In the OnlyFans ecosystem, chatters are one of the key drivers of revenue. They’re the engine that turns attention into sales, engagement into loyalty, and that ultimately scales the lifetime value of each subscriber.
Yet many agencies still treat recruitment as an afterthought — hiring without structure, without filters, and without clearly defined criteria. The result? Unstable teams, lost sales opportunities, and high turnover that prevents sustainable growth.
In this article, I’ll walk you through how to design a recruitment system that helps you identify, train, and retain the best chatters in the market. Not from theory, but from what we’ve actually implemented at Chatting Wizard, where we manage one of the largest OnlyFans chatting teams in the Spanish-speaking world.
It All Starts With Clarity: Who Are You Really Looking For?
Before thinking about interviews, tests, or onboarding, the most important step is to define exactly what kind of person you’re trying to hire.
After countless trials, interviews, and real-world lessons, we’ve learned that the ideal chatter profile at Chatting Wizard comes down to three key qualities: speed, emotional intelligence, and alignment with company values.
1. Speed (both typing and mental)
This role isn’t about writing beautiful messages. It’s about responding quickly and with purpose.
A top-tier chatter handles 5 to 10 conversations at once, during 6–8 hour shifts. In that environment, speed is non-negotiable — both in typing and in thinking.
We’re not just looking for 60+ words per minute, but also the mental agility to improvise, think on the fly, and keep conversations engaging.
If a subscriber has to wait 3–4 minutes for a reply, you’ve likely lost the sale. But a clever, timely answer in under a minute? That keeps them hooked.
2. Emotional intelligence
Sales happen through connection. And connection requires empathy.
A great chatter knows how to read a subscriber’s emotional state: are they excited, lonely, frustrated, flirtatious? And based on that, they adapt their tone, rhythm, and strategy.
People with strong social skills — those who understand emotional cues naturally — consistently perform better in this role. They understand when to escalate, when to slow down, and how to build a believable character that converts.
This isn’t something you can fully script. You need to identify it and cultivate it.
3. Alignment with your agency’s values
Here’s the piece most agencies overlook — and the one that makes the biggest difference over time.
Chatting is mentally demanding, repetitive at times, and requires sustained focus. If a chatter doesn’t feel aligned with your culture, values, or vision, their motivation will fade quickly — and their performance with it.
At Chatting Wizard, where we manage over 100 people, our clearly defined values are what keep the team cohesive, committed, and high-performing.
A useful reference here is Real Madrid. Florentino Pérez reaffirms the club’s values every time a new player joins. The same mindset applies to your agency: if someone doesn’t align with your values, they shouldn’t be part of your team — no matter how skilled they are.
The Recruitment Funnel: A Step-by-Step System
Once you know what type of candidate you’re looking for, the next step is to build a structured system that filters out 90% of unfit applicants — and highlights the ones worth your time.
Here’s the process we use internally:
Phase 1: Initial Screening
Goal: Filter out C-players quickly, without wasting time in interviews.
Include:
- Typing speed test (minimum 60 WPM)
- Emotional intelligence quiz (online)
- Internet speed test
- Written self-introduction
This already eliminates most candidates who lack the basics or the motivation.
Phase 2: Theoretical Training
Those who pass move into a short theoretical module covering:
- Chatting for sales
- Sexting dynamics and tone
- Types of subscribers and strategies
End this phase with a knowledge test to validate understanding.
Phase 3: Structured Interview
Only candidates who show initiative reach this phase. That means you’re not wasting time on unqualified people.
Design the interview with clear objectives. Each question should help you assess:
- Mental agility
- Emotional intelligence
- Cultural alignment
Ask scenario-based questions like:
“If a subscriber starts behaving aggressively or pushes limits, how would you de-escalate the situation without breaking character?”
Phase 4: Practical Training
Candidates who pass the interview now enter real-world training with live supervision.
This should last several days. You observe how they:
- Handle emotional cues
- Apply theoretical knowledge
- Manage pressure and multiple chats
Use this phase to spot potential B-players who might not be the right long-term fit.
Phase 5: Final Live Test
A handful of top candidates move into the final phase: a live chat session observed in real-time.
You assess:
- Response quality and speed
- Improvisation
- Sales ability and character consistency
Only the best should make it through.
Build a System That Scales
The real advantage of this system is that it scales with your agency.
You can delegate most stages to a hiring manager, automate initial tests, and maintain quality as your team grows — without sacrificing standards or culture.
Final Thoughts
Hiring the right chatters isn’t a minor detail. It’s one of the most important strategic decisions in your agency.
A weak chatter can quietly lose you thousands. A great one can triple your subscriber value. And a team of high performers can take your agency to the next level.
So start strong. Define who you’re looking for. Build the system. And never settle for average.
That’s how we do it at Chatting Wizard — and it’s made all the difference.
