1. Define Your Key Metrics

You can’t scale what you don’t measure. Track these 3 essential recruitment metrics:

• Outreach-to-reply rate: % of prospects who respond (benchmark: 7.5–10%)

• Reply-to-call rate: % who book a call after replying

• Call-to-sign rate: % of calls that convert to signed models

If you send 100 messages and only 2 reply, your problem is likely:

→ weak opening script

→ targeting the wrong accounts

→ unclear value proposition

Benchmarking makes improvement systematic, not guesswork.

2. Write a Script That Filters & Attracts

Don’t pitch everyone, and keep it brief. Your outreach should quickly:

✔️ introduce who you are

✔️ explain the opportunity

✔️ invite a clear next step (e.g., “Reply if interested for more info”)

The goal isn’t to close in DMs but to qualify and funnel leads.

3. Build a Funnel That Runs Without You

Create an automated, predictable pipeline:

1. DM prospects with a consistent script (you or a VA)

2. Qualify leads via a short intake form

3. Auto-schedule calls with Calendly (or similar)

4. Send prep info before calls (success stories, FAQs)

5. Close on the call → onboarding doc + starter kit

Manage this with spreadsheets or tools like SYA, which track every step.

4. Review Your Funnel Weekly

Track recruitment like you track chat:

• DMs sent

• Leads entered

• Drop-off points (no reply, no-shows, no-sign)

• Signed models & earnings in first 30 days

Use this data to double down on what works and ditch what doesn’t, fast.

5. Make the System Repeatable

Can someone else run this without you?

That’s your true scalability test.

With clear SOPs and the right tools (like SYA), recruitment becomes a well-oiled machine, not a time sink.

Recap

Recruiting without structure is a grind.

Relying on luck isn’t building a pipeline.

Track your funnel, optimize the flow, and repeat what works.

That’s how you scale your OFM agency efficiently.