Client Accelerators

Client Accelerators We're an advertising agency that manages over $4.5 Million Dollars A Month across Facebook, YouTube,
(3)

11/24/2025

How To Scale Your Offer To $1 Million+ A Month Using Creative Testing

Since my post on my slides got such good feedback, I figured I'd just record the slides & go over everything in-depth (vs waiting for the live event recording to be ready)

Here's what I go over..

✅ Our Creative Forecasting Process which allows you to figure out how many new creative concepts you need each month with scientific accuracy based upon your current ‘WIN’ rate

✅ How to track ‘Winners In Testing’ & ‘Winners At Scale’ to get a true picture of how well your Creative Department is performing

✅ Each position we have in our ‘Pod’ that allows us to produce hundreds of video creative concepts each month + every outcome for each position tied to their bonus, so all incentives are aligned (I really wish someone gave this to me when I first started)

✅ Our 11 step ‘Flowchart’ of taking creative ‘Ideas’ to scripting, getting approval, launching & then analyzing the WIN Rates

✅ So much more..

Honestly, this is probably the best training I’ve put together in years & it’s something I wish I would have had when I first got started, because there’s no teaching the ‘In The Trenches’ sauce of what it takes to build a creative department that consistently puts out winning creatives.

Link is in the 1st comment.

08/12/2025

[THIS WOULD HAVE MADE ME $2 Million Dollars In Extra Profit]
Everyone talks about hiring 'A' players, but most miss the most crucial step.

I would have pocketed another $2 million after taxes if I hadn't screwed this up when I first got started.

This isn't some bu****it made-up statistic either. That amount comes from all of the bonuses I paid out over the years. Without the right 'Outcomes' and the bonuses tied to them, it's in the millions.

The game-changer? Strategically coming up with objective 'Outcomes' & Bonus Compensation that ties directly to each one, which keeps your 'A' players motivated and paid, while the 'C' players get paid accordingly.

I run a full-service performance marketing agency, where we've had up to 42 people working full-time for us.

I've hired and managed a little over 130 people collectively over the past few years, and this is the biggest thing I teach all of my newer managers, consulting clients, etc..

Here's the framework:

Whenever you are hiring for a new position, start by mapping out 3 to 4 Quantifiable Outcomes that ideally roll up to the top KPIs you are continuously shooting for in the department.

For example, since we are a performance marketing agency, the #1 & #2 outcomes we care about in Client Fulfillment are hitting 95% of projected revenue, profit, & ROAS goals for clients, plus the forecasted performance fee for our agency.

Every single month, we forecast all of these targets for each one of our clients & set them in stone, where we are able to track projected vs actuals & pacing in a dashboard.

Since there are a bunch of variables on what each client wants to hit each month, you have to continuously set new targets to make sure everyone is aligned, from the client to our agency, to the pod handling the client.

Just to clarify, a pod is a small, agile team that works together every day on the same clients and projects. Pods allows us to get better results overall for a fraction of the cost that a client would pay if they went in-house.

Now, every single person in the pod gets a percentage of the bonus that we generate for each client, as long as we hit the projected targets that are set.

Do better than projections? The pod gets a bigger % of the bonus.
Don't hit the projections? The pod doesn't get anything.

This then cascades down to every single role in the pod. The higher the title you hold in the agency, the bigger percentage of bonus you get in the pool.

This now creates an incentive for team members to grow and want to get to that next-level role in the agency.

The results? We haven't missed a projection in over 14 months because of this structure.

It's one of the top 5 biggest 'needle movers' I've ever rolled out in my agency.

Now, the structure I just went over requires very good operations & a great finance team, so I don't necessarily recommend it for people without those.

This all comes back to my original point - everyone obsesses over hiring 'A' players but completely misses the crucial next step: actually giving them a reason to stay and perform like 'A' players.

That $2 million I lost? It wasn't because I hired the wrong people. It was because I didn't structure compensation to reward the right behaviors.

The framework I just shared does something most companies never figure out - it makes your best people want to get even better, while naturally pushing out anyone who can't keep up.

You can hire all the talent you want, but without clear outcomes tied to real money, even your superstars will eventually phone it in or find somewhere that values their contribution.

Get this structure right, and you're not just hiring 'A' players - you're creating an environment where they actually perform like 'A' players month after month.

That's the difference between talking about great hiring and actually building a team that delivers.

When you have a process for researching, differentiating, and then scoring unique mechanisms in your long form VSL copy,...
10/17/2024

When you have a process for researching, differentiating, and then scoring unique mechanisms in your long form VSL copy, you get results like this :)

Dealing with low quality booked calls?Low show rates?Well after generating over 150,000 booked calls the past 6 years fo...
10/04/2024

Dealing with low quality booked calls?

Low show rates?

Well after generating over 150,000 booked calls the past 6 years for over 300 coaches, experts, & consultants, we've developed a quant based process to fix these problems.

Our process identifies, tags, & feeds back high-quality booked calls into each respective advertising pixel, creating a feedback loop that continually optimizes lead quality over time.

This approach generates a powerful flywheel effect: as we feed the pixel with more qualified leads, the algorithms refine their targeting to attract similar high-value prospects, ultimately improving the overall quality of booked calls.

We call it the 'Qualified Call Engine' and here's exactly how we do it..

1. Developing Qualifying Questions:

The first step in establishing the MQL (Marketing Qualified Lead) process is to create effective qualifying questions.

This can be done in two ways:

Client Interview: During our Creative Call, we ask clients to categorize their customers into three tiers.

Tier 1 represents clients with the highest lifetime value and the easiest to achieve results, while Tier 3 comprises clients with the lowest LTV, who are hardest to obtain results for, and are more prone to churn or cancellation.

Here's an example of the tiers we mapped out for a 'Performance+' client this week..

By segmenting clients in this manner, we can design quantitative qualifying questions based on the key characteristics of their top-performing customers.

2. Cross-Rank Analysis:

We analyze the client's internal onboarding forms and track the amount spent across each segment. By cross-referencing this data with demographic profiles, we identify commonalities between their best clients, enabling us to refine our qualifying questions further.

Step 1: Import Google Sheet Data into ChatGPT

You need to export the Google Sheet data into a format that can be processed by ChatGPT, such as CSV. Here’s how:
Export Google Sheet to CSV:

Open the Google Sheet.

Click on File > Download > Comma-separated values (.csv, current sheet).
Upload the CSV to ChatGPT:
Upload the CSV file here, and I can read it to extract client data.

Step 2: Analyzing the Data in ChatGPT
Once the data is uploaded, we can analyze it in the following way:
Identify Top Clients:

Define "top clients" based on your criteria, such as highest lifetime value (LTV), most revenue generated, or highest engagement.
Filter and rank the data to identify these top clients.

Find Common Traits:

Analyze common attributes among top clients, such as:

Demographics
Purchase history
Average order value
Industry verticals
Campaign success rates

Create Qualifying Questions: Based on the common traits and patterns observed, create qualifying questions such as:

"Does the client have a product/service that matches the high-performing categories?"

"What is the client's average order value, and does it align with top-tier customers?"

"Is the client experiencing similar challenges or objections as our top clients?"

4. ChatGPT Prompt:

"Based on the historical data of our top clients, including their demographics, key challenges, and goals, generate three qualifying questions. Each question should have 3-4 answer options, and each option should be assigned a score ranging from -1 to 3 points based on how closely it aligns with a high-quality client profile.

Use the following criteria to guide the scoring:

Answers indicating high lifetime value or engagement should be scored as 2-3 points.

Neutral or average-fit responses should receive 0-1 point(s).

Responses that indicate a poor fit should receive -1 point.

Please ensure that the questions reflect insights derived from past data trends and are designed to effectively screen and categorize new leads according to these profiles."

Example Output from ChatGPT:

Question 1: What is your current business revenue level?

Less than $75,000 (-1 point)
$75,000 - $199,000 (0 points)
$200,000 - $499,000 (1 point)
$500,000 - $1M (2 points)
More than $1M (3 points)

Question 2: What is your biggest business challenge right now?

Generating consistent leads (-1 point)
Converting leads into paying customers (0 points)
Scaling operations and team management (1 point)
Expanding into new markets or launching new products (2 points)
Maintaining profitability and managing growth (3 points)

Question 3: How long have you been in business?

Less than 1 year (-1 point)
1 - 3 years (0 points)
3 - 5 years (1 point)
5 - 10 years (2 points)
More than 10 years (3 points)

Example of how we used this for a recent client in the Relationship Niche:

We worked with a consultant in the relationship coaching niche who needed a method to effectively qualify client income levels without asking directly about annual earnings.

Through an in-depth analysis of their existing customer base and performance metrics, we discovered that approximately 67% of their highest-converting clients, with the highest LTV, were categorized in one of three career stages: Self-Employed, Management, or Retired.

Using this data, we developed a strategic multiple-choice question to include in their booking form, asking, “What stage are you at in your career?”

The options provided were:

Student (-1 point)
Entry Level (-0.5 points)
Management (+2 points)
Self-Employed (+3 points)
Retired (+2 points)
Unemployed (-1.5 points)
Disabled (-1 point)

Using this qualifying question & two others we developed, we were able to improve the following metrics on their call funnel:

- Increase their Marketing Qualified Booked Call Rate by over 30%

- Decrease their No Show rate by 12%

- Increase their close rate by over 24%

- Increase overall return on ad spend by 178% over a 120 day period.

Hopefully this guide helps some of you put together better quant based qualification questions, qualify your prospects, and increase your profits on your call funnels :)

As always, if you have any questions, drop them below.

09/25/2024

ATTENTION: Superstar Digital Marketers & Media Buyers

We Are Hiring Another Senior Media Buyer (OTE $80k - $95k) to join our growing advertising agency, Client Accelerators.

Do you geek out on Media Buying and love driving revenue through Direct Response Marketing?

Want to work with world class copywriters, videographers, operations, and other media buyers, to help clients grow to new heights?

If so, this might be the perfect position for you..

We’re hiring another Senior Media Buyer at Client Accelerators due to our continuous growth.

Here’s a few of the things we’re looking for..

Media Buying: We work across a ton of different advertising platforms, mainly YouTube, Facebook, TikTok, Google Search & Display. You will be managing upwards of $50,000 - $75,000 a day on these platforms. Some of our clients will scale very hard when we hit a winning campaign, so you will need to be prepared to do so.

Forecasting: You will be forecasting & creating different scenarios to hit clients targets. This includes mapping out current ad metrics, conversion rates & coming up with new improved forecasts based upon us lowering CPC, increasing conversion rates, etc..

Data-Driven Decision Making: In our company, every decision is based upon data. You will be compiling and analyzing performance data for ad creative, landing pages, and offers to assess effectiveness and identify optimization opportunities.

Funnel Strategy: Every client we work with has a sales funnel and you will need to be able to identify where there are pages in the funnel that aren’t hitting industry benchmarks. This will allow us to increase conversion rate & drive more revenue with the same amount of traffic.

Much More..

What’s in it for you?

You get to work with myself & other world class marketers, creatives, & strategists to help grow our own internal offers & our clients.

You will learn more about marketing, forecasting, & strategization at Client Accelerators over the next 12 months, then anywhere else.

We give full benefits For W2s (Dental, Vision, Medical)

After 90 Days - You Are Eligible For Unlimited Paid Time Off

Apply at the link in the comments below, and my team will immediately setup a phone screen with you!

Honest question…what’s your thoughts on TikTok advertising?
08/31/2024

Honest question…what’s your thoughts on TikTok advertising?

Happy Friday. Don't ever give up.
08/16/2024

Happy Friday. Don't ever give up.

Need Help Understanding Facebook Ad Budget Types?DM us the word “help” to learn more.
08/15/2024

Need Help Understanding Facebook Ad Budget Types?

DM us the word “help” to learn more.

Want to know how we hire world-class media buyers?Discover our strategic process below:
07/23/2024

Want to know how we hire world-class media buyers?

Discover our strategic process below:

Wondering how to hire a media buyer? This article reveals our proven process for hiring media buyers (and common pitfalls to avoid).

07/17/2024

I'm thinking about recording a video on our SOP of how we run our internal weekly marketing meeting which includes some of the following..

- The 6 specific metrics we focus on & discuss + their definitions / how to find them

- Each specific section of the agenda & how it should be structured for maximum buy-in and engagement

- How we ensure each and every action item that gets discussed on this meeting, gets fully completed by the next time we meet, so we have actual needle movers happening every time

- A bunch more..

What I've found is so many people have 0 idea how to get their marketing team on the same page as everyone & actually move the needle every single week, because the meetings they have suck, & they've never had training on what a good weekly marketing meeting is..

If you're interested, I'll film it this weekend, and shoot you a DM with the SOP + Video once done.

Just drop a 1 in the comments.

07/03/2024

Need a copywriter to write 15-20 video ad scripts a month for our internal agency ads.

Shoot me a DM with your portfolio.

HIRING - Growth Marketing Manager - OTE $160kDo you geek out on Media Buying, Creatives, Building Sales Funnels and love...
05/29/2024

HIRING - Growth Marketing Manager - OTE $160k

Do you geek out on Media Buying, Creatives, Building Sales Funnels and love driving revenue through direct response marketing?

Would you consider yourself a LEADER of people?

If you’ve built and guided multiple teams, if you have at least 3+ years of experience with Media Buying, Sales Funnel Building, writing world class copy and want to trailblaze and lead a full pod of performance marketers - keep reading.

As our Growth Marketing Manager, you’ll be the CEO of a highly skilled team of digital marketers and the CMO for CA clients, operating from a strong basis of industry knowledge and relational confidence.

This is a position where you’ll work directly with the CEO on strategizing new sales funnels, writing copy, media buying, and driving ROAS.

Here’s some of the results you’ll be responsible for:

✅ Hit 95% of Projected Quarterly Bonus For Your Pod
✅ Achieve 90% of Client’s Growth KPIs
✅ Ensure Pod Maintains 65% Gross Profit Margin
✅ Fully Build Out 1 New Sales Funnel Per Quarter

Interested? Apply in the 1st comment below..

Address

Westfield, NJ

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