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

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