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. ⚡

Yes… GTM Engineers can now earn up to $250,000 a year.

And every week someone asks me:
 “How do I get into those 6-figures roles?”

Here’s the truth 👇
Being good at Clay will not get you there.
Knowing outbound will not get you there.
Even being “fast at automations” won’t get you there.

Those quarter-million salaries come from something deeper:
The ability to build the entire revenue engine.

This is what the top tier is hiring for:

They want people who can:
 • Build GTM systems across Salesforce, Hubspot, Marketo, Outreach, Gong, Clay, Snowflake and more
 • Design automations that replace entire manual workflows
 • Turn raw data into ICP models and account scoring
 • Orchestrate data flows across warehouses and GTM platforms
 • Support new product launches with technical GTM execution
 • Partner with Sales, RevOps, Product and Marketing
 • Own system health, governance, and adoption

This is not “I know Clay.”
This is I know how revenue works.

And when companies look for top GTM talent, they look for people who have:
 • +3 to 10 years in Sales, RevOps, or Business Systems
 • Real experience supporting the full GTM process
 • Integration experience with iPaaS tools like Tray or Zapier
 • Reporting and analytics depth
 • API fluency
 • The ability to translate business problems into scalable systems

That mix is what gets you the $100k to $250k+ range.
Not solo tools.
Not buzzwords.
Not a few Clay tables.

GTM Engineering at the highest level is not about “knowing the software.”
 
It is about building predictable, scalable revenue systems.

So if you want to reach the top of the market, here’s the roadmap:
Learn data.
Learn systems.
Learn revenue.
Then use automation to tie it all together.

Clay is the beginning.
 -> Not the finish line.

What would you add?

Noëmie Jacquemin

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

GTM engineers ask me daily: “What skills should I improve to get paid more?”

I always give the same answer.

And it is never:
Clay
n8n
SHINYTOOL2000

It is something much simpler.

So simple most people skip it.

So simple most GTMes think AI will cover the gap for them.

Ready? 🥁

COPYWRITING.

If you can write clean, persuasive copy, founders will see you as a strategist, not just an operator.

And strategists are rare on the market. Rare gets paid.

Good copy makes your system work harder.
Good copy turns a campaign from “fine” to “profitable.”
Good copy is how you connect the offer to the data, the persona, and the funnel.

AI helps, but it will not replace someone who understands:
-> Positioning
-> Human psychology
-> Narrative flow
-> How to turn insights into revenue

You want a top bracket salary?
Learn to write.
Write daily.
Study what converts.
Reverse-engineer ads, emails, and outbound scripts.
Copy is a multiplier.

And right now, almost nobody in the GTM space is good at it.

If you had to pick one skill to 10x your GTM career next year, which one would you choose and why?

Noëmie Jacquemin ✱ 

GTMe is hard.
RevOps is hard.
Automation is hard.

SAYING Nate,N8,NA8,n...8.....n,n8n. IS HARD. 

Pick your hard. 

Turns out I say "NA8" without realising, but one candidate said to me:
"It's ok, I call it N8". 

So I feel ok now. We're OK.

PS: Hit follow for more Friday inspirational posts.

If Clay disappeared tomorrow, would half the “GTM Engineers” still have a job?


Short answer: yes.
Long answer: it depends on which GTM Engineer you are.

After going through more than 50 GTM job descriptions this month, I can confirm…
None of them describe the same role.

And that’s because the market is maturing.

The GTM Engineer title is splitting into sub species:
-> The strategist who shapes GTM architecture with powerful copies
-> The technical builder who lives in Clay, n8n, and APIs
-> The automation expert building the internal magic
-> The RevOps brain who turns chaos into revenue logic

This is where it gets fun.
Because you are no longer “just” a Clay operator.

You are part of a new discipline forming in real time.
A movement blending sales, automation, data, psychology, and invention.

Want the full breakdown on where this role is going?

Drop “GTMe” in the comments and I’ll send you access to the live session I’ve been invited on by Ruadhán Ó Cúláin:
Thursday 4 December
16:30 to 17:30 GMT

This one is going to reshape how you see the field 🤯

Harsh truth for GTM Engineers:

-> You can have the badges.
-> You can have the workflows.
-> You can have the LinkedIn hype.

But without:

-> Business understanding
-> Communication skills
-> The ability to explain why something matters

You'll face the same ceiling everyone hits when Clay alone stops being enough.

Shift your focus from building flows to building commercial impact.

Automation engineers are some of the laziest workers I have ever interviewed.

Just wrapped a search for an Automation Engineer for an Agency/SaaS business and here are the numbers:

1 week of interviews
30 candidates screened
5 introduced to the hiring manager
2 call process
1 hire
=> Offer out by end of week 💥

After dozens of interviews, the pattern was obvious:
They are “lazy.”
The dangerous kind of lazy.
The kind of lazy where if they see a repetitive task…
 it will be automated, destroyed, or rebuilt before lunch.

Give them a repetitive task, a manual loop, a clunky workflow…
and they will wipe it out of existence before lunch.

That is why they win.
That is why they scale companies.
That is why founders love them.

Because “lazy” in automation terms means:
-> They remove human error
-> They kill operational drag
-> They build systems that run while you sleep
-> They multiply output without multiplying headcount

What's one unusual thing you've automated in your work?

Comment it. I’m curious 👀

I'm 29.

10 years ago, I was a pastry chef dreaming of becoming a head chef.

Now, I'm a founder, headhunter, and GTM specialist building Clay-powered teams for lead gen agencies and SaaS companies.

Here is everything that shaped me.

Leaving the kitchen world and moving into business management:
• Structure makes or breaks growth
• Leadership is not volume, it is clarity
• Independence unlocks ambition

Launching my first social media agency that completely flopped:
• Skill is nothing without clients
• Entrepreneurship tests your ego first
• Failure is data, not identity

Moving into recruitment and drowning for the first year:
• The market rewards consistency
• Sales is a skill, not a personality
• You learn faster when you have no choice

Building a recruitment agency seven years ago:
• Systems matter more than hustle
• Every placement is a tiny business case
• You become dangerous when you understand people

Healing from illness and rebuilding my life:
• Discipline is the real freedom
• Stress shapes your biology
• What you tolerate becomes your reality

Discovering Clay and GTM engineering:
• My brain found its playground
• Automation is the new leverage
• Operators are the new founders

Launching Rec Growth and helping founders hire GTMes:
• Talent shapes revenue
• Clarity removes 90 percent of hiring mistakes
• Founders underestimate the cost of the wrong operator

Starting my new agency from scratch in 2025 to prove my system:
• Walk your own talk
• A framework is only real when it survives contact with reality
• Stakes create focus, and focus creates results

You can build anything if you are willing to outgrow the person you used to be.

Let's say you were restarting your GTMe career in 2025, what skill would you double down on first?

Noëmie J.

No one tells you this, but GTM Engineers don’t quit jobs.


They quit uncertainty.

Last week I spoke with 7 GTM Engineers from different agencies.
Who told me the exact same thing:
They want out.

Not because they dislike the work.
Not because they don't like their agency.
Not because of clients.

Because their commission scheme changes every month.
Or worse, they are not getting paid what they were promised.

And this is not a random case here and there.
This is happening across the industry.

GTM Engineers are in demand.
If your comp plan is unstable, unclear, or constantly shifting, they will not stay.

Hot market.
High salaries.
Zero tolerance for chaos.

A changing comp plan doesn’t just change the numbers.
It changes how someone sleeps at night.

If you want to retain your GTMEs in 2026, start with consistent, clean compensation.

Everything else is secondary.

Noëmie 🧬 Jacquemin

Bonjour, I’m Noëmie Jacquemin, Co-Founder and Marketing Director at Namko Recruitment 💊

I'm helping SaaS companies build world-class sales teams with our industry-leading candidate intelligence portal in the Life Sciences space. 

𝗔𝗿𝗲 𝘆𝗼𝘂 𝘀𝘁𝘂𝗰𝗸 𝗶𝗻 𝘁𝗵𝗲 𝟮𝟬𝘁𝗵 𝗰𝗲𝗻𝘁𝘂𝗿𝘆?

We support our clients to revolutionize their recruitment processes and cut through the white noise to attract and retain the best sales talent. 

𝗗𝗼𝗲𝘀 𝘆𝗼𝘂𝗿 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗻𝗲𝗲𝗱 𝗮 𝗰𝗵𝗲𝗰𝗸-𝘂𝗽? 

We enable our clients to bring their recruitment processes into the 21st Century and reduce the cost of bad hires, positioning their companies for sustained growth.

By leveraging technology, behavioural science, and human interactions, we deliver unrivalled candidate intelligence that enables your company to make the right hiring decisions.

𝗗𝗼 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘀𝗲𝗲 𝗵𝗼𝘄 𝗜'𝘃𝗲 𝗵𝗲𝗹𝗽𝗲𝗱 𝗺𝘆 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 𝘁𝗼 𝘁𝗵𝗲 𝘁𝘂𝗻𝗲 𝗼𝗳 £𝟭𝟬𝟬𝗸 𝗽𝗲𝗿 𝗵𝗶𝗿𝗲 𝗮𝗻𝗱 𝗶𝗺𝗽𝗿𝗼𝘃𝗲 𝘁𝗵𝗲𝗶𝗿 𝘁𝗮𝗹𝗲𝗻𝘁 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗿𝗮𝘁𝗲𝘀 𝘁𝗼 𝟵𝟲%?

Message me now 😇📩  or noemie@namko.co.uk

PS: I headhunt the best salespeople within the Software industry across the Life Sciences, Biotechnology, MedTech, Clinical Trial, CRO, Pharma and Healthcare spaces.

___________________________________________________________________________________

After years of giving advice and consulting to Recruitment Agencies and Talent Teams with their marketing strategy, I've launched:

The Job Branding OS - A self-paced course that teaches you how to create a full marketing campaign for your job opportunities: learn to find "quality candidates", reach out and engage with them, and fill your position in a 5:1 CVs ratio without spending a 💵 on ads!

Message me now for more info or visit www.milkmediaagency.com 🙌

I have placed 4 candidates at C17 Lab this year so far.

Here are 4 things Enzo Carasso 🧲 does differently from most founders to hire in under 7 days:

1. He is always in hiring mode
Even when he is not actively recruiting, he speaks with talent every single week. Deep market awareness beats panic hiring.

2. He has the uncomfortable conversation on the first call
Salary. Location. Working hours. Expectations. No dancing around it. No surprises later.

3. He trusts his team
Hiring is a team sport. He actually listens to feedback and lets it influence the decision.

4. He moves immediately
If a candidate passes the first stage, they go straight into an assignment. No waiting. No dragging. No limbo.

One thing every fast hiring founder I work with has in common
-> Speed between stages.

The faster you move, the higher your close rate.

Now the real question is 👀 
 Can we make it 5 hires this year, Enzo? 

PS: If you want to hire a GTM Engineer before Christmas, message me now 🔥

I hated recruitment for 5 years.

7 years ago, I launched my first recruitment agency.
2 years ago, I discovered Clay.
1 year ago, I went through the Clay Bootcamp 🥾.
1 year ago, I launched a new recruitment agency.
6 months ago I became The Clay Headhunter 🔥.

A lot happened in between.

Personally:
London to Thailand and back to London 
Healthy, very sick, then healthy again 

Business-wise:
Running a business with a partner
Then running it solo

For a long time, I honestly did not enjoy recruitment.

I hated that:
-> Everyone was hyper competitive and trying to guess your clients to poach them.
-> Roles were not aligned with what I believed work should look like.
-> It was a constant fight between client acquisition and delivery.

Always chasing, always firefighting.

But something shifted in the last year.

I am actually enjoying my job like bever before!

And I can say it out loud now. 

Why?
-> The GTM ecosystem is one of the best communities I have ever seen. People share, help, and lift each other up 🤝
-> The evolution of GTM, RevOps, and delivery roles is genuinely fascinating to me
-> And maybe I am just more mature now and finally understand that success does not have to feel like suffering

The other day, I had dinner with an old friend.
 He was talking about his photography side hustle and laughed, saying,
 “Yeah but mine is a passion job. That’s different from yours.”

I almost punched him (amicably).
Then I realised something important.
This is my passion job now.

And it is thanks to you all.

Candidates.
Clients.
Founders.
LinkedIn friends.

Thank you 🧡

PS: I am cringing a bit, but it had to be said. End of year emotions 🫶

I’m hiring across multiple GTMe roles right now. 

(If you haven't guessed that yet...) 

If you work in lead gen, RevOps, GTM engineering, or automation… this might be your moment.

Here’s what I’m looking for 👇

1. GTM Engineers
 For lead gen agencies across the US, UK, and EU.
 • 1 to 2 years agency experience
 • or 3+ years with Clay, automation, n8n, system ownership, and client delivery
 • Ability to build and maintain live GTM systems, not just theory

2. Head of Operations
 • Strong ops background in lead gen or SaaS
 • Experience managing GTM teams, delivery, onboarding, and internal systems
 • Strong operator mindset, data-driven, great with process and scale

3. VP of Strategy
 • Senior-level strategic thinker
 • Deep experience in GTM, demand generation, and client delivery
 • Ability to architect offers, roadmap, positioning, and revenue systems
 • Works closely with founders and GTM teams

Salary range:
From 50k to 150k depending on seniority, technical depth, and ownership level.

If you’re actively looking, open to a move, or simply curious, reach out.

Varun Anand dropped the “How to get hired in this market” playbook last night and…

HERE ARE MY MENTAL NOTES. 

I was at Clay Club London yesterday, surrounded by actual humans from LinkedIn (shocking, I know). 

Varun shared a hiring playbook so brutally simple that people almost ignored it.
But it works.

And it applies way beyond GTM engineers.

Here is the distilled version.

1. Forget volume.
 Spraying your CV on LinkedIn job posts is the fastest way to disappear.
 Everyone thinks “apply more.”
 The winners think “go specific.”

2. Build a list of companies you actually want.
Just like you build an ICP for outbound, build an ICP for your job hunt.
Who do you want to work with.
Which team.
Which founder.
Be intentional.

3. Reach out directly to the people who matter.
Not recruiters.
Not HR.
The operator or founder you would work under.
Lead with insight, not desperation.

4. Stop sending giant Looms with your entire life story.
If you were doing outbound, you would never send a 3 minute case study as the first touch.
You would ask permission.
You would hook them.
You would keep it tight.
Same logic applies here.

5. Show value before they ask.
This one hit hard.
Varun shared how they hired a YouTube editor who sent them a breakdown of what was wrong with their channel and exactly how he’d fix it.

No fluff.
No “please consider me.”
Just proof.

-> They hired him on the spot because the value was undeniable.

This is not “free labor.”
This is showing what you can do, at a small enough scale to give them a taste without draining yourself.

The truth:
If you want to stand out in 2025, you need to think like a GTM operator about your own career.
Signals.
Targeting.
Positioning.
Relevance.

Stop applying like everyone else.
Start prospecting yourself like a product worth buying.

What would you add?

The GTM Engineer bubble is about to burst.
 I wrote the 2026 market prediction before it happens.

Every salary trend.
Every hiring shift.
Every role evolution.

All the data I collected this year.

Want the document?
Comment "GTMe" and I’ll send it.

Hiring is easy. Retaining talent isn’t.

Right now, the market is flooded with GTM Engineers, CSMs, and Operators.

And guess what?

Every lead gen agency and half the SaaS world is trying to hire the same people.

So if you’re lucky enough to land a good one, keeping them is your real challenge.

Here’s what I tell my clients 👇

1. The first week defines the next three months.
If your onboarding is messy, remote, or “figure it out as you go,” they’ll feel it.
Structure the first week.
Set goals. Assign a buddy. Shadow sessions.
Make it clear they’re part of something that works.

2. Clarity on commission and compensation.
If you change the structure, always change it up, never down.
Confusion kills motivation faster than any bad month of results.

3. Progression beats perks.
Don’t inflate titles just to close the hire.
When the honeymoon ends, they’ll realize there’s nowhere left to grow and start looking elsewhere.
Show them what the next 6 to 24 months could look like instead.

Retention isn’t about free coffee or fancy Notion dashboards.

It’s about clarity, communication, and progression.

Because in an opportunity-driven market, your best people won’t leave for money.
 
They’ll leave for meaning.

I’m not convinced most lead gen agencies will survive the next few years.

And I’m not convinced the outbound world we know today will even exist.

I say that knowing this:
I still meet 500+ headcount SaaS companies with no proper CRM.
So the market is not just broken.
-> It is uneven.

And it is changing faster than most people realise.

Talking daily with GTM Engineers, automation experts and RevOps leaders has made one thing very clear:

Outbound is not dying. 
The way we measure and execute it is.

Lead gen won’t collapse because email is dead.

It will collapse because a new level of predictive deal architecture is emerging.

Not just scoring.
Not just intent.
 
But deep, contextual understanding of:
 • market signals
 • company changes
 • product usage
 • social behaviour
 • micro and macro triggers

We are getting close to a world where your system knows the prospect is sick for 3 days straight because they posted about the flu, and instead of “circling back,” an AI agent sends something more human than your SDR ever could.

Maybe a chicken soup. 

I’m exaggerating…
But only slightly.
We’re closer than people think.

Should we be concerned?
Maybe.
 
Especially when so many agencies still:
 • avoid real CRM reporting
 • keep data in Notion or spreadsheets
 • have no visibility on how activities influence deals
 • run outbound like a craft project, not a system

Meanwhile, RevOps teams are building architectures that track every touch, every trigger, every influence point…
and they’re connecting it in ways that make old-school outbound look prehistoric.

That’s the gap.
And it’s widening.

The future of outbound won’t be about volume.
It will be about understanding.
 
-> Signal.
-> Context.
-> Intelligence.
-> Orchestration.

Some agencies will adapt.
Most won’t.

What do you see happening?

PS: I can be bought with GF brownies and matcha... in case you have an scraping my info.

I'm hiring for 1x GTMe +1 year exp, 1x Head of Ops (Agency exp), and 1x Head of CSM (Enterprise exp). 

I'm working from bed today.
I lie there like a Victorian child dying from influenza. 
And in this 'very mean'time, I'm STILL hiring. 

3 roles.
3 agencies.
3 opportunities you probably should not miss.

1. GTM Engineer (EU timezone)
+1 year experience in agency or running outbound
Salary up to €60k

2. Head of Ops (US timezone)
2 to 3 years agency experience building internal processes
Salary up to $100k

3. Head of CSM (US timezone)
2 to 3 years min managing strategic enterprise campaigns
Salary up to $100k

I will rise from the dead for Ruadhán Ó Cúláin’s live session today.

-> Message me for the booking link.

If you are interested or know someone who would be… DM me.

PS: Signal scraper, do not send brownies today.
Send soup. Thanks 🍲

SaaS founders just unlocked the cheat code.
It’s called hiring a GTM Engineer.

Demand gen is messy.
Pipelines are leaking.
Outbound is getting harder.

So they’re hiring the people who can fix the whole engine -> Fast.

What's your prediction for 2026?

Clarification for everyone lost in my DMs: I recruit Clay people. I do not recruit for Clay.

But... really how I feel when I get applications for Clay 👀 👇 

HAPPY FRIDAYYY 🥳

3 SaaS founders asked me the same question this week.

That’s when I realised the market is confused.

“Should we hire a Lead Gen Agency…
a fractional GTM Engineer…
or bring a GTM Engineer in-house?”

Different companies.
Different stages.
Same confusion.

Speed vs ownership.
Flexibility vs leverage.
Execution now vs systems that compound.

There isn’t a universal playbook.
Each option breaks at a different point in the journey.

So here’s the real debate SaaS teams should be having:
Which one fits your stage right now, and when does it stop working?

Founders, operators, GTM folks
where do you land?

No alternative text description for this image

Some of the most common mistakes I see GTM Engineers make…
also known as “the small things that quietly block big opportunities.”

On LinkedIn:
• No tech stack clarity. If I can’t see the tools you actually work with, I can’t tell if you sit closer to RevOps, Growth, Strategy, or pure technical execution
 • No tools list, no certifications, no upskilling signals. People don’t hire you because of certs, but they do trust you more when they can see your range
 • No bio, no tagline, no job description. Your profile shouldn’t feel like a puzzle. It should take ten seconds to understand what you do and who you help

In interviews:
-> The “Clay-focused” candidate who’s never owned a full outbound system end to end…VS. the operator who’s quietly shipped workflows, fixed pipelines, and built systems long before Clay showed up
 
-> The second group undersells themselves. The first group oversells themselves. 

The GTM market is noisy right now.

Clarity beats self-declared expertise every time.

Show your tools, show your work, show your actual impact.

That alone puts you ahead of most people in your niche.

What am I missing?

taplio

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