Running an OnlyFans agency is not just about working with models. Behind the scenes, a lot of the success comes from chatters. These are the people who handle fan messages, build relationships, and turn conversations into sales. A strong chatter team can make the difference between a model earning average money or reaching the top percent on the platform.
But not all chatters are the same. Some are talented, hard-working, and reliable. Others are not a good fit. This is why agencies need a clear system to find, test, and filter the best chatters. In this article, we’ll explain how agencies can do this step by step.
Why Chatters Are So Important
Before looking at the hiring process, let’s understand the role of a chatter. Chatters:
-Talk to fans daily, making them feel special and connected to the model.
-Build trust so fans are more likely to buy pay-per-view (PPV) content.
-Upsell subscriptions, tips, and custom requests.
-Keep fans active so they don’t cancel their subscriptions.
In short, good chatters directly bring in money. If you hire the wrong ones, you’ll lose sales and hurt your agency’s reputation.
Where to Find Potential Chatters
Finding good candidates is the first step. Here are the most common places:
-Job Boards
-Websites like Indeed, Upwork, or even Fiverr can be useful. Write a clear ad that explains you’re looking for people with good English, strong writing skills, and availability for shifts.
-Specialized Adult Job Sites
There are platforms made for adult industry work, such as OFMJob.com, where agencies can post chatter jobs. These places already attract people who know the business.
-Telegram and Discord Groups
There are communities where freelancers and agencies connect. While useful, be careful—some candidates there can be unreliable. Always test before hiring.
-Referrals
Sometimes your best new hire comes from a recommendation. Ask your current team if they know someone trustworthy.
Step 1: Screening Applicants
Once you start getting applications, you need to filter out people who are not serious. A good screening system saves time. Here’s how:
-Check Communication Skills
-Ask for a short introduction message. If someone writes in broken English, with poor grammar, or no effort, they may not be a fit.
-Look for Professionalism
A good chatter should be polite and respectful, even in messages. If they are rude or too casual, that’s a red flag.
-Availability
Make sure they can work the hours you need. If your agency offers 24/7 chat, you’ll need people who can cover nights and weekends.
-Motivation
-Ask why they want the job. A person who only says “I need money” may not be as good as someone who understands the role and wants to grow with your agency.
Step 2: First Tests
Before hiring, always test candidates. Simple tests help you see who is serious and who has talent. Examples:
-Writing Test
Give a fake fan scenario. For example: “A fan says: ‘Hey babe, I loved your new photo, do you have more?’”
Ask the chatter to reply in 3 different ways. A good candidate will write fun, flirty, and natural responses that make the fan want to spend.
-Grammar and Spelling Check
Poor grammar can turn fans away. A simple test with a short writing exercise shows if they can write clearly.
-Speed Test
Give them a short time (like 5 minutes) to answer a fan scenario. Chatters need to be quick while still sounding personal.
Step 3: Trial Period
Even if someone does well in the first test, the real challenge is working with real fans. This is where a trial period helps.
-Start with 1–2 shifts
-Give them access to a test account or supervised shifts. Watch how they handle messages.
-Check Engagement
Do they keep fans talking, or do conversations end quickly?
-See Their Attitude
A good chatter asks questions if they are unsure. A bad one disappears or makes excuses.
-Track Sales
During the trial, note if they are pushing PPV and upsells in a natural way.
Step 4: Filtering the Best
Now that you’ve tested a group of candidates, you need to filter the best. Here are the main factors:
-Language and Tone
They should sound natural, fun, and flirty without being robotic.
-Consistency
Do they show up on time? Do they stay active during their shifts?
-Adaptability
Every model is different. Some are more romantic, some more wild. The chatter must adapt their style.
-Sales Results
Numbers matter. The best chatters usually bring in higher sales than average.
By this point, you will know who deserves a long-term spot on your team.
Extra Filters to Use
To make sure you only keep the most reliable people, here are a few extra filters agencies use:
-Background Check (Light)
You don’t need to dig into their whole life, but check if they have a history of job hopping or bad reviews online.
-Test for Reliability
Some agencies ask chatters to log in daily during the trial, even for a short check-in. This shows if they can be consistent.
-Teamwork Test
Give them a small task where they must communicate with your manager or another chatter. If they can’t work as a team, they may not be a fit.
-Ongoing Training
Even the best chatter still needs guidance. Agencies that invest in training always get better results. Training can include:
Example scripts and conversation flows.
Common fan types and how to handle them.
Tips for upselling PPV and custom content.
Regular feedback sessions with managers.
Training turns good chatters into top performers.
Red Flags to Watch Out For
Some candidates look good at first but turn into problems. Be careful if you see:
-Excuses for being late all the time.
-Copy-paste messages that don’t feel personal.
-Asking for advance payment before working.
-Disappearing during shifts without telling anyone.
When you see these, it’s better to replace them quickly.
Conclusion
Hiring chatters is one of the most important jobs for any OnlyFans agency. Without the right team, even the best model can struggle to make money. To succeed, agencies should:
-Look for chatters on job boards, adult job sites, and referrals.
-Screen candidates for professionalism, language, and motivation.
-Run simple tests for writing, grammar, and speed.
-Give trial shifts to see real performance.
-Keep the best by filtering for consistency, sales, and adaptability.
By following these steps, agencies can build a reliable team of chatters who bring in results day after day.
A strong chatter team doesn’t just answer messages—it builds relationships, drives sales, and keeps fans loyal. And that’s what makes an OnlyFans agency grow.
Why OFMJob Is a Great Place to Find Quality Chatters
One of the best places to look for skilled and motivated chatters is OFMJob.com. Unlike random ads on Telegram or other unregulated spaces, OFMJob is built specifically for the OnlyFans industry. The platform is moderated, meaning agencies connect with candidates who are more serious and better prepared. This saves time and reduces the risk of scams or low-quality hires. Because the site attracts people already familiar with adult work, the chances of finding chatters who understand the role—and who can bring results right away—are much higher. For agencies that want to build strong, reliable teams, OFMJob is one of the smartest places to start the search.