Google+Meta Ads Expert | Top 1% Growth Marketer | DTC+Amazon growth advisor

I have experience growing multiple companies with Google and Meta Ads. I have a pretty diverse portfolio that includes: -Making brands millions of dollars with paid ads. Worked with niches including education, health &amp; wellness, startups, law, ecommerce, home services and more.-I have experience building paid media &amp; content based funnels that have grown multiple companies.-Scaling ad budgets profitably. Working on a wide range of projects ranging from funnel building to managing ad budgets up to $1M/month.-Helping multiple emerging brands/startups with over $200M in funding to build their growth engines. I’m always open to connect with people and explore opportunities. Most recently I've partnered with service brands, ecom brands and ad agencies as a white label paid media strategist.Feel free to set up a call here if you'd like to connect.https://calendly.com/feras-3/meeting2

Feras Khalbuss

Ad agencies looking for paid media support 👇

I’m exploring joining the right mission-driven team in a fractional capacity. 

Most recently I’ve been working on engagements with ad agencies as a fractional paid media director, account manager and creative strategist. 

I am available for projects including:
-Google and Meta Ads management for lead gen and ecommerce.
-Profitably scaling ad budgets.
-Troubleshooting lead quality or flatlining results.
-Getting a fresh pair of eyes on your accounts.
-Account management (front end), consulting or media buying

I’ve spent the last 12+ years managing, optimizing and scaling Google and Meta Ads accounts - from brand-new builds to 7, 8, and 9-figure programs across niches including home services, law, ecom, B2B, SaaS and high-ticket consumer. 

I’ve managed ad budgets ranging from $2K per month to $1M/month - working both on funnel-building projects and also managing ad accounts for big name brands. I’ve also managed and built high performing teams. 

I bring a lot of enthusiasm, passion, expertise and grit to any project I take on. 

The reason I like ad agency projects is the high sophistication and I always liked the community aspect working with bright people.

I have one slot open.

P.S. This is a song I wrote on guitar a couple years ago.

Google+ Meta Ads Expert | Available for hire to brands & agencies | Ask me about our quiz+growth funnels

You pushed more budget into your Google Ads account.

And somehow... leads got more expensive and worse quality.

And it feels like you took 3 steps backwards.

You're not imagining it. This happens to almost every lead gen account when they try to scale ad spend.

Here's why:

-Google's algorithm finds a sweet spot - a tight pool of high-intent users who convert well. 
-The moment you open up, it has to reach beyond that pool. 
-Into people who look similar, but aren't ready to buy.
-Google Ads strategy can change pretty quickly when the directive becomes scaling while keeping the same efficiency.

And what ends up happening is a lot of structural and infrastructure issues come up:
-Lack of transparency of what keywords actually lead to closed sales.
-Not understanding which campaigns have the most potential to actually scale.
-Understanding what is and is not a rabbit hole in the age of AI.

A lot of times ad agencies will have a lot of experience with managing ad accounts with a consistent ad budget.

But when it comes time to do a heavier lift like come up with a scaling strategy to 3x ad spend profitably.

They show the same patterns. Great at pitch decks and showmanship but bad at execution.

This exposes flaws in THEIR thinking and ability to pivot.

Many ad agencies have an incentive to have a volume type of model.

Sign as many clients as possible with their fancy logos.

And upsell - without having to go that extra mile.

While delegating your account to junior employees without that strategic acumen.

If you’re not impressed with your current ad agency.

And they seem to be a bit well checked out.

I have capacity for auditing 2 extra Google Ads accounts for service+ecom brands.

Up to 85% of ad agencies are struggling to hire the right paid media strategists.

For smaller teams, one wrong hire doesn't just sting - it can create a ripple effect.
Salary, recruiter fees, lost performance, client churn. 

And because one strategist touches multiple accounts, the ripple moves fast and quietly until it doesn't.

Here are the most common speedbumps smaller agencies hit - and why they don't have to be yours.

1. Senior full-time talent at a junior price point - it doesn't exist:
-You need someone who can own strategy and manage real spend. 
-But that budget doesn't fit a 10-person shop. So agencies settle, performance flatlines, and often the founder has to still manage the media buyer and accounts.
-With fractional, you get the senior thinking without the senior salary. It's handled.

2. The best people aren't waiting for your job posting:
-A-players have options, including going out on their own. 
-They're freelancing, building their own thing, unbothered. 
-If your opportunity doesn't genuinely excite them, they'll stay independent — and honestly, good for them.
-Fractional is the compelling option. Senior talent, your terms, no convincing required. It's handled.

3. Building campaigns and strategizing them are not the same skill:
-Most agencies hire strong builders and quietly call them strategists. 
-They're not the same thing. Knowing how to set up a campaign is not the same as knowing why it should exist, how it should grow, or what it actually means for the business.
Fractional brings real strategic ownership — not just tidy execution. It's handled.

4. The role has quietly become five roles in one:
-Paid media in 2026 is analytics, creative strategy, attribution, testing frameworks, and client communication — all in one seat, all at once. 
-Finding that full-time A-player, at a price a small agency can actually afford, is a lot to ask.

Fractional is built for exactly this. One engagement, full capability. It's handled.

Stop gambling on full-time hires.

Instead invest in senior thinking, real ownership, cross-discipline experience - without the permanent headcount. 

It's handled.

I've managed over $20M in ad spend and multiple successful agency teams.

Somewhere in all of that I discovered a hidden X factor - it has nothing to do with SOPs, strategy, or platforms.

It's the difference between chaos and ease.

This surprised me as an analytical nerd. I live in ad interfaces, love solving problems, built complex SOPs, and spent north of $15K on Upwork hiring bright people.

But I was cocky. Short-sighted. Unshakable self-belief is a double-edged sword - it's enough to get in your own way.

I've been humbled a lot. Ego, know-it-all energy, preventable mistakes.

It almost always came down to ignoring my gut.
Every time I ignored that feeling, it showed up in my team.

Alignment and trusting your gut are the most overlooked skills in the age of AI.

If someone checks every box but something feels off - that feeling is a computer system built on thousands of years of evolution. Claude and ChatGPT can't see it no matter what you feed them.

Always trust your gut. At least enough to dig in.

In 2026 people crave more than a paycheck - they want mission and purpose. A team of mercenaries is a fundamental value mismatch.

Ask yourself: how do you feel when someone brings up your team or a specific team member? Stress is a signal. Alignment is usually the hidden cause.

Teams in alignment communicate cleanly, own their lanes, and move together. It's not something you can optimize for analytically - it requires intuition built over years.

It's the feel of the room. Every time.

Made a few hiring gaffes? Forgive yourself. Own it. Pivot.
These 3 words can set you free:
"I was wrong."

P.S. Credit to Bobby Bazini for the song "Turn Blue."

He hasn't taken a proper vacation in years.

One of my clients - an ad agency founder works 80 hour weeks.

The truth is that in many ad agencies in growth mode the founder has to be heavily embedded in day to day operations to keep things afloat.

But there are 2 layers to growth mode. Sales and fulfillment+operations. 

Which means there is no shortage of speed bumps:
	-Checking the work of team members.
	-Responding to weekend client slack pings.
	-Firefighting to keep things afloat.
	-Hiring new team members due to bad fit hires.

They have a world-class service and are getting a ton of new business+leads but they don’t have the margins for another full time hire.

Larger ad agencies budget a 6-month net loss on every inexperienced hire. They can absorb it. 

You can't.

You’re running an execution based business not a coaching program for media buyers.

Small/medium agencies don’t have that luxury.

And playing “Indeed or Upwork roulette” is simply not tentable in 2026:
	-There is no time to “test “people and partnerships where 50%+ of tests fail.
	-One bad egg hire can stain the entire team dynamic and cause duplicate work.
	-Many A-players would rather work for a larger headcount agency with benefits.
	-Many people are great at being charming in interviews but subpar at execution.

There’s another way.

Instead of trying to work more - just give up control.

Picture yourself at the beach drinking your favorite beverage and unwinding.

Because you gave up control and hired operators who will “handle it”.

And hired a fractional account manager+ paid media strategist.

You get the value of a full-time hire but without the hand holding.

Most of my engagements start out as 1-2 simple test projects and evolve from there.

We were working harder than ever.
And it felt like nothing was working...

If you've launched or relaunched paid ads and the growth isn't matching the effort you're putting in.

this can be one of the most stressful experiences - especially in lead gen, where a single metric shift can be the difference between bleeding money and turning a profit.

My advice: trust the process and your gut.

I've worked on more GTM and ad funnel rebuild projects than I can count. 
And too many people gloss over the ugly duckling phase.

It can take a crazy amount of patience, and it can feel like nothing is happening.

It can happen to anyone - even mature brands with strong product-market fit.

Here are 5 tips to get to the other side:

1. Approach problem-solving with neutrality:
-Positive thinking helps sometimes - but it can also become a blind spot if you're putting your head in the sand.
-If you're only focusing on the upside, you might miss what's actually in front of you.
-Detach from the outcome and look at the data like a stranger would.

2. Be open to pivoting:
-Sometimes one copy change or adjustment separates the ugly duckling phase from profitability.
-If you've been swimming upstream for months, ask whether the issue is execution or something more basic like your offer’s clarity.

3. Growth can be a mental and internal game too:
-You have to embrace the journey.
-Sometimes you'll be tested and filled with self-doubt: “What if the product isn’t good enough?”
-Usually you begin to embody a new version of yourself who can face any challenge.

4. Raise your standards:
-In life we get what we accept, and that ties directly to our standards.
-Benchmark your performance against your industry, not just yourself.
-Sometimes zooming out reveals the real problem isn't the ads - it's something higher up the chain.
-Sometimes this involves hard decisions like pivoting teams.

5. Own your bottlenecks:
-There is almost always a quantifiable constraint that, if solved, will make your ads print money.
-Conversion rate, CPMs, or CPCs at the top of funnel?
-Lead quality downstream?
-Messaging that's creating confusion instead of clarity?


Stepping back - even briefly can help you return with fresh eyes and spot something you missed.

The closer you are to the problem, the harder it is to see it clearly.

At the end of the day, if you can build the problem you can build the solution.

You got this.

P.S. This is a song I recorded with a friend on guitar years ago.

P.P.S. If you’re a service brand spending $10K/month or more on Meta or Google Ads but the ads aren't quite working - feel free to shoot me a DM.

I looked at the Google Ads change history and almost had a panic attack.. 👇

What happens when your Google Ads account hasn't been touched in weeks?

This happened back in my in office agency days in NYC. I was working with a big name brand.

And a junior employee was managing the UK campaigns. 

Evidently he was checked out.

I checked the change logs since he was a newer hire and my stomach dropped to the ground.

Zero changes in weeks. No tests no basic budget changes.

He ended up overspending for the month and the agency had to cover those costs.

I've seen this happen many times:
-A lack of strategy, proactive testing and TLC for Google Ads accounts.
-Someone is a good presenter but actually has a shoddy growth strategy.
-Google Ads accounts that are just run largely on autopilot.

AI is here not as a replacement to strategy but as 1 of hundreds of tools in a toolkit.

If you're a service brand spending $50K to $300K/month on Google Ads and not impressed with your agency - or worse yet being burned by an ad agency or flaky freelancer.

You want to ask yourself these questions.
-Is there a clear written plan of what is being tested in our accounts?
-Are there clear action items to address common bottlenecks like lead quality?
-Is the current strategy in line with your 2026 business goals?

I'm offering a free audit to brands that are looking to identify low hanging fruit and are keen to grow in 2026.

Feel free to shoot me a DM.

Paid Media+Funnels Expert | Available for hire to brands & agencies | Ask me about our quiz+growth funnels

Being ghosted, rejected, or watching a deal fall through is painful. 

Especially when you're stepping out of your comfort zone. But in sales and job hunting, there's a second side to the equation.

Most of prospecting is about impulse control. Detaching from expectations. 

Recognizing that sometimes when something doesn't work out it's for the best.

When you zoom out, rejection can actually be a GOOD thing. Here's why:

1. The right people respond when they're ready. A DM that gets left on read today is a pipeline opportunity tomorrow. Many services are only relevant when someone is in-market. Timing isn't rejection.

2. Your best clients or ideal job don't need to be chased. Your real ICP is someone where conversation happens naturally. There are dozens of ideal clients or jobs looking for YOU. 

3. Success is on the other side of fear. All it takes is one yes. If you believe in your product or service, you don't need external validation - you know you will ultimately succeed.

4. Not everyone is going to like you. You're not for everyone. The sooner you accept that, the faster you find the people you actually are for. You can't get rejected if you don't reject yourself.

5. Your "dream" client or job may not be the right fit. What looks perfect from the outside often isn't. The door that just closed might be saving you from something that would've cost you far more than it was worth.

If you're putting yourself out there and hearing silence. Keep going. 

You might even want to throw in the towel.

Don't. There are an infinite number of ways to win.

You got this.

"He just needs more time to ramp up." 
-Ad agency owner w/ a new inexperienced hire

You wouldn't hire a head chef and then stand over their shoulder telling them how to season every dish…..

But what if the output of the food was consistently subpar and customers were complaining?

I used to binge hours of Gordon Ramsay watching him give valid criticisms to restaurants that were looking to level up.

And watch chefs get defensive on feedback they got directly from customers.
“I just call it as I see it” is what he’d say.

And it reminded me a bit of the ad agency model. You promise clients the moon but reality kicks in.
	-Lackluster results from unmotivated media buyers.
	-Lack of strategic acumen and a proactive plan.
	-Having to pay back clients for preventable ad spend mistakes.
	-Ad accounts that haven’t been touched in weeks or worse.

That's exactly what agency owners do with the wrong media buyer.
-You hired them to get GREAT results, run campaigns. Instead you're reviewing every audience. 
-Rewriting their ad copy. Double-checking their bid strategy. Explaining why ROAS matters.
-You didn't hire a strategist. You hired a VA who needs a strategy.

In the agency space how you show up the first 60 days determines everything in a client relationship. 

That's it. 60 days is all it takes for them to decide to go to a bigger agency with a more robust team.

The client is watching everything. Are results trending? Is communication sharp? Does this feel like the right agency?

And if your media buyer is still "ramping up" during that window - you're not developing talent. 

You're burning trust with a client who's already shopping for your replacement.

I've been there. I made excuses for a hire who couldn't perform without me holding his hand on every decision.
-"He just needs more time to ramp up." 
-"He's got potential." 
-"Every new hire has a learning curve."

Meanwhile my clients didn't care about his learning curve. They cared about getting world class results - more leads and revenue.

By the time I admitted it wasn't working, the damage was done and I was burned out.

That experience changed how I think about fulfillment entirely.

Instead of hiring someone who needs to be spoonfed strategy and trained on your playbook - partner with someone who's already written their own.

Fractional media strategists with 10+ years in the agency model. No ramp-up. No hand-holding. No praying they figure it out before your client walks.

Your clients gave you 60 days. Don't spend them babysitting.

Why fractional paid media hires sometimes just makes sense. 👇

Agencies with lean teams have to be ruthlessly selective about who they bring on. Especially if they're making their first few full-time hires.

When I made my first full-time hire it was one of the most stressful times in my life.

And even though I did everything right on paper - called references, asked detailed questions, trusted my intuition - I got burned.
A few months in, the feedback and data started coming in.

The employee made a ton of mistakes on accounts. My team and I spent hours fixing errors. The chemistry just wasn't there. And it was Q4 with things ramping up so replacing them wasn't an option.

I was horrified.
What saved me was that I already had a white label ad agency as a second operator on my team. That's why I believe in this model.

One wrong hire can derail an entire year's growth plan - especially if you have to part ways on month 5 or 6.

Hiring is no walk in the park even AFTER the offer is made:
-You can afford a junior salary but you need someone who can hit the ground running. 
-The ones who can do the job want $80K+. 
-The ones in your budget need to be trained from scratch.
 -The best candidates are fielding offers from bigger agencies with higher salaries.

With media buyers you either have a great fit and operator or you don't. And you won't know which one you got until they're on payroll managing real client money.

Wrong fit? It's not just their salary. It's months of training, hours reviewing their work, and client results suffering while they ramp up. And having to start the process over again with the same risks.

That takes 3+ months. If they ever get there. 

A fractional partner fixes that overnight.
-Senior-level execution without the full-time overhead.
-New capabilities - like Google Ads when you've only run Meta.
-Better results so you can increase your client retention rates and hit your growth goals.

If you’re an ad agency founder and sales is outpacing your capacity for fulfillment. 

Or you’re not impressed with your current paid media team - I have 3 slots for:
	-White label ad account management for Google Ads+Meta Ads. 
	-Account management roles (front end)
	-Consulting/auditing ad accounts that are struggling or helping build systems.

One wrong decision can cost agency owners their freedom, joy and peace of mind.

All of your peers’ agencys are thriving and growing. 

While you are sitting there cancelling dates with your wife so you can fix coordinator errors caused by a new hire that was supposed to be thriving.

Actually it can cost a lot more than that:
	-Hours spent doing duplicate work for multipel team members.
	-Team morale and dynamic.
	-Your entire 2026 growth goals.
	-Client retention rate.

All because you hired an inexperienced strategist that spends 3 hours a day on TikTok instead of making optimizations to client accounts while you work 60 hour weeks.

If you’re in a small to medium headcount agency the wrong hire can be the difference between success and failure.

Between you having 2026 in the palm of your hands - and things being utter chaos.

I know because I was in that same position. And I had my head in the sand when I realized I made the wrong paid media hire.
	-”He just needs time and training to ramp up.”
	-”He’s got a great attitude it will work out.”
	-”It’s standard that it takes 4-5 months for people to hit their stride.”

Only thing is that he was making coordinator mistakes in an ad agency that wasn’t built for that model.

It was built on everyone being a self-sufficient operator that checked their own work.

And his performance got worse not better.

I felt run down, disappointed and like a failure at the time.

Knowing I would have to run that exhausting hiring process all over again.

And the risk was the same: You find someone who is great at talking but bad at executing.

If you’re an ad agency owner sometimes humble pie will set you free.

If you’re sick and tired of working with full-time hires who need to be spoon-fed strategy.

While your clients complain about results and leave to work with BIGGER ad agencies with a larger headcount.

There’s another way.
-You hire fractional paid media strategists that know strategy like the back of their hand.
-They know the ad agency model based on over a decade of experience.
-All parties are incentivized to go above and beyond to get stellar results.
-Instead of having to be a dignified babysitter you can finally take a step back and focus on sales.
-Your clients LOVE their results and actually talk to their friends and send you referrals. 

If you’re sick and tired of babysitting media buyers - we have 3 spots open for fractional paid media strategists.

P.S. Credit to Definition and Natascha Polke for the song “After Rain Comes Sun.”

Helping Agency Owners & B2B Founders close 2-10 clients on Linkedin in the next 180 days (Or You Don't Pay).

Behind-the-scenes helping founders/execs build pipeline, authority and close deals on Linkedin.

Naim Ahmed

Had a chat with a Linkedin creator with 13,000 followers and 100s of likes on his posts...

We went back & forth in the DMs and I asked him: "how many calls you booking for your agency on Linkedin?"

His answer: 0

"How much revenue generated from your content?"

His answer: 0

All his likes were from peers, pods and other marketers.

He had no systems to turn his followers into calls.

A few days later I had a catch up with an old client

He has way less followers, way less likes.

He told me he’d made $15k that week, alone.

Getting likes & getting paid are 2 COMPLETELY different skill-sets.

P.S. Most of my clients like Umair, Noah, Nicolas and many more ALL have audiences on the smaller side but book calls consistently. Living proof it’s not your follower count holding you back. It’s your sales system.

We’ve booked 476 sales calls using LinkedIn DMs…

Doing the opposite of what "gurus" teach...

Most people have a "buy-or-die" mentality.

They want you to BOOK A CALL NOW.

If you don't, they forget about you.

And, move on to the next target.

Instead, I play the long-game.

If you're a good fit, but don't book a call...

That's cool, I'll just

- Send you valuable resources
- Add value/help for free in the DMs
- Connect with you with people I know
- Add so much value you WANT to work with me

This helps me book calls WEEKS/MONTHS after 1st touch.

Playing the long-game is the secret.

Linkedin outbound tip:

If you're sending automated outreach, your goal is NOT to trick people into thinking you sent it manually.

Your goal is to make the message/offer so good that they DON'T CARE if it's automated or not.

Prospects respond because they WANT that you have.

Offer > Fake Personalisation.

Day 1 on Linkedin? Here’s what I’d focus on:

1. Study competitors & observe what’s working
2. Send some connections to your ICP
3. Start conversations daily 5 with ICP & 2 with peers

No engagement pods. No 100 comments a day. No 2 posts a day.

Study what content performs and take notes.

Think about how you could things better/differently.

Then, connect with a few prospects and shoot some DMs.

Get used to reaching out to decision makers via chat.

Network with creators and build a relationship or two.

This'll give you a foundation, now you can start posting and sky is your limit.

Posting on Linkedin = Trust at scale

Engaging with your ICP = Trust at less scale

Talking 1-1 in the DMs = High trust low scale

Now, imagine you do all 3 to prospects.

First you post content and show up on their feed...

Then, you show up in their comments...

Then, you start a natural/relevant conversation.

Imagine the trust you build before selling anything.

This is the power of social selling.

Founders pay me $2500 to ask "Naim, how do I get more inbound leads?". 

Here's what I tell them:

It's not:

- Engaging more (although it helps)
- Being consistent (although it helps)
- Copywriting skills (although it helps)

Usually, I'd boil it down to ONE thing.

- Over-index on sharing social proof.
- Share a disgusting amount.
- In almost EVERY post

2 things you can do today:

1. Go back and screenshot every bit of good feedback you’ve gotten from a client. Every win, big or small, can be Slack, Whatsapp, emails and turn that into content on Linkedin.

2. Show people examples of your work. If you design websites, share your designs. If you write copy, share your copy. If you help with accounting share how you're saving people money.

Don't expect people to understand your value.

SHOW THEM.

That's how you build REAL authority.

Employee Generated Content is the BIG opportunity in 2026.

I’ve been working with orgs on this since late 2024 and it’s only getting bigger.

Just imagine you’re able to build multiple personal brands across your whole executive team.

. CEO generating thousands of impressions.
. CMO/CSO generating thousands of impressions.
. VP Marketing generating thousands of impressions.

All building influence and promoting the company.

. CEO shares strategies & the journey.
. CMO shares marketing behind-the-scenes.
. Sales director talks sales process optimisation.

Collectively you can easily break 50-100k impressions a week.

On the backend you can monetize in multiple ways...

For example, each c-suite exec could promote a singular bi-monthly webinar and all content from Linkedin could be pushed here.

Imagine the sheer number of prospects you could attract.

The amount of pipeline you could drive.

The amount of demos you’d book.

All for free.

This is the future.

If I was a CMO/VP of a b2b company and was asked to build MASS pipeline from Linkedin, here’s what I’d do:

I would NOT pay Linkedin influencers.

I would activate my team instead.

Yes, you can pay influencers extortionate amounts of money for a post or 2.

And, that does work (when done properly).

BUUUT…

Your team is already on pay-roll.

They already know your product.

You don’t have to pay them for every post.

It’s in THEIR best interests to post here.

LEVERAGE BABY.

Say 10 people at the company start posting 3 times a week.

Say they average 2000 impressions a week each.

That’s 80,000 impressions for free every month.

With the right strategy (and me in your corner) we can get this to 200,000+ a month.

Imagine the competitive advantage this kind of reach would bring.

Activate your team NOW!

P.S. If you’d like to activate your CEO or C-suite execs, DM me “ACTIVE” and I’ll show you how I can help.

taplio

The Battle

Feras Khalbuss

Naim Ahmed

Followers

Posts

Engagements

Likes

Performance ScoreFeras Khalbuss's LinkedIn Performance

Performance ScoreNaim Ahmed's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Feras Khalbuss

Naim Ahmed

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Feras Khalbuss's LinkedIn Performance

Performance ScoreNaim Ahmed's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreFeras Khalbuss's LinkedIn Performance