How Do I Post an OnlyFans Chatter Job on OFM Jobs?

Posting a chatter job on OFM Jobs takes two steps: create your company profile, then describe the role, set your requirements, and publish. The whole flow was redesigned on 27 Oct 2026 into this two-step employer onboarding sequence, so agencies who used the platform before that date will notice a cleaner path from sign-up to live post.

How do I sign up as an employer on OFM Jobs?

Go to OFM Jobs and create an employer account.

Go to OFM Jobs and create an employer account. The platform is built specifically for agencies hiring chatters, managers, virtual assistants, and editors ^[2], so the sign-up flow is oriented around agency roles from the first screen. You will be asked to create your company profile before you can access the job-posting tools.

Since 27 Oct 2026, employer onboarding follows a locked two-step sequence: company setup first, job post second. You cannot publish a role until the company profile is complete. This means your agency name, a description, and any relevant details about how you operate need to be in place before you move on to building your first posting. The company profile also feeds the agency rating that candidates see on every listing ^[7], so what you write here shapes how applicants evaluate your role.

What do I need to set up my company profile?

Your company profile needs your agency name, a clear description of how your operation runs, and accurate contact details.

Your company profile needs your agency name, a clear description of how your operation runs, and accurate contact details. OFM Jobs displays agency ratings from previous workers alongside every listing ^[7], and every agency posting on the platform is verified ^[7], so the information you enter during setup goes through a verification step before your account is active.

Keep the description factual and ops-focused. Candidates read this before they apply, and a vague description produces lower-quality applicants. Specify whether you run full-time or part-time shifts, what your primary market is, and what tools your team uses. This is not a sales pitch to candidates; it is a factual summary that lets the right people self-select in and the wrong people self-select out, which saves screening time downstream.

How do I post my first chatter role?

Once your company profile is live, go to the job-post builder, describe the role, set your pay and requirements, add screening questions, and publish.

Once your company profile is live, go to the job-post builder, describe the role, set your pay and requirements, add screening questions, and publish. The platform lets you go live instantly ^[1], and you can optionally let the AI generate the job post from a short brief if you prefer a starting draft ^[3].

What to include in the role description

OFM Jobs recommends leading with the pay rate and describing daily tasks plainly ^[4] . Candidates scan pay first, so burying it mid-post costs you applicants. State the shift structure, the expected output (messages per hour, number of creators managed), and the tools involved.

For typing speed, most agencies set a minimum of 60 to 70 words per minute for general chatter roles, and high-volume agencies set the bar at 80 or above ^[7] . Put the number in the job post, not just in your screening questions, so under-qualified candidates opt out before applying.

Setting pay

Pay has a measurable effect on application volume. Jobs paying $500 to $799 per month receive 2.1 times as many applicants as jobs paying under $300 ^[4]. If your budget allows it, pricing in that band is the single highest-leverage change you can make to a posting before it goes live.

Setting screening requirements

OFM Jobs lets you require a minimum score on the Chatter Screening Test before a candidate can apply ^[2]. The Chatter Screening Test is OFM Jobs' live AI chat assessment (note: the product was previously called the Chatbot Test; that name is retired) ^[1]. Setting a minimum score filters out unverified applicants before they reach your inbox, which compresses the time you spend on initial review. Candidates with strong, verified test scores stand out from the unverified pool immediately ^[7].

Adding custom screening questions

Beyond the test score gate, you can add custom screening questions to the posting ^[2]. Use these to ask about timezone, available hours, and full-time or part-time preference. Ambiguous availability is a reason agencies decline to pursue candidates ^[7], so asking for it upfront in the posting removes that filter from the interview stage and surfaces only candidates whose schedules actually match your shifts.

How long does it take to go from sign-up to a live job post?

For most agencies, the full flow from account creation to a live post takes under an hour.

For most agencies, the full flow from account creation to a live post takes under an hour. Company profile setup is the only gate between signing up and posting. Once the profile is verified ^[7], the job-post builder is available immediately, and publishing is instant once you fill in the required fields ^[1].

The 24 to 48 hour window for first qualified applications ^[6] means most agencies see inbound candidates the same day or the next morning. The platform processes a high volume of daily applications ^[1], so the pipeline starts moving quickly after a post goes live.

What happens after my chatter role is published?

After publishing, your role is live in the OFM Jobs marketplace for 30 days, receiving applications daily ^[5].

After publishing, your role is live in the OFM Jobs marketplace for 30 days, receiving applications daily ^[5]. Qualified applications typically begin arriving within 24 to 48 hours ^[6]. From there, you review applicants, check their Chatter Screening Test scores, and move candidates forward through your own selection process.

Managing application volume over time

OFM Jobs' own hiring data shows that job seekers apply to the most recently posted jobs first, and the platform can process over 20,000 applications in a single day ^[1]. This recency bias means a post published two weeks ago sits behind newer posts in candidate attention. For the best hiring outcomes, creating a new job post every 3 to 4 days brings in a fresh batch of applicants ^[1]. This is not about gaming the feed; it is a direct consequence of how candidates browse the platform.

Practically, this means treating your job post as a rolling asset rather than a one-time task. Budget time every few days to republish, and use each new posting as an opportunity to tighten the description based on what you observed in the previous applicant batch.

Using built-in testing to filter candidates

The Chatter Screening Test score attached to each applicant's profile gives you a verified, skill-specific signal before you spend time on interviews ^[4]. Because the assessment travels with the candidate, a single completed test can be seen by multiple agencies at once ^[7], which means strong candidates are also comparing their options. Move quickly on candidates whose scores meet your threshold.