test projects? Those are the type of things that we’re looking for.
So if you want to know more about how we can help, if you hire internally or help you fit you to start with youraffiliatelaunchcoach.com, go there. You can apply for a coaching call there, our clients get results.
There’s a reason why we work with people like Ultimate Bundles and Julie Solomon and Jeff Walker, but also just everyday entrepreneurs and small businesses. So if you want to hire an agency, you can reach out to us there as well. Take a look at our agency. Right now, we’re basically about as close as we can get to being completely booked up and not be.
So we’re not really looking for new clients, at least for a few months. We’ve got a couple lined up for June, and as I’m recording this, it will go live in May, I believe May 3, 2022. So as of now, we’re kind of booked through like July, but we’re hiring new affiliate managers using the process that I shared before.
So if you’re interested, you can go to youraffiliatelaunchcoach.com or reach out to me at matt@mattmcwilliams.com or text me anytime at 260-217-4619.
So you can text me or email me about those things about hiring us, just like Michael Hyatt and Ryan Levesque, Stu McLaren Adidas, Shurrterfly so many others have done. Reach out to me that way.
So if you do you have any other questions, not even about that. You’re just like, Man, I really love your podcast. I have a question about such and such. Hit me up at 260-217-4619.
You can email me anytime there and then make sure you hit that subscribe button next episode. For those of you who already are working with affiliates, we’re going to talk about how to create mailing plans for your affiliates.
This is something that’s made a huge difference in our affiliate management, for our clients, for our own staff. It’s huge. Cannot stress enough how important the next episode is.
So make sure you hit subscribe so you don’t miss it.
I’ll see you then.
Questions?
Text me anytime at (260) 217-4619.
Or…check out some of my free reports to help you get on the right track:
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