Bill Stathopoulos

Founder

👋 I'm Bill, and here's my story:

1. Building SalesCaptain, an Outbound & AI GTM agency for B2B SaaS to $3M+ ARR, while being a digital nomad for 4 years.
2. Authored a book - "Cold Email Secrets"
3. Scaled a Growth Marketing Agency to $1M ARR at the age of 28. Grew the team from 7 to 25+ employees in 3 years. Closed clients like Nestle, Revolut, GE, and the Singapore Airport.
4. Helped multiple startups go from zero to $5M+ revenue in 18 months since 2015
5. Trained 2,500+ Growth Marketers in the last 5 years
6. Built the speakers lineup for Ad World, with 50k+ attendees and 100+ speakers, making it the largest advertising conference in the world
7. Interviewed Seth Godin, Scott Galloway, Arianna Huffington, Rory Sutherland, the CMO of Samsung, the CMO of Hubspot, and 30+ world-class Marketing executives.
8. Published the book “Cold Email Secrets”, the bible of modern Outbound & GTM. 
9. Named “Top Lead Generation Voice” on LinkedIn in 2024
10. Became the Clay Club Host in London, leading a team of 15+ GTM Engineers

What you'll get working with me:
🧲 Your Go-To-Market (aka GTM) Strategy
🏀 Optimize your Marketing channels; make the most of your budget
🏆 Build systems for User Acquisition, Activation, Retention, and Revenue

Peace, love & growth ✌️

Bill

Co-Founder

We build and scale Outbound Sales systems that include multi-channel prospecting, lead response, and our cutting-edge processes to help you build your business.

Most people who call themselves GTM engineers won’t last the next 12 months!

That’s exactly why we built the SalesCaptain AI GTM Coaching Program.
For the next cohort, we’re opening one scholarship seat.
One person gets full access for free.
 
The market is already separating surface-level skill from real capability.

Knowing one or two tools does not carry a team anymore.
Budgets tighten, channels and tools change fast and last year’s plays are expired.
 
Running GTM now requires command of the full motion.
From data to message to campaign to pipeline. And from first signal to booked meeting.
 
The program runs for 8 weeks and I teach it myself.

We work through:
* Outbound structure
* Clay list building
* Campaign setup and copy
* GTM systems and infrastructure
* Operating as a GTM engineer inside a real team
 
We have weekly live sessions, a private Slack channel and all recordings included.
The scholarship gives full access to all of this.
 
To apply 👇 
Comment GTM and repost this post.

 
We’ll announce the selected participant at the beginning of December.
 
We’re training the next top 5% of GTM engineers.
This scholarship makes space for one more.

The program's link is in the 1st comment.
#aigtm #scholarship #gtmengineer #clay

CEO, SalesCaptain | Clay London Club Lead 👑 | Top lemlist Partner 📬 | Investor | GTM Advisor for $10M+ B2B SaaS

We walked into a time machine and saw what GTM looks like in 2028.
That’s what Clay Club Paris felt like.

After talking with Varun Anand (Clay), Charles Tenot (lemlist), Frank Sondors 🥓 (Salesforge.ai 🔥) and other operators in the room, the pattern were obvious.

The strongest teams aren’t arguing about tactics or tools anymore.
They’re redesigning their GTM in 2026 around these 5 values:

1️⃣ SYSTEM DESIGN
The strongest teams build GTM as one connected system. CRM, enrichment, outbound and reporting move as one. If people are still moving data manually between tools, no matter what you do, this setup won’t scale.

2️⃣ ACCOUNT STRATEGY
The best teams spend more time deciding who not to target than rewriting copy. Insisting on volume is nothing but a way of hiding weak targeting.

3️⃣ DATA
Pipeline quality depends on your data quality. 
Find unique data sources that will set you apart. Make sure your Outbound decisions are not relying on opinions, they must rely on signals.

4️⃣ PEOPLE & PARTNERS
- Great hires think in workflows, not tasks, they design how leads, data, and decisions flow across the team.
- The strongest partners run their own product in production (example: Clay). If they don’t trust it for their own GTM, they won’t make yours better.

5️⃣ COMMUNITY
A few hours in the right room replaces months of trial and error (that's why events like Clay Club matter). 
Make sure you invest in attending/organizing the right events and talking to real operators. If people travel to be there, you know that room matters.

If you want to build GTM the way the strongest teams do, tomorrow I’m sitting down with Davide Grieco, Clay’s Head of Growth.

We’ll walk you through how Clay (a $3B+ company) runs its own GTM internally. 
Prepare your questions, we're revealing everything.
Here's the link: https://lnkd.in/egmdt3uy

P.S. A Paris trip isn’t complete without a stop at lemlist. That team is exemplary of these GTM values.
Later, Julia Guenier told me the visit landed with them, and the energy after it was 🔥. That meant a lot :))

JSESSIONID

li_at

Sales Navigator

Talks about #saas, #startups, #coldemail, and #growthmarketing

A $30M SaaS CEO confirmed something to me that most GTM teams don’t want to hear:
AI isn’t making sales faster.

Last week in Bucharest, I spent an hour with Charles Tenot, CEO of lemlist.
Talking about the uncomfortable parts of building a real SaaS company.

What became obvious fast to both of us was this 👇 

Growth almost never stalls because of the market.
It stalls because companies stop building for customers.

Lemlist didn’t hit a wall because demand disappeared.
 They hit it because too much energy went into fixing systems,
and not enough into shipping things users cared about.

Charles walked me through a few decisions most teams won’t touch, but for Lemlist they changed everything:

- They killed SEO even though it worked.
- They stopped writing content they wouldn’t read themselves.
- They rebuilt the team around product velocity, not headcount.
- They treated brand like an asset, not a channel.
- They accepted the truth about AI: it looks better in RevOps than in real sales workflows.

In his words:
“AI looks great in operations. Sales barely uses it.”

And that gap explains most “AI transformation” failures.
We’re building software for teams that design workflows…
Not for the people who actually run them.
Until AI lives inside the rep’s day, not just inside the dashboards,
productivity will stay flat.

We also went deep on:
– Why traffic lies
– Why attribution rarely tells the truth
– Why dashboards don’t create leverage
– Why outbound is shifting from volume to precision
– And why CEOs shouldn’t fix problems, they should clarify them

This was a founder conversation about what breaks, and what actually fixes it. And I really appreciate his openness and honesty.

If you’re building SaaS, leading GTM, or trying to grow without getting lost… believe me, you’ll see yourself in this!

Full interview is live: https://lnkd.in/eznRgyTr

#lemlist #aiinsales

Last night we brought together 20+ GTM leaders for a private dinner in Bucharest 🇷🇴  on the sidelines of Tekpon AI Summit.

Lately, I’ve started making these small, private dinners a regular thing.
It’s my way of being focused on real conversations with the people running GTM every day, and staying close to the actual operators, about what’s working and what’s breaking and what they're doing next.

Here are some key points from the conversations we had:

- AI is forcing org design changes. GTM teams are getting leaner, more cross-functional, and structured to ship faster (not just operate faster).

- Outbound in commoditized markets needs more than volume, strong positioning and localization are becoming (the) real differentiators.

- Scaling product-market-fit isn’t one playbook. Early-stage teams need speed and a sharp narrative. Later-stage teams are solving for specialization, structure, and focus.

I love these insights because they come from unscripted conversations between people actually building.

Next dinner is in London on Dec 2.

Thanks to everyone who joined the table 💚 
Frank Sondors 🥓, Mike Korba, Ciprian Vlad, Cristian Dina, Robert Jackson Batiste Pasquet, Ignacio Villanueva Martin, Catalin Gealapu, Robert Strobl, Marijana Gligoric, Osman Koc, Hai Ta, Abdul Mukati, Alina Mitrica, Alina Ionciu, Dan Tabaran, Elizaveta Chugunova, Mihai Vinatoru, Fulvio Covone, Tommaso Fè and of course Theo Kanellopoulos.

Apologies if I missed anyone, let me know in the comments.

#gtm #dinner

95% of go-to-market teams are drowning in data,
and 0% know what to do with it!
 
That’s the brutal gap we uncovered yesterday in our live session with Davide Grieco (Head of Growth at Clay).

I will get straight to it.

Here are 6 things the most advanced teams are doing (and you should be copying in 2026):
 
1️⃣ Leads → pipeline, only when routed intelligently.

Webinar signups, demo requests, product usage...all of it lands in Slack or your CRM. But without prioritization, reps don’t know where to focus, and leads go cold. 
Top teams auto-score and route leads based on fit, behavior, and deal potential, so sales only acts when it matters.

2️⃣ Intent doesn't always trigger action.

A single website visit doesn’t trigger a sequence. Clay’s team proved that orchestration only works when fit + behavior + value are layered before making a move.
 
3️⃣ The 3-dimensional scoring system.

Leading teams score every account across these 3 core dimensions👇 

1. Account Fit Score: Tech stack, GTM motion, sales team size.
2. Engagement Score: Product usage, events, LinkedIn activity.
3. Contract Potential: Will this account be worth $5K or $500K?
 
4️⃣ Every account gets routed into one of these 4 tiers:

- Low fit, low engagement → Ignore or self-serve.
- High fit, low engagement → Educate & warm up.
- Low fit, high engagement → Monitor with product nudges.
- High fit, high engagement → Full GTM firepower: sales + ads + content.
 
5️⃣ Go-to-market teams are in sync

Sales, Marketing, and RevOps work off the same live dashboards (powered by Clay) where scores, tiers, and signals update in real time.
 
6️⃣ Everything maps back to revenue.

Every live stream, post, and paid ad is tracked, not just by clicks, but by which ICP accounts engaged. Engagement score goes up → campaign triggers fire → pipeline grows.
 
Is this just another GTM framework? ❌ 
No, This is what Clay, a $100M ARR company (with a $3.1B+ value) is doing internally, and it’s working.

I'm sharing the full slides from the session, because I believe every GTM team should have this playbook!

Comment SLIDES and I’ll DM you the full deck.
+ Link to the full webinar video in the first comment.

LFG🔥

We built a predictive outbound engine for a $35M SaaS that finds buyers before they raise their hand. 
This changed their pipeline forever.

Before, this is how Outbound worked 👇 

You would scrape lists, launch cold emails, and hope someone was “in market.” 
Most replies--> Not interested/Wrong timing/ Or worse-no reply at all.

Now, our process changed that model.

Here’s how we do it:

1️⃣ Step 1: Start with intent

We use Propensity, Bombora and Warmly, to track which companies are researching relevant topics.
No more industry limits, we open the filters wide to spot interest across every sector.

💡 Optional: Add a growth filter if you want to get even tighter, but the main thing is finding those “hidden” buyers.

Output: A live list of companies already searching for solutions you offer. These are not cold leads, they are future buyers you catch before the market does.

2️⃣ Step 2: Enrich and qualify, fast.

Now we drop those accounts into Clay or BetterContact

We pull:

→ Company size, revenue, funding, HQ
→ Who they’re hiring (remote, distributed roles)
→ Decision-makers in HR, Ops, IT, Finance (or whatever is relevant)
→ Fresh news: funding, layoffs, partnerships, expansions...etc

Every bit of context shapes your outreach (No more “saw you have a dog” lines. Each message hits real pain points, in real time.

The result?

A pipeline full of warm accounts, primed for outbound. 
Each one shows real signals.

The best part: These leads convert. 
We see up to 4-5% positive reply rates, and half of those turn into booked calls.

Outbound is about building systems that spot real buying intent, enrich every record, and make every touch count.

Want to see how this works for your team? DM me or drop a comment below and I’ll show you our workflow.

#outbound #saas #b2b #workflow #clay

Most outbound problems start in the same place: 
You’re talking to the wrong people.

I see teams rewriting copy 10 times, testing 4 versions of the offer, arguing about subject lines…
and the reply rate is still stuck at 1–2%.

This is not because the email is bad.
It's because the list is.

Here’s the simple way I look at outbound:
→ Targeting: who you’re reaching
→ Messaging: what you’re saying
→ Offer: what you’re proposing
(+ Deliverability and Infra: whether your email even lands)

If the audience is off, nothing else matters.

You can’t “out-copywrite” a bad list.
The only soft KPI I obsess over is positive replies.
(Not replies, POSITIVE replies).

If those aren’t moving, you’re hitting the wrong segment, full stop.

We learned this building campaigns for both early-stage teams and big brands.
- More volume won’t fix it.
- Personalization won’t fix it.
- A clever opener won’t fix it.

Here’s what actually works:
→ Pull real data from your CRM before you guess anything
→ Build a list around pain, not job titles
→ Use Clay to enrich and filter, don’t just scrape everything that moves
→ Test in small batches (50–100) before scaling
→ Watch for buying signals, not vanity signals
→ Protect your domains

When you get the audience right, everything downstream gets easier.
Your message lands.
Your offer makes sense.
Deliverability improves because people actually respond.

Curious: what’s the targeting mistake you see most often?

#targeting #leadgen #deliverability #gtm #outbound

Just because you can see a signal doesn’t mean you should use it in your outreach.

In the webinar we had with Frank Sondors 🥓 from Salesforge 🔥, we talked about one of the easiest ways teams break intent-based campaigns:
 
They take the signal…
and put it straight into the first line of the email.
 
“Hey, I saw you joined this webinar.”
“Hey, I noticed you liked that post.”
 
Good signal + bad experience = dead reply rate.
 
I shared what I call the Underwear Rule:

You can have deep visibility on a prospect, but you don’t have to mention everything you know.

Here’s how to use signals properly (and actually increase replies):

1. Use the signal to pick the right audience

Signals tell you who’s worth contacting, not what to write.
Examples: webinar topic, pricing page visit, post engagement, job change.

2. Write the message around the problem, not the signal

Don’t say “I saw you…”
Instead, talk about the challenge the signal points to.
That’s where relevance comes from.

3. Keep the opener clean

Lead with an idea, question, or observation, not creepy surveillance.
Your first line sets the tone.

4. Use the signal to choose the CTA

Hot signal: ask about timing.
Warm signal: ask about priority.
Cold-ish signal: ask about relevance.

5. Let the signal guide your segmentation, not your copy

Signals = filters.
Your copy = insight.
That’s the whole game.

I would love to know which signal would win "The most useful" award in your outbound this year?

#intent #intentsignals

A $3.1 Billion company is not built only on features.
The secret sauce is in how teams move.

Clay didn’t become the giant it now is only by shipping better software.
They did by rewriting how a GTM company is designed.

I saw it up close.

I remember in March 2024 we were running webinars teaching teams how to use Clay.
Back then, most had heard of it.
But very few knew how to build systems with it.

Since then, as SalesCaptain we’ve touched Clay from every angle:
• Webinars, events and Clay Clubs
• Running Clay workflows inside 60+ real teams
• Building and sharing Clay tables that went viral on LinkedIn
• Being recognized as a Clay Solutions Partner
• Watching our team build tables from mid-air paraglides and under the Great Pyramid of Giza as part of the Clay World Record
...etc

And here’s what I want to highlight 👇 

The most impressive thing about Clay was never just the product.
It was the operating system behind it.

Clay doesn’t run like your typical SaaS company.
It runs like a studio.
Builders, operators, community, partners…
All working in public.
All sharing what actually works.
All treating GTM as a craft, or an art.

Examples from inside Clay:
👉 Marketing, Growth and Sales don’t “align”, they operate as one system.
👉Accounts don’t move by MQL stages, they move by behavior.
👉Teams aren’t built around channels, but around buyer movement.

Notice anything?

GTM in Clay is not a department.
It is company design.

On December 9, Davide Grieco (Head of Growth at Clay) and I are going live and revealing EVERYTHING.

We’ll walk through:
• How Clay designs teams around the buyer journey
• How growth connects sales and marketing in practice
• How decisions run on signals
• How execution scales without adding layers
• How the same operating model runs inside SalesCaptain and across every team we work with.

If you’re still trying to “optimize” your GTM,
Time to wake up!
Your competitors are redesigning their companies around it.

Tuesday, December 9: https://lnkd.in/egmdt3uy

(Picture from the latest Clay Club in Paris with Varun Anand Co-Founder of Clay, Charles Tenot CEO of lemlist, and Frank Sondors 🥓 CEO Salesforge.ai 🔥)

The 30+ Clay workflows we rely on going into 2026.

Yesterday we had an amazing webinar with Frank Sondors 🥓 from Salesforge 🔥, where we walked through the top Clay and GTM workflows going into 2026.

Here's a quick recap since many asked for a breakdown 👇 

- The old B2B GTM game of add reps, push more emails, hope for pipeline is breaking down. AI is everywhere and channels are flooded. 
Getting the right attention is hard and costs keep climbing. 

Here’s how we are facing this:

→ Clay became our GTM data warehouse. We plugged in 150+ sources: intent, CRM, hiring, events, social, you name it. 

→ We split outreach into 3 layers: 
1️⃣ AI Outbound for hyper-personalized reach at scale (50+ signals, real data enrichment, real prospect pain points). 

2️⃣ Intent-Based Audiences for targeting people who show the right buying signals (hiring, visiting our site, mentioning us, attending events). 

3️⃣ Inbound-Led Outbound for those already aware and engaged with our brand (catching the warm leads before they go cold). 

→ Every workflow runs off real-time triggers. New CMO hire/Product launch/ Company raises a round...etc, they get a message they’ll actually want to open. 

→ A small team of 5-6 reps built enough pipeline to keep pace with teams of 50. (Yes, really, ask Frank Sondors 🥓) 

→ We ran event workflows for speaking gigs, sent local cues in cold outreach, and mapped out who in our ICP was moving jobs.

→ Before, we relied on “more hands.” Now, it’s “more brains”. This means automation, data, signals, and speed, all working together through workflows that talk to each other. 

The truth is, traditional outbound is not coming back (you need to let go).

GTM needs to evolve, and the systems behind it are now the biggest advantage. 

The full slide deck from the webinar is ready for anyone who wants a closer look. Drop “CLAY” below if you want it. 

#clayworkflows #gtm #webinar

On 9 Dec, you’ll see exactly how Clay uses Clay to run its own GTM motion.
(And how that’s shaping everything we build for 2026.)

Yes, we are unveiling the system we operate on daily.

Because if I opened your CRM right now, could you show me the 20 accounts you’d bet your quarter on?

And i'm not talking about the logos, or leads that “feel hot.”
But the ones that actually matter right now, who fit, who are in market, have money and will move.

That’s the standard Clay runs on internally.

Every account is scored by what we call at SalesCaptain, "The GTM Rule of 3"
1. Fit: Who actually matters
2. Behavior: Who’s active, showing intent
3. PCV: Where the deal value sits

High Fit, High Behavior, High PCV --> Sales moves.
Low Fit, Low Behavior --> CRM automation takes over.
This ensures marketing and sales don’t argue about stages, instead, they move accounts.

This is the model we’re using internally at SalesCaptain.
And it’s the same framework we implement across companies building high-efficiency GTM engines.

On Dec 9, Davide Grieco and I will walk you through:

• How GTM is shifting from channel-first to signal-first
• The matrix Clay uses to map every account to TOFU, MOFU, BOFU
• What real account prioritization looks like using data + AI
• The workflows teams should build going into 2026
• Case studies from Clay and SalesCaptain teams in the field

You’ll leave with a working model for how to run GTM in 2026.

You don't want to miss this.
More details and link in comments.

90% of teams using AI personalization are fooling themselves.

Why?

Because a like is not demand.
And a comment is not intent.

We both know most prospects give you NOTHING to personalize.
No posts, opinions or any real signal.
Just a job title and a logo.
(Scroll LinkedIn  and you’ll see it.)

So what happens?
You scrape a name.
Grab a company.
Dump it into a prompt.
AI spits out something that looks personal.

But where’s the connection?
Nowhere.

Then comes the big mistake:
Someone liked a post.
So you assume interest.

❌ Wrong.

That person might be bored.
Half-asleep on a train.
Doomscrolling before a meeting.
Nothing about that means they want to buy.

Activity is not intent.

AI can’t create demand out of thin air.
So you end up sending “custom” messages that are all the same
except for the first name, and calling it personalization.

Here’s how we actually run it at SalesCaptain (and how you should too):

1. AI filters by company, role, and pattern
2. Write by segment, not fantasy personas
3. Use variables for real context
4. Keep the voice human

If your personalization starts and ends with a prompt, it’s not personalization.
It’s a fancy automation with better grammar.

P.S. The photo below is from a special interview with a CEO of a $30M ARR SaaS. It drops soon. Stay tuned. 😉

#aipresonalization #gtm

Your job title is killing your outbound.

One of the strangest patterns we are seeing in Outbound:
Teams do everything right. They have:
→ strong offer
→ clean data
→ good workflows
→ optimized profiles
…but their acceptance rate still tanks.

Why?
Because the outreach is coming from someone with “Sales” in their title.

People don’t want to talk to:
❌ BDRs
❌ SDRs
❌ Account Executives

They want to talk to the person behind the thinking.
In LinkedIn lingo: a thought leader.

Here’s what actually works 👇 

1️⃣ Run outreach from leadership profiles
CMO, CEO, COO...etc anyone whose title naturally signals expertise and decision-making.
Even if they’re not the ones pressing “send,” their profile creates trust and gets conversations started.

2️⃣ Keep your sales titles out of the front line
You can still route replies to your reps.
Just don’t let a “BDR” title be the first thing a prospect sees.

3️⃣ Treat LinkedIn profiles like landing pages
Your headline and top section shape acceptance rates more than the copy inside your message. Read that again.

4️⃣ Apply this to both email AND LinkedIn
Email inboxes filter by sender name.
LinkedIn surfaces your title immediately.
In both cases, the wrong title can lower your engagement rate.

If you’re not getting responses, don’t jump to rewrite your sequence.
First check whose name is sending it.
Let me know if you faced a similar issue, or if you have any questions drop them below.

#outbound #bdr #sdr #linkedin

You can delegate campaigns, but never delegate knowing what works.

In the early days as a founder, you are the sales team
You are the product manager
You are marketing
There is no other way. You need to see every reply, feel every objection, and spot every pattern in the feedback.

You learn fast when you run outreach, write copy, and jump on calls yourself. 
You see what channels drive real conversations. 
You hear what features make people say yes. 
You know what gets ignored.

That is not busywork. That is the job! 
You build your playbook from the inside out.

But as the company grows, your time gets pulled in new directions. 
Team building, hiring, culture, leadership...etc.
Suddenly, running every campaign yourself is not the highest ROI. 
You have to let go of the day-to-day.

Here’s what you need to remember: stepping back does not mean stepping away.

You can hand over the outbound engine, you can hire a marketing lead. But you cannot lose the pulse. 
The moment you stop knowing what messaging lands, which channels convert, or what customers want, your edge is gone.

Your business only stays alive if you keep the connection, which means:

→ Staying close to your team’s feedback
→ Reviewing campaign results together
→ Jumping into customer calls when needed
→ Tweaking strategy based on what is working now

You move from solo operator to team captain, but the market never stops moving, so you cannot stop listening.

I have lived this at every stage-agency, SaaS, conference, outbound, you name it. The founders who win are the ones who keep learning, even when they delegate.

When do you think is the right moment to let go? I would love to know how you did it.
#founder #gtm #saas #startup #outbound

What can your SDR actually produce in 5 minutes?
I ask every team the same question.

For most reps, the answer is:
Almost nothing… because the workflow is full of friction.

Those 5 minutes usually disappear into admin work:
CRM checks, fixing fields, searching for contacts, bouncing between tools, rewriting the same intro line.

And there's nothing I love more than removing friction!
Then, 5 minutes becomes a surprisingly productive unit.

Here’s what a “5-Minute SDR Workflow” looks like in the systems we build at SalesCaptain:

Minute 1:
Open LinkedIn → Identify a new contact → Add + enrich instantly
(When it comes to EU, we use Surfe here to pull enriched data + correct fields)

Minute 2:
Auto-sync to CRM → fields mapped, company matched, no duplicates

Minute 3:
Check job-change alerts → Does this person recently move roles?
If yes → add to a “new role” micro-segment (high intent)

Minute 4:
Add contact to correct sequence based on tier:
Tier 1 → personalized multichannel
Tier 2 → semi-automated
Tier 3 → automated

Minute 5:
Add one line of personalization using ICP pain points → send first touch

One rep.
Five minutes.
One fully activated contact, correctly enriched, correctly segmented, correctly sequenced.
If that’s not real output, I don't know what is!
 
For Outbound to work best, automate/compress everything that slows reps down.
Once you remove the admin, every 5 minutes becomes meaningful.


I'm adding a link here if you want to try Surfe for free: https://bit.ly/4rygOiB

The 5 Min SDR Workflow

I’m giving away a full outbound system-built for you, free.
In partnership with ZenABM and HeyReach.io

Signal-led outbound, (according to Kyle Poyar), is the #2 bet for marketers in 2026.

Yet many teams fail to apply it!
And it's not because they lack tools,
but because they lack the GTM engineering power to connect them.

You can spend thousands on “deals” this Black Friday.
But without a connected, intent-driven process, you’ll still have no pipeline.

That's why we decided to give away something better than any discount code.

A fully done-for-you Intent-Led Outbound Operation.

Built for you
End-to-end
Free.

Here’s how we will do it 👇 

→ ZenABM (free): capture high-intent accounts from your LinkedIn ads
→ Clay (done-for-you): auto-prospect the right ICPs inside those hot accounts
→ SalesCaptain (done-for-you): write and build winning LinkedIn + email sequences
→ Outbound setup (free): launch Smartlead + HeyReach.io campaigns
👇
You start booking meetings in weeks.

If it works (and it will), you keep the tools at a 20% discount.
If not? No commitment.

I honestly think this is a deal of a lifetime 🔥 

Slots are limited and open until December 5th.

First come, first served.
If you want in, the link is below in the comments.  

#outbound #signalled #free

Founders are searching for a stamp that doesn’t exist.

My cousin is an orthodontist.
She went to uni, did her master’s, got her accreditation, and now has a paper that literally says:
“You’re good enough.”

From that moment on, 90% of what she’ll face in her career, she’s trained for.

Founders don’t get that.

There’s no school, no license, and no moment where someone hands you a certificate saying:
“Congrats, you now know how to hire, fire, sell, market, lead, forecast, do finance, and not lose your mind.”

You just wake up everyday and try not to break the company.

Lately, I’ve been obsessed with two things to stay sane and keep scaling:

1️⃣ Systems for alignment
I’m reading "Measure What Matters" (thanks Theo Kanellopoulos for the recommendation) because as SalesCaptain grows, I can’t be in every room.
So we need to rely more on OKRs not as “productivity hacks”, but as a system to answer:
“How do I make sure people know what matters without me intervening?”

2️⃣ Beliefs for sanity
I’m rereading "The Greatest Salesman in the World", not for new tactics, but actually for reminders:
* You’re a unique creature, stop trying to fit in.
* Approach people with love if you want them to open up.
* Success might be one more bend in the road away. Keep going.

Of course, tools matter and tactics help.

But every founder needs two invisible frameworks:
1. A system to align the team.
2. A belief system to keep the fire burning.

Scott Ward (HabitStack) unpacked this beautifully in our chat.
You can watch the full interview here: https://lnkd.in/eAgHjSrH

Still no stamp. But maybe that’s the point. 😉 

Let’s keep building.🔥

We turned LinkedIn ad clicks into 137 meetings last quarter ($50k ad spend). Here’s the workflow most teams hide from you.

Many run LinkedIn ads and hope for form fills or brand awareness.

At SalesCaptain, we do it differently.

We use LinkedIn ads as intent signals and connect them to outbound-turning every click, view, and impression into booked meetings.

Here’s the exact workflow we run:

1️⃣ Run LinkedIn Ads to a laser-focused ABM list
→ Target only your ICP
→ Promote an educational asset or case study
→ Build trust before outreach even starts

2️⃣ Use ZenABM to spot who engaged
→ Find companies who clicked or viewed (even without a form fill)
→ Get a list of “warm” accounts who already know your name

3️⃣ Enrich and find real contacts in Clay
→ Pull decision-makers and get direct emails
→ Layer in firmographic and intent data
→ Turn anonymous clicks into actionable leads

4️⃣ Personalize your outreach
→ Reference the exact ad or asset they engaged with
→ Use case studies or proof points that match their interest
→ Make every touch feel relevant (not cold)

5️⃣ Launch outbound campaigns
→ Tier 1: Human-led, high-touch for top engagers
→ Tier 2: Automated sequences for the rest
→ Use lemlist or Instantly.ai as well as HeyReach.io for fast, scalable delivery
→ Mention the ad they saw (“Noticed your team checked out our [case study] last week…”)

What happens next?

→ Ad engagement becomes real pipeline
→ SDRs reach out to prospects who are already aware
→ Marketing and sales use the same ABM list
→ No siloed channels, nor wasted spend

This way, LinkedIn Ads became a sales activation channel.

If you want the exact Clay table drop a comment below.

#linkedinads #abm #smartworkflow

Grateful to see some of my thoughts from Clay Club Paris resonating.
This roundup features a ton of smart voices pushing things forward in GTM.
Worth a scroll👇

Helping B2B Leaders Make Smarter Market Decisions with Consulting-Driven Analyses. Research That Prepares You for Tomorrow’s Market.

Best of LinkedIn: Go-to-Market CW 48/49

Your bi-weekly dose of GTM insights is here with 61 handpicked posts and 31 new voices worth following. 

Featured read: Bill Stathopoulos breaks down what he learned at Clay Club Paris. 
Spoiler: high-performing GTM teams in 2028 will run on fully connected revenue systems.

We've also rounded up the events you shouldn't miss.

Short on time? The quick summaries inside have you covered.

Thanks for being part of this community and for sharing your insights with us!

Founder | Workflow Automation | Follow for daily posts about Process Improvement & Effective Leadership | ex-Amazon

Hi, I’m a former brand marketer who’s now an expert in process improvement.

At Amazon, I led big marketing operations projects and saw firsthand how improving processes can make a huge impact. Today, through my consulting firm, I help marketing teams grow more efficiently by using smart management methods like Kaizen.

I work with CMOs of mid-to-large companies, especially those with teams of 10 or more, to streamline workflows, improve teamwork, and get the most out of their marketing tools. By spotting inefficiencies and turning them into productive actions, I help teams achieve more with less effort.

My goal is simple: save time, cut waste, and create a culture that’s always improving. With my experience in brand marketing and process optimisation, I’m here to help you scale your marketing operations smoothly and effectively.

In short: I help marketers improve their processes by removing inefficiencies, automating tasks and eliminating wasteful activities.

Oliver Ramirez G.

Leaders who punish mistakes also punish progress.

(here’s what most leaders miss)

When leaders obsess over avoiding mistakes, 
they unknowingly block innovation.

Here’s what happens when “no mistakes allowed” becomes the culture:

❌ 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗱𝗶𝗲𝘀
↳ Teams stop taking risks.
➞ Innovation shrinks to safe, incremental tweaks.

❌ 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘀𝗹𝗼𝘄𝘀 𝗱𝗼𝘄𝗻
↳ Fear of failure keeps people quiet.
➞ The best ideas never see the light of day.

❌ 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘀𝗹𝗶𝗽 𝗮𝘄𝗮𝘆
↳ While you’re busy avoiding errors, competitors are busy learning.
➞ They adapt faster and win faster.

❌ 𝗣𝗲𝗼𝗽𝗹𝗲 𝗱𝗶𝘀𝗲𝗻𝗴𝗮𝗴𝗲
↳ High performers won’t stay in a punishment place.
➞ You end up with compliance, not creativity.

The truth is simple:

✅ Mistakes can be fixed.
❌ Missed opportunities can’t.

Just ask Blockbuster, Kodak, or Nokia. 
Playing it safe was their biggest mistake.

💭 Has fear of mistakes ever hold you back?

- - -

♻️ Repost to help other leaders.
➕ Oliver Ramirez G. for leadership & process improvement.

Working while sick isn't a badge of honour.

It's a sign of a toxic work culture.

Promoting rest is better for your business.

- Recovery happens faster.
- It reduces the risk to other team members.
- It lays the foundation for a healthier company culture.
- Sick employees can’t deliver above-and-beyond results.

As leaders, here are 5 things to do and not to do:

❌ Praising an employee's work while sick
✅ Send sick employees home to recover.

❌ Setting impossible deadlines leading to overwork
✅ Use project management tools to balance the workload.

❌ Ignoring employee feedback about stress
✅ Revise workloads and reprioritize tasks.

❌ Discouraging time off with snarky comments
✅ Lead by example: show it's okay to take time off.

❌ Expecting “always-on” availability
✅ Call out out-of-hours messages when you see them.

Productivity thrives when people 
are well-rested and well-supported.

Be the leader you wish you had.

💬 Which point resonated the most?

- - -
♻️ Repost to help create healthier work cultures.
➕ Oliver Ramirez G. for effective leadership.

Working with people smarter than you
is a blessing, not a threat.

I've seen too many leaders protect their ego by
choosing "manageable" candidates over top talent.

The cost:

❌ You avoid people who might question your decisions
❌ Every major decision becomes a bottleneck through you 
❌ Innovation dies because nobody challenges your thinking

Harvard Business Journal found that bad hires 
drive 80% of employee turnover.

But when you hire up, everything scales:
✅ Smart hires spot problems before they explode
✅ They bring solutions, not just execution
✅ High-performers attract other high-performers

The fastest-growing companies are led by founders
who know their gaps and hire exceptional talent to fill them.

"Try never to be the smartest person in the room.
And if you are, find a different room."
-Michael Dell

💭 Which part resonated with you most?

---
♻️ Repost to help other leaders
➕ Oliver Ramirez G. for leadership & process improvement

If blame is your reaction to mistakes,
you shouldn't be in management. 

The only way to avoid repeating mistakes
is to allow the space and security to self-reflect.

Here are 4 tips to learn from mistakes:

1️⃣ Start with safety
↳ Focus on learning, not blaming
↳ Fear kills honest feedback
↳ Begin with wins before discussing challenges

2️⃣ Focus on systems, not people
↳ Look at processes, not personalities
↳ Prevents defensive reactions
↳ Ask "what caused this?" not "who did this?"

3️⃣ Make it actionable
↳ Turn insights into concrete next steps
↳ Good ideas disappear without ownership
↳ Assign owners and review progress next time

4️⃣ Deep dive to uncover underlying issues
↳ Use the fishbone framework and 5 whys
↳ See the problem from different angles
↳ Document first the event and then deep dive

Teams that learn naturally outperform:

✅ Structured reviews deliver results
↳ Using retrospectives show +39% team performance
↳ Regular reflection cycles allow to improve faster

✅ Psychological safety promotes honesty
↳ High-trust places = more breakthrough ideas
↳ Fear-free zones encourage people to speak up sooner

✅ Documentation prevents repeat failures
↳ Tracked improvements compound over time
↳ Shared knowledge helps the whole team level up

The teams that win don't make fewer mistakes,
they learn from them faster. 

💭 What's your favourite tip?

- - -

♻️ Repost to help your network learn faster.
➕ Oliver Ramirez G. for leadership & process improvement tips.

Sources: GoRemotely (2023), BusinessMap (2024)

85% of people believe they're over-performers.

(how your ego can kill your growth)

An unchecked ego can sabotage your growth:

1️⃣ The Feedback Filter
↳ You dismiss criticism as "they don't understand"
↳ Only hear praise, ignore improvement areas

💡Escape it by regularly asking for 360 feedback

2️⃣ The Fixed Mindset Trap
↳ Challenges threaten your "smart" identity
↳ You avoid situations where you might fail

💡A growth mindset requires you to challenge yourself 

3️⃣ The Comparison Obsession
↳ Focus shifts from learning to looking good
↳ Energy goes to protecting image, not developing skills

💡Keeping up appearances only fools yourself

4️⃣ The Knowledge Ceiling
↳ "I already know this" blocks new information
↳ You stop asking questions that reveal gaps

💡 Studies show curiosity drives career advancement

The answer is to develop a "quiet ego".

It's not about suppressing confidence,
it's right-sizing your self-perception.

Research shows that individuals with quiet egos have:
✅ More authentic relationships
✅ Higher wellbeing and life satisfaction
✅ Greater learning capacity under pressure

How to develop a quiet ego for growth:

1️⃣ The Reality Check
↳ Ask "What don't I know?" before every project
↳ Seek feedback from 3 different perspectives 

2️⃣ The Growth Challenge
↳ Choose 1 task monthly that makes you uncomfortable
↳ Document what you learned from failures

3️⃣ The Authentic Leadership
↳ Celebrate others' wins publicly
↳ Share your mistakes and lessons learned openly

The strongest leaders aren't those who never fail.
They're those who learn fastest from discomfort.

Your ego wants to protect you from feeling small.
Growth requires embracing what you don't know yet.

💭 What tip works best for you?

---
♻️ Repost to help your network embrace growth
➕ Oliver Ramirez G. for leadership & process improvement

Sources: The Quiet Ego Scale (2015), Growing a growth mindset (2020).

Setting boundaries isn't rude. 
It's responsible.

Most people hand over control of their calendar and
then wonder why they have no time for meaningful work.

Here are 5 phrases to help you set boundaries:

1️⃣ "I need to check my priorities first"
↳  Evaluate whether this request aligns with your goals
↳ Shows you're strategic, not reactive about your time
💡 Use it when someone wants immediate commitment

2️⃣ "I'm not available during those hours"
↳ Sets clear boundaries without big explanations
↳ Protects your personal time 
💡State your working hours in your email signature

3️⃣ "I can help with X, but not Y"
↳ Offers support whilst maintaining your limits
↳ Demonstrates collaboration without overcommitment

💡 Be specific about what you will and won't take on

4️⃣ "Let me suggest an alternative"
↳ Redirects requests without damaging relationships
↳ Shows problem-solving whilst protecting your time

💡 Offer options: different timing, approach, or person

5️⃣ "I need to finish my current commitments first"
↳ Demonstrates reliability & priority management
↳ Educates others about your workflow and limits

💡 Perfect for deferring non-urgent requests

Your calendar is your life in action. 
Protect it like you mean it.

💭 What's your favourite phrase?

---

♻️ Repost to help your network.
➕ Oliver Ramirez G. for effective leadership & process improvement

Sources: Panaccio, A. (2021). Does time management work? A meta-analysis.

81% of managers fail to develop their people
(here's what the best do differently)

Great leaders know their success
depends on building others up.

Companies that develop their people see:

✅ 2X higher employee retention rates
✅ 93% higher likelihood of keeping top talent
✅ 415% annualised ROI on training programs

10 Ways Great Leaders Build Others Up:

1️⃣ Regular Coaching & Feedback
↳ Provide in-the-moment guidance, not just reviews
→ Creates 80% boost in self-confidence

2️⃣ Psychological Safety
↳ Build trust through support
→ 77% seek this from leaders

3️⃣ Mentorship Programs
↳ Connect experience with potential
→ Doubles knowledge transfer

4️⃣ Stretch Assignments
↳ Push comfort zones safely
→ Accelerates skill building

5️⃣ Recognition Systems
↳ Celebrate progress openly
→ Top motivator for 37% of staff

6️⃣ Growth Mindset Culture
↳ Transform setbacks into learning
→ Increases innovation rates

7️⃣ Learning Resources
↳ Provide tools for self-development
→ Shows investment in futures

8️⃣ Cross-Training
↳ Broaden perspectives
→ Creates versatile teams

9️⃣ Individual Development Plans
↳ Personalised roadmaps for growth
→ Keeps top performers engaged

🔟 Strengths Focus
↳ Leverage natural talents
→ Maximises engagement

It's simple, when you invest in people, 
they invest back in the company's success.

💭 Which is your favourite tip?
 
- - -

♻️ Repost to help other leaders grow
➕ Oliver Ramirez G. for leadership & process improvement tips.

Sources: LinkedIn Workplace Report 2024, International Coaching Federation 2009, Together Platform, DDI World, AIHR, Training Industry Magazine 2019

Waiting for the perfect moment 
to start your business is the 
perfect way to never start.

Most people delay because they're chasing an illusion:
🚩 Perfect market timing
🚩 Refined end product
🚩 Sufficient savings

Here's what I've learned after launching my own:

1️⃣ There is no perfect moment
↳ Markets are always unpredictable
↳ Your idea will evolve anyway
↳ You'll never feel "ready enough"

2️⃣ Entrepreneurs start with what they have
↳ Launch before you feel prepared
↳ Test ideas with real customers early
↳ Build momentum through motion

3️⃣ Confidence comes from action, not planning
↳ Each step builds clarity
↳ Real problems surface quickly
↳ Customer feedback beat assumptions

I launched at possibly the worst time. 

I started with plenty of prospects and interest, 
but they all went cold when budget freezes hit. 

After eight months, I was drowning in credit card debt 
& personal loans, applying for jobs, ready to walk away.

Then one client finally said yes.
That single win led to another. Then another. 

I also pivoted my offer three times before 
creating something people actually wanted. 

Today, I have a small team of two, and whilst 2025 
has tested me, I wouldn't trade the lessons for anything.

So here's my advice:

➜ Launch before you feel 100% ready
➜ Keep reaching out
➜ Keep doing the work

It will work out.

💭 What's one dream you've been putting off?

- - -

♻️ Repost to help your network.
➕Oliver Ramirez G. for leadership & process improvement.

Working Longer Doesn't Mean Working Better.

Stop tracking time to get more done.

The 8-hour workday was built for factories,
not for modern teams, creativity, or knowledge work.

🚩The average worker is productive for 2h 53m a day
🚩Only 21% of employees feel productive all day
🚩Deep work concentration maxes out after 4h

How to overcome the 8 hour myth:

1️⃣ Focus on Outcomes, Not Hours
↳ Define clear deliverables for each role
↳ Create value-focused project milestones

💡 Tip: Establish quality standards before starting projects

2️⃣ Design Energy-Based Schedules
↳ Let teams choose their peak productivity hours
↳ Implement flexible core working times

💡 Tip: Schedule admin tasks during low-energy periods

3️⃣ Optimise Deep vs. Shallow Work
↳ Separate high-cognitive from administrative tasks
↳ Create dedicated spaces for concentration

💡 Tip: Train managers to protect team's deep work time

The future of work isn't about time,
it's about results. 

💭 Which tip resonated most?

• - -
♻️ Repost to help your network work smarter
➕ Oliver Ramirez G. for leadership & process improvement tips

Sources: Vouchercloud survey, Cal Newport Deep Work, Welcome to the Jungle article

Take care of your team, 
and they’ll take care of your business.

Strong teams are built with training, 
motivation, and opportunities.

Here are 5 ways to build a strong team:

1/ Training is a smart investment
 ↳ Firms that train generate 3x more rev. per employee
 ↳ Stagnant teams lead to stagnant business.

💡 Make development a KPI, not a 'nice to have'.

2/ A good culture retains employees
 ↳ 62% of employees leave due to bad culture.
 ↳ Money attracts, but culture retains.

💡 Build a mission-driven, psychologically safe space.

3/ Accountability empowers employees
 ↳ Ownership fuels retention by 97%.
 ↳ People stay where they feel responsible.

💡 Give autonomy, allow mistakes.

4/ Empathy isn’t soft, it’s a superpower
 ↳ Employees with empathetic leaders are more loyal.
 ↳ People often don’t just quit jobs, they quit bad bosses.

💡 Listen, pulse check through direct/indirect channels.

5/ Well-being isn’t a perk. It boosts productivity.
 ↳ Burned-out employees cost millions in lost output.
 ↳ Happy teams outperform unhappy ones by 20%.

💡 Balance workloads, don't overwhelm your best talent.


Train people so well they can leave.
Treat them so well they won’t want to.

💭 Which point resonated most with you? 

- - -

♻️ Repost to help your network.
➕ Oliver Ramirez G. for leadership & process improvement tips.

- - - 
Sources: ATD Research, Charity Job Finder, Gallup, EY Empathy in Business Survey, University of Warwick.

70% of process improvement initiatives fail.

(Costing teams millions annually)

The biggest roadblock to your team's efficiency 
are psychological barriers. 

A client recently told me: "we launched 2 process 
improvements last year. None survived beyond 6 weeks."

After guiding dozens of teams through transformation, 
I've identified 4 barriers that kill improvement efforts:

1/ The "Too Busy" Paradox
↳ Being 'too overloaded' to improve workflows
↳ Yet drowning precisely because processes need fixing

💡Make the time and schedule 20-min weekly team improvement sessions. 

2/ The Status Quo Comfort Zone
↳ Old processes feel safe, even when clearly inefficient
↳ People develop identity around "how we've always done it"

💡 Document current workflows, calculate wasted time 
and bottlenecks, then invite improvement ideas. 

3/ The Fear-of-Experimentation Paralysis
↳ Testing new approaches feels risky
↳ Teams won't risk doing something that can fail.

💡 Create psychological safety, make it safe to fail.

4/ The Hierarchy Perception Gap
↳ Leaders and teams see different problems
↳ Executives tend to blame tools while teams point to leadership gaps

💡 Run barrier-mapping workshops where all levels 
identify obstacles together for a shared diagnosis.


The teams that thrive in 2025 will be those who master 
the psychology of improvement, not just the mechanics.

💬 Which of these barriers have you experienced?

- - -

♻️ Repost to help leaders build improvement cultures.
➕ Oliver Ramirez G. for leadership & process improvement.
 
Sources: McKinsey & Company (2019)

Unproductive teams always display the same traits.

(spot these 8 issues & how to solve them)

Unresolved inefficiencies can cripple any team:
🚩 Tasks take longer to perform
🚩 Frustrations build up
🚩 People begin to stop caring

The worse part about work inefficiencies is that
they often go unnoticed until something big breaks.

Here are 8 common issues and how to solve them:

1/ Relying on a ‘Single Expert’
 ↳ One person trains everyone on a process
 ↳ Creates bottlenecks + knowledge gaps

💡 Document + record to share knowledge

2/ No standard way of doing things
 ↳ Everyone does the same task differently
 ↳ Leads to delays, rework, confusion
 
💡 Map, benchmark, document, align

3/ Manual-heavy onboarding
 ↳ Shadowing, 1:1s, endless presentations
 ↳ Eats up senior team time

💡 Automate; use onboarding tech

4/ Projects keep restarting
 ↳ Leadership changes direction mid-project
 ↳ Wastes time + drains morale

💡Align on success, get buy-in early

5/ Messy work environment
 ↳ Can’t find docs, assets, info
 ↳ Teams waste hours hunting for basics

💡 Organise, standardise, maintain

6/ People accept broken processes
 ↳ “That’s just how we do it”
 ↳ Innovation stalls, issues repeat

💡 Use PDCA to continuously optimise

7/ Misaligned team metrics
 ↳ Teams chase different goals
 ↳ Creates tension + competing priorities

 💡 Align everyone to a few core KPIs

8/ Underused software tools
 ↳ Features ignored or disconnected systems
 ↳ Manual work stays manual
 
 💡 Train, track adoption, integrate

Your team’s productivity is only as strong
 as the systems you've built.

Prioritise removing inefficiencies as you 
encounter them to set your team for success.

Start by auditing and optimising a key process this week.

💬 Which inefficiency trap resonated the most?

- - -

♻️ Repost to help leaders fight inefficiencies at work. 
➕ Oliver Ramirez G. for leadership & process improvement.

✍ For more, check my newsletter: https://lnkd.in/e5Yj72Ne

90% of leaders can't resist interfering.

(8 secrets to master delegation)

Smart leaders create autonomy, not dependency.
Why should you care as a leader:

✅ Boosts team engagement & retention
✅ Unlocks time for strategic work
✅ Develops future leaders

8 proven steps to master delegation:

1️⃣ Build Trust First
↳ Start with small tasks
↳ Give progressive responsibility
↳ Resist urge to intervene immediately

💡 Wait 48h before correcting - let teams learn

2️⃣ Define Crystal Clear Expectations
↳ What needs doing + why it matters
↳ Clarify success criteria + timelines
↳ Provide autonomy with boundaries

💡 Document everything in writing

3️⃣ Match Tasks to Talent
↳ Align tasks with skills & development goals
↳ Consider workload capacity
↳ Look for growth opportunities

💡 Use 70% current skills, 30% stretch

4️⃣ Transfer Authority, Not Just Tasks
↳ Give decision-making power
↳ Define clear boundaries
↳ Establish escalation criteria

💡 Provide resources needed for success

5️⃣ Create Clear Communication Channels
↳ Set check-in schedules
↳ Define reporting methods
↳ Keep feedback loops open

💡 Focus on outcomes, not activities

6️⃣ Make institutional knowledge accessible
↳ Create step-by-step guides
↳ Include decision frameworks
↳ Update regularly with learnings

💡 Teach your team how to write SOPs

7️⃣ Monitor Without Micromanaging
↳ Track milestones, not daily work
↳ Use data over direct oversight
↳ Trust but verify

💡 Focus on results, not methods

8️⃣ Develop Problem-Solving Skills
↳ Coach people, don't jump to solve issues
↳ Ask guiding questions
↳ Build decision-making confidence

💡 Help teams think independently

Don't fear being seen as replaceable. 
Smart leaders build capabilities, not dependence. 

💬 Which step do you find most challenging?

- - -

♻️ Repost to help other leaders grow
➕ Oliver Ramirez G. for leadership and process improvement insights

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The Battle

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