# How to Hire (or Fire) Your Social Media Manager
Hiring the wrong social media manager costs you money, time, and momentum. Here's how to hire right—and fire fast when needed.
When to Hire
You're ready when:- Revenue supports $1,500-3,000/month expense
- You're spending 10+ hours/week on social
- Inconsistent posting is hurting growth
- You have a proven process to hand off
- No clear business model yet
- Revenue under $5K/month
- You don't know what content works
- Can't afford 3-6 month commitment
Red Flags in the Interview
❌ "I'll get you viral" - Promises viral content
❌ Follower-focused - Talks followers not revenue
❌ One-size-fits-all - Same strategy for every client
❌ No questions - Doesn't ask about your business/goals
❌ Cheap pricing - $300/month = you get what you pay for
❌ No portfolio - Can't show proven results
Questions to Ask
About Results:"Show me a client you took from X to Y followers. More importantly, how did that translate to revenue?"
About Process:"Walk me through your first 30 days. What would you analyze, create, and optimize?"
About Communication:"How often will we communicate? What reports will I receive?"
About Chicago:"How will you position us for local Chicago discovery?"
Performance Metrics (90-Day Review)
Month 1: Follower growth 15-25%, engagement rate 4-6% Month 2: DM inquiries up 30%, profile visits up 40% Month 3: Measurable revenue attribution (even if small)If these aren't hit, have a serious conversation.
Related: Social Media Analytics & Metrics - What to trackWhen to Fire
Fire immediately if:- Posting offensive content
- Not posting for a week+ without communication
- Lying about metrics/results
- Buying fake followers/engagement
- No improvement in key metrics
- Missed deadlines consistently
- Poor communication
- Not taking feedback
The Firing Conversation
Be direct: "This isn't working. Here's why [specific metrics/issues]. Your last day is [date]. Here's how we'll transition."
Don't: Make it personal, give false hope of improvement, drag it out.
Ready to hire right? Book a call - We'll help you write the job description, screen candidates, and set performance benchmarks. Or skip the hiring headache and work with us directly.