We Scaled a Team From 1 to 45 Writers and Editors in Just 18 Months

Before establishing Workello, we were a content agency that ran one of the most successful SEO campaigns of all time. Within only 18 months, we got our client’s organic traffic from 0 to 1,000,000 per month. To accomplish this, we needed to produce a huge amount of high-quality content—and this couldn’t be done without us hiring dozens of new Writers and Editors.

Finding top-notch Writers and Editors required a careful examination of hundreds of CVs and portfolios, which our Content Managers handled. Instead of focusing on content management, they wasted hours each day trying to figure out whether people were as qualified as their resumes indicated. 

Expanding our team quickly wasn’t easy because candidates were sending in incomplete applications and portfolios in Word via email. We soon discovered that we needed to reinvent our hiring strategy because it was impossible to keep track of where candidates were in our hiring funnel. 

We set out to create an automated and streamlined hiring funnel from the ground up, investing over $100,000 and countless hours.

In the next 10 minutes, you’ll learn where to find Cryptocurrency Article Writers and learn how to use an automated hiring funnel to speed up your hiring process.

Where To Find Cryptocurrency Article Writers—Top 14 Job Boards

Check out the advantages and disadvantages of the top 14 job boards for hiring Cryptocurrency Article Writers:

Why Is Finding Good Cryptocurrency Article Writers So Difficult?

For a website to attract a large number of organic visitors, it must have excellent content. The reason why it’s difficult to speed up the production of high-quality content is the lack of high-quality Writers. Finding them is extremely difficult because the best ones are snapped up by other companies in no time. Keep in mind that it usually takes combing through dozens of applications to find a single good one.

Most job boards cope with the same problem—they can’t source qualified Writers as fast as they get hired. This is why being quick when hiring is crucial, no matter which job board you’re using to recruit Writers. There will always be more bad than good candidates on each job board you use, and they will jam your hiring funnel no matter what you do.

When we first started hiring Writers and Editors, Upwork was the only job board we used to post our ads. As time passed, we realized we had to spread across other job boards to be able to evaluate more candidates—and this is where things got even worse.

We encountered the following issues:

• Many qualified candidates did not receive our response until it was too late or did not receive it at all
• We didn’t know where the candidates were in our hiring funnel
• Most applicants sent in heavily edited portfolios that did not accurately reflect their skills
• We used platforms that weren’t built for hiring Writers
• The vast majority of our applicants were unqualified

It took us a couple of months to realize that our hiring strategy was completely wrong. To improve it, we decided to create an optimized and automated hiring funnel that would make hiring good candidates quick and easy.

Pre-Hire Assessments Allow You To Hire the Best Writer in Your Niche

You’ll never get an applicant that admits they have no idea how to write content for your niche. While their portfolios may include some industry-related articles, you’ll never know how good they are at it until you see their first draft. Don’t wait to hire them for that to happen—improve your hiring process with pre-employment assessments.

Coming up with a writing test is the easy part. What do you do when hundreds of writing samples start flooding your inbox? You need skill assessment software to keep the process organized and to avoid missing out on a top candidate due to an email you forgot to respond to.

Workello will entirely automate your hiring process and take care of assessment management. You only need to:

1. Create a free account and set up a pre-configured hiring funnel in under 3 minutes
2. Add a Workello link to your job listings (works with all job boards)
3. Wait for applications to start coming your way
4. Send tests to spot bad writers with impressive portfolios fast
5. Reject, interview, and hire the best candidates with a single click

Streamline Your Testing Process and Hire the Top 1% of Writers With Workello

With Workello—high-volume recruiting software—you can automate your entire hiring process and cut costs by 50%. Use our platform to test content writers for whatever writing needs you have, be it technical, SEO, or any other type of writing. You can also assess copywriters and SEO copywriters.

Sign up for free and assess, test, reject, interview, and hire writers from your Workello dashboard effortlessly.

Hiring Funnel of a Top 1% Hiring Agency

We knew something wasn’t right with our system, but we couldn’t figure out what it was. That’s why we went back to the drawing board and examined each part carefully. Here’s what we came up with:

1. High-quality content attracts a large number of monthly visitors
2. Publishing a lot of high-quality content requires dozens of top-performing Writers and Editors
3. Finding top-performing Writers and Editors is a time-consuming process that requires assessing hundreds of resumes
4. Reaching out to the best candidates before your competition requires filtering out the bad ones as fast as possible

Finding a solution for filtering out bad candidates fast was where we got stuck. This is when we started visualizing our ideal system for finding good applicants and weeding out the bad ones.

We envisioned it as:

• A single place to track applicants from all hiring channels
• A place where we could use a single dashboard to test, reject, and hire candidates 
• An automated system that would allow us to sort candidates based on their application status
• A system that would allow us to filter out bad candidates with good portfolios through automated testing

The system we created was a mixture of Google Sheets + Google Forms + Zapier but still wasn’t efficient enough. After numerous improvements, it eventually evolved into Workello.

Why Is Writing a Detailed Job Description Essential?

A well-written job description may not discourage all underqualified candidates from applying, but it will deter the majority of them. It should list all the qualifications and skills needed for the role, as well as the responsibilities the candidate will have once they join your company. 

Stating only what you are looking for in new employees isn’t enough to attract the best candidates—you should also communicate what they can expect from you and give them a few reasons why they should choose to work for you. Include details about the salary, benefits like PTO, and opportunities for advancing their career to make your job ad stand out.

If you don’t know how to write an effective job description, you can help yourself with our collection of ready-made job description templates. Click on one of the roles listed below to get the template and tailor it to your specific requirements.

• Blog Writer
• Press Release Writer
• Content Writer
• Technical Writer
• Science Writer
• Writer
• Development Writer
• Product Writer
• Executive Writer
• Senior Writer
• Course Writer
• Digital Content Writer
• Senior Proposal Writer
• Freelance Writer
• Nutrition Writer

Distribute Your Job Ad Across the Internet

We didn’t have a Recruitment Specialist in our company when we first started employing new Writers—our Content Managers and Editors were in charge of hiring. Writing and posting job ads on several job boards was not a difficult task but still took up to two hours each day. Since our Content Managers and Editors weren’t fully invested in content management and editing, our content production slowed down—and our business appeared to be stagnating as a result.

We soon realized we had to hire a Recruitment Manager and delegate all these tasks to them, but we couldn’t do that without documenting the entire hiring process first. We invested a lot of time in describing every step of the process, meaning we saved you hundreds of hours of figuring it out on your own.

Sign up to Workello for free to get our playbooks for delegating job ads to someone else delivered to your inbox.

Watch Candidate Applications Pile In

Regardless of where candidates find your job ad, their applications will end up in the same place—the Workello dashboard. If a candidate decides to apply for a job you’re offering, they’ll do so through a Workello-hosted application form included in all your ads. 

Using the same form will ensure that all applications are submitted in the same format, preventing the candidates from submitting incomplete applications. As a result, you won’t have to contact them to get the info that’s missing.

Take a look at our application example here.

Watch Candidates Stream In

Workello enables you to use the same dashboard for each step of your hiring process. You’ll be able to assess applications, send tests, invite candidates for interviews, or reject applicants from a single place.

Candidates are classified by their application status, which tells you exactly where each applicant is in the hiring funnel:

1. Application Received
2. Application Rejected
3. Test Candidate
4. Test Complete
5. Reject Candidate
6. Invite for Interview
7. Send Offer

We color-coded each status, enabling you to determine how many candidates you have at each stage of the hiring process at a glance.

Reject Unqualified Candidates

Once a candidate submits their application, it will automatically appear in your Workello dashboard. By granting them access to Workello, you can let your Content Managers assess the applications. If they find a candidate unfit, they can remove them from the funnel by changing their status to Application Rejected.

As soon as the status is changed, the unqualified candidates receive an automated rejection email that politely informs them that they will not be moving on to the next stage of the hiring process. You won’t have to waste time contacting unqualified candidates or responding to questions about their status.

Point, Click, Test

When we first started hiring Writers, we based our decisions only on their resumes and portfolios. As a result, we wasted a lot of time and money dealing with underperforming employees. A great portfolio does not necessarily mean that the candidate’s writing skills are equally as great. Many of your candidates will be bad Writers with good portfolios. This happens because portfolios are often made up of Writers’ best articles—which most certainly went through at least one editing cycle before going live. 

Portfolios will help you get a grasp of a Writer’s previous experience but will not reflect their true skill set. This is why you shouldn’t hire a Cryptocurrency Article Writer based only on their portfolio.

When we started testing our candidates, things quickly started to change for the better. Testing is extremely important as it helps you understand how much editing a candidate’s articles will need in the future.

Using Workello, you can automate the testing process by changing an applicant’s status to Test Candidate. This status change triggers an automated email that invites the candidate to complete a short written test hosted on Workello.

This is what it looks like when a candidate clicks the test link in the automated email.

How To Make a Good Test

Testing candidates for any writing role is common, and most of them will be willing to complete a short test. Don’t expect your candidates to write a 2,500-word article, though, as most of them won’t be willing to invest eight hours in something that may not pay off in the end. 

A good writing test needs to strike a balance between thoroughness and the candidate’s willingness to put in the necessary effort. What you want to do is create a test that is detailed enough to reveal the candidate’s writing skill but that’s still not too demanding. The main areas in which you should test your candidates are:

1. Language proficiency
2. Research skills
3. Formatting skills 

Since Workello allows you to be completely transparent in your selection process, you can expect more candidates to be willing to invest their time into completing the test. Most candidates will appreciate the transparency, which will make them feel good about your company.

Have a look at the test we used to evaluate our Writers to get an idea of what a good test should look like.

Interviewing Candidates

A candidate’s status changes to Test Complete as soon as they submit their writing test. Your Content Managers can then start assessing their work. If the candidate’s writing skills turn out to be satisfactory, they may change their status to Interview Candidate. Once they do that, the candidate receives an email that includes an invitation to schedule a video interview through Calendly.

If the candidate fails the test, your Content Managers can change their status to Reject Candidate and they will receive a polite rejection email thanking them for their time.

The Candidate Status Page

We’ve received hundreds of emails from applicants asking these questions:

1. Have you received my application?
2. When will I hear back from you?
3. Did I pass the test?
4. What are the next steps I need to take?

We were often late to reply because our inbox was chaotic—which resulted in missing out on a number of great candidates. Eventually, we created the Candidate Status page, which not only allows candidates to see where they are in the hiring funnel but also answers the most common questions that candidates have throughout the hiring process.

Here is what the Candidate Status page looks like. 

Our Investment Paid Off Big Time

When we first started out, we didn’t have a hiring system that would help us filter out bad candidates and recognize good ones in time. Since our agency was growing quickly, we had to post our job ads on several job boards—that way, our chances of finding skilled Writers were higher. Immediately, we started receiving hundreds of applications each day that we were unable to keep track of. 

The applications were often incomplete, and there was a lot of room for human error on our end. Instead of focusing on managing content, our Content Managers wasted time posting job ads and preparing tests manually.

After dealing with all these issues for months, we decided to invest in creating a more sustainable hiring system—which was the best decision we have ever made. Our project turned out to be a huge success, resulting in Workello! It helped us:

• Reduce the cost of content production by 75%
• Make our hiring process more efficient and less time-consuming
• Reduce our Content Managers’ workload and let them focus on developing great content
• Grow our team from one to 45 Writers and Editors in less than two years

You can now gain instant access to a product we spent thousands of hours and over $100,000 on for the price of a single page of content.

Try Workello for free. It’s pre-configured, so you can start accepting candidates in less than 3 minutes.