Building GTM Engines @ The Anti-Lead Gen Agency | Helping Founders of Start Ups & Scale Ups Take Their Message to Market | Outbound Enthusiast | Cold Calling Practitioner

About

I've enjoyed a challenging and rewarding sales career, starting as a hungry young rep and working my way up to leadership roles at an industry leading events company. Along the way, I've sold to leaders in diverse industries such as pharma, manufacturing, and tech.

Now, I'm an Enterprise AE in the EMEA Cybersecurity practice at the world’s leading Business & Technology Insights firm, Gartner. 

Working with industry and thought leading technology solution providers, Gartner analysts and our end-user client base to create relevant research-led, role based platforms for engagement and networking to build strategic, long-term relationships and enable them to make better, informed decisions leading to positive outcomes on their mission-critical priorities.

Antoine M.

recruiters… have you done your BD today? 👀

I help SaaS companies and Lead Gen agencies hire the Clay-operators who actually scale revenue.

GTM Engineers.
CSMs.
Heads of Ops.
Strategy and RevOps leaders.
The people who turn chaos into systems.

Most founders do not know who they need.
RevOps, GTM Engineer, Automation Specialist, Head of Ops… the roles blend, the titles blur, and bad hires stall growth.

My work is simple:
I diagnose the bottleneck.
I map the system.
I place the operator who fixes the real problem.

I have built teams for C17, Growth Today, Instantly.ai, and other top Clay powered SaaS/agencies.

400+ GTMe interviews, Clay training and GTM Strategist experience under my belt.
I have a hands-on understanding of Clay, n8n, Instantly, Smartlead, and modern outbound systems.
I know exactly what separates a workflow builder from a revenue operator.

If you want to build an internal GTM function that performs in 30 days or less, let’s talk.

Your next hire should scale your business, not your workload. ⚡

Noëmie Jacquemin

🚨 Looking for GTM Engineer contractors 🚨

This week alone, multiple founders asked me the same thing:
“Do you know GTMe contractors who can jump on short-term projects?”

So I’m building a contractor list.

If you’re a GTM Engineer open to short projects, DM me exactly this:
“I’m a GTMe contractor open to short projects.”

And include:
Your LinkedIn Url
A Loom walking through a real project you delivered
A reference contact from a past client (email + linkedin profile) 
Your hourly rate
Email + phone number

No missing info.
If it’s incomplete, it doesn’t go on the list as it'll be a curated list provided to people who really need to hire now. 

Like, comment, share for reach.
 Someone in your network is about to need this.

PS: As you can imagine, I'm going to receive quite a lot of messages, so please make sure to provide all the infos listed. I won't be able to chase for missing info 🙏

Noëmie Jacquemin ✱ 

building Clay-powered GTM teams —​> GTM Engineer | CSM | Ops | VP | CRO | RevOps Leaders ⚙️

The GTM bubble won’t pop.
It will segment.

Every time a new role explodes, people predict a crash.

It happened with SDRs.
It happened with RevOps.
Now it’s happening with GTM Engineers.

But what I’m seeing daily tells a different story.

The market isn’t rejecting GTMe.

It’s refining it.

One title. Too many expectations.

So the role is splitting.

Here’s what’s already happening:
-> Automation
People who build infrastructure. Data pipelines. n8n. Make. APIs. Stability over speed.

-> Ops
People who own the system end to end. CRM hygiene. Reporting. Attribution. Forecasting. Predictability.

-> Delivery
People who run outbound day-to-day. Lists. Enrichment. Campaign logic. Execution that actually ships.

-> Strategy
People who connect it all to revenue. ICPs. Positioning. Sequencing logic. Trade-offs. Growth decisions.

These were once crammed into a single mythical “GTM wizard.”
That person never really existed. Or they burned out fast.

2025 rewarded people who could do everything.
2026 will reward people who know exactly what lane they’re in.

Founders who keep hiring for “a GTM Engineer who does it all” will struggle.
Operators who position themselves clearly will win.

The bubble isn’t bursting.
It’s growing roots...

Where do you sit in this split right now?

Noëmie J.

How to use a Loom video to land a GTM Engineer role 🎥

I review a lot of Looms from GTM Engineers.
Some are brilliant.
Most miss the mark.

Here’s how to do it right if you’re applying to a serious agency or SaaS team.

-> First rule
If the job asks for something specific in the Loom, follow it exactly.
This is already part of the assessment.

If there are no instructions, keep it short.
Under 5 minutes is ideal.
Anything longer rarely gets watched fully.

Structure that works every time:
-> Short intro
-> Who you are.
-> Your background.
 
What kind of role you are aiming for.
Bonus points if you name the company or hiring manager.

One real example
Not theory. Not hypotheticals.
Walk through one concrete case.

Start with the problem.
What was broken or missing.
What you built.
Why you made those choices.
What changed after.

You can show the workflow.
You can show the copy.
-> But the key thing people listen for is how you think.

Explain your reasoning
 This is where most people lose the opportunity.

Hiring managers are not only hiring hands.
 They are hiring judgment.

Explain:
 Why this approach.
 Why this tool.
 Why this sequencing.
 What you would do differently next time.

That’s what separates a GTM Engineer from someone who just clicks buttons.

A good Loom doesn’t try to impress.
 
It makes the other person think
“I want this brain in my business.”

If you had to record one Loom tomorrow, what case would you choose to show?

Instantly.ai didn’t scale because they sold more.
They scaled because they fixed the inside first.

Most agencies won’t die from lack of clients.
They’ll die from internal chaos.

Here’s the pattern I keep seeing:
Founders get great at sales.
Clients pile up.
Revenue looks healthy.

So they hire GTM Engineers.
Then more GTM Engineers.
Then… chaos.

Flat org.
No delivery leadership.
No infrastructure layer.
Just builders building… without a system.

What follows is predictable:
Delivery slips
Projects stall
Clients churn
GTM Engineers burn out
Talent churn follows client churn

Rinse. Repeat.

Last year, Instantly.ai did the opposite.

We worked together and they hired an Automation Engineer early to build internal infrastructure before the cracks showed.

Two weeks to hire.
Years of chaos avoided.

2026 won’t reward better sellers.
It will reward better builders.

Clients don’t churn first.
Teams do.

__________
If you're looking to hire the following talents: GTM Engineer, Automation Engineer and/or RevOps expert | DM me now 🥰

38 million years evolution.
Frontal lobe that gives "I know Claude code better than you".
I'm hiring GTM Engineer who can compete with this guy here...

🚛 YOU’VE BEEN HIT BY THE GTM ENGINEER TRUCK 💥 

Once you’ve been hit, you must tag  3 GTM Engineers who actually build systems, not just slide “Clay expert” into their bio.

If you get hit again?
Congrats. You’re officially dangerous in the market.

If you break the chain?

You’ll be cursed with:
 • broken outbound
 • messy CRMs
 • churny clients
 • and “we’ll fix RevOps next quarter”
for the next 10 years.

Rules:
 • Must have shipped real workflows
 • Must understand the full sales cycle
 • Must have opinions
 • Bonus points if they hate manual work

🚨 SO HIT A GTME YOU RESPECT

Let’s see who actually shows up 👀

Day 8 of 2026: 
My calendar link had a reset during the NY. 
Buffers were removed.
I didn't consent to this. 
I've sent it out to book interviews before realising what had happened...
Booked back to back from 3pm until 9pm (no break) daily until next week. 

How's the beginning of the year treating you so far? 

PS: Send brownies please. 
PPS: Rare picture of me out outside working hours due to my abusive calendar link.

One thing I keep seeing in GTM right now:

Your offer is only as strong as the system and the team behind it.

Not your landing page.
Not your copy.
Not your pricing.

The machine behind the scenes.

I see founders with great offers struggling because:
 • data is messy
 • handoffs break
 • nobody owns the full funnel
 • RevOps is an afterthought
 • GTM Engineers are treated like button clickers

And I see average offers winning because:
 • the CRM is clean
 • attribution works
 • pipelines are predictable
 • CS talks to Sales
 • Ops actually runs the business

That’s the difference between:
 “Why isn’t this converting?”
 and
 “We know exactly where revenue is leaking.”

In 2026, you won’t out-market your competitors.

You’ll out-operate them.
Offers sell once.
Systems scale forever.

Who really owns your revenue engine right now?

There will never be a single definition of “GTM Engineer.”

And that is not a problem.
That is the signal.

Every time the market tries to agree on what a GTM Engineer is, the technology underneath it changes again.

Tools evolves.
AI gets smarter.
APIs replace humans.
Sales motions shift.
So the role keeps mutating.

Some GTM Engineers are basically automation architects.
Some are outbound operators.
Some are RevOps brains.
Some are growth strategists who happen to know how to build.

All of them are called “GTM Engineer.”
None of them do the same job.
That is why job descriptions feel broken.
That is why founders keep saying “I can’t find the right profile.”
And that is why candidates keep feeling misaligned after they join.

The role is not undefined.

It is evolving faster than our ability to standardize it.

We are trying to lock a job title around something that is being rewritten every quarter by AI, new tooling and new revenue models.

So the future is not one GTM Engineer.
It is many.
Automation brains.
Ops brains.
Strategy brains.
Delivery brains.

The companies that win will not be the ones who hire a “GTM Engineer.”
 
They will be the ones who know which version of one they actually need.

And the people who win will not be the ones who collect the most tools.

They will be the ones who understand how revenue really moves.
The market is not confused.
It is mid-metamorphosis 🦋

Hear me out: 10 days. A remote island.
The seducers: CRM reps.
The tempted: RevOps leaders 🏝️😈

Last week I spoke with a YC founder while hiring for a Growth Lead.

He asked me:
“What CRM do most startups implement when they start building their internal GTM strategy?”

I could answer that.
HubSpot.
Salesforce.
Some go hybrid.
Some get adventurous with Attio.
Some flirt with newer tools.

But here’s the truth.
-> That answer would be useless.

Because a CRM is never the strategy.
It’s the mirror of the strategy.

And the strategy lives in the person leading it.

So I had a lightbulb moment:
-> CRM Temptation Island.

Every newly funded startup sends their first RevOps hire to a dream island.

The tempters:
HubSpot. Salesforce. Pipedrive. Attio. Breakcold.

The tempted:
Your future Head of RevOps.
10 days to choose.

But the real decision isn’t the platform.

It’s this:
👉 Who do you trust to go to the island and come back with a system, not a situationship?

Because if the wrong person goes to Temptation Island,
you don’t get a CRM strategy.

You get a very expensive, long-term relationship with a tool you’ll replace in 12 months 😅

🚀 Hiring: Growth Lead (London-based) - YC fast growing company 

This is not a “run campaigns” role.
This is a build the engine role.

I'm looking for a Growth Lead to own revenue growth and rethink what internal automation looks like with AI.

What you’ll do
• Own and automate GTM, revenue, and reporting systems
• Build and scale growth initiatives across sales and marketing
• Turn messy ops into clean, scalable systems
• Work directly with founders on 0 → 1 growth

Why this role
• YC-backed company building at the frontier of AI and automation
• Unmatched exposure to enterprise GTM and revenue strategy
• Real ownership, real impact, real learning
• Path to P&L ownership and leadership

You might be a fit if
-> You’ve built things outside your job (products, side projects, systems)
-> You like responsibility more than titles
-> You care about leverage, not busywork

📍 Must be based in London - DM me for info or share | comment | like support a friend who's looking for a cool role ✌️

Most agencies don’t collapse from lack of clients.
They collapse from hiring in the wrong order.

Here’s the real agency hiring sequence that actually scales 👇
Not the LinkedIn fantasy version.

Step 1: First hire = GTM Engineer (contractor)
Not full-time.
Not internal ops.
Not “Head of X”.

You hire a builder to:
-> take delivery off your plate
-> ship campaigns
-> execute while you still sell

This is pure survival mode.
Capacity first. Structure later.

Step 2: First full-time = GTM Engineer
Now you stabilize delivery.
Now you build rhythm.
Now you create repeatability.
Still focused on output, not hierarchy.

Step 3: At ~3 GTM Engineers → hire an Account Manager
This is where most agencies mess up.
You don’t need more builders.
 
You need:
-> client protection
-> communication ownership
-> delivery coordination
expectation management
AM = buffer between chaos and churn.

Step 4: Then → Internal infrastructure
Automation.
Ops.
Systems.
Delivery architecture.
Internal tooling.
Process layers.

Now it makes sense.
Now it sticks.
Now it scales.

The mistake agencies make:
They keep stacking GTM Engineers forever
AND ONE DAY IT BREAKS. 

The truth:
Volume before structure = burnout
Structure before volume = stagnation
Sequence matters.

Capacity → Stability → Protection → Infrastructure.

That’s how agencies actually scale.
 
Not pretty.
Not sexy.
But it works.

taplio

The Battle

Antoine M.

Noëmie Jacquemin

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The Battle

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Noëmie Jacquemin

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Posts

Engagements

Likes

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