Private information for OnlyFans agencies: how we attracted 23 chatters in just 7 days while spending only 276$
In this article, we will discuss how we managed to get 247 applications for $1.12 each for the position of an OnlyFans chatter in just 7 days. We will examine the project and show how we optimized the application and processing process, making the manager's job easier.
Project Features
Previously, the OF agency recruited chatters through Facebook groups and Reddit. While it was possible to find good candidates, their numbers were insufficient. Additionally, the agency had to deal with numerous inappropriate responses and offers from sellers of "unique" scripts.
Where chatters are needed from:
- Developing countries. In other words, third-world countries.
Chatters' pay rate:
- $5 per hour + 5-10% of net sales (average $6-10/hour depending on sales skills); first month 5%, then 10%
- $7 per hour on weekends
Shifts:
- Flexible scheduling, including full-time and part-time options
- Minimum work requirement: 4 shifts (16 hours) per week
- Maximum work capacity: 52 hours per week
IMPORTANT DISCLAIMER: Do not compare with agencies that offer 20-30%! We specifically target chatters from certain countries with lower hourly wage rates. It's better to compare with agencies that deceive chatters or offer $1-3 per hour without additional commission.
Stages:
- Completing a questionnaire with interactive tasks
- 6-day training - paid at $3/hour if the chatter continues to work and is paid after a week of work
- Training and actual work
Both women and men who meet the requirements are suitable for the chatter position:
- Age 18+; target audience for ads: 18-35
- Advanced level (C1-C2), strong written English skills
- To have access to a reliable computer and a stable internet connection
- Adequacy and responsibility
- Willingness to work from home (online)
Goals and Objectives
- Obtain a minimum of 100 well-completed questionnaires.
- Minimize application processing time and optimize this process.
- Receive high-quality applications.
- No budget constraints. The cheaper, the better.
Results
- Expenses: $276.17
- Total leads: 812
- Cost per lead: $0.34
- Started filling out the questionnaire: 731
- Completed the questionnaire: 247
- Cost per completed questionnaire: $1.12
PROJECT IMPLEMENTATION STAGES:
1. CREATIVES
As a reminder, we targeted specific countries where the offered salary is significantly higher than the average. We indicated the approximate monthly salary with a + sign, as it heavily depends on the chatter's sales skills.
Our top priority is to generate high-quality leads, so we focused on the most crucial information: the job involves interacting with fans on OnlyFans on behalf of the model and requires engaging in 18+ conversations.
2. PRE-LANDING PAGE
People see our ad: if they are not interested, they scroll through; if interested, they swipe on the ad or click the button (in our case, LEARN MORE) and are directed to the pre-landing page:
- ad → pre-landing page
- pre-landing page - a short, single-page website
Why we chose a pre-landing page instead of a lead form or direct WhatsApp/Telegram integration:
We needed to maximize the number of high-quality leads from adequate individuals to avoid responses like "Oh, I misread the text in your ad and clicked. This job isn't right for me.”
As you might have noticed, the pre-landing page contains a substantial amount of information. It effectively filters out non-target leads who were initially curious but ultimately found something that didn't align with their interests. These leads have no reason to click on the messenger buttons and contact us.
- Total leads: 812
Why does the screenshot show 901? It's simple: there was also a link to the pre-landing page attached to the fan page (business page), so people could access it from there, too. Additionally, some people might have shared the link with their friends. This is not crucial at this point, as I am not considering these leads: neither 812 nor 901. These numbers are only for your reference, as we can easily discard 20-30% as these represent people who clicked the WhatsApp or Telegram buttons but took no further action. How do we identify them? They went to the messenger but didn't send any messages.
What truly matters to us?
3. QUESTIONNAIRE
- Ad → Pre-landing page → Contact via TG/WA → Questionnaire
If a person sends a + in TG, they are greeted by a simple chatbot. This chatbot is designed for auto-responses and does not have any advanced features.
If a person sends a + in WhatsApp, they receive an automatic response through welcome messages (only for WhatsApp Business).
Let's recall one of our goals:
- Minimize time spent on processing applications. Optimize the application process. Obtain high-quality leads.
As you can see, we've successfully automated the process, eliminating the need for managers to handle initial interactions with leads. The primary engagement now occurs after leads complete the questionnaire.
Why do we need a questionnaire? To filter out non-targeted leads who simply sent a + and have no real interest. To assess the adequacy of leads and establish a baseline (point A).
The client had previously created a questionnaire using Google Forms. While Google Forms is convenient for managers, it's important to acknowledge that this type of questionnaire is somewhat outdated and overly formal. Additionally, lengthy questionnaires can easily become overwhelming for candidates. If you're using Google Forms, that's great, and I have no objections. However, we proposed to the client that they enhance their questionnaire, and they agreed to invest in a service that allowed us to completely revamp the questionnaire and make it more interactive.
Original Questionnaire:
New Questionnaire:
Is the difference obvious? I think so, too.
Questionnaire Sections:
- Personal information → The purpose was to gather basic information such as name, date of birth, and Telegram or WhatsApp contact for follow-up and feedback
- Skills and experience → The purpose was to assess the applicant's skills, relevant experience, typing speed, and English language proficiency (not directly tested, explained later).
- “Chat with a Fan” Challenge → The most engaging part. It is not only a fun way to assess a person's adequacy but also a clever method to evaluate their English language proficiency.
Gamifying the process makes it more appealing to genuinely interested applicants, enticing them to "test their skills" as chatters and filtering out unmotivated individuals. We've added two additional pages to the questionnaire to achieve the following:
- Reassure applicants. This is merely a baseline assessment (point A) and not a definitive test. We needed to encourage them to visualize themselves engaging in a real-life conversation with a fan. Address any anxieties and provide encouragement.
- Provide guidance. We offered three practical tips on effective fan interaction (e.g., asking questions to stimulate conversation). We encouraged the application of these tips in their responses. Evaluating responses → By analyzing the applicant's responses, we can gauge their willingness and aptitude for learning. This is crucial since our training program is a 6-day course with compensation. We aim to identify individuals who are truly invested in their development.
Examples (some words have been blurred out for the article):
- Final question - feelings, readiness, desired number of working hours per week, etc.
- Thank them and say we will contact them within a few days. Naturally, we will not contact everyone but will select candidates based on the answers and the overall impression of the questionnaire.
Started filling out the questionnaire: 731
Completed the questionnaire: 247
Only 33.8% completed the questionnaire! How's the quality? We managed to filter out those who weren't interested and those who got tired after 5 minutes (according to the statistics, the average completion time for the questionnaire was 17 minutes. We tested it ourselves, and it took 11 minutes).
What's next? The manager asked us to integrate the service with Notion so that all the responses from people who filled out the questionnaire would be imported into her spreadsheet. The manager then reviewed and analyzed the responses, and then contacted those who were a good fit.
The next step is a 5-minute call (video optional, at the discretion of the individual), during which the manager confirms that the potential chatter has good English proficiency and informs them about the 6-day training program with compensation.
The final stage is the training and the actual work.
And now we come to the most interesting part. How many chatters completed the training and started working?
I was surprised that our questionnaire was filled out by people with experience who openly shared which agency they had worked/ are working for, described their background, and were ready to provide proof.
As a result: 11 people with experience (both in OF and similar) started working after 2-day training (an accelerated mode for those with experience, I do not know what happens during the training and how everything is arranged).
The manager prioritized processing applications that made a positive impression on her. The specific criteria the manager used for selection are unknown to me, as this falls outside the scope of my responsibilities.
In total, 17 people started working after completing the 6-day training program.
Naturally, some dropped out during the training, as they finally realized that this type of work was not suitable for them or that it was too difficult - this is completely normal, the agency lost almost nothing, as the person receives payment for the training after a week of work.
Out of 28 chatters, 23 remained – this is what I know as of today.
- Not all applications were processed, even those of potentially suitable candidates.
- A significant number of new chatters agreed to work on weekends, possibly due to the increased pay.
- According to Notion statistics, the manager always prioritized experienced candidates, followed by processing other applications.
- Currently, the manager communicates with 2 to 3 candidates per week, but I no longer request feedback since our work is complete.
Let's revisit the results:
Expenses: $276.17
Number of chatters who completed the training and are working: 23
Cost per chatter: $12
There are still applications left, and the manager is gradually processing them. People are still undergoing training, but I don't have much more information as we have already finished working. I don't see the point in asking for feedback since the client is satisfied with the results.
Conclusions
The most important thing is that everyone was satisfied with the results, as they exceeded all expectations and even more. I would like to especially highlight the work of the manager, who responded with lightning speed and always provided detailed feedback, and the client, who completely trusted us and handed over all the remaining work and communication with us to the manager. This was extremely convenient for us as we are all for prompt work!
We achieved all our goals, did our best to simplify the application processing process, and, of course, achieved excellent results - these are not the words of our team but the words of the client and the manager, which always warm our hearts.
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