droukas
Newbie
- Mar 3, 2023
- 30
- 6
My last post on BHW was about our joureny as an onlyfans chatting agency (one year ago lmao). Let me tell you some about your chatters. This is the part that actually determines whether you end up with good chatters or not: training. And it's exactly where most agencies fall apart.
Here's the mistake almost everyone makes. They dump a Google doc full of scripts on a new chatter, say "here's how we do it," drop them straight onto a live account, and cross their fingers. Then they act surprised when the account tanks. That's not training. That's handing a stranger the keys to your revenue and walking off.
Real training is a process. Roughly like this:
It starts with filtering. Before any real training begins, you're already reading who's a hustler and who just wants a paycheck. Who's hungry and who isn't. That's a skill you sharpen as an owner in general, because spotting potential in a hire matters in any business. Get it wrong here and you'll burn hours training someone who was never going to make it.
Once we've filtered for the right people, we start with theory. If they've never chatted before, we walk them through the TOS, the fundamentals of how OF actually works, and the CRM we run on. Then the real lessons kick in, 4 to 5 of them, about an hour each. This is where we break down the tactics and the psychology behind them. The psychology matters most, because this is a sales job at its core. The people asking sharp questions during these lessons are almost always the ones who become great chatters. It gives itself away every time.
After the lessons, they take a short quiz so we can see what actually landed. Then comes shadowing, and this is the most important step of all. An S-tier chatter shares their screen while the new people watch. They see real chats unfold live, get a feel for the flow, and ask about anything in the moment. Nothing teaches faster. It's also why the person running these sessions has to be genuinely great, because the newbies basically absorb whoever they're learning from.
Last step is a test shift. They go live, but a supervisor is at the controls and they're usually paired with another chatter for that shift.
And that's the full onboarding process. I can talk about this for days, so if anyone's got questions, shoot me a DM as always. Next post I'll get into what happens after all this: how you keep improving chatters over time, and how you figure out what actually motivates your team. Because getting someone trained is one thing. Keeping them sharp, hungry, and always improving is a completely different game.
Here's the mistake almost everyone makes. They dump a Google doc full of scripts on a new chatter, say "here's how we do it," drop them straight onto a live account, and cross their fingers. Then they act surprised when the account tanks. That's not training. That's handing a stranger the keys to your revenue and walking off.
Real training is a process. Roughly like this:
It starts with filtering. Before any real training begins, you're already reading who's a hustler and who just wants a paycheck. Who's hungry and who isn't. That's a skill you sharpen as an owner in general, because spotting potential in a hire matters in any business. Get it wrong here and you'll burn hours training someone who was never going to make it.
Once we've filtered for the right people, we start with theory. If they've never chatted before, we walk them through the TOS, the fundamentals of how OF actually works, and the CRM we run on. Then the real lessons kick in, 4 to 5 of them, about an hour each. This is where we break down the tactics and the psychology behind them. The psychology matters most, because this is a sales job at its core. The people asking sharp questions during these lessons are almost always the ones who become great chatters. It gives itself away every time.
After the lessons, they take a short quiz so we can see what actually landed. Then comes shadowing, and this is the most important step of all. An S-tier chatter shares their screen while the new people watch. They see real chats unfold live, get a feel for the flow, and ask about anything in the moment. Nothing teaches faster. It's also why the person running these sessions has to be genuinely great, because the newbies basically absorb whoever they're learning from.
Last step is a test shift. They go live, but a supervisor is at the controls and they're usually paired with another chatter for that shift.
And that's the full onboarding process. I can talk about this for days, so if anyone's got questions, shoot me a DM as always. Next post I'll get into what happens after all this: how you keep improving chatters over time, and how you figure out what actually motivates your team. Because getting someone trained is one thing. Keeping them sharp, hungry, and always improving is a completely different game.
