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

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Youssef Kaddioui

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

I build automated GTM engines for Recruitment Founders to scale revenue predictably.I have 8 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

You know what is PEAK lazy intellectualism?


People dismissing high-level content every day just because they spot a long dash.

Newsflash: AI uses the em dashes because humans use it. It’s a standard, sophisticated piece of punctuation used to create emphasis, shift a tone, or add a parenthetical thought. It’s been around for centuries.

If your "AI detector" is just looking for a horizontal line instead of checking for actual depth, logic, and insight, you’re playing a very shallow game.

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

What kills the margins for a recruitment business?



Margins get impacted when you hit a ceiling with your fulfillment/delivery. You scale the front end, the jobs get out of hand, and suddenly you’re forced to choose between your growth and your margins.

The most common options recruiters go for:

1. The "Split" Model: You partner with a contractor for a 50% fee split. You lose half your revenue just to keep the workflow moving.

2. The "Local" Hire: You bring in another recruiter at a $120k base + 20% commission. High overhead, and it takes months to see an actual ROI.

How is RecruiterGTM solving this for members?

30 days ago, I placed an offshore 360 recruiter for a client. This wasn't a junior admin; this was a high-level operator.

Their Background: 10 years recruiting experience at multinationals like McKinsey and S&P.

The Cost: $2.5k base + $1k commission per placement.

The Result: Within 30 days, he’s taken over 80% screening calls and shortlists off the owner’s plate. Next month, he starts taking client calls.

So, why are you still only hiring recruiters locally?

The biggest fear for most CEOs is that an offshore hire won't "connect" with candidates or understand the nuance of the market. 

But what if they do? 

What if they check every single box, and by hiring them, you get to retain 95% of your fees instead of giving away half the house to a contractor?

Drop me a pm if you’re looking for a helping hand in delivery

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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.

Clay vs. Pin.com - AI Recruiting: Who wins the sourcing system race?


I put them head-to-head on a live search: an Advanced Planning Attorney in Atlanta. The results were a wake-up call for anyone still trying to force one tool to do everything.

The Pin.com Experience (8 minutes): 

• 257 candidates found, all of them met at least 75% requirements.
• Search Engine and UI is built for recruiters. 
• High relevance: it actually "understood" the LLM in Taxation requirement. 
• One-click enrollment into LinkedIn and Email outreach.
• Pulls candidates data from 20+ data sources.

The Clay Experience (12+ minutes): 

• 82 candidates were found. 
• UI is hard to navigate for someone who isn’t tech savvy. 
• Requires building a grading prompt and logic for each role.
• Can be decent if you’re sourcing for tech roles or similar but fails on niche searches.
• Still the GTM powerhouse, but felt slow for niche sourcing.
• Relies on LinkedIn as the main source of candidates.

My Verdict?

Clay is a world-class GTM engine. If you are building intent-driven outbound, it’s a non-negotiable. But for high-speed, high-accuracy candidate sourcing? Pin is currently eating its lunch. Mainly because Pin has candidates data from 20+ sources and it’s search algorithm is built according to the JD we enter.

In RecruiterGTM, we don’t teach you to fall in love with one tool. We teach you to build an engine where every part has a specific job, and I consider it a responsibility to provide recruiters with accurate systems benchmarks.

Also, you don’t need a human to find the talent anymore. You need a system to find them and an operator (a GTM Engineer or Jr. Recruiter) to engage them.

I’ve recorded a full comparison video of Pin vs Clay for candidate sourcing, check it out in the first comment below.
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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.

Offshore hiring isn’t the problem. These 3 Myths are!



I keep hearing the same objections from recruiters and small agency founders, so I recorded a quick video to break them down:

❌ Myth 1: “They will not communicate well.”

✅ Most people we place speak solid English and have already worked client facing roles. Communication is rarely the blocker people think it is. 65% of our candidates are based in Pakistan, which is the 3rd biggest English speaking country in the world with 108 million English speakers, another 25% are in South Africa who are native English speakers.

❌ Myth 2: “They will not be skilled enough.”

✅ The offshore operators we’re working with are some of the most AI literate young people on the planet when it comes to running agency operations and GTM engines. They are tracking projects in Notion and building systems with n8n, Claude Code etc. These guys will move faster than most local hires you’ll ever get.

❌Myth 3: “Time zones will not work.”

✅ You usually get 5 to 6 hours overlap minimum. If that is not enough, it is not a time zone issue, it is a management and systems issue.

If you want a simple roadmap for what to delegate first and what role to hire (Ops, GTM Engineer, Junior Recruiter), book a call or join my newsletter. Link is in the first comment.

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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.

“Everyone is using AI now.”



That is not even close to true.

This visualization (from Steven Bartlett) made it painfully clear:

• 84% of humanity (6.8B people) have never used AI. Not once.

• 16% (1.3B people) have only used free chatbots.

• Only 15–25M people (~0.3%) actually pay for AI tools.

• Only 2–5M people (~0.04%) use AI for coding and building real systems.

Now look at businesses:

• 82% of businesses are not using AI for anything meaningful.

• Only 4% have mature AI capabilities.

• 78% of executives say it is moving too fast for their teams.

Recruitment is even further behind.

Less than 5% of recruitment businesses are using AI systems for core operations right now. Using ChatGPT to write LinkedIn posts does not count lol.

Here is what “real AI adoption” looks like for a recruiter:

✅ Build a shortlist against a JD in 5 minutes, with a profile fit score

✅ Turn Zoom or phone interviews into structured ATS updates, auto-filling custom fields

✅ Auto-launch multichannel outbound to decision makers posting open jobs in your niche

✅ Turn your weekly work into one month of LinkedIn content that still sounds like you

✅ Use Claude Code as your AI brain, your first AI employee for building and fixing systems

These are systems we’re installing for recruitment businesses at RecruiterGTM. Systems that compound. Not the same old manual grind with a chatbot for moral support.

Want the Recruiters AI Playbook with practical use cases for Candidate Sourcing, Outbound, and Content Generation? 

It's a step by step guide on how to set up your first AI systems as a recruiter.

Drop "Playbook" in the comments and I’ll 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 and access free system insights, the newsletter link is in the first comment.

Just in time for the weekend and the first real bit of spring sun ☀️,  I’m dropping 4 fresh roles for the system-builders in my network.

If you’ve been thinking about a move, this is the signal.

AI Video Content Creator (Pakistan or South Africa) 

• We need a Curriculum Pipeline Architect, not a traditional editor. 
• You will orchestrate tools like Descript, ElevenLabs, and HeyGen to ship 1 to 3 polished tutorials a day. 
• Requires a sharp eye for UI and the ability to guide a viewer’s attention through a screen recording.

GTM Engineer (Pakistan or South Africa) 

• This is for the person who treats a GTM stack like a codebase. 
• You will build intent-driven outbound engines using Claude Code, Clay, and advanced scraping waterfalls. 
• You aren't just using tools: you are building systems that make traditional recruitment look prehistoric.

Ops Manager (Remote Global) 

• Right-hand operator for a Reputation Management Agency in the high-ticket space. 
• You will manage the CRM, automations, and fulfillment. 
• Ability to build on the CEO’s vision using Claude Code or similar platforms is essential.

Recruitment Consultant (South Africa) 

• Looking for 1 to 2 years of experience in 180 recruitment. 
• You will handle candidate screenings and interviews for the US market. 
• Must be willing to work US hours.

Drop me a DM if you're interested with name of the position and I´ll send you the application form.

Ps: Our search process is fully AI-supported. For you, that means faster feedback, a clear process, and no unexpected delays.

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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 biggest hiring mistake in 2026 will be hiring candidates who are AI illiterate.


If two candidates are equal on skills and attitude, you should always choose the one who can use AI to get past problems faster. And if they don´t seem to shine at that, they should not be in an operator seat in your business.

Whatever the role is admin, recruiter, copywriter, ops, finance it is time to make AI literacy a hard requirement if you care about long term leverage. The people who ignore it now will be replaced by either a system or by someone who knows how to drive that system within 3-6 months.

I am seeing this across almost every client call for our Offshore Talent Academy already. I will give you two real examples from recent conversations:

🟠 A client thought she needed a classic content creator to record training videos. Once we dug in, we realised she did not need someone reading off a script on camera. She needed someone who can prompt AI video tools, use Claude Code, HeyGen and video tech to produce clean training assets at scale. Same outcome, completely different hire.

🟠 Another client wanted a talent sourcer to manually source candidate profiles from LinkedIn. Instead, we are placing people who live inside tools like Pin.com - AI Recruiting and Juicebox all day, building smarter searches, spotting signals, and only doing manual work when the AI stack has been pushed to its limits.

In both cases, the role title is almost the same. The impact is not.

So if you´re hiring in 2026, please screen candidates hard for their AI problem solving skills because having 2-3 of these hires will soon be more efficient than having a team of 10 who are not AI literate.

If you want to see how we test for AI problem solving when we hire GTM Engineers and junior recruiters inside RecruiterGTM, comment “AI” and I will send you the assessment we use.

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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.

Clay just changed their pricing and here's my take



Seeing a lot of different opinions since yesterday and though I’ll do one for recruitment businesses using Clay.

Pricing changes will impact a recruiter differently from a GTM engineer running 50,000+ record pipelines and hammering HTTP APIs all day.

Why?

Because most recruitment agencies want to keep things lean, and run both business development and candidate sourcing on the same Clay account.

Here's what has actually changed:

→ Data enrichment is now 50–90% cheaper per credit
→ A new "Actions" fee charges you for every workflow step
→ Plans dropped from 5 down to 3
→ The nearest equivalent to the old Explorer is now $495/month (was $349)

The honest pros and cons for recruitment agencies:

✅ Data costs are cheaper if you ever migrate
✅ CRM integration (Salesforce/HubSpot) now included at $495 — was $800 before
✅ Legacy plan users are protected — Clay confirmed no plans to remove them
✅ Top-up credits are now 30% premium instead of 50%

❌ New plan is $146/month more expensive for the same base tier
❌ HTTP API calls — previously free — are now a paid "Action"
❌ Two-variable pricing makes budgeting harder to predict
❌ Deep automation pipelines will hit limits faster

If you're on a legacy plan, I'll recommend staying there for now.

Clay's own team said it publicly: "We will likely recommend staying on legacy if you are paying less."

No end date announced so your pricing is locked.

Most agencies have the tool BUT

Very few have the system built around it.

That's the gap we're trying to fill.

At RecruiterGTM, we either build that system inside Clay or we help you figure out whether Clay is even the right tool for your budget.

Some clients are running a leaner the same output with Claude Code + Deepline

Others are exploring Claude with Apollo as a leaner stack.

The goal is always the same: a system that finds, qualifies, and sequences your ideal clients + candidates without you running it manually.

If you're setting up a GTM Engine from scratch or want a second opinion on your current stack, DM me and we can map it out together.

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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.

AI Video Content Creator - Seeking Candidates



I’m looking for a specific breed of content creator, and they probably don’t call themselves a "video editor" anymore.

We need someone to manage an AI-powered content engine for a fast-paced eLearning provider. This isn't manual editing, it’s about turning scripts into polished software demos at a rate of 1–3 videos per day.

You need a sharp eye for UI and experience building tutorials or coaching content. Most importantly, you need to know or have at least deeply explored tools like Descript, ElevenLabs, and HeyGen to hit volume without losing brand quality.

If you’re a systems thinker who knows how to leverage AI to out-produce a traditional creative team, let’s talk.

DM me if this is you or tag a friend if you know someone whose into AI video creation.

Case Study of the week: Outbound when your ICP is NOT on LinkedIn



We are currently implementing OutboundOS (our intent driven multichannel outbound engine) for a RecruiterGTM member based in Germany who recruits in a very niche corner of property management.

Here was the situation:

• Their ICP companies are mostly not on LinkedIn, Clay or Apollo

• Most of their roles never hit LinkedIn jobs

• Standard tools like Clay / Apollo struggle to find clean data

• Copywriting in German is a different game than what we usually do in English

So instead of forcing LinkedIn to work, we built a system around where the market actually lives.

Here is the stack we used:

1️⃣ Start with real company data, not LinkedIn guesses

• Used Claude and Apify to pull 5,000+ companies from public databases in their niche

• Scraped local job boards like StepStone and Xing for open roles

• Brought everything into Clay and stripped out all staffing / agency records

2️⃣ Clean the list before you contact anyone

• Enriched the companies in Clay to add size, website and industry data

• Removed all staffing companies again after enrichment to keep only end clients

3️⃣ Find actual decision makers, not random titles

• Ran a decision maker “waterfall” that checks: Apollo → Clay contact data → website and Impressum page for emails and phone numbers

• Result: a clean list of real hiring decision makers inside niche property firms

4️⃣ Localised copy, not translated English

• Split prospects into male and female buckets

• Addressed each contact correctly in outreach using Herr or Frau

• Built copy in German that respects local tone and norms, instead of running English scripts through a translator

Now the client has:

✔️ One Clay workbook that holds their whole outbound engine
✔️ Fresh company and role data that does not rely on LinkedIn at all
✔️ Verified decision makers and localised copy ready to go out daily

I recorded a short walkthrough of the full Clay build, but LinkedIn destroys screen share quality so if you want the video and want to see the OutboundOS setup we are running for this client, comment “outbound” 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.

taplio

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Youssef Kaddioui

Reyhan Khan

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The Battle

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Reyhan Khan

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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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