5 Profitable Services To Sell On Fiverr

Fiverr is currently the 450th most popular website in the world.Based in Israel, it was designed to provide a “marketplace” through which people are able to buy-and-sell small services (originally for $5 each) – which have now grown into one of the most prolific business-service platforms on the Internet.The beauty of the system lies in its ability to encourage sellers to create interesting / unique “gigs” that other people can buy. The breadth and depth of knowledge available through the system is profound, and certainly unique. This is the core of what made it successful in its founding year of 2010. By 2012, it had over 3 million listings on the site.This tutorial is going to examine the most popular / profitable listings to sell on the system. Whilst the quality of a service is by far the most effective way to achieve notoriety on the system, what you offer and how you offer it is also extremely important… particularly if you don’t have any previous marketing / sales experience.The core thing to appreciate is that if you’re looking at sell your services, they need to have an underlying business benefit (typically money-related).For example, if you write articles – you need to position your service to benefit a particular type of business (financial / medical / fitness etc). The key “selling point” will be that your articles are backed by an expertise which not only boosts the business’ underlying value, but encourages the growth and adoption of new buyers into the business’ ecosystem.To this end, when you consider the listed services below, you must remember that it’s not the “services” themselves which are important, but the way in which they’re able to provide users with the ability to grow their business.Whilst luck plays a massive role (getting “ranked” on the Fiverr website is of vital importance), and gives people the opportunity to determine exactly what they’re getting for the money. If you’re able to provide a good service, and present it in a way which encourages users to adopt it for their business, you’ll typically start to get decent orders regardless of what you’re offering.

What’s popular?

Business Copywriting

This includes “articles”, “sales copy”, “about pages” and web content in general. There are MANY non-native English speakers who are not 100% confident writing for an International audience.

The most important thing to understand about “copywriting” is that you firstly need to be able to write lucid copy. Whilst this is a skill that can definitely be honed, it’s almost always borne through talent.

To this end, if you do have an affinity for it – you need to “scope” your copywriting service around a particular company/business/service specifically. For example, SPXMAC (one of the most popular accounts on the platform) provide AMAZON copywriting services (for product listings).

By positioning your product/service in a very specific way (like the above), you’re basically able to provide a service which is extremely specific and able to provide your customers / users with the ability to determine exactly what they’re getting in terms of a benefit.

Graphic Design

The human brain thinks in images; thus the ability to create “graphics” is by far one of the most vital elements of the modern world.

For this reason, Graphic Design on Fiverr is one of the most popular services on the system. The trick with this is to be able to deliver lucid imagery (it doesn’t matter “how” you design them – so long as they look sublime).

Book covers are a perennial best seller, but other things such as “article cover art” and other things are also popular. Again, the most important thing with this is that you’re able to *show* users what you’re doing. The best way to “sell” graphics is to show them.


EVERY website and publication requires expert-level content to be provided. If you’re able to provide this, it could be a good second income for you.

The important thing that needs to be stressed here is that the content you deliver NEEDS to be expert-level. If it’s finance, you need several years’ experience in the market. If you’re providing medicinal content, you actually need the experience / qualifications pertaining to that market.

The key thing with articles is to treat yourself as a contributor to someone’s website. Don’t just write drivel. Write expertly, professionally and ALWAYS over-deliver on the level & length of the content, and – most importantly – offer the content from the perspective of being an EXPERT on a topic.

Again, the thing that people are buying generally has nothing to do with the “product” itself, but the underlying reason why it’s going to make them money. To this end, you need to be able to showcase yourself effectively by explaining how you’ve provided your expert knowledge in the past.

Video Editing

YouTube and other video websites have simply proven the video killed the Radio star. In other words, if you’re able to provide an effective “voice”, “face” or “title effects” for corporate videos, you should be able to make a decent income from Fiverr.

Again, people aren’t buying the fact you can make pretty videos. What they want to know is how that is actually going to improve their conversion on their website.

The way you position yourself as a video editor is basically by showing what you’ve done before. This means that if you have the ability to provide users with access to truly amazing videos, and are able to position them for a specific purpose / benefit, you’ll start to get orders quite quickly.

SEO / Social Media Management

SEO might have lost its appeal to “social media marketing”, but the idea still persists – businesses everywhere crave attention & audience online.

How they get this audience is dependent on different elements, but the core of it is that if you have a strong SEO / Social Media strategy in place, they should be able to amplify their business’ results.

There are many successful “social media” or “SEO” providers on Fiverr.

However, the most important thing to realize about them is they ALL provide results. If its SEO, you need to be able to show which pages / sites you’ve ranked for which keywords. Social is basically about getting followers & engagement.

The trick with this stuff is to name your service / create your gigs around the “method” you use to achieve said results. For example, if you use.EDU links to get SEO ranks, you may wish to create a gig called “I will get REAL.edu links for your website or blog” – providing users with different “numbers” of.edu links (5 / 10 / 20) for different prices.

The most important thing to realize with all of this is that if you’re looking to offer a service on Fiverr, you basically have to be able to identify any of the sets of experience you have – and essentially “package” them in a particular way. The level at which you do this generally determines how successful you’ll be in the long run.

The Effective HR Manager

Winning the respect, trust and confidence of line managers and making a difference

Ask many line managers what they think of HR managers and you will get a variety of views from the positive to the most damning.

Examples are:

- “Excellent. Very professional.”

- “Very responsive, supportive and helpful”

- “Great if I can ever get hold of them”

- “Talk their own language. Not really in touch with the needs of the business. A bit flakey”

- “You mean the dead hand of HR!”

As the issue of effective HR management has grown in importance over the years so has the need for HR managers to be both responsive and proactive in meeting the needs of their developing organisations.

Clearly it’s important that an organisation’s employees are paid on time, they are able to access the benefits they are entitled to and can receive straightforward help and advice from HR when needed.

This operational piece of the HR management responsibility needs to be reliable and responsive in every respect. Getting the basics right is all important.

So is partnering with line managers in recruitment activities, performance management processes, training and personal development provision. These are all very necessary, core elements of the HR function’s role. Organisation’s have every right to expect that HR managers will be proficient in these areas.

But what about gaining the respect, trust and confidence of line managers, over and above these basics? How can HR managers really add value? Here are eight tips.

- Vision

HR managers need to clearly understand the organisation’s vision and challenge the CEO if it is not clear. They need to create an aligned vision for HR to support the corporate vision.

They need to draft a vision, share it with selected line managers, check it, refine it and communicate it both to the HR team and line managers. They need to be clear on HR’s vision for future success, and clear on how it is aligned to the organisation’s overall vision.

- Objectives

HR managers must be clear on their organisation’s objectives. They need to put clear, measurable objectives and milestones to the HR vision. They need to make their objectives concrete, tangible and deliverable with time frames attached.

They need to announce them and ‘stick’ to them. They need to communicate their success in achieving them. They need to be seen as “business like”.

- Strategy

HR managers need to understand their organisation’s strategy. They need to be clear on their HR strategy to deliver their objectives. How will HR be positioned within the organisation as a whole? How will it work alongside the business to deliver the strategy of the business? How will it marry the day to day needs of the business with the longer term development needs?

How will it operate with closer external specialists and suppliers? What short, medium and long term plans does it have to really add value to the business?

What changes will need to be made to deliver the strategy?

HR managers need to answer these questions, share their strategy and plans with the business and their standing will automatically be enhanced!

- Resources

HR is in the business of attracting, acquiring and developing the RIGHT people. HR managers will need to assess the quality of the organisation’s existing people and compare their current capabilities to the capabilities required by the organisation in the future. That’s why they need to understand the organisation’s vision, objectives and strategy so well.

They need to compare the current competency framework to a desired competency framework, say three years from now. What will be different in the requirement of the organisation’s people? How will this impact the type of people the organisation will need, where in the business, and when?

HR managers need to create a strategic HR development plan to deliver the right people resources to the organisation to meet both its current and future needs. The use of performance management, personal development and capability management systems will help them to do this accurately. They must get transparency of the organisation’s human resources to plan effectively.

- Structure

HR managers need to structure the HR function in the most appropriate way.

They should centralise those activities which are core to the whole business. This will include policy development, recruitment, compensation and benefits, performance management, personal development and disciplinary processes. Many of these are governed by legislation and need to be corporate wide, although there may have to be regional or county variations.

HR business managers should be allocated to lines of business to work closely alongside line managers to create and deliver specific interventions to meet their ongoing needs. These people need to be seen as true business partners adding specialist knowledge and skills to line managers. In a sense they are internal consultants clearly understanding the business as well as best practice in HR management and development in the market place.

- Systems

HR managers should employ “fit for purpose” systems for both HR management and HR development. This does not mean the most sophisticated, costly and “heavy weight” systems. They should choose systems that can be easily integrated with one another, are customisable and require little management time.

Systems need to be user friendly as the trend is for managers to use them to ‘self-serve’ more and more these days.

Systems should work together holistically enabling the organisation to obtain transparency of its entire human resource, to enable it to adopt the best people acquisition, retention and development process.

- Knowledge and Skills

HR managers need to ensure that they and their team members really understand the business they work for, including its:

- Market-place

- Customers

- Products/ services

- Routes to market

- Competition

- Major commercial challenges

- Threats, e.g. legal constraints

- Vision, strategy and objectives

- Plans for the future – short, medium and long term

- Culture and values

- Leadership and management style beliefs

Many HR managers fall down because they lack essential knowledge of the business and fail to use the language and terminologies which clearly show that they understand the core business and how it works.

They should avoid “HR speak” which really turns off line managers. This may be helpful shorthand to HR professionals but it is an anathema for line managers and their staff. HR managers should focus on the objective, tangible, concrete, business related issues not just the softer, behavioural and more subjective issues.

They should gain respect for their knowledge of HR issues as well as the tangible issues faced by the business. After all, human resources are just one element of tackling these issues. When handling people related problems HR managers should go back to the vision, objectives and strategy of the business before embarking on solutions.

HR managers should expand their knowledge to include strategic thinking, change management, business planning and organisation development. Oh and finally HR managers and their teams need to become very IT savvy! They are usually not!

- Leadership and Management

The HR manager’s role is to challenge where necessary the behaviours exhibited by managers, who clearly do not ‘walk the talk’. They are to a large extent guardians of the culture and values and need to be seen to be adopting this role.

HR managers should ‘educate’ senior line managers on modern management thinking, helping them to move away from a command and control approach to a more collaborative, consensual working style which truly engages and motivates employees at all levels to give of their best.

The job of today’s managers is to recognise and release talent at all levels not to overlook it or squash it. Performance management systems, personal development programs and reward systems all need to focus on the behaviors and competence required of managers to imbed the corporate values and culture into the organisation. It is the job of the HR manager to ensure that this happens.

So how well have you developed your skills in these eight areas of expertise as an HR manager? Check out how well you are currently doing by using the list below. Tick the box on the left of the statements only if it is TRUE of you.

Start each statement with the words “I..

Top of Form

Have a vision, clearly communicated and accepted, for the role of the HR which is aligned to the corporate vision.

Have short term (up to one year), medium term (two to three years) and longer term (over three years) objectives for the HR function.

Have a thought through written strategy and plan to deliver my objectives.

Am able to assess accurately the organisation’s current HR needs and its future needs, aligning its corporate development plan to strategic HR reviews.

Have a structure for my HR team which enables it to play a centralised and decentralised role in the business, catering for its daily operational needs, and its future development needs.

Have in place HR management and development systems that are fit for purpose, reliable and user friendly.

Am investing in my own and my team’s knowledge and skills in specific areas of HR and wider business related areas.

Challenge the behaviours of managers at all levels of the organisation to live out the corporate values, and my performance management and reward systems reinforce the need to walk the talk.

Am seen as a respected, knowledgeable professional in whom people can put their trust because they have confidence in me.

Continually invest in my own and my team’s personal growth and development.

Total Score:
Bottom of Form

How did you score?

8-10 – Excellent to very good. You have a few gaps to fill.

5 to 8 – Very good to fair. You have quite a few gaps to fill.

0 to 5 – Not so good. If you believe in the points made in this article you have some way to go!

You could say that these are the basics. Getting them right will in itself enhance the HR manager’s standing and reputation. However there are also issues to consider.

These include:

- Being emotionally intelligent

- Being ‘politically’ savvy

- Exercising critical judgement

- Influencing without authority

- Being a catalyst for change

- Having personal credibility

- Being culturally aware

- Conflict resolution skills

- Team building skills

- Managing upwards and managing peers

Plus a host of other soft skills!