Entrepreneurship Archives - Tega Diegbe
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Replace Yourself: How To Find Great Virtual Team Members

Occasionally, you watch a film, hear a song, or in my case, read a book that changes how you see things. In my case, one book led me to the other and what I got from these 2 books became a part of my OS when I think about business and success.

Those 2 books were the 4 Hour work week and Rich Dad, Poor Dad. Yes, I am aware there was some controversy around both of those books, but it doesn’t change the impact they have had on my thinking since reading them.

One of the ideas from Rich Dad, Poor Dad that stuck with me is the idea of the cashflow quadrant.


It laid out in my mind a framework to shoot for, if you were building a business to secure financial freedom. Looking at the image above, I could see and prescribe why someone was stuck depending on what they are/were trying to build and then come up with a suggestion for something they can do to move past being stuck.  

In this article, I want to tell you how to make the move from being “self-employed” to being a “business owner”. The premise is simple: hire people to work with you in your business, so that things can continue to function even in your absence. The implementation is anything but simple.  

What I want to do with this article is to offer guidance on “How to find reliable people, and how to hire them, without pulling your hair out or getting bogged down with admin.”  

So without further ado, let’s get to it. 


You FINALLY make the decision to invest in a virtual team member to help you grow and scale your business. 

You get so pumped up and quickly create a simple job post and post it in one of those popular job sites like Upwork or Fiverr. 

Then the issues begin, before you have a chance to say “I’m Hiring”, you have 150 responses of people interested in the job with 136 of not qualified and haven’t read the job post, you know this because if they had, they’d know they were not qualified to apply for the Job. 

You can’t get through the emails fast enough, and more keep coming in. At this point you start thinking “I’ll probably have to hire someone JUST to go through all these emails” between looking through emails and making sure that your business continues to run, most people would simply stop the process and go back to doing things the way they know how to do. 

The process of hiring team members can and does get overwhelming and it eats up a lot of time, and that is just the hiring process. You are yet to consider training this new hire, getting them integrated into the business, and accounting for the learning curve in all of that. 

Then there are the consequences of hiring the wrong person, worst case scenario is that you end up with a liability because you are carrying dead weight and you are doing the workload of two people because you thought you were hiring a superstar who turned out to be a dud.  

Best case scenario, you end up firing the person after 7 days, which leaves you again stuck doing the work of 2 people. 

This cycle is going to go on and on and on unless you change your approach and adjust the way you are going about the task at hand. 

The approach you should adopt is one that puts a system or process in place, that from the outset filters and separates the good candidates from the unqualified candidates. This means that if you CHOOSE, to look through the responses, you are looking through the people who ideally you could hire with little to no stress. 

The process I will be walking you through today came about because, the scenario I described above was one I went through when I was trying to hire reliable virtual team members. 

I have experienced sitting down and filtering through unqualified applicant after unqualified applicant. I have endured the Job post email avalanche; I have also ended having to do the work of 2 people because I hired the wrong person. 

After a bunch of trial-and-error along with money invested, I was able to devise a process/system that not only delivered great candidates, it also removed unqualified candidates AND eliminated problems like the email avalanche.  

The process was borne from my own struggles and I am sure it can be useful for you. 


Through this process, you will be able to avoid the frustrations of having hundreds of potentials to look through. 

 You do not want the entire hiring process to take so much of your time away from the business that you should have been focusing on in the first place. 

 Without having a system in place, all your effort could be wasted, and you might end up facing a bunch of other problems you did not have in the first place such as:  

  • Hiring the wrong type of team member because they are slow to deliver work leaving no time or room for amendments 
  • Flaky people that start out strong and then fade into some obscure place on the internet never to be seen or heard from again aka Ghosting 
  • Communication issues brought on by a gap in experience from BOTH yourself and the hire 
  • Inflated wage expectations without the skills to command those wages 
  • Language and culture barriers 

I will show you how you can avoid all these problems by taking on a more methodological approach to hiring. 

Not only do you want to keep the process quick and effective, but you want to make sure you find the right person that fits with your idea of the role they are going to play in your business. 

At this point, you are probably thinking, “Wait, I want my life to be easier! I want my recruit to do ALL the work so I can just chill!” 

I am not saying that you can’t eventually “chill” while someone does the work for you, but I am saying that in the first stages, you need to be there to guide this person. 

Let me elaborate…  


Surely, If I am hiring someone, they are going to be replacing me. I.e The are going to be doing the things I don’t want to do in the business? 

Well Yes AND No. 

When you are hiring someone, the last thing you want to do is abdicate your responsibility, by that I mean giving them what to do and making them responsible for doing it. You want to delegate the tasks but retain the responsibility and hold them accountable making sure that work is done to a high standard and delivered on time. 

You want the transition, from having that person assist you to eventually replacing you, to be done gradually. The idea is to start the ball rolling to remove yourself from your business, so the business is running I would say 80/20 without you.  

This means 80% is mostly with you and 20% is the management time that you would need to put in to check on the output of your team member. 

If you really think that you can instantly pass on 100% of the business to your recruit while you go lie on a beach somewhere, you are going to come back to no business. When you bring someone on to assist you, you learn about that person’s work ethics, skills, strengths, weaknesses, and what motivates and does not motivate him or her. 

So, when the time comes that this person is now experienced enough to replace you, you not only know if they are going to be up to the task, but you know if that is something that they want to do because they have been with you for a little while and you have gotten to know them. 

It makes no sense to hire someone to replace you if that person does not want to be in the driving seat. Therefore, the focus of this process is going to be on bringing in someone to assist in the meantime, but with the goal of having them replace you when the time is right. 

Before we delve into the framework, allow me to talk a bit about how I was able to find the right person for my team once I implemented the steps into my hiring process. 


My first success story using this framework is a dude called Mark.  

Mark is a very, very funny guy. He has a sense and attitude of fun. He does not take himself too seriously. He is a self-starter and a free thinker. 

But here is the catch. 

Mark had never done Digital Marketing before. Yet I chose to hire him anyway because I saw that he had initiative. 

He did not know what a squeeze page was when we started working together, but he put in the effort to familiarize himself with the role and responsibilities. So, for someone to take that responsibility on themselves to go and learn all that stuff just to not only make his life easier but make my life easier is a godsend. 

In fact, our connection grew so strong that I even had the chance to virtually meet his family over Skype! You learn that once you find the right person for your team, your connections go beyond work. 

My framework not only allowed me to hire Mark, but I now have a whole bunch of talented team members not only backing me, but in some instances taking charge of certain projects and tasks. 

I have benefitted from this process, and I know that you will too. 

So, If you are ready to delegate tasks, gain some time freedom so you can work more ON the business than IN the business carry on reading. 


The following is an overview on how to find GREAT virtual team members so you can (eventually) replace yourself in your business: 

It may seem detailed, but each of the steps are super simple. 

Let us get down to each of the steps in further detail below. 


Knowing WHO You Want 

The entire process fundamentally starts with you figuring out WHO you want to hire.  

What I mean by this is that you want to know what type of characteristics you want this person to have. Do not focus on the desired skills first. The skills for the most part are all trainable. 

You can train up someone to be proficient in the skills you need unless you are looking for someone who is a specialist in something you can’t do, like a graphic designer for example. Excluding specialized or niche skills, the rest are trainable.   

Do you want a jack of all trades who can do a lot of stuff to an intermediate or advanced level? 

Do you want someone who is a specialist? 

Do you want someone who is going to be a manager and have a team of their own?  

The list goes on and on and on.  

You must figure out WHO is right for you wherever you are in your business because how you will implement the entire framework will depend on this. Once you know the profile of WHO you want in the business, you need to know the WHAT.  

Defining their WHAT in Your Business  

The WHAT comes after you have decided on the WHO.  

The WHAT has the following elements: 

  • WHAT this prospective team member will be doing for you in your business. 
  • WHAT are the trainings you need to provide to get them proficient at the tasks they must carry out for you? 

In a bird’s eye view, after finding the WHO, the WHAT helps you figure out what training that person needs and how to get them up to speed. This is especially relevant if business is growing and you find yourself snowed under with tasks and jobs to be done. 

By finding your WHO, you will be able to decide how much training this person needs and what their capabilities are. 

You can then tailor your job post to attract the right WHO to your business.

Creating the Job Post  

Think of the job post as an advertisement and you are the marketer. When you interact with a marketer, they are trying to sell you something. A good marketer will sell you what you need, disguised as what you want.  

So, from a recruitment perspective, your job post sells the job role to the prospects. 

We honestly do not know what exactly your prospects want, but you can bet your bottom dollar they need a job. 

Remember that the job post is the first contact our prospect will have with you, so you need to make a good first impression to increase the likelihood of converting job seekers to applicants. 

By weaving direct response copy principles, you will be able to have an attractive “sales page” aka your job post. And just like any effective sales page, your job post must be benefit heavy, have qualifying statements, and calls to actions. 

You are not the only person looking for someone to hire, so making your job post intriguing will allow you to stand out in a sea of job post. 

So how DO you make your job post standout? It is not as difficult as it seems… 

You simply need to look at what everyone else is doing and do the complete opposite!  

Let me show you an example: 

Putting yourself in the shoes of someone looking for a job, which of the following job posts are you more likely to click on? #1 or #2? 



Did you say #1? 


Did you say #2? 

I would hope you said #2! 

If we are going to play the comparison game, there are several reasons why #2 stands out.  

Remember that the job posting title is like your headline. The headline is what will catch and hold people’s attention, and a good headline will get them interested wanting to know more about the job, which leads to a click. 

The second example shows how I craft my job titles which are specific and benefit heavy. You do not want to sound lazy and that you are not putting much of an effort by crafting your job post titles like the first one. 

That is just one example of using direct response principles within your job post. 

You then need to create some tests as the next step before posting the job post. 

Creating Phase 1 & 2 Tests 

The reason we need to give tests to these applicants is to filter out any tire-kickers and only attract those that are serious and likely to stay with you for the long term. 

These two tests have different purposes. 

Phase 1 is used to test for basic understanding of computers and personal skills. I also use this chance to see how good the internet connection of the applicant is. 

Finally, I have the applicant draft an email response to a fictitious customer service issue so I can see how they handle it with no prior briefing from me. 

The test for phase 2 allows me to check their research skills and how they handle other tasks which will be similar to what they will be doing as part of their job. 

My tests are primarily designed to have my ideal WHO separate themselves from the pack.  

Let us say I have decided that my WHO needs to be someone who pays attention to detail, and an applicant claims to have this quality, but they do not actually follow the instructions as directed in the job post, then I know that applicant does not fit the bill. 

And once you have these tests in place, you then need to figure out a way to further filter the applicants efficiently through automation. 

Setting Up the Canned Responses

The way this works is at the end of the job post is a call to action in the form of an invitation for people to email you their CV with a specific subject line. If you do an excellent job at making the job post attractive, you are likely to get inundated with emails and CV’s from prospective team members.  

The most emails I have had running this process is over 300. 

Not only do you have to go through these emails one by one, but you also need to do further weeding out after that. 


After email deluge hell, someone told me to use canned responses to filter out the suitable from the not suitable applicants, and thus the canned response situation was birthed. 

So, I setup a process that when someone reads the job post and sends an email, it goes to the email address I specify in the job post, and they will receive the next round of tests. If they have not followed instructions, they hit a virtual dead end.  

Automating this process will save you loads of time and headaches. 

And now that you have all the things you need to start posting, it is time to get the word out and find your new team member. 

Which Platform Works Best for Me

The job post site I use is Onlinejobs.ph. 

Throughout this article, you may notice that I will mention this platform several times and that my examples will be based on my experiences there. The reason I use Onlinejobs.ph is because this is a job site especially for freelancers that live in the Philippines. 

Throughout the trial and error period, whenever I was trying to figure out this process and find someone, I hired people from all over India, former Eastern European, and even America. 

Over the years that I have been doing this, I have found that I get on better with Filipinos because the culture fit to me seems to be better than most. My personality type, for some reason, seems to gel with them. They also seem to respond very well to my style. 

Mark is also a Filipino. 

Now I am not saying that the process below will not work on other job sites. I have had people use Upwork, Freelancer and other sites with some minor tweaks and report back saying the process worked for them.  

The process is platform/job site agnostic. 

Posting the Job Post 

This is self-explanatory and will depend on the job site you decide to use to find your virtual team member. And once you post the job, the machine that you have put together should now carry the bulk of the load. 

What will be left for you to do is to screen the applicants, send rejection/unsuccessful application emails, interview prospects and hire someone. 


Creating the Interview Booking link 

In continuation to the automation of the more menial tasks in the process, I create a booking link for the candidates who pass Phase 2 of the testing, and make it to the interview stage, this circumvents the need to play email tennis with a prospective new team member, as you both try to figure out what days you are both free. 

Personally, I use a scheduling tool to generate this link. There are a bunch of tools like this on the internet and they are relatively easy to use and setup. 

Here is how I setup my Calendly: 

  1. Go to Calendly.com and create your account 
  2. Once you have successfully logged in, click +New Event Type on the homepage 
  3. Choose the One-on-One Event option 
  4. Fill in all the event details. For the duration, I usually set it at 60 minutes.  
  5. Be sure to set the Date Range so that you can indicate the days when you are free 
  6. After completing all the details, you will be provided with a Calendly link that you can send to the applicants 
  7. Any dates that have already been chosen will be blocked off to avoid any double bookings 

Now depending on the final number of candidates I am inviting for the interview; I usually free up 2 days and those 2 days are the ONLY days free on the calendar for candidates to book a time for their interview. 

This is beneficial because, as I previously mentioned, it saves both myself and the candidate from email tennis of “When are you available for an interview?”. In addition, it allows me to set the times and that can be a filtering mechanism that further vets the candidates and their suitability for the role they are applying for. 

Once you have your link set, you want to send it to candidates who you are inviting for an interview. 

Before going ahead with the interviews, I make sure to turn off the job post on Onlinejobs.ph so that no one new goes through the process again. If the interviews are unsuccessful and I don’t find someone during the interviews, I can always turn it back on. 

Interviewing the Candidates 

Contrary to the usual video call interviews, I prefer to do mine over Skype chat. 

Now do take note that there is absolutely nothing wrong with carrying out the interview via video. If you think this will be of better fit in your hiring process, feel free to conduct video interviews instead. 

I personally prefer chat interviews because I found that in my experience with OnlineJobs.ph, the people I was interviewing were a little closed off during video calls, most Filipinos tend to be a little shy during your first few encounters with them. And because of their shyness, it is difficult for them to put their best foot forward. 

If you also consider the fact that they will be working virtually and the right candidate would be a self-starter, I will not need to have frequent communication with them so long as everything works out. 

The chat interviews have worked well for me all these years, so I stuck to it. 

When it comes to the interview structure itself, there are a few KEY questions that you want to ask. These questions go towards further confirming that you have the right WHO and assessing whether the two of you will work well together. 

Here are the questions: 

  1. Do you currently work?
  2. Tell me about your last job 
  3. What do you want to learn/do in this job? 
  4. Do you have your own computer and Internet access? If you have access, how fast is your connection? 
  5. If the internet goes out what are your other options? 
  6. Have you worked for foreign employers before? 
  7. Will you work from home or from an Internet café? 
  8. Where are you in the Philippines? 
  9. How much money are you looking to make? 
  10. Do you have a Paypal account? 
  11. What are your Long-term plans? 
  12. When would you be available to start work? 
  13. Do you have any questions for me?

This is not an exhaustive list of questions, but they should serve as a starting point to get you thinking along the right lines when creating your own questions. 

And once you have conducted all the test and interviews, it is time to assess who of the candidates make the cut. 

Assessing Your Candidate

This step should be straightforward because you have your WHO, and it is a case of seeing which ones fit the bill. 

Also, it is only proper decorum to send updates to those who did not make the cut and let them know that you chose to go with someone else. You want to make sure every applicant is updated. 

A Few More Things to Consider 

Now before you go and implement everything I have laid out; I just have a couple of other things you should consider when screening: 

  • You want prompt responses. The reason for this is that not only do fast responses prove that someone is a self-starter, but it also proves that they know what they are talking about. It also shows that they are indeed eager to get the role. 
  • Instilling a sense of urgency. You need to set deadlines because you have this process set up for people to go through, and you want to make sure that those who pass can continue to the next phase together. You do not want anyone to be left behind by due to late submissions. That way you can then set things up on the back end with the emails and everything that goes out can be scheduled properly.

And after this long but rewarding process of screening through a whole bunch of applicants, you can now focus on that one person you have hired. 


Welcoming Your New Team Member 

Congratulations! If you have followed the process; you should have your new talented and reliable team member!  

You have now taken the first step to getting your delegation shoes on and start the process of working more ON your business, than IN your business. Hopefully this process has gone some way to showing you that recruiting is not as difficult as you thought, provided you approach it with a process. 

Now that you have your new team member, you have to get them onboarded as smoothly as possible, check out this Complete Employee Onboarding guide from the good people at Sweet Process.  

Proper onboarding will go a long way to helping you build rapport and trust with your new team member. Once you hired the right virtual team member, you want to make sure that you manage this person well. 

And that is the process, that has allowed me to help business owners create room for growth in their business and to have the freedom to work ON their business and not IN their business. 


Here are a few key things that I have implemented with my team, and so far, we all have a harmonious relationship with each other, and I am aware of everything that happens in the business.  


At the end of every workday, I have my team member send me an EOD (end of day) email breaking down what they have worked on that day. 

The EOD email is quite simple, and I just ask them to briefly answer three questions: 

  1. What did you do today? 
  2. What problems did you run into today? 
  3. How can I make my processes better? 

Based on my experience with Filipinos like Mark, it was a little bit of a challenge to have them be honest with the last two questions.  

During the first six months, he would simply say “fine,” which I told him would not serve either of us. 

You need to reiterate to your team member that these questions are important in building better processes and procedures. These questions give them a sense of accountability in the business because it shows that you value their input. 

Consistent Communication 

Make sure that you are always in touch with your team member and are easy to reach, especially during the first few months when he/she is still learning the ropes. 

In terms of regular meetings, my team and I have a beginning and an end of week call.  

I have found that these calls allow me to get everything I am thinking out my head, and it allows the team to see the direction that I want to move in that week. It also gives them a chance to apply some forward thinking and share with me any ideas or issues. 

My team members and I also communicate via Slack for any other matters. 

Make sure to create a sense of openness with them so that they will not hesitate to bring up any matters with you. 

You Need to Be A Mentor, not a Boss  

Just like any unfamiliar environment, there is always an adjusting period. You need to dedicate time to train your new hire and give that person a clearer understanding of your business. 

They must know who your clients are, how you serve them, what you do, and what tools you are using before they can then fully step into the role. 

Where most people go wrong, and it is where I have gone wrong in the past is, I had the mentality of “Oh yeah, now have a VA. I can just give this task to that person and he or she is going to know what I need them to do.”  

That is abdication, and that is not good. Abdication is going to lead your business to ruin. 

That is the last thing that you want to happen, after all the effort you have put into finding the right team member. 

Therefore, you need to slowly immerse them into the business through letting them assist you first, then helping them improve their skills so that they can eventually replace you and you can focus on more important matters. 

You want to make sure that you are delegating and not abdicating. 

So, to recap… 

When you are ready to take the step to bring in outside help to grow your business, it is important that you start with WHO 

We start here because unless you want to bring in a specialist, bringing in the right kind of person is better than bringing on an “expert.” Focusing on the WHO allows us to bring in someone who would buy into the culture you are trying to build for your business and then learn the skills needed to fulfil their role. 

When you know the WHO, you then need to decide if this person is coming on to assist you or eventually replace you. Clearly defining the WHO allows you to figure out how you and your hire can help each other grow the business. 

You also want to automate the hiring process where it makes sense so that you do not find yourself in the position of needing to hire someone to help you hire someone. 

Remember, Delegation over Abdication. 

As the business owner, YOU handle your business, not your new virtual team member. 


The steps that I have outlined in this article allow you the room you need to start working more ON your business rather than being stuck IN the business. 

Once you can set all these systems in place, finding a great virtual team member is not going to be that much of a challenge anymore.  

You do not have to go through the entire process, running around like a headless chicken and hoping that you got it right this time, after sorting through hundreds of emails. But do not expect your problems to be fixed overnight. 

My experience using this process for myself and for others has shown me that nature abhors a vacuum. This means that if you are not disciplined when implementing this process, hiring someone will lead to some more stress for you. 

You really need to have everything planned and laid out before you hire someone. 

Rome was not built in a day so it would be unrealistic to expect you can build a business in a day or by hiring someone. It takes time, effort, and patience. 

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Find out how to make money online through the systems and processes I have implemented when starting my own Podcast Management Agency.

I Accidentally Started a Podcast Management Agency…

I help run and manage a community of aspiring and established entrepreneurs and business owners. This community is called Coffee with Dan (CWD). Due to my position, I get to see the myriad of questions people ask when it comes to starting, growing or scaling a business.

The more interesting questions I see are the ones where new members join up but they have no idea where or how to start.

I find these question interesting because, you get to see someone go through a process of finding an idea that they are excited by. You then see them take that from idea to something someone would happily pay for. At the same time, you get to learn that not all ideas are thought up equally and the chances of success are hampered further by lacklustre implementation.

So I want to put this post together to write about how I accidentally started a podcast management agency.

At the core of my happy accident, is what most if not all the guru's teach but we all sometimes miss for whatever reason. The core here being that to build a "successful" business, You need to help people solve a problem that they have.

In my opinion, that is where everyone should start, but for whatever reason, we want to start where we are most comfortable or where we can procrastinate the most. <<This is me drawing from my own experience and not calling anyone out.

Going back to the core...

Problem = Time strain on maintaining and growing a podcast
Solution = Let me handle it for you

What follows is as detailed an account as I can give on how the happy accident came to be and the steps I took to streamline and systemise my efforts. So if you have been thinking about starting a business for whatever reason, it is my hope that this article illuminates a path that you can walk to get where you are trying to get to and avoid some of the pitfalls along the way, because "ain't nobody got time for that"


You may be thinking, “What is podcast management and how does it relate to starting a business?

Read on to find out the answers to the question. In addition to that I would also politely suggest you read between the lines, I may be talking about podcast management, but the process can be applied to any topic. The things that we do as a podcast management agency, we can do for almost any other service that helps businesses or business owners.

The details may change but the foundation remains the same. We can switch out podcast management for social media management, or content repurposing, or video editing. Which ties back nicely to the core of good business. Help people solve their problem and they will pay you for that.

With all the preamble out of the way, Let me now tell you a (very short) story of how I accidentally started a podcast management agency. 


Once upon a time, many moons ago, I learned about outsourcing, in particular outsourcing overseas where your $/£/ Euro or Yen would go a lot further. Come to think of it, it was around the same time I read "The 4 Hour Work Week by Tim Ferriss" and I was intrigued by the idea of outsourcing and wanted to try it out. 

So, I go on an adventure and hire my first ever contractor...

Thanks to my naivete and lack of experience, my first foray into outsourcing was a complete shambles. It was SO BAD  that I thought as quickly as the outsourcing adventure started, that it was going to end as quickly.

After dusting myself off, and getting my wits back about me, I stepped back onto the plate determined to get to grips with outsourcing.

So with my renewed enthusiasm, I become a lot more process-driven about what I wanted to achieve, what problem I was going to solve and who I was going to solve that problem for. As fate would have it, the second time goes A LOT better than the first. After taking people through a process, I ended with someone who I believed would make an EXCELLENT contractor.

Lo and behold, just as I finished and found this person, my friend Adil was looking for someone to help him with managing his podcast. Turns out he wanted someone to help take some of the tasks required to manage and keep his podcast running, I make a proposal to him that if he was willing to go halves on the wages of my new contractor, and we'd manage it for him.

It was a win, win, win.

A win for Adil because he got a GREAT deal, and his podcast would be managed

A win for me because the cost of the contractor is now shared investment

A win for the contractor because there was always going to be work to do which meant stability for them. 

Adil shared with me that working on his podcast was taking too much of his time and that it was too difficult to focus on anything else. 

Funny story, at the time I made that deal/offer, I HAD NO IDEA how to manage a podcast. I knew how to edit audio but that was the bulk of my experiences. So I said Yes/made an offer when I didn't know how fully to deliver the service. 

Thankfully, everything worked out fine and here I am today, telling you the story of the happy accident and the inception of my podcast management agency. 

It was that simple! 


Now I do not want you to think that I was some sort of wizard and figured everything out on the get-go. 

When I just started out with the agency, I felt super lost because EVERYTHING was something new to me. 

Remember I didn't really have a game plan beforehand, because this idea sprung forth from impulse rather than months and months of meticulous planning. I had to learn new technology, learn a new language in the different hosting platforms, learn to upload on websites and basic on-page SEO, and a bunch of other aspects.  I felt overwhelmed and scared. 

I was fortunate enough to work with clients who helped and guided me along the way to make my agency what it is today.  

As I grew and got better, I found myself working with some really cool people who were doing great things in podcasting, a couple of them below: 

Unplugged by Adil Amarsi
The Laptop Empires Podcast
Hustle & Flowchart Podcast

I am writing this article in the hopes that you will be inspired to set up a similar venture for yourself. Which is why I say read between the lines. I mean if you want to start a podcast management agency of your own, then this article should be super useful in showing you what to do, however, if you have an idea for a “Side Hustle” the steps I have broken down here you can still get a lot from the article. 

Although I am in no way guaranteeing that your business will be successful, I hope I can help in my own way by imparting what I have learned through this process and journey. This business has been extremely rewarding for me because I have added value to so many people. 

I have done my best to be as detailed as possible, but I am sure there will be an instance or two where I maybe have not gone as deep for whatever reason, simply let me know in the comments and I’d be happy to update the article as those sections are brought to my attention. 

Are you ready to learn how to start a business from the ground up? 

Then let us continue… 


I believe everyone has heard of a podcast.  

But not everyone is aware of the magic (and hard work) that happens behind the scenes from producing to launching the podcast.  

Now some podcasters are a one-man-show, and I salute them.  

But most of these individuals, who are thought leaders in their industry, have A LOT of demand on their time.  Most of them are busy managing their businesses and so do not have the time freedom to handle all the nitty-gritty details for managing and maintaining a podcast from recording to editing to launching episodes then promoting those episodes. 

This is where podcast management agencies come in.  

If you are currently working with coaches or experts in their field, then creating a podcast management agency can be a great little business hustle to get into.

You do not have to be an expert in podcasts or have a podcast yourself to be able to start this business. As long as you put in the effort to research and learn about the industry, anyone can start their own podcast management agency.


If you decided to scan through this article like any normal human being, you might be concerned with the length of this article and start thinking that this process is just too complicated for a side hustle. 

Do not worry. 

It is only long because I wanted to make sure I am as detailed as possible. 

Here is just a quick run through of the process from starting the agency to managing it so you can see how simple the steps really are: 

  • Step 1: Starting the Business 
    • Finding clients 
    • To Niche or Not to Niche 
    • What Should I Offer? 
    • How Much Should I Charge? 
  • Step 2: Launching the Business 
  • Step 3: Managing the Business 
    • Tips on Client Management? 
    • Finding the Right Members for Your Team 
    • Tools to Help Manage the Business

After reading this article, I hope you will have a better understanding of the behind the scenes so that:  

  • You will know what this process looks like in full. This includes everything from starting the business all the way to managing your own team and clients. 
  • You will have another “string to your bow” and sell this as an extra service to your current clients and monetize from it. 
  • You will have a new side hustle that you can leverage on to increase your profits

Sounds good? Okay, on to the process we go. 



Finding Clients 

You probably might be asking “Tegs, finding clients already? But I don’t even have the business yet!”  

Do not worry my friend, we are taking things one step at a time.

The reason why finding your potential clients at the start is vital is because you need to know what is commonly sought out in the podcast industry.  That way, you will know how to structure your packages and services, and everything else will follow from there. 

As I said earlier, if you already have clients you are currently working with, then great! You can start with them and leverage from there. 

Personally, I focused on my existing network in my social media accounts. Luckily, I have friends who are podcasters and so I reached out to them and ask if they needed any help.  

It was natural that some of them declined my offer, but for those who said yes, I worked hard to provide the best service to them and prove myself. This helped build trust, which allowed me to get more referrals from them.  

This referral scheme was so effective in creating a snowball effect and growing my client base further.   

In short, it is all about leverage. 

I understand that other people may not have friends who are in the podcast industry. If you are one of those people, worry not.  If you do not have the network, the general way to find clients is to go on websites or directories that have podcast creators.  

A good example is Apple Podcasts. As being one of the most well-known platforms for podcasts, Apple Podcasts is the go-to for many content creators to have their podcasts published. You can actually find many of your potential clients here and the great thing about it is that you can contact them as well.

Let me show you how:

  1. In Apple Podcasts, have a good look at the podcasts and which ones catch your eye. Feel free to checkout the New & Noteworthy section to find those that are up to date and trending.

2. When you open one of the podcasts, you will be redirected to their main profile page. At the bottom left section, you will find a link to their website.

3. All websites are going to look different, but most, if not all of them, have a contact page where you can access their contact information from.

Take note that some podcasters do not have their own websites, but rather link their social media pages instead, where you can also contact them from.

It is a little bit of a long play and requires manual labor from your end, but the people you will get out of this effort will be guaranteed individuals who need your service. And once you are done with your research, you may notice that the categories or topics are endless. 

The question now is whether you want to focus on just one topic or have a more generalist approach. 

To Niche or Not to Niche… 

Deciding whether to focus on clients from a certain industry or niche is completely up to personal preference.  

If you are going to do the work yourself, I suggest working with podcasters who talk about topics that you are passionate about and interest you. This is because if you manage podcasts that you are not passionate about, you will eventually lose interest, and the work follows ends up feeling like a chore.  

The last thing you want to happen is that you get bored with managing your client’s podcasts! 

But then again, if you have an established team made up of skilled individuals who can do most of the work, I do not see any reason why you can’t branch out to multiple industries if that is something you want to do. 

For my agency, I work with entrepreneurs and business owners. This is because working on their podcasts not only educates me and the team, but since this certain industry is one that fascinates me, I am more keen on paying close attention to what they have to say. 

Now that you understand the market’s needs a bit more, do not reach out to them just yet.  

You need to decide how you are going to package your service and get them to say YES. 

What Should I Offer? 

The reason I have asked you first to find your market is so that you will understand their needs.  That way, you will know how to help your potential clients and make your services more relevant.  

If you did follow the earlier step of checking current podcasts in the market, you will see that these content creators have their own website for their podcasts. I suggest you go checkout their websites and see what they do.  

In my case for example, one of the guys who ended up being my client, did not have shownotes on his websiteSo, when I pitched my services to him, I offered to make his shownotes. But it did not make sense, because he did not need shownotes in the first place. This explains why doing prior research is so vital in getting clients.  

Always make sure your packages are tailored fit so that you will prove yourself valuable to them. 

One last tip I can give you about creating the package is to market yourself as an agency that will make a podcaster’s life easier. Show to them that your agency can take care of most of the workMarket it in a way that shows that all they need to do is record the podcast, and everything else gets done by your agency.  

Let them know that starting and maintaining a podcast need not be complicated and stressful with your help. 

And once you know what you are offering, you need to know how much you should be charging. 

How Much Should I Charge? 

Another aspect of the business that you need to figure out is the pricing of your services. 

Do not be too pressured about this since you can always adjust your prices as your business progresses and your services improve. 

Back when my agency just started, I used to price per episode and eventually added a monthly package. From there, once I could offer more services, I decided to increase my prices. I soon offered a setup package to take care of everything for the client after recording. There was a one-time fee for this, and a separate management fee per month.  

Now take note that this only happened when I had the ability to offer a holistic experience for my clients because of my growing team. 

Feel free to also check the prices of your competitors and see how you can price your own services from there.  

Again, you can always adjust your prices whenever you feel the need to do so. 

Once you finally have everything in place, it is time to get the word out. 


Personally, I firmly believe you do not need to spend on ads to get your business out there. The approach is super simple. 


Leverage. Leverage. Leverage. 

What I mean by this is to leverage on the platforms that you are already on, like what I did. For example, if you have a Facebook account, keep posting about your business and let your friends know. 

You can even join relevant Facebook groups and market your business there as well. Just be sure to avoid sounding too spammy or posting too much. Your content must be valuable and attractive to the people in the industry. 

If you have an email list, get the word out through newsletters. 

Use every channel at your disposal and be proud of your new agency and your ability to help other people. 

Personally, I never had to market my business since I relied on referrals from my clients. This goes to show why it is so important to prove yourself especially during the first stages of the business. Leverage and make the most of what you have. 

And we are done with Step #2!  

Yes, it really is that quick and simple.  

Let me repeat how to market your agency one last time… 

Leverage. Leverage. Leverage. 

On to the last step. 


Tips on Client Management? 

The tips that I will be sharing here are all based on my own experience that hopefully you can apply with your own clients as well. 

One practice that will give you lots of insight is to learn from your clients and always be open to criticism. This will be especially helpful during the first phases of your agency and will vastly improve how you manage your business. Always focus on constantly learning so that in return, you can be valuable to your clients. 

Another tip is to go the extra mile. You want to make sure you provide them with a wonderful experience and make their lives as easy as possible. 

Personally, one of my greatest achievements in the agency was that I was told by one of my clients that the work that I was doing was so good and so useful to them that sometimes they forget that they have a podcast of their own! 

I know I am doing my job right when I remove a huge weight off my clients’ shoulders. 

Finally, always remember that client management is all about communication. 

How do you communicate with them?  

How do you ensure transparency?  

How do you bring about any issues?  

What solutions can you suggest? 

Over-communication will always be better than under-communication.  

And remember that you cannot do all these tasks on your own. Well, you probably can in the beginning. But if you genuinely want to grow your agency, you will need to divide the tasks and find the right people to help you in the business. 

Finding the Right Members for Your Team 

It is a fact that podcasts consist of various elements that require skills other than being a good communicator. As a podcast management agency, you obviously do not need to do the communicating part. But you are doing everything else (depending on the package, of course).  

You need to design the artwork, edit the recording, write the shownotes, maybe even create the website, and on top of that, create a good relationship with your client.  

Now that is a lot on your hands! I have simple solution for that: outsource. 

For my business, I work with a virtual team from people I have recruited from online job sites. Currently, I work with Filipinos from onlinejobs.ph and I am happy with the results so far.

I highly suggest that you outsource so that one, you find people who are experts in their craft, and two, you save yourself some time by letting other people do some of the work for you. 

To know what type of people you need, you should identify what services you will be offering to your clients. So again, you see why identifying your clientele first is important. 

If you need someone to edit the recordings for your clients, I suggest that you look for a professional video editor who has knowledge in audio editing. In most cases, those who are good at editing videos can work with audio as well and will be able to edit the recordings MVE (minimum viable edit) style. 

Finding the right members to create the perfect team for your business is a whole other topic which I have written about in detail in my other article ‘How To Find Great Virtual Members So You Can Replace Yourself in Your Business.’ 

Click here to read the article and find out how you can hire the right VA for you.

That article is full of valuable content and tips that you can apply to your business so you can enjoy the benefits of delegating ad outsourcing. 

Not only do you need to find the right people to make your operations run smoothly, but you also need the right tools to manage various aspects of the business. 

Tools to Help Manage the Business 

Here are the types of tools I suggest you work with for your podcast management agency: 

  • Dropbox or Google Drive – to manage all your files  
  • Slack – for internal communication within your team 
  • Trello / Asana / Teamwork – or any other project management tool to help you create task templates (I will show you more of that later) 
  • PayPalThriveCart – shopping carts or a way to collect payments from your clients 
  • Zapier – for task automation 

In my business, here are tools that I am currently using, and I will show you a quick overview on how I use them: 

File Management: Google Drive 

Here is how I manage my files in Google Drive: 

  1. Create an exclusive folder in Google Drive for all your podcast files, and in that folder, a sub folder for your clients’ files

       2. In my own “Clients” folder, I created 6 folders to help manage my clients:  

    • Completed Episodes – this is where episodes that have been edited will eventually end up 
    • Guest Images – photos of the podcast guests are stored here for artwork purposes
    • Guest Research (since this folder is completely for the purpose of my podcast channel rather than the agency, you may disregard this)
    • New Episodes – this is where the raw audio files that are yet to be edited are stored 
    • Podcast Assets – where you store anything related to your podcast such as the featured image, background music, intro/outro audio and script for intro/outro 
    • Shownotes – plain and simple. This is where you store your shownotes. 
    • Websites (typically, clients will already have their own websites so please disregard this folder. Unless the client asks you or your web developer to build the website for them, you will not need this folder) 

Internal Communication: Slack 

I use Slack to communicate with my team. How we use it is that we create a channel for each of our clients and every bit of communication or issue is discussed in that certain channel. That way, it will be easier and quicker to assess and write a list of everything that needs to happen in the upcoming days for that certain client.  

In the #notifications channel of my Slack, you will see a list of tasks that automatically show up when a new task is added to Teamwork.  

This allows me and my team to stay on top of everything that is happening in Slack itself. I will show you more on how I set that up in a bit using Zapier. 

Project Management Tool: Teamwork 

In my project management system, which is Teamwork, each task/card has everything that needs to happen.  

Some cards for more routine tasks have templates or the general set of tasks needed to get something done.

The beauty of this is that you can assign the necessary people accountable for that specific task. That way, no one can miss the things they need to do. 

Shopping Cart: ThriveCart 

The shopping cart tool I use is ThriveCart, which allows me to design checkout pages so that my clients can pay me either via Stripe (for credit card) or PayPal account.  

This allows my clients the convenience of choosing which payment method they are more comfortable in using. 

ThriveCart however does cost a bit of money, so if you are on a budget, you can always go for PayPal. 

Automation: Zapier 

Zapier is a tool that allows me to be notified whenever a payment is made via ThriveCart 

The way this is done is that when a client makes a payment, I send them over to a page that asks them to fill out a form (I use Typeform.com to create the survey). The details that they filled out are all then sent to Google Sheets (the other application that I paired off with Typeform). 

Another example of how I use Zapier in my business is that if you recall my Notifications channel in Slack, I connected Teamwork and Slack to allow for automatic notifications to happen.

Zapier is a useful tool for you to easily pass information to your team so that the respective person assigned to the next task will automatically be aware. 

All these tools are what I have found useful to my agency. 

You can always see which tools will work best for you depending on the features and budget. And now that we have covered all the steps you need to take to setup a podcast management agency, let us end this article with just a few more bonus tips I want to give you. 


Just like any other human being, I have made my own mistakes and faced my own struggles while running this side hustle.

During the first stages of my agency, I experienced creating a package that was not aligned with the audience I wanted to target. This meant that I took the time to design a package and in designing that package, I thought anybody who is thinking of starting a podcast will need this package. I thought that it was a one-size-fits-all offer.  

The package was priced at £650 since it had so many inclusions. And although it was a very appealing and worth-it package, you will tend to find that people who are not so serious about podcasting or just want to try it out may not be so willing to invest such a huge amount at the beginning.  

Regarding that certain client, since he still had no means to monetize his podcast, he did not want to invest yet such a hefty sum without the guarantee of ROI. 

This taught me that no matter how good you think your package or service is, you will still need to think about what your client wants for that certain time in his business. 

Another tip is that you should be open to criticism from your clients, especially if this business is still new to you.  

I already said this earlier, but it wouldn’t hurt to say it again… 

Value the feedback from your clients and always find ways to do better. This is how I was able to grow from someone with zero knowledge to now managing multiple clients under my roster. 

There are also 2 books that I want to share with you that have guided me when managing my agency:

Built to Sell by John Warrillow
Clockwork by Mike Michalowicz

And there you have it.  

That is how I accidentally started a podcast management agency, how I set up the systems to deliver the work, how I have my team do the work to a high-level thanks to the systems we put in place. 

Simple right? 

So again, if you are looking to set up a profitable little business or “side hustle” and want to be useful to your network, then a service business is the route to go down. Not only are you able to add more value.  

You are also able to take the first step to set up yourself as an authority in the industry. 

I hope that this article has inspired you to consider this business to help you make the most of your time. Remember that you WILL make mistakes along the way despite all my unsolicited advice and steps laid out here.  Mistakes are what help you grow and make you better at your craft. 

What are you waiting for?  

Go start that agency and grow your business! 

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