how to structure and hire your link building team with timestamps YoutubeScribe.com

[0:00] Hey, it's Sam Oh and welcome to the fifth module
which is all about building a link building team
[0:05] and creating efficient
systems and workflows.
[0:08] Let's kick things off with the first lesson in
this module where we'll talk about structuring
[0:13] and hiring different members
for your link building team.
[0:16] Now, there are two team
models that I've seen work.
[0:19] The first model is to have a team of
all-in-one marketers who do everything
[0:23] from writing the content to finding prospects,
finding emails, and doing all the outreach.
[0:29] And the second model is when each team
member focuses on just one part of the link
[0:34] building process.
[0:36] For example, you might have
a prospector who only does prospecting.
[0:40] A vetter who only does vetting.
[0:42] And an outreach manager
who only does the outreach.
[0:46] Now, the first model can be effective because
the content creator will know their content best,
[0:51] and they'll also have a good understanding
of who their link prospects are.
[0:56] But I've never seen a team do this efficiently.
[0:59] Reason being, no one is a master of all
the stages in the link building process
[1:04] and no one wants to do all of these things.
[1:08] For example, content creators might love
the content creation and prospecting aspects.
[1:13] But I highly doubt that many will enjoy
finding emails, vetting prospects, and/or
[1:19] doing email outreach.
[1:21] This leads to inefficiencies and sloppiness
in areas where these all-in-one marketers
[1:26] aren't as strong.
[1:27] As for the second model, it's much more
efficient because each person handles
[1:32] a part of the link building process.
[1:34] They become masters of their role and over
time, synergy is created within the team,
[1:40] leading to a system that works
like an efficient assembly line.
[1:43] Everyone's doing their part.
[1:46] I'll expand on why I think this is the best
way to go in the next lesson when we talk
[1:50] about systems, but first, let's talk about
the different people you'll need to hire,
[1:54] the skills, traits and qualifications you should
look for, as well as an overview of their roles
[1:59] and responsibilities.
[2:02] So the first person is a prospector.
[2:04] Now, a lot of people look at this job as lower-level.
[2:07] And I think it's because prospectors are
often given an SOP to find prospects for
[2:12] common link building tactics like broken
link building or the Skyscraper technique.
[2:17] These are easy to put into a step-by-step
process because it rarely requires creativity.
[2:23] But when you're going with the seed and
lookalike approach that I taught in module 2,
[2:27] it's a little bit more of a bespoke experience
where you need to be able to analyze data
[2:33] and creatively execute on it.
[2:35] And that's why I think prospecting is arguably
the most important part of the link building
[2:40] process for the seed and lookalike approach.
[2:43] Your campaign's success is dependent on
the relevance and quality of your prospects.
[2:49] Meaning, if you get your prospects wrong,
then your outreach will be ineffective and
[2:54] vetting would have just been a waste of time.
[2:56] Now, as for skills and qualifications, this
person should have strong knowledge in SEO,
[3:01] have solid researching skills, be
an analytical thinker, and be creative.
[3:07] And their roles and responsibilities
will primarily be behind the scenes.
[3:10] They'll work with the outreach manager
to come up with pitch angles;
[3:13] work with content, design, and dev
teams to ensure all assets are ready;
[3:18] and they'll set up the campaigns in a data
management tool like Google Sheets
[3:22] or whatever you use in your organization.
[3:25] Now, their role also overlaps
a lot with a project manager.
[3:29] And for that reason, I think they're usually
the best person to manage projects until
[3:34] or if you need a dedicated PM.
[3:37] Alright, next up is the vetter.
[3:39] Now, this person's job is to qualify and
disqualify prospects based on a set list
[3:44] of criteria.
[3:45] And this criteria will vary depending on
your organization's SOPs and requirements.
[3:51] As for skills and qualifications, the two things
I look for are attention to detail and their ability
[3:57] to follow instructions consistently.
[4:00] Now, their roles and responsibilities will
actually be the most time consuming.
[4:04] The majority of their time will be spent
reviewing prospects and their pages to
[4:08] ensure they meet your list of quality standards.
[4:11] They'll also update prospect statuses in your
spreadsheet and potentially find email addresses.
[4:16] Now, the reason why I say to potentially
find email addresses is because some
[4:21] people prefer to hire a dedicated email finder.
[4:24] But from my experience, my vetters have always
done a better job at finding email addresses.
[4:29] Plus, the blitz list eases quite a bit of this pain too.
[4:33] Alright, the final person on your
team will be your outreach manager.
[4:37] This is the person responsible for sending
all emails and managing the relationships
[4:41] that come from them.
[4:43] And because good outreach is all
about relationship management,
[4:46] the skills I look for include:
[4:48] strong communication skills; good with
people; organized; strong copywriters;
[4:54] and creativity.
[4:56] As for roles and responsibilities, they'll
be writing emails, templatizing them,
[5:01] and building and maintaining
relationships with key people.
[5:05] Now, contrary to what many believe,
outside of the prospector, I don't think
[5:09] vetters or outreach managers need
any link building or SEO experience.
[5:15] The best vetter that I've worked with had
a background in SaaS quality assurance.
[5:20] And one of the best outreach managers
I've worked with had a strong background
[5:23] in sales.
[5:25] And the outreach manager I'm currently
working with, has a strong background
[5:29] in relationship building and copywriting.
[5:32] So in my opinion, when hiring and building
your team, it's important to focus on the core
[5:36] competencies of the role rather
than looking for "SEO specialists."
[5:41] Things like metrics are easy to teach,
while creativity and people skills are not.
[5:47] Now, whether your team has a strong
background or no background in SEO,
[5:51] you're going to need a system
for them to work in.
[5:54] And the system is going to help you stay organized
because there are a lot of moving pieces in a link
[6:00] building campaign, and it'll also smoothen out
your processes to maximize your efficiency.
[6:06] So in the next lesson, we'll talk about the five
key components to create a link building system.
[6:11] I'll see you there.

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