Youssef El Kaddioui

Starting my career as a sales at Amazon Web Services and Google, followed by Venture Capital, I excel at building and scaling high-growth B2B companies by architecting intelligent, repeatable Go-To-Market engines.

After founding and successfully exiting my first company, I'm now scaling my second, a B2B AI SaaS platform for the SME market.

My focus is on creating operational excellence that drives measurable revenue growth.

My Track Record as a GTM Builder:
✓ Founding & Exiting: Built and sold The Scalelab, a B2B outbound agency. Now scaling Scalelist towards $1M ARR.
✓ GTM Architecture: Designed and executed strategies generating over $150M in sales pipeline for high-growth FinTechs & SMEs.
✓ AI-Powered Sales Ops: Implemented AI across the sales stack to optimize everything from forecasting and territory planning to automated prospecting and pipeline reviews.
✓ Team Leadership & Enablement: Recruited, mentored, and led high-performing AE teams to exceed revenue targets. Codified my methods in a sales course used by 1000+ reps globally.
✓ Being recognized as a Forbes 30 under 30 honoree.

I am passionate about leveraging data and AI to solve complex revenue challenges and operate with the high-horsepower, founder-led intensity required to win in today's market.

Specialties: Go-To-Market (GTM) Strategy, Sales Operations, AI Integration, B2B SaaS, FinTech, Founder-Led Sales.

Co-Founder & CEO

www.scalelist.com

Create your email lists from LinkedIn.

Youssef Kaddioui

World’s #1 Remote Operations Executive | Scaling Businesses with Operations Strategy, Remote Teams, and AI Systems | Clay Creator & Certified Lemlist Expert

"Absorb what is useful, discard what is not, add what is uniquely your own." – Bruce Lee

I am an end-to-end GTM Operations Executive with over 7 years of experience building and scaling efficient, high-performing GTM operations for 8-figure agencies. 

After working for multiple 8 figure Infoproduct businesses, I launched RecruiterGTM where I build GTM systems and place offshore talent for recruitment businesses.

My work today revolves around training and placing GTM Engineers and Operations Integrators who can design, run, and improve a company’s growth engine end to end. That includes Clay driven prospecting, multichannel outbound, clean CRM infrastructure, and the daily ops that keep revenue teams moving. I care less about “more activity” and more about reliable pipelines, clear dashboards, and operators who know how to think, not just follow tasks.

Before this, I led global operations for Remote Assistants and directed operations for The Agency Blueprint, supporting 7 and 8 figure agencies and 300 plus recruitment businesses. I have placed 150+ offshore operators at a fraction of local cost, maintained a 90 percent retention rate, built sourcing engines that generate 100+ qualified applicants a month, and helped turn complete beginners into Clay fluent GTM operators. My focus now is simple. Help businesses install GTM systems that work and put the right people in the seats to run them.

Reyhan Khan

Soon you will only have two types of people on your team.



The ones who hit a problem or see an opportunity and stop.

And the ones who hit a problem and instantly turn to AI to see HOW (not if) they can solve it.

Type 1 waits.

Type 2 experiments.

Type 1 says, “I do not know how to do this.”

Type 2 says, “Let me brainstorm with AI, then I will ask you better questions.”

Working with people who do not use AI properly will start to feel like working with someone who cannot Google or check email. Not because they are bad people, but because they slow everything down.

And if you are not filtering for this inside your hiring process, you will only find out months later.

You realise the new hire is great at using AI to write emails, but terrible at seeking answers, breaking down problems, and turning AI output into deployable systems and solutions. By then you have lost time, money, and patience.

At RecruiterGTM, we use a 3 step assessment to recruit GTM Engineers and Junior Recruiters. Instead of trying to figure out, “Did they use AI to solve our assessment?” 

We ask them to show us how good they are at using AI to solve the given problem. 

This lets us find the candidates with real potential to become that right hand operator for businesses in 2026 and beyond.

Comment “Assessment” and I will send you the exact template so you can use it for your next hire.

—

I'm Reyhan Khan, I post about how I help recruitment businesses install GTM Systems & GTM Engineers allowing their offers to stand out. If you want to follow the journey more closely, the newsletter link is in the first comment.

World’s #1 Recruitment Systems Coach | Scaling Recruitment Businesses with GTM Systems & GTM Engineers

RecruiterGTM members handle all their candidate sourcing within Clay running a single Clay workbook that:


1. Sources candidates for a specific role
2. Grades them automatically on skills, location, comp, and relevance
3. Enriches LinkedIn + email
4. Generates top 3 interview questions to ask the candidate
5. Pushes the short list straight into the ATS (Recruiterflow, Atlas, Bullhorn etc)

All inside one workbook. No extra spreadsheets, no copying data between tools, no manual rework.

So if you are a recruiter who is thinking about using Clay, or already using it for sourcing but feel like it is clunky and manual, this template can easily save you hours per role and give you a cleaner, more repeatable system.

If you want to copy my Clay template, comment “candidate” and I will send it over.

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I'm Reyhan Khan, I post about how I help recruitment businesses install GTM Systems & GTM Engineers allowing their offers to stand out. If you want to follow the journey more closely, the newsletter link is in the first comment.

The BEST Outbound course for Recruiters is Live!


RecruiterGTM is live with the first course on multichannel outbound for recruiters. I've spent 10 days recording it covering every single aspect of outbound from sourcing quality data to structuring your copywriting with a value-first approach. 

I follow every single GTM Guru on LinkedIn and have tried to compile their knowledge with my 8 years of outbound and 3 years of recruitment coaching experience into this course.  

This value-first Outbound is one full pillar of my 4 pillar GTM strategy for recruiters:

1. A clear, productized offer
2. An outbound engine that actually books meetings (OutboundOS)
3. A content and personal brand flywheel
4. A simple nurture system for your whole CRM

On top of that, the RecruiterGTM Skool is now open. It is the only community that gives you:

✔️Practical GTM systems built for recruiters
✔️Offshore GTM Engineers and Junior Recruiters to run those systems
✔️Ongoing coaching and support with me for 12 months

I want to give every recruiter access to world class GTM systems and I don't have to charge you a massive sum to give you that knowledge. 

The only times I'll charge a higher ticket is if you want me to deploy the system for you or place a fully trained fulltime resource in your team.

If you are a recruiter who needs a system to source better clients or candidates, drop me a pm and I'll give you a free systems roadmap in return for feedback on my community offer.

PS: Skool Community link in the comments

—

I'm Reyhan Khan, I post about how I help recruitment businesses install GTM Systems & GTM Engineers allowing their offers to stand out. If you want to follow the journey more closely, the newsletter link is in the first comment.

If you’re based in Pakistan and you’re genuinely good at:

⚫ Running recruitment operations inside Recruiterflow, Atlas - the Recruitment Platform or similar

⚫ Keeping ATS/CRM integrated, structured, and usable for consultants

⚫ GTM workflows across outbound, sourcing, CRM, and ops would be a plus

I’m looking to place 1–2 full-time remote operators in the next 2 weeks.

Application link in the first comment.

The news about the Beckham family “rift” has really got me rethinking how recruiters should structure their GTM systems…







No it has not.


Not everything needs to be turned into a business lesson on LinkedIn.


Breathe a little and checkout my website here: Recruitergtm.com

I have two offshore recruiters from South Africa ready to plug into a team immediately.



Both have been pre trained through RecruiterGTM Academy.
One is a junior recruiter.
One is mid to senior with solid experience in delivery.

Here is what you actually get with them:

✔️Native English speakers
✔️Trained on sourcing and screening using our internal tech stack
✔️At least 20 hours a week given back to you by offloading the sourcing grind

If you are a recruitment agency owner who wants to build an offshore team or is tired of high fees and inconsistency from purely local hiring, drop me a message and I will send you more info and profiles!


P.S. After placing 200 offshore GTM Engineers and Ops Managers successfully, we have started an academy for offshore recruitment resources as well. We can now equip RecruiterGTM members with a complete offshore team that more than doubles their profit margins.

—

I'm Reyhan Khan, I post about how I help recruitment businesses install GTM Systems & GTM Engineers allowing their offers to stand out. If you want to follow the journey more closely, the newsletter link is in the first comment.

To: Whoever tf is making these super AI sounding LinkedIn commenting bots


Dear bot builders, if you want your users to stop sounding like AI cringe,

Please create a google sheet with 300 real human comments that are global and can cover all kinds of LinkedIn post topics, get the AI to pick the best fitting out of those comments against every post its supposed to comment on instead of trying write one itself. 

As a fallback, just put an emoji which aligns with the emotion of the post. 

You can easily make $30-50/month. 

Best, 
Annoyed LinkedIn user

If you´re a Recruiter trying to land annual retained contracts, this is for you.


I want to share one of our best performing RecruiterGTM Market Expansion Signal Stacks.

Right now we are testing this signal stack for 2 of our clients who sell Recruitment System retainers to SaaS platforms. 

It has helped them build a list of SaaS companies they know will have an ongoing need for talent in 2026, because all 3 of these signals show rapid market expansion:

1. They are running paid ads on Facebook, LinkedIn and Google

2. They have at least 1 open role live

3. They have 1 or no internal recruiters

If a company is running paid ads on Facebook, LinkedIn and Google at the same time, that is not “brand awareness.” 

That is clear expansion intent. 

This is our biggest learning from this signal stack, these companies would happily pay someone a $10k/month retainer to fill 2-3 positions every month.

We are pulling all of this inside Clay with Adyntel enrichments, then pushing the right accounts into personalized outbound. That is a very different prospect list compared to “SaaS companies between 10–200 headcount.”

Stacking signals is the way to go now.

You cannot just personalize an email and expect replies. You need to speak to companies that are clearly spending, clearly hiring, and clearly under-resourced on talent.

If you want the Clay template and enrichment setup I am using to build this list, comment “signal” and I will send it over.

—

I'm Reyhan Khan, I post about how I help recruitment businesses install GTM Systems & GTM Engineers allowing their offers to stand out. If you want to follow the journey more closely, the newsletter link is in the first comment.

Prospeo.io v2 >>> Apollo 



Most of the GTM engines I build for recruiters live or die on one thing: the quality of the data you feed in. For a long time, Apollo was part of that stack, and I moved away from Apollo 1.5 years ago because

❌ Data quality is mediocre. Too many wrong people and bounces for LinkedIn sourced leads, especially mobile numbers data.

❌ Support is low key rude. Based on my last 3 interactions, it honestly felt like they do not care about customers anymore.

❌They are trying to be everything at once: sequencer, CRM, mailbox seller. In my experience, tools that stop focusing on their core feature never do well long term.

For all my clients, I recommend 2 tiers of data enrichment setups to pick from based on their budget and technical expertise.

Tier 1: Sales Nav with Prospeo.io extension

Using Sales Nav for stacking intent triggers like job changes, recently posted etc and pushing to Prospeo with one click to get their emails and phone numbers. 

Costs about $190/month and does the job for a solopreneur or team of 1-3

Tier 2: Clay with Prospeo.io as priority data source

Clay's benchmarking ranked Prospeo as their #1 B2B email provider. Helps us stack custom intent signals and get better data for sourcing clients as well as running evergreen candidate sourcing playbooks. 

Costs about $450 and ideal for a tech savvy solopreneur or a team of 3+ recruiters. 

Now that Prospeo.io has released their v2, even the need for using Sales Navigator as the front end has kind of gone away. I tested Prospeo v2 across multiple recruiter setups and here are the biggest positives:

✔️ Better data on LinkedIn based leads than what I have been getting from Apollo
✔️ Fresh, verified emails and mobiles that actually connect
✔️ Simple triggers like job changes and headcount growth
✔️Easy push into Clay and outbound tools without scraping gymnastics

They're running a 20% discount and if you sign up with my affiliate link, I'll give you a free 30 min session to build a KILLER dataset and show you how you can use Prospeo to your advantage in 2026. 

Drop "data" in the comments and I'll send you my sign up link with an invite to free 30 min session.

Ps: Shoutout to Matthew Putnam 🔵for implementing feedback and keeping me updated with product updates. I sent Apollo probably 25+ affiliates in a year and nobody ever reached out to ask for feedback.

—

I'm Reyhan Khan, I post about how I help recruitment businesses install GTM Systems & GTM Engineers allowing their offers to stand out. If you want to follow the journey more closely, the newsletter link is in the first comment.

Open article: Prospeo - Find Verified Emails & Phone Numbers for Outreach by prospeo.io

Prospeo - Find Verified Emails & Phone Numbers for Outreach

Signals without context are nothing but enrichments.

Reach out to Rafael Guerreiro 🚀for more Sentrion use cases

Founder/CEO @ Sentrion | Building Predictive GTM. We show you who’s ready to buy now and who’s ready next.

How to build a list of companies that USE signals and intent-based outbound?

Teams will map their TAMs and then enrich tech stacks, but the problem is...

Tech stack enrichments don't give you context: 

➡️ have they been using this tool for 5 years or did they just adopt it?

Signals without context are nothing but enrichments.

In this video I show you a quick example of how you can build a target list based on company behavior within Sentrion. 

Want access to the latest update? Send me a DM with the word "Sentrion".

#PredictiveGTM

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Youssef Kaddioui

Reyhan Khan

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The Battle

Youssef Kaddioui

Reyhan Khan

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Reyhan Khan's LinkedIn Performance

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Performance ScoreReyhan Khan's LinkedIn Performance