How SIXGUN keeps good people: strategies for retaining top agency talent

SIXGUN Digital is a Melbourne based agency and longstanding friend of Withfrontier.

In the digital agency world, turnover is more than a staffing issue. It can also threaten continuity, culture, and client results. The pace is fast, the work is demanding, and the market is competitive. Retaining great people isn’t a bonus—it’s the foundation for consistent delivery, strong client relationships, and team stability.

We spoke to founder of Melbourne based Sixgun Digital, David Pagotto in order to get his insights into how they successfully retain talent.

Stability is what allows for consistent delivery

Pagotto explains that stability is  what allows them to deliver long-term Strategic SEO work  without disruption. There’s no shortcut to staff retention. What works is consistency in leadership, communication, and culture. At SIXGUN, we take a deliberate approach to all three. Here’s how we keep people around and why that’s been a key part of our growth.

Build a workplace people aren’t in a rush to leave

Agency perks are easy to throw around, says David. The real challenge is building an environment where people actually want to come to work, grow, and stay long-term.

For us, that starts with trust. We give our team autonomy over their work while staying close enough to provide context and support. We don’t micromanage, but we do set high standards, and we make sure people have what they need to meet them. Our culture is built on clarity and transparency. When people understand not just what they’re doing, but why, they’re more engaged and better able to make smart decisions on their own.

We also don’t treat culture as a vibe or aesthetic. It’s operational. It’s in how we communicate, how we give feedback, and how we support each other through high-pressure periods.

Hire carefully, invest early

Our hiring process is deliberately slow and considered. We look beyond technical ability to assess alignment with our values and working style. We don’t expect people to figure things out in the dark. Our onboarding process gives them the clarity and early wins they need to feel confident fast. We pair new hires with senior team members, not to monitor them, but to support and mentor them. That first 90 days sets the tone for everything that follows.

Hiring well is only half the equation. Investing early in someone’s growth shows them they’re valued—and that we’re playing a long game, not just looking for quick output.

Create career progression that doesn’t rely on burnout

There’s no fixed formula for career growth here. Some team members want to specialise, others want to lead, so we make space for both. Regular performance reviews and informal check-ins help us align individual goals with the agency’s direction.

We don’t wait for people to ask for promotions—we talk about progression early and often. That doesn’t mean inflating titles or piling on responsibilities until someone burns out. It means designing roles that stretch people without breaking them, and giving them permission to grow at their own pace.

We also encourage lateral movement and curiosity. If someone in SEO wants to explore strategy or analytics, we make that possible. Internal movement keeps people engaged and helps us retain talent that might otherwise feel boxed in.

Reduce friction with smart systems

Stress often comes from avoidable friction—unclear briefs, missing processes, or broken communication loops. We’re obsessive about reducing those pain points.

We document everything that matters, from onboarding to campaign handovers. Our processes are designed to be flexible but clear. When something isn’t working, anyone on the team can improve it. That kind of agency ownership builds pride and retention naturally.

We also lean into async tools to support deep work. Not everything needs a meeting. We give people the space to get into flow and produce their best work without constant interruptions.

Check in often, but don’t hover

One of the hardest things to balance in an agency is knowing when to step in and when to give space. At SIXGUN, we’ve learned to check in regularly, but not reactively. If someone’s off-track, we address it early—with empathy, not pressure. If someone’s excelling, we make sure they know it—and give them room to lead.

We understand that people have lives outside of work. That doesn’t make them less committed—it makes them human. Whether it’s flexible hours, mental health support, or just being understanding when life happens, we meet people where they are.

Ultimately, we want team members to feel supported and trusted. That balance is what creates the conditions for long-term success.

No magic tricks, just consistency

Retention doesn’t come from one initiative or a single leader. It comes from daily decisions, repeated over time. It’s in how you onboard, how you give feedback, how you promote, and how you show up when things aren’t perfect.

At SIXGUN, we don’t try to hold on to people with perks or slogans. We focus on building something worth sticking around for. That means strong leadership, fair expectations, a culture of trust—and the knowledge that everyone’s contribution actually matters. In the end, that’s what keeps good people. And when your people stick around, your clients do too.

Interested in an SEO job with SIXGUN? drop them a line.