How to Build an OnlyFans Agency Team

Essential Agency Roles

Successful OnlyFans agencies typically have these key roles. You don't need all of them from day one, but understanding the full structure helps you plan growth.

1. Chatters (DM Managers)

2. Shift Leads / Senior Chatters

As your team grows, you need experienced chatters who can:

• Oversee shifts and handle escalations
• Train new chatters
• Quality check conversations
• Report issues to management

Typically promote from within after 3-6 months of strong performance.

3. Content Manager

Handles everything content-related:

• Organizing and cataloging creator content
• Scheduling posts across platforms
• Creating content calendars
• Editing photos/videos if needed
• Managing mass messaging campaigns

4. Social Media Manager

Focuses on growing creator presence on promotion platforms:

• Instagram, TikTok, Twitter/X management
• Reddit posting and engagement
• Cross-platform content adaptation
• Trend monitoring and content ideas

5. Operations Manager

As you scale past 15-20 creators, you need someone handling:

• Team scheduling and coordination
• Performance tracking and reporting
• Creator onboarding processes
• Invoice and payout management
• Day-to-day problem solving

6. Talent Acquisition / Recruiter

Finding new creators is a specialized skill:

• Outreach to potential creators
• Screening and qualification
• Relationship building with prospects
• Managing referral programs

When to Hire Each Role

Where to Find Quality Candidates

Best Sources for Chatters

• Discord communities: OF/OFM servers have job channels
• Reddit: r/onlyfansadvice, r/OnlyFansManagers
• Twitter/X: Post openings, use relevant hashtags
• Referrals: Your best chatters know other good chatters
• Indeed/Remote job boards: Cast a wider net

Interview & Vetting Process

Hiring the wrong person costs 3-6 months of revenue. Take vetting seriously:

Step 1: Application Screening

Use a detailed application form that tests:

• Written communication quality
• Understanding of the role
• Schedule availability
• Tech requirements (device, internet)
• Basic scenario responses

Step 2: Video Interview

15-30 minute call to assess:

• Personality and communication style
• Motivation for the role
• Experience (if any) and what they learned
• Red flag detection (attitude, reliability concerns)

Step 3: Practical Test

Give candidates a realistic task:

• Mock fan conversation scenarios
• Response to sample messages
• Timed test to assess speed and quality

Step 4: Trial Period

Compensation Structures

There are several models agencies use for paying team members:

Model 1: Hourly Rate

Best for: New chatters, part-time roles

• Clear expectations
• Easy to track and pay
• Less risk for agency
• May limit chatter motivation

Model 2: Commission-Based

Best for: Experienced chatters, high performers

• Aligns incentives with revenue
• Attracts ambitious talent
• Variable costs for agency
• Requires good tracking systems

Model 3: Hybrid (Base + Commission)

Best for: Core team members

• Provides stability
• Still incentivizes performance
• Most common structure

Team Management Best Practices

1. Clear Communication Channels

Use dedicated platforms for team communication (Discord is industry standard). Separate channels for announcements, questions, and creator-specific discussions.

2. Regular Check-ins

Weekly team meetings and monthly 1:1s with each team member. Problems fester when communication gaps exist.

3. Performance Tracking

Track metrics that matter:

• Revenue per creator managed
• Response time averages
• PPV unlock rates
• Shift coverage reliability

4. Growth Paths

Show team members how they can advance. Chatters who see a path to shift lead, manager, or even partnership stay longer and work harder.

5. Culture Building

Remote work can feel isolating. Create team bonding through:

• Casual Discord channels
• Performance celebrations
• Team games or activities
• Recognition and shoutouts

Frequently Asked Questions