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This 41-Year-Old Makes Up To $100k/Month Offering Needle-Moving SEO Services

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This 41-Year-Old Makes Up To $100k/Month Offering Needle-Moving SEO Services

Marcus Clarke dabbled in websites for fun back in the day, but it wasn’t until he started learning about SEO in 2010 that he had a lightbulb moment. Once a site he had started to make a bit of money, he went all in and started doing freelance SEO and eventually worked in-house at an agency.

Marcus decided to take the things he learned and start his own company. Searchant was created in 2018. Today he serves 40 different clients, employs 50 people, and is bringing in up to $100k per month.

Keep reading to find out:

  • How his SEO journey began
  • What important lessons he learned at the agency
  • Why he decided to launch his own business
  • How he feels about SEO reports
  • What he believes truly moves the needle in SEO
  • His top marketing strategies
  • How he approaches keyword research
  • His views on link building
  • The resources that have inspired him
  • His biggest challenge
  • His greatest accomplishment
  • The main mistake he’s made
  • His advice for other entrepreneurs

Meet Marcus Clarke

I’ve been involved in SEO for over a decade now. That includes just playing around with my own blogs, then going into freelance work, then working in-house, and eventually starting up my own business.

The first website I ever created was probably around 1998 when I was still at school and coded a website from scratch for my school friends’ gaming clan, but it wasn’t until around 2010 that the idea of SEO started to dawn on me and I realized that getting visitors was a big thing and could eventually be monetized. 

Around that time I created numerous hobby websites and tried to monetize with Adsense, about the only thing that I remember it was possible to monetize with back then.

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None of those websites really ever took off until I started studying psychology and created a blog alongside that to document what I was learning, as a little side hustle. 

That blog went live around 2012, and after a few years of being more of a personal learning journal as I learned more about actual SEO from the likes of Niche Pursuits, it began to grow, get good traffic, and, more importantly, make some money.

His SEO Journey Begins

That was the real, first success that kickstarted my SEO journey and opened my eyes to possibilities. It wasn’t a success by the standards of today’s affiliate site owners, but at its peak, it was hitting $1k/month. As I gave up on a career in psychology, I didn’t hold onto the site for too much longer and sold it off soon after.

From there I went on to dip my toes into the world of freelance SEO while I was working other jobs, and I eventually landed an in-house SEO job. 

That SEO job was another big eye-opener for me as it taught me important lessons about business. I was also extremely lucky to have the 2 best bosses I’ve ever had in any job at that position who provided encouragement to go on and eventually start out my own SEO consultancy, and that’s when Searchant was born in 2018.

Since then, Searchant has been my sole focus and my full-time endeavor. 

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My first office where it all started for Searchant.

Why He Created Searchant

There were various reasons. When I was in-house I worked with a bunch of agencies and saw how clueless they were, how little impact they drove, and how much they charged. 

The most eye-opening part of that for me was just how it was kind of accepted. 

I saw an opportunity to become a specialist in certain parts of SEO that actually will drive impact and make clients more money. No 200 items per month and 30-page PDF reports every month, just actual needle-moving work.

At the receiving end of an SEO agency, all I saw were reports and talk of strategy, with very little time left to actually implement any work. Since then I’ve always had a funny relationship with monthly SEO reports, as I’m still waiting to see one that would tell me anything that I can’t decipher from Google Analytics, if traffic is increasing, and if we’re making more money. SEO reports can be stuffed with vanity metrics and rankings that don’t add to the bottom line.

To me needle-moving work in SEO, just 3 things are necessary:

  • Technical SEO – This can, quite often, just be a one-off or annual project
  • Content – Improving existing content and creating new content (focusing on the bottom of the funnel first, and mid-top once the bottom is “complete”)
  • Link building – I still refer to it as link building despite its infinite rebrands, but essentially it is still the same thing—getting other good quality, real and relevant websites to link back to yours. 

If you do those 3 things correctly and for long enough, then it’s only a matter of time until the amount of traffic you get from Google will increase. This is the framework we take with all of our clients.

How Much Money Marcus is Making

I don’t want to be too exact, and things fluctuate, but we’re in the $50-100k/month ballpark. These days 99% of our revenue is from client SEO, our own internal projects used to make up 10-20% of revenue, but they have really been neglected recently. 

We had a pretty slow ramp-up and were stuck at $10-20k for around 1.5 years. Then things just really took off and it probably took another 6-12 months to hit our current level.

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We currently have around 40 clients of various sizes, ranging from local clients to multinationals. 

Our internal projects mainly consist of good old affiliate websites that are somewhat treated as test or training projects. 

For example, if we want to test something out that’s a bit riskier, we would do it on one of these sites, or if a new team member needs training on something, they generally use these sites before being signed off to work on clients’ live sites. 

His Top Marketing Strategy

It probably sounds very obvious, but I really think the best marketing strategy is just to do a great job for the clients that you have. If you do that and get them some big wins, then that means a couple of things:

  • They’ll tell other people and you’ll get referrals
  • You can use what you did for them as case studies

I actually think even more important is that once you have some solid client results, you just have more confidence in selling your services and you can talk from a place of experience.

This 41 Year Old Makes Up To 100kMonth Offering Needle Moving SEO Services

Something we’ve done recently is partner with other businesses that work with our ideal client type, such as PPC agencies. It’s often a win-win for the other agency and their clients if they can refer an SEO agency that they trust.

Despite what you may read though, it’s not easy to establish these kinds of partnerships and build that trust; it takes a lot more time than you might think.

The Importance of SEO

Up until the last few months, we have really neglected SEO for our own site, simply because we were growing extremely well without it. But we have recently started to invest in our own SEO and started seeing results in under 3 months with qualified leads starting to come in, I definitely regret leaving it for so long!

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Keyword Research

I generally start keyword research in one of two ways:

  1. Content gap analysis – Looking at keywords that competitors are ranking for that we are not
  2. Looking at major websites in the industry and filtering down by sections, keyword difficulty, or other metrics to start finding some “seed” keywords

Once seed keywords are established, we then usually go broader to make sure we get full coverage of keywords across the main topic buckets before eventually zooming back in and coming up with a finalized content plan.

Link Building

We’re in the trenches with SEO day in and day out, and as far as our observations go, link building is still a very important piece of the puzzle. 

We have evolved the kind of link building we do and these days we rely on extremely high-quality linkable assets, such as industry stats posts, which naturally attract authentic links and PR-style links with a combination of things like HARO and digital PR to gain top-tier links. 

We find that a combination of industry-relevant links from linkable assets and top-tier links moves the needle faster than any other combination.

Marcus’s Content Creation Process

It’s pretty comprehensive, but it’s taken a long time to get that way. The short version is that we go through a pretty rigorous process of keyword research, keyword clustering, and prioritization. Once keywords are agreed upon, the content we create has a detailed 2-page brief that looks at the content from an SEO perspective and also an outline perspective.

Once we’re happy with a brief, the article is finally ready to be written.

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His Top Resources

It really depends on what stage you’re at. In the beginning, I listened to a wider range of podcasts than I do today. For example, I would listen to entrepreneur, business, mindset, and SEO podcasts. 

My philosophy was if I could extract just 1 or 2 useful takeaways per week from any or all of those different areas, that would expedite my plans then it would be totally worth it, and it definitely was!

It’s easy to overcomplicate business and try to do something totally new. You obviously want to put your spin on things, but most problems you have someone else has already solved, and for me that’s the purpose that educating yourself through podcasts serves.

The other side of that is mindset and motivation. It’s motivating to hear of people who are 2x or 10x ahead of you.

Here are my top 5 from back then; today my selection is a little more random!

1)  SEO 101 – I’ve not listened to this for a few years now, but back when I was starting out this provided so much detail and analysis of important SEO topics. Clients will ask you all sorts of things and this was a great way to build up solid knowledge.

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2) Niche Pursuits podcast – When I was starting out, it was very motivating to hear of other people’s successes.

3) Authority Hacker – Another obvious one, and I’d pair these with Niche Pursuits; if you like one, they’re probably both a great listen for you.

4) Systemology – While I have a long way to go, over the last couple of years this book has been an important part of scaling my business.

5) The Daily Stoic – Running a business is pretty insane at times. I’ve always felt naturally stoic and relaxed about difficult situations, but this is a good reminder about what is and is not in your control and about perseverance. 

His Favorite Tools

I like Asana for task management, Notion for systems documentation, and G Suite as we do everything in Google docs, sheets, etc., and could not collaborate with it.

Marcus’s Biggest Challenge

The hardest thing for me is the transfer of knowledge, which could also be called a people or hiring issue. You really don’t know how much you know (it’s a lot) about something until you start trying to explain it to someone with no experience.

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Documenting systems and processes is tough and it takes time and patience to transfer your knowledge to the rest of your team.

I found the best way is simply to break things down into smaller processes and start out with really quick and simple video SOPs. The next time someone asks me how to do that thing, that’s what I’ll send them and based on their questions, I would then write out a step-by-step guide that goes into more detail.

It’s a fairly painstaking process, but you find over time it buys you hours back every day.

I would also say it’s important to stop being a control freak over every little detail, which is very difficult to do as a business owner. 

His Greatest Accomplishment

My main accomplishment is simply running a business that is successful, and people (I hope) like working with, and for.

We currently have a team of around 50 and that’s a combination of full-time, part-time, consultants, and freelancers. 

What He Wishes He Knew When He Started

I think limiting beliefs are a real danger. You grow up with the ideas of what a salary might be. But in business, if you’re working in an area with demand and you can deliver good results, you can 10x what you might have earned for doing a similar role employed, or eventually 100x as your business matures. 

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His Main Mistake

I regret not giving up more control sooner and investing in people. This is still an issue for me.

As a business owner, it’s easy to fall into the trap of thinking you can do everything and that you can do it faster and better. But that’s rarely the case. Once you document a process and share it, you generally find the next person to do it can actually understand the process and even improve it. 

My advice for anyone in the same predicament would be to break up your bigger tasks into smaller tasks, document those, and start giving them away.

His Advice for Other Entrepreneurs

I’m a big fan of @visualizevalue on Twitter and I’ve had this as the background image on my desktop and phone for a couple of years now. I think it explains everything about my mindset and the mindset required for long-term success.

I guess the image might mean different things to different people, but to me, it represents just being relentless and always finding a way to succeed. If you want to be successful in the long term, you have to get used to failing regularly and using those as learning opportunities and fuel to keep going and come back stronger. 

Ultimately, my principle is that what we are doing is not so complicated and that for 99% of the projects we’re working on, there’s always a way to make it succeed, it might just take 1 or 100 iterations. 

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AI Will Transform the Workplace. Here’s How HR Can Prepare for It.

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AI Will Transform the Workplace. Here's How HR Can Prepare for It.

Opinions expressed by Entrepreneur contributors are their own.

Our workplaces are about to undergo an unprecedented level of transformation, and HR will take center stage. Artificial intelligence will dramatically reshape HR in a way that goes beyond recruiting, hiring and talent management. Leadership teams at all levels need to embrace this change to transform and lead their organizations forward.

It’s the people, and not the technology, that makes AI initiatives a success. Intrapreneurs, in particular, are the driving force behind it. As I shared in Fearless Innovation, I noticed this when I was working on the innovation agenda for the Great Places to Work study — the most innovative companies were those that had a leadership team that was embracing intrapreneurship and were open to change.

HR is the beating heart of any organization, and as such, it needs to take center stage in both adopting and leading ethical and innovative AI transformation across the organization.

Related: How Artificial Intelligence Is Reinventing Human Resources

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4 tectonic shifts AI will drive in HR

1. A new wave of massive reskilling

As AI becomes more prominent across business functions, the need for new skills will only grow. Forty percent of enterprise leaders believe that their workforce would need to reskill as a result of AI and machine learning. In fact, research shows almost a third of all hours worked in the U.S. could be automated by 2030.

All of us need to reskill to some extent to be relevant in the AI era. Not only would people need to re-train, but generative AI is introducing a whole host of professions that have been non-existent until recently, from AI ethicists to human-AI interaction designers. Some of these roles might sound futuristic, yet they are becoming increasingly relevant as technology advances.

2. The great restructure

As automation takes center stage across more business functions, there will be the inevitable need for organizations to restructure and rethink how they work. This transition will not only involve the integration of new technologies but also introduce a shift in the workforce dynamics. Intrapreneurs will need to identify gaps both in skills and operational processes and forge brand-new roles for themselves and those they manage. HR must play a key role in enabling a smooth and easy transition in this regard. The transition will not be smooth or easy, and it’s only HR that has the capability to make it impactful.

3. Arrival of “digital humans”

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“Digital human” may sound like an oxymoron, but that’s the term that’s starting to appear in business and operational plans. More roles, regardless of industry, are becoming digitally enhanced where some form of AI assistance is embedded in their everyday work. A real-life example is the introduction of the digital nurse — AI-powered healthcare agents which have already been proven to outperform human nurses in certain tasks.

Imagine the impact these digital roles will have on the workforce the more sophisticated and prevalent they become. Eventually, HR will need to create policies and systems in place that account for this new type of “staff augmentation.”

4. Regulating the robot

The threat of AI bias and misuse is serious. Not only can the technology put many jobs at peril, but potential improper implementation can expose organizations to serious liability and negatively affect the workforce. From avoiding bias to inclusivity, HR teams play a critical role in the ethical deployment and management of AI technologies.

HR professionals will be tasked with navigating the delicate balance between leveraging AI for efficiency and ensuring that its application upholds fairness, privacy and non-discrimination.

Related: How to Successfully Implement AI into Your Business — Overcoming Challenges and Building a Future-Ready Team

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What HR intrapreneurs must do to embrace AI the right way

The future of work is being shaped by AI adoption, and its success hinges on the right approach from the outset. My experience shows that for successful organizations, one universal trait stands out: the presence of change agents. Every organization, regardless of size, benefits from intrapreneurs who are open to change and committed to spearheading transformation efforts. These intrapreneurs are pivotal in driving the future of work, as they help orchestrate the integration of new technologies into their business models.

HR and talent leaders should harness this dynamic, encouraging a symbiotic relationship with intrapreneurs to develop customized solutions for AI adoption, ensuring that they are not just keeping pace with technological advances but are actively shaping their trajectory.

Securing a seat at the table:

HR should take a proactive stance in the adoption of AI, even if it is still in its early stages within your organization. By securing a position at the forefront of the AI initiative, HR can and should facilitate and guide the entire organization in embracing this significant change.

As AI has the potential to impact every facet of the organization, it is imperative for HR to not only understand and advocate for this technology but also lead its integration across all departments. HR should encourage and support intrapreneurs and all employees to leverage AI in their daily tasks, demonstrating its value not just for operational efficiency but for personal and professional growth as well.

Master the technology:

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To effectively navigate and regulate AI, HR must first understand it thoroughly. Grasping the full potential of this technology is crucial for reaping its extensive benefits. HR plays a vital role in identifying the necessary tools and skills that employees must acquire and then integrating these learnings into daily work practices.

Before implementing AI more broadly, HR should initiate comprehensive training programs that not only educate but also reassure employees about AI’s role in the future of the business. By leading these educational initiatives, HR can shape the structure and effectiveness of these programs, ensuring they meet the needs of the organization and its workforce.

Related: 3 Ways to Prepare Your Business For an AI Future

Looking ahead

Generative AI has the transformative potential to redefine the business landscape, but realizing this vast potential hinges on more than just the adoption of technology. It critically depends on the talent within the workforce, driven by HR and bold intrapreneurs. These visionary leaders don’t just implement new tools; they exemplify their use, demonstrating the profound impact of AI across every level of the organization.

HR plays a pivotal role in fostering this environment, enabling intrapreneurs to guide and inspire every individual they touch. Together, they turn each employee into a catalyst for change, igniting a widespread passion for innovation that deeply resonates and sustains long-term success.

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Samsung: 6-Day Workweek For Execs, Company in Emergency Mode

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Samsung: 6-Day Workweek For Execs, Company in Emergency Mode

Four-day workweeks might have all the buzz, but one major tech company is going in the opposite direction.

Samsung is implementing a six-day workweek for all executives after some of the firm’s core businesses delivered lower-than-expected financial results last year.

A Samsung Group executive told a Korean news outlet that “considering that performance of our major units, including Samsung Electronics Co., fell short of expectations in 2023, we are introducing the six-day work week for executives to inject a sense of crisis and make all-out efforts to overcome this crisis.”

Lower performance combined with other economic uncertainties like high borrowing costs have pushed the South Korean company to enter “emergency mode,” per The Korea Economic Daily.

Related: Apple Is No Longer the Top Phonemaker in the World as AI Pressure and Competition Intensifies

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Executives at all Samsung Group divisions will be affected, including those in sales and manufacturing, according to the report.

Samsung had its worst financial year in over a decade in 2023, with the Wall Street Journal reporting that net profit fell 73% in Q4. It also lost its top spot on the global smartphone market to Apple in the same quarter, though it reclaimed it this year.

Though employees below the executive level aren’t yet mandated to clock in on weekends, some might follow the unwritten example of their bosses. After all, The Korea Economic Daily reports that executives across some Samsung divisions have been voluntarily working six days a week since January, before the company decided to implement the six-day workweek policy.

Entrepreneur has reached out to Samsung’s U.S. newsroom to ask if this news includes executives situated globally, including in the U.S., or if it only affects employees in Korea. Samsung did not immediately respond.

Research on the relationship between hours worked and output shows that working more does not necessarily increase productivity.

A Stanford project, for example, found that overwork leads to decreased total output. Average productivity decreases due to stress, sleep deprivation, and other factors “to the extent that the additional hours [worked] provide no benefit (and, in fact, are detrimental),” the study said.

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Related: Samsung’s Newest Galaxy Gadget Aims ‘To See How Productive You Can Be’

Longer hours can also mean long-term health effects. The World Health Organization found that working more than 55 hours a week decreases life expectancy and increases the risk of stroke by 35%.

The same 55-hour workweek leads to a 17% higher risk of heart disease, per the same study.

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John Deere Hiring CTO ‘Chief Tractor Officer,’ TikTok Creator

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John Deere Hiring CTO 'Chief Tractor Officer,' TikTok Creator

This article originally appeared on Business Insider.

Agriculture equipment company John Deere is on the hunt for a different kind of CTO.

The brand on Tuesday announced a two-week search to find a “Chief Tractor Officer” who would create social media content to reach younger consumers.

One winning applicant will receive up to $192,300 to traverse the country over the next several months showcasing the way John Deere products are used by workers, from Yellowstone National Park to Chicago’s Wrigley Field and beyond.

“No matter what you do — whether it’s your coffee, getting dressed in the morning, driving to work, the building you go into — it’s all been touched by a construction worker, a farmer, or a lawn care maintenance group,” Jen Hartmann, John Deere’s global director of strategic public relations, told AdAge.

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To kick off the search, John Deere tapped NFL quarterback Brock Purdy (who will presumably be a bit busy this Fall to take the job himself) to star in a clip in which he attempts to set out on a road trip in an industrial tractor.

Suited up in the obligatory vest, work boots, and John Deere hat, Purdy’s progress is interrupted by teammate Colton McKivitz hopping into the cab while a string of messages floods in from other athletes and influencers expressing interest in the job.

The clip also represents the first time that the 187-year-old company has used celebrities to promote itself, Hartmann told AdAge.

According to the contest rules, entrants have until April 29 at midnight to submit a single 60-second video making their pitch for why they should be the face and voice of the company.

In addition, entrants must live in the 48 contiguous states or DC — sorry Hawaii and Alaska residents. Interestingly, any AI-generated submissions are prohibited, too.

Videos will be judged against four categories — originally, creativity, quality, and brand knowledge — after which five finalists will be chosen and notified after May 17.

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