What exactly do I get with Grow Aggressively each month?
You get a complete digital growth system in one package. Start with a custom
website, WEB40, an AI Assistant for lead capture so you can work on your
business, Local Listing Management, Listing Sync Pro, Reputation Management, our
AI Social Marketing Engine and to bring them all in one place our AI CRM.
Instead of stitching together 8 vendors, you get one team running the full
visibility, capture, and engagement stack.
Is this a contract, and how soon will I see results?
Grow Aggressively is a six month digital marketing contract, not a long-term
lock-in. Foundational wins, a live, mobile-optimized website, claimed local
listings, and AI lead capture typically show up in the first 30 to 60 days.
Compounding wins like search visibility, review volume, and social engagement
build steadily over three to six months.
Can I customize the bundle if I already have some of these pieces?
Yes. If you already have a strong website or active social channels, we can
adjust the bundle, replace components with services like AISEO or WEB40, or
build a custom proposal. The goal is to fill the gaps in your digital
foundation, not to sell you something you already own.
CUSTOM WP WEBSITES
Do I actually own the website when it's finished?
Yes. Once the website is completed, it is fully your domain, files, content, and
admin access. New Frontier Consulting does not lease websites back to clients,
and you will never be held hostage by an agency that owns your digital
storefront.
What is included in a standard website build?
The five-page starting build includes a custom WordPress design, ADA and WCAG
accessibility compliance, SSL certificate, unlimited backups, 5GB of storage,
mobile optimization, SEO-friendly structure, and unlimited copy and image
changes. Ongoing WordPress maintenance and updates are also included so your
site stays secure and current.
Can you update or rebuild a website I already have?
No. Many clients come to us with an existing site that is outdated, slow, not
mobile-friendly, or hard to update. For us, it's much easier to build you a new
modern website with all the bells and whistles rather than put a patch on a flat
tire.
AI WEBSITE CHATBOT AND AI RECEPTIONIST
Will customers know they are talking to an AI, and will it sound robotic?
Our AI Receptionist uses natural, on-brand voice technology that is customizable to match how you want your business to sound. Most callers and chat visitors simply experience a fast, helpful response. We are transparent about the technology when needed, but the experience is built to feel professional, not robotic.
What happens when the AI cannot answer a question?
The AI is designed to qualify leads, book appointments, and forward calls to the right person. When something falls outside its scope, it captures the lead, sends a missed-call text-back, logs the conversation to your CRM, and routes the request so nothing slips through the cracks.
We already answer most of our calls. Do we really need this?
The leads you lose are the ones you never knew called! Don't miss after hours, during jobs, on weekends, or while another call is in progress. The AI Receptionist usually pays for itself the first time it books a job you would have otherwise missed.
Traditional SEO focuses on ranking in Google. AISEO covers traditional search, local search, Google Business Profile, and AI-driven search on LLM's like ChatGPT, Gemini, and AI Overviews. It includes technical optimization, content, citations, llms.txt implementation, FAQ and How-To schema, author bio optimization, and AI search query mapping — the visibility layer most agencies have not caught up to yet.
Can you guarantee my business will rank number one?
No responsible marketing partner can guarantee a specific ranking, and we will not make promises we cannot back up. What we can commit to is a complete visibility system — technical health, local presence, content authority, AI search readiness, and clear monthly reporting. NFC will build a foundation designed to compound over time.
Why is AISEO a monthly service instead of a one-time project?
Search engines and AI tools change constantly. Algorithms update, competitors publish new content, listings drift, citations need refreshing, and AI search results shift week to week. The monthly investment funds ongoing execution. AISEO work, content, citations, technical fixes, and reporting, so your visibility keeps moving forward instead of fading.
REPUTATION MANAGEMENT
We already have good reviews. Do we still need this?
Existing reviews are a great starting point, but reputation is more than a star rating. This service monitors mentions across platforms, fixes inaccurate listings, runs review request campaigns (including NPS scoring) by email and SMS, and uses AI to surface what customers consistently praise or criticize. It turns reviews into business intelligence, not just social proof.
Will you ask customers for reviews on our behalf?
Yes. We run automated review request campaigns by email and SMS at the right point in the customer journey, with messaging you approve. You stay in control of the tone, and we do the consistent follow-through that most business owners do not have time to manage.
What happens when we get a negative review?
You will be notified quickly so you can respond on your own terms. We can also help you draft professional responses, flag reviews that violate platform policies, and use AI analysis to identify whether the complaint points to a one-time issue or a recurring pattern worth addressing internally.
LOCAL LISTING MANAGEMENT
Why do I need to manage Google, Bing, and Apple separately?
Each platform powers a different slice of how customers find you. People use Google for general search and maps, Bing for Microsoft Edge and Copilot results, and Apple Business Connect for iPhone Maps and Siri. Claiming, verifying, and maintaining all three protects your visibility across every device and search experience your customers actually use.
What happens if a listing gets suspended or someone edits my info?
We provide ongoing support if a listing is suspended and run monthly data checks on your business name, phone number, and address. If a third party makes a change to your information, we work to correct it so prospects always see accurate details.
Can I add products and services to my listings?
Yes. The service includes unlimited product and service uploads to Google Business Profile and Bing Places, which improves visibility on local search, expands the keywords your business appears for, and gives customers a clearer picture before they ever call.
LISTING SYNC PRO
How is Listing Sync Pro different from Local Listing Management?
Local Listing Management focuses on the three core profiles, Google, Bing, and Apple. Listing Sync Pro is the software dashboard that pushes your business data to more than 40 listing sites across search engines, directories, social networks, and navigation platforms, and protects that data from being changed by third parties.
Will Listing Sync Pro show me where my listings are wrong today?
Yes. The dashboard includes missing and inaccurate listing reports and proof-of-performance support, so you can see exactly which platforms show outdated information, where your business is missing entirely, and how your presence improves over time.
Do I need both Listing Sync Pro and Local Listing Management?
The short answer is yes. Local Listing Management gives you human-managed optimization on the platforms that matter most, while Listing Sync Pro gives you scale, automation, and protection across the wider ecosystem. Together they cover both depth and breadth.
GEOFENCING
How do you actually reach people who visited a specific location?
Geofencing uses device ID targeting. We draw custom-shaped fences around physical locations — competitors, events, neighborhoods, job sites, trade shows and serve ads to devices seen inside those fences during a defined historical window of 45 days, three months, or six months. Those devices then see your ads as they continue browsing online.
Can you prove that geofencing is actually working?
Yes. Beyond standard impression and engagement reporting, geofencing supports optional foot traffic attribution. That means we can show when devices from your target audience were later seen at your point of interest, which makes geofencing one of the few "show, don't just tell" services in digital advertising.
Is my business too small for geofencing?
Not at all. The package includes a strong baseline of impressions and up to 20 geo locations at a time, so even local service businesses can run focused campaigns around specific neighborhoods, competitor locations, or events. It is often more cost-effective than broad advertising because every impression is aimed at people who have already been somewhere relevant.
WEB40
Is identifying website visitors actually legal?
Yes. WEB40 is a consent-based identification platform that works within applicable privacy frameworks. It identifies a meaningful share of your existing website traffic and provides first name, last name, email, and up to 35 other data points so you can market to people who were already on your site.
What happens after a visitor is identified?
Identified visitors can integrated into Constant Contact for automated email outreach. Instead of letting interested prospects disappear after a single visit, you stay in front of them with consistent, branded follow-up. Which is why WEB40 pairs especially well with AISEO, the AI Receptionist, and your website.
How many visitors will WEB40 actually identify?
WEB40 identifies 40% or more of your website visitors, capturing first name, last name, email, and up to 35 other data points. Plans scale based on your contact volume as your traffic and email program grow. The math usually works out fast. One or two new customers from identified visitors typically more than covers the monthly cost.
SOCIAL MARKETING ENGINE
Which social platforms does NFC SMM engine post on?
Social Marketing covers Facebook, Instagram, LinkedIn, X (formerly Twitter), TikTok, Google Business Profile, and YouTube. You get one workflow and one reporting view across all of them instead of logging in and out of seven different dashboards every week.
Will you create the content, or do I need to supply it?
We handle content planning but our SMM engine will create AI-generated images, posts and copy, AI-assisted responses to comments and mentions, stock imagery through Pixabay and Pexels, custom image support, and GIFs. You can submit your own photos and brand assets when you want them featured, and you build the rest into a consistent posting calendar. . If you prefer a completely hands-off approach and want NFC to fully manage and create your social media content for you, we absolutely do that. Contact us today for custom management pricing!
How will I know social media is actually moving the needle?
You get social reporting, analytics, post-level breakdowns, audience reporting, and KPI tracking inside the platform. Instead of guessing whether posts are working, you see exactly which content is driving reach, engagement, and conversions.
INTERNET IMPRESSIONS
What are Internet Impressions, and how are they different from Google ads?
Internet Impressions are display ads served across phones, laptops, and tablets while people browse online on news sites, weather sites, blogs, and apps. They are typically more affordable than search ads, and they are built for awareness, retargeting, and staying in front of the right audience rather than capturing in-the-moment intent.
How precisely can you target who sees my ads?
Targeting options include geofencing, gender, age range, income range, audience targeting, landing destination, and retargeting. That means you can focus on people in a specific zip code, income bracket, or interest group, or retarget visitors who left your website without converting.
Should I run Internet Impressions alone or alongside other ads?
Internet Impressions are strongest when paired with Geofencing, CTV, or a strong website experience because they reinforce the same audience across multiple touchpoints. As a standalone product, they are still a cost-effective awareness tool, but the data shows campaigns perform best when buyers see your brand more than once.
STREAMING TELEVISION AND CTV
What channels and platforms can my ads run on?
CTV campaigns can serve across Roku, Apple TV+, Hulu, Fire Stick, DirecTV, smart TVs, Sling TV, Fubo TV, Philo, and premium channel environments including CNN, Fox News, Discovery, HGTV, Food Network, TLC, TNT, Fox Business, TBS, and TruTV. You get television-quality placement with digital targeting.
What is the difference between standard and premium CTV inventory?
Standard CTV gives you broad streaming placement across major platforms. Premium inventory serves on 85% or more large-screen devices with a 95% or higher average completion rate, which means your ad is more likely to be watched fully on a real TV screen rather than skipped on a mobile device. We help you choose the right tier based on your goals and audience.
Can I target by city or zip code instead of running ads everywhere?
Yes. Targeting options include age range, income range, gender, state, city, zip code, demographic targeting, and behavioral targeting. That lets a local service business run a streaming TV campaign without paying for impressions outside their service area.
DIGITAL BILLBOARDS
How is a digital billboard different from a traditional printed billboard?
Digital billboards run on screens in high-traffic locations, so there is no printing, no installation delay, and no waiting weeks for a vinyl to ship. Creative can be updated quickly, multiple campaigns can rotate on the same board, and your message can be live in days instead of months.
Can you choose where the billboards appear?
Yes. We place digital billboards in high-traffic locations relevant to your market, and we can prioritize specific corridors, neighborhoods, or commuter routes that align with where your customers live, work, and drive.
Will customers actually remember the billboard?
Digital billboards are an awareness and credibility tool, not a direct-response one. They work best when paired with Internet Impressions, Geofencing, CTV, or a strong local search presence, so the audience seeing your name on the road also sees your business when they later search online.
FRACTIONAL HR CONSULTING
HR COMPLIANCE
EMPLOYEE HANDBOOKS
HIRING AND ONBOARDING
JOB DESCRIPTIONS AND ROLES
PERFORMANCE MANAGEMENT
EMPLOYEE RELATIONS AND WORKPLACE ISSUES
CULTURE AND LEADERSHIP
COMPENSATION AND PAY PRACTICES
EMPLOYEE TRAINING
WORKPLACE INVESTIGATIONS
FRACTIONAL HR CONSULTING
When does a small business need HR support?
The best time to get the perspective of a Human Resources professional, is before you’re ready to hire your first employee! If you’ve already done that, the next best time is now. California has very clear legal requirements about how hiring, onboarding, and related employee issues are handled. To make sure you do it right, seek the help of a qualified, and certified, California Human Resources Professional.
Is fractional HR better than hiring a full-time HR manager?
I don’t know that it’s “better” but it is often more affordable. Our easy, pay-as-you go model means you only get billed for the time used. This can bring you the same level of compliance, at only a fraction of the cost.
What does an HR consultant do for a small business owner?
Short answer: Anything an internal HR employee can do. We handle recruiting, onboarding, documentation, training, discipline, termination, and more! As a business owner, your time matters and we can leverage our skills to help you get time back so you can work on your business, not in your business.
HR COMPLIANCE
What HR compliance risks do small businesses overlook most often?
The State of California has some very clear requirements about training and regulatory requirements. Starting with employee one, all businesses have legal requirements. A good Human Resources Professional can help ensure you don’t miss required reporting, documentation, or notification.
How do I know if my business is compliant with California employment laws?
We understand that can be difficult, and the rules are always changing! That’s why we offer a full “Business Audit” that will tell you areas of compliance and non-compliance. You will receive a comprehensive report that includes best practices and next steps to take, you can have peace of mind.
What HR policies should every small business have in place?
There are always a few that we recommended, regardless of Company size. You should have clear policies on Time and Attendance, Workplace Expectations, and a Code of Conduct. Of course there are more, but if you don’t have these, it is a great place to start!
EMPLOYEE HANDBOOKS
Does my small business really need an employee handbook?
Legally? No it does not. Practically? Absolutely. This is what we would consider a “best practice.” Why? Because it outlines workplace expectations for everyone which can help ensure fair and consistent treatment for all employees. This can help you avoid costly legal battles and other employment headaches.
What should be included in an employee handbook?
Anything you think can make the job of your employees easier because it spells out “How to win” in the workplace. We have created a full outline for our clients that includes mandatory policies, recommended policies, and optional policies. We use this formula to help walk our clients through the process of making a handbook while leaving them headache free.
How often should an employee handbook be updated?
Ideally, yearly because of changes in the law. Practically, most of our clients update them every other year, which also works just fine. If your handbook is more than three years old, or if you don’t have one, it’s time to update it immediately.
HIRING AND ONBOARDING
How can a small business create a better hiring process?
Two things: Time and “What it takes to win here.” We say time, because most onboarding experiences are done way too quickly. Most employees are handed a stack of documents to complete and sign, and then shown their desk. Be sure to take time to meet with your new hires and give a proper orientation.Second, we say you need to sufficiently answer the question, “What does it take to win at our Company?” Afterall, this is what you are paying them for! You want them to get from Start to Success as quickly as possible, so give them the rules and tools they need to do that.
What should be included in a new employee onboarding process?
Anything you think can make the job of your employees easier because it spells out “How to win” in the workplace. We have created a full outline for our clients that includes mandatory policies, recommended policies, and optional policies. We use this formula to help walk our clients through the process of making a handbook while leaving them headache free.
Why do new hires fail, and how can business owners prevent it?
Unfortunately, no one can guarantee 100% success. We’ve even made several bad hires for our own Company. You can improve your odds by realizing what can be taught and what can’t. You can always teach an employee the skills they need to be successful (like sales, how to produce a widget, or properly filing a report). It is much harder (if not impossible) to teach things like culture fit, punctuality, and ambition. Hire for fit, train for skill.
JOB DESCRIPTIONS AND ROLES
Why are clear job descriptions important for small businesses?
Job descriptions provide clarity for the employee and set the minimum standard for good work. Like a school rubric for how to get an “A” on a paper, good job descriptions make life easier for both the employee and employer. The employee knows what will be on the “test” (employee review) and the boss knows what the answer key is!
How do I write a job description that actually improves performance?
Answer: What could this person do that would make this job successful, easier, or safer? Then, include those sorts of things in the job description. That can include actual tasks, as well as environmental concerns, physical requirements, or special certifications.
PERFORMANCE MANAGEMENT
How should a small business handle underperforming employees?
First, assess the reason for poor performance. If they have never done the job successfully for, it may be a training issue. If they have done it successfully before, then it may be a motivation issue. Motivation is internal, and not something you as the business owner can change! Either way, it will make the difficult conversation easier because you know which conversation to have.
What should managers document before disciplining an employee?
Almost anything they think is important to that employee. First, we need to understand that documentation is not a bad thing, and it should not only be a negative thing! Document the employees good things too. What have they done well? Where have they grown? What have they accomplished? Documenting everything about the employee makes disciplinary conversations easier.But if you need to document poor performance, be sure to record what the policy violation is, not an opinion. There is a difference between documenting “Employee X has been late for work three times in the last week” and “Employee X is lazy.”
How do I create a simpler performance review process for my team?
Having good job descriptions help. This should be the “rubric” used for both employees and managers. Additionally, have more frequent conversations than they typical once-a-year performance evaluation. Our general rule is this: there should be nothing new on a job performance review because you have already had all of these conversations with the employee.
EMPLOYEE RELATIONS AND WORKPLACE ISSUES
What should I do when employees are creating drama or conflict?
All employee issues should be addressed immediately. Gossip and unresolved conflict destroy Company culture and employee morale. Remain calm. Speak clearly. Adress the actions of the individual and remind them of Company expectations.If you need help, we offer both conflict resolution and manager training classes to help teach necessary soft skills.
How should a small business handle employee complaints?
Depending on the nature of the complaint, you have both a legal obligation and a legally required timeframe in which you can respond. Take all employee complaints seriously. Engage in a fact-finding mission to discover the truth and work toward an appropriate resolution.Need help? We offer external HR investigations in compliance with California standards.
When should a business owner bring in outside HR help for an employee issue?
External HR professionals are great resources, especially when emotions are high, there is a risk of personal bias, and when another set of eyes is needed. Because we are independent from the situation, we can often remedy the situation more quickly and cost effectively. This is because we don’t have the emotional turmoil that is often present in employee conflict. Our ability to remain professional and neutral ensures a better outcome.
CULTURE AND LEADERSHIP
How do I build a stronger workplace culture in a small business?
Like all great things, by working at it! If you want to get stronger in the gym, you go to the gym frequently and have a diet that contributes to your success. If you want a stronger workplace culture, you need to work at it. Set clear standards. Hold employees accountable. Invest in your soft skills and work toward a better understanding of your people.
Why do employees leave small businesses?
The most common story we hear is that people are leaving because of money or a “better opportunity.” In reality, most leave because they feel unheard. They have issues and complaints that go unresolved. That becomes discouraging and they leave to find a new opportunity. If you want your people to stay, don’t just say you care, show you care.
How can managers improve accountability without micromanaging?
Most micromanaging stems from one of two places. One option is that there is a fear on behalf of the manager. They may be afraid of failure, disappointment, or of being replaced, but it is fear all the same. The other option is that the manager is withholding information (deliberately or unintentionally). They do this to “remain involved” in the process. If you want to improve accountability without micromanaging, address both personal insecurities and develop strong processes that help employees succeed.
COMPENSATION AND PAY PRACTICES
How should a small business decide what to pay employees?
We always recommend a salary survey. Conducting a salary survey gives a business the ability to see what similar companies are doing with a similarly categorized employee. This practical data reveals job expectations, location, and pay, often for your competitors. Knowing this can help you effectively determine the appropriate salary for your employees.
What is the difference between exempt and non-exempt employees?
In the State of California, all employees are considered exempt or non-exempt. There is no such thing as a “salaried” employee. Exempt employees simply means that they are “exempt” from California’s overtime laws. They are paid to get the job done, no matter how long it takes, and do not receive overtime for hours worked. In contrast, non-exempt employees are not exempt from overtime laws. This means they receive pay for any overtime worked.
Have questions regarding how to properly classify an employee or what the pay requirements are for each? Contact Us today and we will walk you through the process.
How do I avoid wage and hour mistakes as a small business owner?
Thankfully, most payroll software companies do a good job here. However, never assume that a national brand platform can help you meet California requirements. Do you due diligence in researching appropriate companies, and then audit what they do. According to California law, employee paychecks must also have relevant pay data, along with sick leave hours, on each paycheck. If you would like to have your pay stubs audited to check for Compliance, contact us today.
EMPLOYEE TRAINING
What employee training should every small business provide?
Depending on Company size and industry, there are several required classes that need to be provided including OSHA safety training, mandated reporter training, and Sexual Harassment Prevention. Additionally, any training that improves employee experience, provides skill development, or builds customer trust is always highly recommended.
How can employee training reduce workplace conflict and HR risk?
We firmly believe that employees want to go to a place of work they love. Providing relevant training helps to increase this. Additionally, good employee training programs can enhance skill development, mitigate the risk of complaints or legal proceedings, and provide continuing education.
When should a business bring in an outside trainer instead of handling training internally?
Anytime someone internally does not have the necessary skill or required time becomes a good opportunity to bring in an external partner. Additionally, when providing training around employee conflict, employment issues, or state required trainings, an outside trainer is usually recommended.
WORKPLACE INVESTIGATIONS
When should a business hire an external HR investigator?
If you have an HR department, they can handle most investigations, unless a member of the HR team is directly involved in the conflict or claim. If a business does not have a trained HR professional that can handle complaints and investigations, an external HR investigator is always recommended.
What happens during a workplace investigation?
Put simply, it is a fact-finding mission to get as close to the truth of the complaint as possible. HR investigators will listen to the complainant (person who filed the complaint), the respondent (person alleged to have done the act), and any relevant witnesses. Then, a report is produced and provided to the Company’s legal counsel to make a determination about best next steps.
Why should workplace investigations be handled by someone outside the Company?
There are usually a few reasons to think about an external investigator. One, is that the internal person may be biased, which compromises the investigation. The second, quite honestly, is time. Depending on the nature and severity of the claim, investigations can take weeks, and even months to complete. Hiring a qualified outside HR consultant can actually save the business time and money by prioritizing the investigation and report writing process.
