After running AdTribe for six years and managing over $100M in ad spend, I learned how hard it is to build and keep a world-class media buying team.

Finding great talent takes months.
Training takes even longer.
And the wrong hire can cost you clients and profit fast.

So I built the service I wish existed back then — Haven.

Haven is a white-label media buying partner that helps marketing agencies scale without hiring.

For $799 per account, you get a complete senior-level growth team:

✅ Media buyer
✅ Creative designer
✅ Video editor
✅ Developer
✅ Performance strategist

No hiring. No overhead. No training headaches.

Today, more than 20 agencies partner with us to handle their paid media.

A few of them said it best:

Olivia Kean, CEO at Fusion Hub
👉 “It’s allowed me to focus on the things I love, knowing they’re crushing it on their end.”

Kory Baraba, CEO at Grow Fast
👉 “We’ve worked with 4–5 different media buyers from Haven, and they’ve all been amazing.”

See more client stories here: https://www.hirewithhaven.com/clients

If you run a marketing agency and want to scale fulfillment without adding headcount,
connect with me or reach out at dmitry@hirewithhaven.com

Dmitry Fesenko

I used to stare at a blank page for hours.

No idea what to write on LinkedIn.

Now? I have enough content ideas for the next 3 months.

One shift changed everything: I stopped trying to create and started reflecting.

Here's what I mean.

Writing content is just thinking out loud. You reflect on things you said, things you did, things you thought about.

That's it. No magic formula.

I'm not a LinkedIn guru. Most of my posts get less than 1,000 impressions. But I show up every day because eventually the right people will see it.

Here's where I get my content ideas:

→ Client calls (I record everything with Fathom)
→ Team meetings
→ Our Notion docs
→ Content I consume (like Alex Hormozi)
→ Things I build (like our Airtable backend)
→ Random thoughts throughout the day

I review my day and turn it into 5-10 content ideas.

Some hit. Most don't. But I'm never staring at a blank page anymore.

Stop trying to be creative. Just document what you're already doing.

Where do you get your content ideas?

CEO at Haven | Hire world-class media buyers for 65% less than in the US | $100M+ in managed ad spend

AI can do most of my job. I'm not worried.

Just got back from Bangkok. Met up with a few clients and partners while I was there.

One conversation stuck with me.

If AI gets so good at doing our jobs, what edge will service businesses have?

We agreed on one thing: in-person relationships are the real moat for B2B.

AI can optimize your campaigns. It can write your copy. It can analyze your data faster than any human.

But it can't grab dinner with your client. It can't build trust over a round of golf. It can't shake hands and look someone in the eye.

I'll take that trade every day.

Honestly? It's the best part of my job anyway.

So while AI handles more and more of the execution, I'll keep building relationships with the people I like.

Playing golf with clients. Having conversations like this one in Bangkok.

That's a future I'm excited about.

What's your moat?

(Mine might involve a negroni or two 😁)

We have 400+ Slack channels.

It's a nightmare.

2 hours every morning just to get through messages. And even then, client questions slip through the cracks. One missed message can cost you a six-figure contract.

So our developer built something cool.

A custom tool that scrapes all Slack messages every 30 minutes and creates a dashboard with:

→ All unanswered client messages
→ Response time per media buyer
→ Accounts with the most communication (for unit economics)
→ Working hours when media buyers are most active

But here's the best part.

AI analyzes every message to determine urgency. If a client waits more than 2 hours for an answer, the media buyer gets a DM notification. If it hits 3 hours, the team lead gets pinged too.

We just launched this but initial results look promising.

Slack has always been our biggest energy drain. This is our first step to making it efficient while still keeping human relationships with our clients.

AI is awesome.

Happy Friday 🍺

Our media buyers manage $30M+ in ad spend every year.

Here are the AI tools they actually use daily:

For thinking & strategy:

→ ChatGPT: Reports, analysis, strategy drafts, brainstorming, client comms. The workhorse.
→ Gemini: Research, structuring ideas, operational tasks.
→ Claude: Deeper analytical work. Audits, data analysis, strategic recommendations.

For creatives:

→ Sora: Video concepts and short-form ads.
→ Symphony: UGC-style ad videos.
→ Veo 3: High-quality video creatives (usually paired with our designers).
→ NanoBanana: Static visuals and ad creatives.

For workflow & data:

→ Adnova: Speeds up campaign setup and simplifies creative workflows.
→ GoMarble: Pulls data directly from ad accounts. Compares performance across periods. Syncs with Asana & Slack so we can track team workload.

Two years ago, none of these tools existed.

Now they're part of our daily workflow.

The role of a media buyer is changing fast. The ones who adapt will thrive. The ones who don't will get replaced by someone who did.

What AI tools is your team using?

AI tools media buyers

Our team was checking Slack on weekends "just in case."

And they'd end up working 2-3 hours on stuff that could've waited until Monday.

That's not sustainable. And it's not even efficient.

The real problem: we're spread across timezones. Media buyers in Europe. Me in Canada. Clients in the US and Australia. There's always going to be friction when someone sends a message outside working hours.

So we're building something simple: Urgent Forms.

Every white-label partner will get a dedicated link. When something is genuinely urgent and the team has checked off for the day, they submit the form.

The moment it's submitted, our team lead, the media buyer, and I all get a ping on Telegram or WhatsApp.

Since we're spread across timezones, someone will always see it.

The goal: media buyers can actually disconnect on weekends. No more opening Slack "just to check." If it's truly urgent, it comes through the form. If it's not, it waits until Monday.

Clients get peace of mind knowing urgent issues will be handled. Instead of sending a Slack message into the void and hoping for the best.

It's not fancy. Just a short form connected to a few notifications.

We discussed this with our team leads yesterday and rolling it out soon.

If you run a distributed team and struggle with after-hours communication, might be worth trying something similar.

Happy Friday ya'll 🍻

$1.36M in managed ad spend
$4.08M in ecom revenue
20,353 leads generated

That's February at Haven.

The breakdown:
→ 91 active accounts
→ Avg ROAS (ecom): 4.04x
→ Avg CPL: $44

Performance:
→ 63% of accounts overachieved (100%+ of target)
→ 11% on track (80-99%)
→ 26% underperforming

Platform split by spend:
→ Meta: 58%
→ Google: 41%
→ Pinterest, Taboola: 1%

Wins this month:

✅ Best financial month ever (32% EBITDA)
✅ Found two rockstar media buyers for multi-million dollar apps
✅ Hired new head of paid media
✅ Hired new COO 

That's what I love about the agency business.

One month you feel like all stars are aligned against you and you want to quit. The next month you're firing on all cylinders.

The key is not to get too excited when things are good, and not get too sad when things are bad.

You just gotta love the game.

Onto March 💪

We just placed a senior media buyer into an app spending $500K/month on ads.

Here's how it happened.

Doug is Head of Growth at a women's health company. Their founder built a massive audience and decided it was time to launch a product.

It blew up.

They scaled to $500K in monthly ad spend within a year. But Doug had too much on his plate. He needed someone great to take over Meta, Google, and TikTok ads.

We've placed a ton of talent into high-growth apps, so he reached out.

From signing the contract to the candidate accepting the offer: less than 6 weeks.

Probably one of the smoothest placements we've done.

P.S. If you're running a high-growth app and need a killer user acquisition talent, we have a few great candidates ready to go. DM me.

This is what winning looks like.

Scrolled through our Slack and had to screenshot these:

👉 "Team work because they are so happy with Meta performance!"

👉 "The client is so excited and had minimal revisions for us."

👉 "You're killing it over there. Super happy to have you as part of the team."

👉 "Excellent news on spending much more on NFL this year, good work."

This is what happens when you pair agencies with media buyers who actually care.

We're not just filling seats. We're placing people who treat your clients like their own.

That's the difference between a contractor and a partner.

White-label media buying now makes almost 70% of our revenue.

What started as me selling extra capacity of my media buyers to other agencies became the biggest revenue driver in the business.

Why I love this model:

→ Retention: most of our agency partners stay with us for years
→ I'm barely involved in fulfillment. My team leads handle most of it
→ Agencies basically become my sales reps, so i can just focus on hiring great talent
→ Most of our partners become close friends (same vibe)

But this is not all rainbows and sunshine.

This is probably the worst agency model for most founders. Here's why:

→ High volume, low ticket. To hit $100K MRR, we need to manage 130+ accounts
→ Heavy ops. We have over 20 full-time team members
→ Every agency owner needs different things. We personalize our offer for each partner
→ Timezone differences are still tricky. It doesn't work for everyone

Despite all that, we're still pushing hard. Signing new agency partners almost every week.

The relationships make it worth it.

I'm still having a ton of fun building this.

If you need a trusted media buying partner, reach out. We're bringing on 5 new agencies in Q2 💪

Everyone's chasing the latest Claude update.

They're missing the point.

Here's what no one wants to talk about: the boring stuff. The data.

Everyone will have access to the same LLM models. The only way to differentiate yourself is to have a unique dataset you can train your models on.

We started building this with our developer. A database that will eventually become the brain of our AI agent.

Here's what we're feeding it:

→ All accounts data and creatives
→ Every public Slack message
→ Notion SOPs
→ Asana tasks
→ Team call recordings
→ Stripe invoices

Literally every piece of information we use to operate our agencies.

Now here comes the boring part.

It takes an enormous amount of time and effort to organize your data properly.

It means rewriting all your SOPs and only keeping the ones you actually use. Otherwise you train your AI on the wrong processes.

It means connecting all 90+ accounts and making sure every data piece is being collected.

It means constantly giving feedback on the quality of outputs. Which, by default, no one wants to do.

Only then can you build a truly AI-native agency.

Otherwise you have no edge 🤖

I was 100% sure this person didn't exist.

We needed a new Head of Paid Media.

But I wasn't actively searching. I figured I'd have to grow one internally. Finding someone great from the outside felt impossible.

Then Diana, our new team lead, recommended her previous Head of Paid Media.

She said he was as good as our last one who stayed with us for 8 years.

I hopped on a call with zero expectations.

Diana was right.

Illya had done everything we were lacking:

→ Built processes media buyers actually follow
→ Ran a dedicated creative department
→ Understands that media buyers need to become growth strategists to stay relevant

We sent the offer the next day.

The lesson? Your team is your best recruitment channel.

They know who's great. They've worked alongside these people. They can vouch for culture fit in ways a resume never will.

Before you post another job ad, ask your team who they'd want to work with again.

Do you ask your team for referrals?

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adtribe

aceleads-agency

haven-ca

I run two agencies. Here's my entire tech stack.

9 tools I actually use every day:

1/ Fathom

Records every call and pushes notes straight into CRM.
I use call transcripts to write most of my LinkedIn content.

2/ Claude

I asked it 50 questions about me, my goals, and my businesses.
Connected our Notion, Gmail, and financial data.
Added people I admire.
Now it's my go-to for business and life advice.

3/ Stanley

My new favorite writing tool.
I always struggled to make Claude write in my voice.
Stanley makes LinkedIn content way easier.

4/ Superwhisper

New tool I just started using.
Saves a ton of time on typing. Now I can brain dump ideas in 30 seconds instead of writing for 5 minutes.

5/ GoMarble

I use it to ask Claude what's going on across our entire client portfolio.
My team loves it too.

6/ Folk CRM

By far the easiest CRM for social selling.
Perfect if you're living on LinkedIn like me.

7/ Veed.io

I have zero video editing skills.
With Veed, I get 10 to 20 short-form clips from client calls in minutes.

8/ AuthoredUp

My go-to for writing and scheduling LinkedIn posts.
Simple UI. Useful analytics.

9/ HeyReach

Automatically sends 25 to 40 connection requests a day to my ICP.
First DM is also automated.

What are the tools you can't live without?

👇 Drop them in the comments.

1 (1)

I started my first business 10 years ago.

It was a disaster.

Back in 2016 I quit my job as a customs officer and was trying to figure out what to do with my life.

I read Richard Branson's book "Screw It, Let's Do It" and was ready to make millions 😅

A long-time friend and I went through a few ideas and decided to export wood pellets to Europe.

Our market research was based on:

→ Ukraine has a lot of forests
→ Wood scraps must be cheap to get
→ European companies would line up for our product

We formed an LLC called "B&F Trading" (what an awesome name).

Our GTM strategy was to cold call importers and undercut competitors on pricing.

(we paid someone under the table to get the database of all wood pellet importers)

Here's what went wrong:

→ Wood leftovers aren't easy to find, even in Ukraine
→ The quality was poor. Most wood companies just throw it away. And Europe is very particular about quality
→ Margins were brutal. 20 tons of product cost $2,000
→ European importers valued long-term partnerships. They didn't want to work with two 20-somethings trying to undercut everyone.

Needless to say, we made zero dollars.

But it taught me lessons I still use today:

→ How to evaluate demand before spending money
→ How to do basic GTM: website, cold email, outreach
→ How legal stuff works: contracts, taxes, LLCs
→ How to sell. I cold-called hundreds of people. Terrifying for a nerd like me.

Every business is hard. There are always things you don't know until you start.

But each failure makes the next one easier.

What was your first business flop?

Got this email from an agency owner we used to work with years ago.

"Been reading your emails. Thank you!"

"We should meet up and shoot the shit. Maybe BKK or Chiang Mai or Hua Hin."

Scott used to be one of our white-label partners. We worked together but never met in person. After the project ended, we lost touch.

Then my newsletter brought him back.

Starting my newsletter was probably the best investment I've made in my business.

I started with zero strategy. Just shared everything I was working on.

→ New tools I'm testing
→ How I structure my agencies for efficiency
→ Problems we face when scaling
→ Personal stuff (like me doing a health checkup in Bangkok)

I didn't want to treat it like a sales funnel. I just wanted to stay connected with people I like.

Then something interesting happened.

People I hadn't spoken to in years started reaching out. Some of them referred us new business. Others wanted to meet up and talk shop.

If you've been sitting on the idea of starting a newsletter, just start.  

Don't overthink it. Just write like you're updating a friend.

Thank me later.

Brand positioning explained in 30 seconds.

I'm currently in Asia. Anyone who's been here knows 7-Eleven is the spot.

I walked into the protein milk section and counted at least 10 different brands.

Same flavors.
Same price.
All with exactly 30 grams of protein.

Except one.

This brand has 33 grams.

I'm a simple consumer. I see more protein for the same price, I buy it. Every single time.

That's the power of brand positioning.

You don't need to reinvent the product. 
You don't need a massive rebrand. 
You don't need to slash your prices.

Sometimes you just need one small difference that matters to your customer.

It could be 10% more of what they actually care about.
One feature your competitors don't have.
A single reason to pick you over everyone else.

When everyone zigs, you zag.

Had coffee with a developer in Thailand last week.

He taught himself to code 10 years ago so he could become a digital nomad.

And it worked.

He traveled the world. UpWork gave him all his clients. Life was good.

Until it wasn't.

Over the last 3 months, he got zero jobs. The market got more competitive. But more importantly, businesses just need fewer developers now.

Here's the irony.

Just a few years ago, being a developer was considered the highest career pursuit. Learn to code and you're set for life.

Now they're the first ones being replaced by the machines they built.

Things change fast.

But I don't think knowing how to code is worthless. I don't think it ever will be.

It's just not enough to be a pure tech engineer anymore.

The people who will succeed most are those who are technically skilled AND understand the business side:

→ Why are we building this feature?
→ Do our customers even need it?
→ What's the best distribution channel for this?

Being able to coordinate AI agents and engineers to get results for the business will be invaluable.

Generalists are back in demand.

What skills are you doubling down on?

The best engineers won't build the best companies anymore.

Evan Spiegel said it in a recent interview:

"Before, so many resources were dedicated to engineering. Now people are gonna be much more focused on marketing and distribution."

He's not the only one. OpenAI's Greg Brockman says taste is now a core skill. The pattern is clear.

Building is getting cheaper. AI can spin up a product, an app, a landing page in hours. The barrier to create is basically gone.

So what becomes the most valuable skill?

Creating content that gets attention from the right people.

Sure, Claude can write your LinkedIn posts. But that's not an edge when everyone has the same tools.

The edge? Knowing what to say. Understanding your audience so well that your content actually lands. That takes taste. That takes you.

And as AI floods every channel with generic content, trust becomes the scarcest resource. People buy from people they trust.

The companies that win in the next 10 years won't be the ones with the best engineers.

They'll be the ones with the best marketers.

Good time to be running a marketing agency 😅

American entrepreneur and business investor, with 12 years+ of experience in starting, scaling, buying, and selling 7 and 8 figure Ecomm Brands and Agencies. 

According to my wife and daughter, I'm also "the best daddy."

I grew up with humble roots in Orlando, FL, and through a work ethic I am incredibly proud of, I've quickly grown to be one of the most respected names in the Digital Marketing Agency space.

I'm currently the Founder of Agency Operators: Level Up, which helps ecomm & digital marketing agency owners go from $1M/yr > $5M/yr without being the main bottleneck.

Previously, I was:

Founder of Family Gifts Co., a multi-8 figure DTC E-commerce brand.

Co-Founder of WKND Investments, a company dedicated to investing in the best $5-$30m/yr USA based DTC e-commerce brands.

Founder of Vatizam, a marketing consulting agency that scales Brands to 7 and 8 figures through funnel optimization & paid traffic.

Kyle Hunt

I can spot a failing agency in 10 seconds by looking at their dashboard.

Here's what I look for:

If their dashboard can't answer these 3 questions in 60 seconds...
it's wallpaper.

What's burning?
Why is it burning?
What do we do next?

After building dashboards for 40+ agencies, I've learned that pretty charts don't prevent fires.

Visibility does.

Most agencies set monthly targets and hope they hit them...
checking in monthly at best.

That's why they're always surprised.

The fix is a 3-layer system:

- Daily Visibility
- Weekly Roll Up
- Monthly Projections

On Thursday, February 26th at 10AM EST, I'm running a LIVE Masterclass called "The Zero Fire Blueprint" for only $100.

You'll get:
✅ The exact metrics system to install in 4 weeks
✅ Daily, weekly, and monthly dashboard templates to swipe
✅ A system to predict fires before they start

Comment "Fire" and I'll send you the info. 

PS: Only selling 10 tickets via LinkedIn

Want me to install this in your agency? Let's talk: https://calendly.com/kyle-agencyoperators/45-min-demo

8-Figure Agency COO | Helping Ecomm & Digital Marketing Agency Owners Build $5M/yr Self-Managing Profit Machines | Proud Girl Dad | 7-Figure Agency Exit

I helped a Creative Agency Owner scale from $30k/mo to $1M ARR.

While INCREASING quality.

Most agency owners think scaling means:

→ More clients, more chaos
→ Hiring faster than you can train
→ Margins shrinking as revenue grows
→ Quality tanking while you firefight

Nativ was stuck at $30k/mo with a small team and no structure.

12 months later, he hit $80k MRR with 14 people - and his delivery got better.

I documented exactly how he did it.

Inside The $30k to $1M ARR Agency Case Study:

→  Full 41 minute case study video
→ The Pod Structure that let him 3x revenue without burning out his team
→ How he leveled capacity instead of just adding headcount
→ Why he switched from contractors to full-time (and the margin impact)
→ The 4 metrics he tracks weekly that actually predict growth

This isn't theory. This is the exact playbook that worked.

✅ Grew from $30k/mo to $80k MRR in under 12 months
✅ Doubled pricing while maintaining close rate
✅ Built a team of 14-15 without a single bottleneck

If you're stuck between $30k-$100k/mo and feel like scaling means sacrificing quality...

This case study will change how you think about growth.

Want the full breakdown?

1. Connect with me
2. Comment "NATIV"

I'll send it your way.

PS - This is how real agencies scale without the chaos.

I'm an 8-figure agency COO.

Most agencies plateau between $1-3M for one reason:

They scale revenue without scaling operations.

I've watched it happen dozens of times.

The symptoms are always the same:

→ Founder still on every client call
→ Team works harder but output stays flat
→ Margins shrink as you add headcount
→ No one knows who owns what
→ Revisions eating your profit

After rebuilding operations for 100+ agencies, I documented the exact 9-phase system that separates stuck agencies from scalable ones.

Inside the $3M Agency Operations Blueprint:

→ The Golden Client Framework to identify your most profitable accounts
→ Pod Model structure that increases capacity 20-30% without new hires
→ Team-led SOP system that actually gets followed
→ 5 leading metrics that predict churn before it happens
→ Pricing math that doubled profit margins for 3 agencies
→ Profit-sharing structure that aligns team incentives with growth
→ AI implementation approach that won't tank your quality

This is the same system I used to:

✅ Scale 3 agencies past $3M ARR
✅ Maintain 40% profit margins at scale
✅ Remove founders from daily operations in under 90 days

If your agency is stuck between $1-3M and you're tired of working IN the business instead of ON it...

This is the playbook.

Want the complete $3M Agency Operations Blueprint?

1. Connect with me
2. Comment "OPS"

I'll send it directly.

PS - Repost for Priority Access.

I helped build an 8-figure agency as COO. 

And I've worked with 100+ agency owners - they all felt trapped:

→ Every decision runs through you
→ Team asks permission instead of solving problems
→ You step away and things fall apart
→ Revenue grows but your time shrinks

You don't have a team problem.

You have a systems problem.

I spent 5 years building the exact system that turns agencies into self-managing machines.

Inside The Self-Managing Agency Blueprint:

→ Pod & accountability structures that create mini-CEOs
→ Meeting agendas that run without you in the room
→ Escalation rules that protect your calendar
→ Capacity calculator to know when to hire - not guess
→ Playbook templates your team will actually use
→ 14-week rollout plan with exact implementation steps

This system has helped agency owners:

✅ Cut their weekly hours from 60 to 25
✅ Remove themselves from client delivery entirely
✅ Scale without becoming the bottleneck again

If your agency can't run for 2 weeks without you - this is the fix.

Want the complete Self-Managing Agency Blueprint?

1. Connect with me
2. Comment "FREEDOM"

I'll send it directly.

PS - Repost this for Priority Access

I've tested 4 different agency compensation models. 3 of them created the exact behaviors I was trying to eliminate.

I paid media buyers a percentage of ad spend for 18 months. Seemed like the smart move.

Then I noticed they were getting riskier with budgets. Not maliciously. But somewhere in their head, more spend meant more pay. The incentive was baked in.

So I switched to individual output metrics. Tasks completed, deliverables shipped. That created competition inside teams that needed to collaborate.

Bonuses on revenue came next. We celebrated contracts that actually lost money. Nobody knew because nobody was looking at profit.

Flat bonuses just became expected. Two quarters in, they felt like entitlements.

What finally worked was giving each pod their own P&L.

Revenue minus costs equals pod profit. 

Example: Hit a 50% margin, and the pod splits 10-20% of the profit above that each quarter.

Our creative team suddenly found $5k in subscriptions we could cancel. I didn't even know we had them. They found it because they now read the expense report.

Company-wide profit share doesn't create that behavior. When leadership spends money on a conference, the delivery team feels punished for something they didn't choose. Too far removed to matter.

Pod profit keeps it tight. The numbers you see are the numbers you made.

Still not a perfect model. But it's the only one where teams consistently make decisions that actually help the agency.

I've rebuilt operations for 3 agencies stuck between $500k-$2M.

And it's the same story every time.

They're onboarding 3 new clients just to lose a couple current ones.

That revolving door exposes weak operations.

What breaks when your ops are a mess:

→ Delivery quality is a coin toss at best

→ Creative iterations take 3+ days instead of same-day turnaround

→ Clients lose confidence because updates are buried in Slack nonsense

This is a brutal client experience.

Any churn before Month 4 is net negative for your agency.

Real wealth is built in Months 5-12.

So I built The Hamster Wheel Audit.

This is the exact framework that helped agencies cut churn down to 4% within 2 quarters and build delivery engines that don't rely on specific people.

Want the complete Hamster Wheel Audit?

Connect with me

Comment "AUDIT"

I'll send it your way.

PS - First 50 comments get priority access

I ran an 8-figure agency as COO.

Your agency doesn't need more clients.

It needs a 14-day reset.

Most agency owners stuck between $500k-3M have the same problem:

→ You're the bottleneck for every decision
→ Pods are unbalanced and overworked
→ No reporting system that actually predicts problems
→ Client communication is scattered across Slack and email
→ You're working IN the business every single day

I've rebuilt the operations of 100+ agencies in this exact spot.

The problem is never revenue. It's the chaos behind it.

So I documented the exact 14-day system I install to fix it.

Inside The 14-Day Agency Reset:

→ Day 1 Founder Audit to map exactly where chaos lives
→ Weekly reporting system that takes 15 minutes to run
→ Pod restructuring framework to balance workload instantly
→ Capacity calculator so you stop over-servicing
→ Hiring load calculator to know when to hire - not guess
→ QA and revision loop that cuts client requests by 50%
→ Leadership meeting cadence template (plug and play)
→ Pod lead handoff process so you can finally step back

This is the same system that's helped agencies:

✅ Cut churn from 18% to 4% in two quarters
✅ Free up 15+ founder hours per week
✅ Double EBITDA in 90 days

If your agency feels stuck and you're tired of firefighting with no systems to show for it...

This is your shortcut.

Comment "RESET" and I'll send you the full system.

(We need to be connected for me to DM you)

I've helped 20+ agencies break through $100k/mo.

The ones that make it all have one thing in common:

They know their exact path from $50k/mo to $200k/mo.

I spent 3 years as COO scaling an agency to 8 figures. Before that, I exited my own at 7 figures.

The pattern is obvious now: agencies that scale to $2M/yr follow a specific sequence.

I've mapped out that entire sequence in The $2M/yr Agency Operations Guide:

→ ICP framework that makes sales predictable (not random)
→ Service model that delivers consistency at scale
→ Team structure blueprint for each revenue stage
→ Hiring triggers so you know exactly when to add headcount
→ The 5 leading metrics that matter before $2M
→ Leadership development system that removes you from decisions

This system has helped agencies:

✅ Scale from $60k/mo to $210k/mo in 12 months
✅ Build leadership teams that run daily operations
✅ Create predictable revenue without founder bottlenecks

If you're tired of guessing your way to $2M and want the actual roadmap...

This is it.

Want The $2M/yr Agency Operations Guide?

1. Connect with me
2. Comment "ROADMAP"

I'll send it over.

PS - Repost for Priority Access.

I've sold an agency for 7-figures.

You can remove yourself from the business & EASILY scale to $500k/mo+

There's just one thing you need...

Operations.

Without the right systems and back-end, your agency is stuck forever.

And to be honest, most agency owners are stuck:

• Say yes to everything
• Revenue up, profits down
• Teams overwhelmed

I've built and sold multiple agencies. Now I'm sharing the exact operations manual that took us from chaos to 8-fig

Inside this 9-phase blueprint:
→ The Pod System that increased capacity 30% (no new hires)
→ Team-led SOP framework that actually gets followed
→ 5 leading metrics that predict problems before they happen
→ Profit-sharing structure that drove 2X performance

This is exactly how I've helped scale 3 agencies past $3M ARR & maintain a 40% profit margin.

Want the complete 8-Figure Agency Operations Blueprint?

1. Connect with me
2. Comment "SCALE"

I'll send it your way.

PS - Comment early to get priority access!

"I just can't handle the workload anymore."

That's what a $180K/month agency told me last month.

I asked him to walk me through what happens when someone new joins.

"We have SOPs. They shadow someone for a few days. Then they're live."

That was the problem.

His "simple" onboarding wasn't saving time. It was shifting the training burden onto everyone else.

New hires were pinging senior people constantly. Account managers got pulled off client work to answer basic questions. Mistakes slipped through to clients. And he was re-training people anyway... just reactively, in the middle of fires.

He thought he had a capacity problem. He had an onboarding problem.

Another agency owner said something that stuck with me after we started rebuilding his onboarding: "I can't rush through this because this is how I make 100k, 200k, 300k a month. This is not me building a training. This is me building my future."

When you see onboarding that way, you stop cutting corners. You build closed-loop training for each skill. Not just high-level overviews and a link to Notion.

Can you go faster by skipping that? Sure. But then retention won't be there. You'll keep cycling through hires while the same problems show up.

Your veterans shouldn't be the help desk for your onboarding gaps.

If new hires are still asking basic questions in week three, that's not a people problem. That's a systems problem.

I helped an agency owner go from missing bedtime every night to biking 2 hours daily while scaling his business.

Here's what changed everything:

He stopped chasing clients. And built systems so clients never chase him.

Most agency owners are trapped in the same cycle:

→ Working 12-15 hour days just to keep up
→ Missing family time because fires need putting out
→ Revenue growing but no time to actually enjoy it
→ Team overwhelmed because you're the bottleneck

Andy Gray was there too. Until we rebuilt how his agency operates.

I just documented his entire transformation in a case study.

Inside you'll discover:

→ The 0% Chase Rate system that eliminated client follow-ups
→ How he restructured into pods without losing a single client
→ The Perfect Calendar method that protects family time daily
→ Why tracking Slack messages became his secret weapon
→ The playbook approach that got his team building processes for him
→ How he dropped 4.5 kilos while growing the agency faster

This isn't theory. Andy now:

✅ Never misses dinner or bedtime
✅ Bikes 2 hours daily to and from work
✅ Has his team designing processes without him
✅ Thinks about the future instead of just surviving

If you're stuck working IN your agency instead of ON it and want your business to work around your life - not the other way around - this is your blueprint.

Want the complete Andy Gray Case Study?

1. Connect with me
2. Comment "BALANCE"

I'll send it directly to your DMs.

PS - This is for founders ready to stop trading family time for revenue.

I scaled 3 agencies past $3M ARR.

The difference between agencies stuck at $50k/mo and those hitting $500k/mo?

They know their numbers. Cold.

Most agency owners are flying blind:

- Checking revenue but ignoring the metrics that predict it
- No idea which clients are about to churn
- Team capacity is a guessing game
- Monthly P&L surprises that kill cash flow

I spent 5 years as an 8-figure agency COO obsessing over this.

What I learned: there are exactly 3 leading indicators that predict problems 30 days before they hit your bank account.

Most owners only track lagging metrics. By then it's too late.

I documented the complete metrics system we used to scale past $5M/yr.

Inside the $5M Agency Metrics Guide:

→ Sales & Revenue metrics that predict next month's cash
→ Delivery & Operations metrics to spot at-risk clients early
→ Team Performance metrics that expose capacity problems
→ Talent/HR metrics before burnout kills your best people
→ Core Metrics Meeting structure (weekly cadence template)
→ Monthly Metrics Sheet you can copy and use today

This is what separates chaotic agencies from predictable ones.

✅ Used this to maintain 40%+ profit margins at scale
✅ Helped 100+ agencies get visibility into their operations

If you're doing $30k-$100k/mo and still guessing at your numbers - this fixes that.

Want the complete $5M Agency Metrics Guide?

1. Connect with me
2. Comment "METRICS"

I'll send it directly.

PS - The assignment problem on page 6 is what most owners miss completely.

I've helped 40+ agencies transition to pod structures.

Most do it wrong and create MORE chaos.

Here's the problem:

Agency owners at $1M-$3M hit the same wall:

→ Revenue grows but you're stuck in delivery
→ Every client escalates to you
→ Team can't solve problems without your input
→ Hiring doesn't create leverage - it creates more management

The fix isn't just "build pods."

It's building pods the RIGHT way.

I spent 3 years as an 8-figure agency COO figuring out exactly how to do this.

The "messy middle" transition period breaks most agencies.

But it doesn't have to.

I just documented the complete 90-day pod transition framework into a blueprint.

Inside The Pod Transition Blueprint:

→ Pre-transition audit (revenue concentration, client health, team capability)
→ The 4 pod models with decision criteria for each path
→ Messy middle survival guide (60-90 day failure points to avoid)
→ Pod lead validation process (interview questions + 30-day test)
→ Capacity planning calculator (know when pods are balanced)
→ Client transition communication templates (plug and play)

This is the same framework that's helped agencies:

✅ Remove founders from delivery in under 90 days
✅ Scale past $3M without adding management layers
✅ Cut client escalations by 70%

If you're stuck between $1M-$5M and want a team that runs without you...

This is your roadmap.

Comment "POD" and I'll send it to you.

(We need to be connected for me to DM you)

PS - first 20 comments get immediate access.

I scaled an agency to 8 figures as COO.

Here's what breaks agencies between $50k-150k/mo:

You're training every single hire like it's their first day of kindergarten.

You spend 2 weeks onboarding someone. And you have to walk them through client processes you've explained 47 times already. 

I've watched this kill momentum at 100+ agencies.

So I built The 30-Day Agency Reset - the fastest way to document your operations so your team can train themselves.

Inside:

→ The "brain dump to SOP" method that takes 15 minutes per process
→ Self-service training library template your team actually uses
→ Decision-making framework that stops "quick questions" cold
→ Knowledge capture system that turns your Slack threads into assets
→ The 4-week timeline to remove yourself from being the answer key

This is what helped agencies:

✅ Cut new hire ramp time from 6 weeks to 10 days
✅ Reduce founder involvement in training by 80%
✅ Scale from 5 to 12 team members without breaking delivery

If every new hire means you disappear into training mode for weeks...

This fixes it.

Comment "RESET" and I'll send it over.

(We need to be connected for me to DM you)

P.S. - Your team wants this more than you do

I've tracked client fires across 27 agencies over the last 12 months.

~80% of them were preventable.

With a simple dashboard.

Most agency owners at $1-3M are flying blind.

They find out a client is unhappy on Friday.

They learn about a late deliverable when the client emails.

They discover a team member is drowning when they quit.

You're always two steps behind every problem.

That's not a people problem.

That's a visibility problem.

After 5 years as an 8-figure agency COO, I built the exact dashboard system that changed everything.

Inside you'll find:

→ The Agency Dashboard Template (copy it in 5 minutes)
→ 7 Leading Performance & Quality KPIs that actually predict growth
→ Capacity Tracker so you know exactly when to hire - not guess
→ Client Health Scorecard that flags churn weeks in advance
→ Revenue Driver Analysis showing which inputs move the needle

This same system has helped agencies:

✅ Cut churn by 50%
✅ Recover $500K+ in hidden capacity
✅ See fires before they start - not after

Complex systems fail.

Simple systems scale.

The power isn't in the tool - it's in the HABIT of daily tracking.

Want the complete Agency Dashboard system?

1. Connect with me
2. Comment "METRICS"

I'll send it your way.

PS - Most agency owners discover they're sitting on 15-25% hidden capacity. Revenue you could capture without a single new hire.

I've scaled an agency to 8-figures.
 
I just built the operations blueprint specifically for creative video agencies that want to scale past $100k/mo without drowning in revisions.
 
Most video agency founders are stuck in the same trap:
 
→ Personally reviewing every edit before it goes out 
→ Revisions eating 30-50% of your margins 
→ Revenue growing while your profit stays flat 
→ No idea when to hire your next editor (so you wait too long or hire too early)
 
The problem isn't your creative work. It's your backend.
 
I've helped 3 creative video agencies go from $40k/mo to $100k-200k/mo in 12 months. All while maintaining 60%+ gross margins.
 
I just documented the entire system.
 
Inside the Creative Video Agency Operations Blueprint:
 
→ Editor comp structure that scaled to 100+ edits/month profitably 
→ Revision reduction framework that cut rework from 30% to under 3% 
→ Fulfillment system that dropped lead time from 24 days to under 10 
→ Capacity calculator so you know exactly when to hire your next editor 
→ UGC + media buying retainer pricing model
→ The pod structure that removed founders from day-to-day editing oversight
 
This isn't theory. This exact system has:
 
✅ Scaled creative agencies from $40k to $200k/mo in 12 months 
✅ Maintained 60%+ gross margins at scale 
✅ Allowed founders to fully step away from production
 
I'd normally charge for this. But I'm giving it away.
 
If you run a creative video agency and want the operations to scale past $100k/mo:

One LinkedIn agency was signing clients Monday. First post went live Wednesday... of week two.

Nearly two weeks from payment to anything actually happening.

I asked the founder what it would take to ship something the same week. His answer: "It takes me a week to design the LinkedIn approach, build the content strategy, build the outreach."

That wasn't really true. If that was all he was doing, he could go Monday onboard to Thursday deployment. The real blocker was 30,000 other things competing for his attention.

So we built what I call "fake time to value."

While full strategy work continues in the background, clients get quick wins shipped same week:

1. One lead magnet post (these hit 70-80% of the time for 100+ quality comments)
2. One social proof stack post
3. A pipeline sweep where the client reaches out to 10 warm prospects using a template we provide

None of this requires the full strategy to be done. But the client feels momentum. They feel like they made the right decision paying you.

I've seen this pattern enough times to believe it: how soon clients get value from the day they pay directly impacts how long they stay. Two weeks of silence after someone hands you money creates space for doubt. Same week delivery closes that gap.

This does require a process built for speed though. Telling your team to "move faster" without changing the workflow just creates burnout. We learned that one the hard way.

Client transitions don't fail in the handoff meeting. They fail in the 3,000 Slack messages that come after.

We used to do 30-minute brain dumps. "Here's the client, here's the contact, here's the work." Then for three months: "What's the turnaround time?" "Who approves creative?" "Where's GA access?"

Every unanswered question became another ping. Another delay. Another moment the client felt like nobody knew their account.

So we built a transition form that takes an hour to complete. My team hated it. I asked them: one hour now, or three months of Slack chaos?

The form covers nine sections:

1. Client snapshot
2. Transition type
3. Pod assignment
4. Reassignment risks
6. Links and access
7. Scope at a glance
8. Risks and landmines
9. Post-transition touchpoints

Outgoing owner, incoming owner, and leadership all sign off.

Now the actual sync meeting is 10 minutes. Just risks, blockers, and next steps. Everything else is already documented.

One hour upfront prevents three months of fires on the back end.

I spoke with a lead gen agency last week doing about $800k. They said their ICP was "consultants."

So I had them pull up a spreadsheet and score every client they'd ever worked with across 4 columns: total revenue, total profitability, performance results, and ease of doing business.

Out of their client list, only 5 scored high across all four. And none of them were the "consultant" profile they'd been describing on sales calls.

They were all sales consultants. Specific subsegment. Paid the most, highest margins, best results, and the team actually liked working with them.

The other 95% of their book? Some were high revenue but low profit. Some got great results but were nightmares to manage. Some were easy but barely paid anything.

When you run this exercise, you realize your ICP isn't your most common client type. It's usually 4-6% of your entire book where everything lines up.

That changes how you think about positioning. If you can attract more of those 4-6 types instead of the other 94, the business gets dramatically better. Higher margins, better results, less crazyness.

Most agencies design their operations around their average client. The smart ones design around their best.

Up 100% from last Feb. 86% margins. Still 1 person.

February was a huge month for Agency Operators: Level Up.

Revenue is up 118% year over year. And I'm investing $7-8k/mo in AI to make that happen.

Here's the full breakdown:

What went right

→ Posted 5 LinkedIn lead magnets per week. That drove 16 qualified booked calls in Feb... historically my slowest month. I don't know anyone else posting at that volume (?).
→ My deliverables are getting dialed in AF. Built LLM guides and style guides for the majority of what I deliver.
→ Sold out on my Zero Fire Blueprint masterclass.
→ Still the most fun biz I've ever owned.

What went wrong

→ Sold 2 mastermind members, but only 1 Fractional COO client. Most prospects pushed to March. I did major price increases over the last few months, which slowed close rates. And it's also a historically slow time. But not hitting my projections.

Biggest learning

→ A lot of larger agencies ($500k/mo - $2M/mo) have been hitting my funnel lately. Same problems I solve, but positioning and pricing need to look different at that level. So I've started selling my audit as a standalone product up front more, and refining the offer for them.

Random thought

→ I'm hitting my own personal capacity ceiling for client work. Gonna have to make a call soon on where this goes:

1) Hire a killer Fractional COO for delivery, train them on my stuff. I think I can get total comp to $250k run rate in 12 months, working less than 40 hrs/week, and still hit my gross margin targets.

2) Hire a Jr person to give me more capacity (less excited about this option)

3) Bring on other Fractional COOs who can do delivery AND find clients... rev share model.

I've had advisors suggest all 3 models, so any feedback would be helpful.

PS: If you'd like to join Agency Operators: Level Up so you can scale to $5M/yr without being the Chief Problem Solver, let's talk (link below)

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