Letter Leverage

If you have 1M+ monthly impressions but no educational email funnel, you could be missing out on over $100,000 a year in profit.

Why you should trust us:


1) 44% average open rate emails (from 750,000+ sendouts)
2) 65% average open rate email courses
3) We're the best at what we do
4) We have an exclusive Techno Spotify playlist with 77+ likes - so our music taste is certified

Want to convert impressions into buyers? DM me

Founder

Ghostly Mail

Traffic & Offers Club 

Community of solopreneurs looking to grow & monetize their Twitter by JK Molina

Member

Ship30For30 Captain's table

Community of digital writers. By Nicolas Cole & Dickie Bush

notus

This is a start-up so formal roles don't mean sh*t.

I did everything necessary to ensure we grew & succeeded as a company.

Formally, these were my main responsibilities:

• Overseeing client projects / ensuring customer success
• Lead the content strategist team
• Managing freelancers
• Further develop the content engine processes 
• Talk to potential employees & clients
• Represent the company at events and speeches

But I'm also getting new employees aboard, training them, automating processes, recruitment, sales, design, UX, etc.

Head Of Operations & Lead Content Strategist

Helping start-up founders amplify their company's growth by building their personal brand.

At Notus, we capture founder's voices through natural conversations, then convert these into content that attracts the right people. 

I.e. we help founders get their story out there.

My role is to talk with founders as a content strategist, then write and distribute the content as a copywriter.

If you're a founder who believes in personal branding, then I would love to chat and help you make an impact.

Just drop me a LinkedIn message, and let's connect!

Notable Clients: Ryan Serhant, Hubert Rhomberg, CYBERA, w3.fund, Constant Contact, Jim Kwik, David Meltzer, Rohan Oza, Jon Taffer, Extell Development, nft studio, Poppi, ScholarMe, Cosmiq Universe

More info: notus.xyz

Content Strategist

Modern Mastery

Community around personal development & digital marketing basics. By Dan Koe

MORJAS

Digital and physical customer service.

Mainly, I answered customers' questions and sold MORJAS products via email, chat, telephone and in our showroom. I took the initiative for our customer service team to switch CRM and made other improvements to streamline our customer service. In total, I had 969 chats, out of which 199 turned into a sale within an hour.

Additionally, I wrote blog posts for Morjas, guides for new customer service employees and some UX copy. By proofreading and talking with customers, I helped our UX team to improve website usability.

Voluntarily, I analyzed Morjas' loyalty program and communicated what improvements we could implement in the future for higher customer loyalty & LTV.

Customer Service Agent

Moderna Museet

I served visitors in English, Swedish and German. Took care of child groups. Sold tickets as cash assistant.

Museivärd

I can boost your newsletter revenue faster than a "free beer" tent at Oktoberfest generates a line (and trust me, that's FAST)

AI- and coffee enthusiast with a passion for psychology, foreign policy, and writing.

If you have 1M+ monthly impressions but no educational email funnel, you could be missing out on over $100,000 a year in profit.

After seeing how 100s of brands were killing their authority, trust, and revenue by not educating their audience, we decided to pioneer the transformation from "Newsletters" to "Eduletters" - educational emails.

At Letter Leverage, we build out educational email funnels for AI brands and some 8-figure founders.

DM me for details.

Nils Liedlich

I wanted to work with Bryan Johnson, so I wrote him this email and he replied within 5 minutes.

I wish I realized earlier how you literally can get in front of any person you want in a few minutes using email / social media.

“That’s extremely stupid.” A month ago, Nicolas Cole 🚢👻 looked at me as if I just insulted his mother...

(I should, as a pre-text, mention that Cole is a friend, and I always come to him for "tough love" advice like this. And I'm happy when I get it. Anyway, back to the story-)

Just a moment ago, we had peacefully shared a coffee on this sunny day in Scottsdale. Now, we were walking around the park together.

Now, he was looking me in the eyes with a "what the f* is wrong with you?" stare. Seriously, I'm only mildly exaggerating.

So why was he so upset?

Well, we chatted over coffee about how I'd grown Letter Leverage into an agency this year, scaling the team from 2 to 10 people. Cole knew we'd grown. 

So he asked me:

"How much are you paying yourself every month?"

I said: 

"$3,000"

...
...
...

Cole facepalmed:

"That's just extremely stupid. You should be paying yourself a MINIMUM of $10,000 per month right now."

The reasons he gave were:

- if the business isn't paying you a high salary, it won't make you wealthy
- if the business isn't paying you a high salary, you'll end up resenting it
- if the business isn't paying you a high salary, you never know its true health

Well... can't argue with that.

The other core piece of advice Cole told me was:

"Nils, you're telling me that:

1/ You re-invest most of the business profit into the business & events 
2/ You invested a considerable share of our net worth into illiquid private companies
3/ You don't keep that much of a buffer in the business"

Me: yes

Cole:

"So you're high risk in everything?"

Me: yes 

(I decided not to mention my $10/month Swedish home insurance. Some victories aren't worth claiming.)

Cole: "Basically, that's stupid because when anything breaks, you're back to square 0. You should take out a lot of money from the business, and you  should invest vanilla assets like index fund ETFs."

Me: ...

-

Thanks for reading! you got the lesson without the scar (or, in this case, the stare)

/N

A big internet personality told me his best hiring advice in private: "Don't hire from your personal brand."

It confused me at first...

Because for me, one of the main reasons to build a personal brand IS to attract talent. 

I've myself hired 6/8 team members from my LinkedIn.

So...

Why?

This creator, who is also a multi 8-figure founder, said:

"I've found that people who follow me want to become me."

He said it's only a matter of time before they want to start their own thing. They see your success, they learn your playbook, and then they're gone - sometimes to your competitors, sometimes taking your clients with them.

So what does he do instead?

He does the complete opposite - headhunting corporate people, hiring individuals who've never heard of him.

He uses his HR team to buy org structure databases from big companies, finds  people who've done the job for 20+ years, and poaches them.

"These people don't want to be influencers. They don't want to build a personal brand. They just want to do great work and get paid well for it."

Now, there was a caveat to his advice -

He said:

"When you're doing $50-100k/month, hungry young talent from your audience is fine. They're cheap, motivated, and you can train them."

But he once you're past that, he was clear -

Stop hiring people who watch your content. 

Start paying above market rate for people who've simply done this 100 times before.

the lesson i learned from him:

Your followers may make great customers, but they don't always make great employees.

"If I have a big audience on socials and already make $6-20M+/year from my high-ticket offer from there, why do I need a newsletter?" well, here's why…

This is a real question I get asked quite often

And I'll answer it with a true story -

At Letter Leverage, we worked with a founder who built a massive YouTube audience and scaled his businesses to over $6M / yr. He'd tried newsletters before, but stopped after seeing inconsistent results.

He knew this however-

"If I don't have a way to directly contact my audience, they're not really my audience. It's the rented vs owned audience thing."

This founder realized he wasn't converting as many people from his large audience to paying customers as he should have been.

So he approached us in February, and in 9 months of working together, we implemented:

- A 30-day welcome sequence (this drives ~35% of booked calls every month)
- A bi-weekly newsletter with a strategic CTA schedule (1 in 4 emails)

The results: (the rest of the funnel stayed the same)

February: 0 booked sales calls from email (to be fair, 0 emails sent)
September: 762 booked sales calls from email
October: 791 booked sales calls from email
November: reporting not done yet

Revenue-wise, it's helped them grow from $6M to $8M a year. 

But perhaps more importantly, the founder's brand is stronger than ever.

On a call 2 weeks ago, he told me:

"The other day, I got quoted by a dude on a PS statement we sent out 6 months ago."

So the business is running great and at the same time, the audience goodwill is appreciating over time through the emails they're putting out 

the tl;dr

Whether you have a big social audience OR you're running lots of ads, an educational newsletter increases lifetime value and engagement with your prospects.

If you're a B2B business selling $5k+ LTV products through sales calls and making $5M+ a year and have more than 1,000 email contacts... I can't think of a reason not to have a newsletter.

A recruiter from one of the fastest-scaling private equity firms just rewired how I think about hiring:

Frank Lofaro

He's as legit as it goes:

1/ Recruited 5 directors in 8 days average (from first meeting to signed offer) 
2/ Built hiring infrastructure that scaled multiple portfolio companies simultaneously 
3/ Now helps founders stop making $100k hiring mistakes

(he also has this wild Italian superstition thing going on - won't tell you the details, but let's just say he has strong opinions about a black cat crossing his path)

Anyway-

I met Frank a few weeks ago in Columbia at the Main Street Summit, and the conversation has been top of mind since.

Here are 4 things I learned from him:

1/ Your job description is external sales copy. Stop using it internally.

I would write a job description and then use it to evaluate candidates.

To Frank, that’s backwards. Instead, he builds a qualification doc, mapping out:

- Must-haves (weighted 1-5)
- Nice-to-haves
- Intangibles

Each of which you score A, B, or C.

The key question: 

"What percentage of their time goes to each responsibility?" 

That determines which skills to weigh heaviest.

We've scaled Letter Leverage from 2 to 9 team members this year… and just a few weeks after speaking with Frank, we had to fire an exceptional writer because of deficiencies in other areas. It wasn’t the writer’s fault - we just didn’t qualify properly.

2/ Compare candidates to the job, not to each other.

You find someone great. Then you think "let me get one more to compare." You wait. You lose the great one.

To fix this, go back to the qualification doc-

Define what "great" looks like before you start. Then score every candidate against that standard - not against each other.

3/ Treat recruiting like sales

Speed through the hiring funnel. Slow down at the end.

After any interview, there are only 3 options:

1. They're out
2. They're in consideration
3. They're a f*ck yes

If they're in consideration, move them forward tomorrow. Don't stall.

The best candidates are off the market in 10 days. Pre-commit your hiring managers' availability. Book meetings from meetings. 

Frank's team filled director-level roles in 8 days on average because of this approach.

4/ You can't train confidence.

A person is 

a) their actual skill and 
b) their self-confidence

You can train skills. But you can't train someone to believe in themselves.

We had a writer candidate who told us: 

"If you find someone as qualified as me, you should probably hire them over me."

That’s a green flag to me because it shows self-awareness.

But she also submitted her paid trial late without notifying us. And scored a 6/10 on a writing assignment when other finalists were 8-9s.

tl;Dr

Low confidence + low skill = anxiety
Low confidence + high skill = perfectionism
High confidence + lower skill = entitlement
High confidence + high skill = hire immediately

You want someone whose belief in themselves is backed by the receipts.

thx

taplio