How to Build (And Structure) an SEO Team

SEO is a difficult task to do on your own. So having a team can make ranking on Google much easier.

But how do you build an SEO team? Is it worth the investment? Where do you find the people you need?

Today, we answer all these questions and more. 

Building an SEO team falls into three steps:

1. Determining your goals and hiring needs
2. Finding your talent
3. Setting up your task management software to manage it all

1. Determine your goals and hiring needs

The size of your team depends on what you’re trying to do and how much money you have. 

The first thing you should do before hiring anyone is to figure out your competitive landscape. You can do this using Ahrefs’ Keywords Explorer and Content Gap tool. You’re trying to figure out three things:

1. What kinds of keywords am I going after?
2. How competitive are these keywords?
3. What roles do I need to fill the most?

For instance, if you currently have a lot of content but it’s not ranking, you’ll need to allocate more budget to link building, especially if you’re targeting highly competitive keywords. But if you don’t have much content yet, your focus should be more on building a content team.

There are two quick ways you can use Ahrefs to determine your team’s needs:

1. Use the SERP overview in Keywords Explorer to determine if you need links

The SERP overview allows you to see what pages are ranking for a given keyword and how many links those pages have. You can also see each page URL’s Domain Rating (DR) score.

Using this tool, you can determine if your pages need more links in order to beat the competition. For example, if we take a look at the keyword “seo tools,” we can see that Ahrefs is currently in position #4, with 1,872 backlinks from 646 referring domains.

The competitors beating us have thousands more links than we do, so this tells us that we may need link building to rank higher for this keyword. (I say “may” because Google’s search algorithm is complicated, and we can never say with 100% certainty that one thing alone is the cause of rankings.)

If you have a lot of content already and—after reviewing your keywords—find, on average, you’re not beating your competitors due to a lack of backlinks, then you should prioritize putting together a link building team.

2. Use the Site Audit tool to check your technical SEO

Ahrefs’ Site Audit allows you to take a peek inside your website’s technical SEO. 

When you run an audit on your URL, you’ll be given a Health Score that shows you how healthy your site’s technical SEO is. This score is based on a variety of factors, including page speed, CSS and HTML, meta tags, and more.

If you run an audit on your site and find that you have a poor score, you know you need to hire a developer to help take care of your technical SEO issues. Better yet, you can give them the audit report. They will know exactly what they need to do in order to fix your site’s issues.

2. Find your talent

Once you’ve determined who you need, you have to learn how to find and hire them.

There are many ways to find people to work for your company. These include searching online job boards, asking friends and family, going through talent agencies, etc.

A few great options include:

1. Indeed or Zip Recruiter for general job listings
2. ProBlogger or Mediabistro for finding writers
3. Upwork or Fiverr for hiring freelancers

You can also check out some of these job boards for marketers. This “job boards” article is written for marketers looking for a job, but you can go to the boards as an employer as well.

Note that the quality of people you attract from these job boards is directly related to the quality of your job listing. If your listing doesn’t sound interesting and enticing, the higher-quality candidates won’t even apply. Feel free to borrow our SEO specialist job description template.

If you need more help figuring out how to hire great people, I strongly recommend the book “Who: A Method for Hiring.” It was written by Geoff Smart and Randy Street, two serial entrepreneurs who developed a four-step process for finding, hiring, and retaining the best talent. 

3. Set up your task management software

Once you’ve found your team members, you’ll need to keep them organized and efficient. This is where task management software like Trello or Asana comes in.

I’ve used both. But I prefer Asana, as it’s more robust. You’re able to build to-do lists, Kanban-style boards, projects for specific tasks or teams, and more.

Here’s an example of the board-style project page:

Inside Asana, you can create different projects for different teams within your business, which you can see in the bottom left corner of the screenshot above. I have separate projects for separate businesses, as well as a “personal tasks” project for things I need to take care of that my employees and colleagues don’t need to see.

For your SEO team, you can create a team called “SEO,” and then create projects for each SEO process. 

For example, you can create a “Content” project, which only includes the content team and the upcoming, in-progress, and finished content; a “Developer” project to assign tasks to and work with your developer; and an “Outreach” project for link building and content promotion.

Here’s an example of one of the content planning boards I use in Asana:

From there, your SEO manager can have access to and oversee each project. They can comment directly on the tasks within Asana to keep everyone moving. But I also recommend setting up a chat channel like Slack for real-time communication that’s faster and less cumbersome than comments or emails.

Need more help with Asana? Here’s an excellent video overview on how to set it up and use it: