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

About

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

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

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

Antoine M.

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

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

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

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

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

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

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

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

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

Noëmie J.

it happened last night
i knew this day was coming
yet didn’t realise how it’d change my life

im make myself cringe most days
and it doesn’t start on linkedin
here, it’s only a ripple

but over the last few years
being completely honest
linkedin has been good

i’ve closed clients
i’ve helped talents
i’ve made friends
found the love of my...
joking

but yes it happened last night
i’ve crossed the
10,000 followers
i’m officially a linkedin b****

it’s not about the...
it’s about the..
AI help me here.

anyway, thank you to everyone who has enjoyed my dodgy posts
let’s spread the cringiness disease for 10 more K.

Noëmie Jacquemin 

building Clay-powered GTM teams —​> GTM Engineer | Growth | AI Automation | RevOps Leaders ⚙️

Not a single one of my clients
Agency. SaaS. YC-backed. Bootstrapped.
Not one has ever asked me:

“Do they have a Clay certification?”
“Did they finish the training?”

Let that sink in.

They ask for:
• What did they build?
• What revenue did it influence?
• Can they own a system end-to-end?
• Can they think beyond the tool?

The market does not reward certificates.
It rewards outcomes.

Clay is powerful.
Courses and trainings are useful.
Learning is essential.

But no founder has ever said to me:
“Hire them. They have the badge.”

They say:
“Hire them. They’ve done it before.”

Big difference.

Why am I sharing that?

Because I’ve spoken to way too many GTM Engineers in the making who spent thousands on courses…
…and are still job hunting.

Education is important.
But expensive doesn’t mean effective.
Free knowledge is everywhere.
Y
ou can literally go on YouTube and learn from people like 🦾Eric Nowoslawski, agency founders breaking down live builds, RevOps leaders sharing dashboards, operators showing real workflows.

Clay. n8n. Claude Code. Automation. Data orchestration.
It’s all out there.

The difference is not access.
It’s reps.
Practice beats payment.

Build projects. Break things. Fix them. Ship.
Then talk about results.

Who’s your favourite source of knowledge when it comes to GTM Engineering?
Tag them below 👇 

Let’s give credit where it’s due 🥰

I'm hiring a VP GTM.

Target: $+10M net new ARR by building an AI-native revenue stack blending systems, AI agents and human operators.

Not a funnel manager.
Not a Head of Marketing with a new title.
Not someone to “run campaigns.”

A real revenue architect.

Remote.
Full-time.
20 FTE across CS, Sales and Growth.
Series A, scaling toward B and C.
 
The mission?
Replace legacy sales tooling.
Build the system of record and execution layer for modern outbound.
Turn product into a compounding revenue machine.

This role owns:
• Positioning
• Messaging
• Demand generation
• Pipeline architecture
• Conversion and expansion
• Monetization strategy
• Multi-product GTM orchestration
• Category narrative

You will work directly with the CEO.

You define:
• Who we sell to
• Why we win
• How we scale
• What we launch next
• How the ecosystem compounds

What you build:
-> An AI-native revenue engine across PLG, outbound, founder-led sales, partnerships and community
-> Multi-product packaging, bundling and cross-sell logic
-> A category narrative that shapes how buyers think about AI GTM
-> A demand engine where content, product, outbound and brand feed each other

Ideal profile?
You have built or scaled a serious motion before.
0 to $50M+ type energy.
You think in systems, loops, leverage and distribution advantages.
You see GTM as infrastructure, not activity.

If you want to architect a category, not just operate inside one, message me.

I’m about to reveal exactly how I hire GTM Engineers for agencies and SaaS companies. No gatekeeping 💅 

+ 25 agencies and SaaS businesses trusted me in the last 9 months to help them build GTMe and RevOps teams. 

Outbound isn’t scaling with more SDRs anymore.

It’s scaling with systems.

And behind those systems is a new role most SaaS companies are still trying to understand:

The GTM Engineer 👀 

On March 31, I’ll be joining a live session with La Growth Machine to break down how this role is reshaping modern growth teams.

We’ll cover:
• What a GTM Engineer actually does (beyond the buzzword)
• Current salary benchmarks across the market
• The modern outbound stack: Clay, La Growth Machine, automation workflows
• How to spot real GTM builders on LinkedIn
• What founders and RevOps leaders should look for when hiring

This session is for growth operators, RevOps leaders, and founders building scalable GTM machines.

Because the companies growing fastest right now aren’t adding more SDRs.

They’re building revenue infrastructure.

🎁 Live-only bonuses
✔️ GTM Engineer Cheatsheet
 Salary benchmarks, role scope, and hiring checklist.
✔️ LinkedIn Talent Workflow
 The exact workflow we use to uncover hidden GTM builders (search + outreach copy).

If you’re thinking about hiring a GTM Engineer this year…
this session will save you a lot of guesswork.

See you March 31.

🔗 LINK IN THE COMMENTS 🔥 

PS: Intrusive thoughts + Influencer Marketing = this picture... 
PPS: Thanks for the attention: Brice Maurln, Adrien Moreau-Camard and Eloïse Barrège 🥰

the sun is out
its not too cold
my window is wide open
inbounds are flowing smoothly
i have the best convos ever w/ GTMes

i can shout it loud: SPRING IS ON ITS WAY. 

PS: Hiring for 1x Growth Engineer (LDN) / 1x VP GTM (0-20m ARR exp needed/ PLG) / Jr & Sn GTMEs. DM ME now.

Most GTM Engineer Looms feel like ransom videos.

You sent me your Loom videos to apply for a role.
But here’s the truth: nobody is watching 15 minutes of it.

Not me.
Not the founder.
Not the hiring manager.

Unless Guy Ritchie directed it. 
(Waiting patiently for a new season of "THE GTM ENGINEER") 

I’ve received 200+ Looms over the years.
I can tell in the first 10 seconds whether you’re moving forward or not.

Here’s the recipe.

-> First:
Know what you’re going to say before you hit record.
If you press record and “see where it goes”… it goes nowhere.

-> Second:
3 minutes. Not 15.
The sweet spot is 2 to 4 minutes.
If it’s over 5 minutes, you’re losing signal.

-> Third:
Structure beats showing off tools.

Start with:
1️⃣ Who you are
 → What you’re doing now
 → What you’re looking for
Keep it tight.

Then move to:
2️⃣ One or two projects.
 Not ten.
 Not your entire career.
Pick projects aligned with the role.

And tell it like a story:
• What was the pain?
• What did you build?
• What changed?
• What were the numbers?

Metrics > technical buzzwords.
Nobody cares how many Clay tables you built.
They care what moved.

-> Fourth:
Personalize it.
Say the company name.
Say the person’s name if you know it.

If you send the same Loom to 20 companies, it shows.

-> Fifth:
Smile.

You’d be shocked how many Looms feel like a hostage video.

You’re not presenting to a court.
You’re introducing yourself.

And finally:
Personality matters.
Technically, many of you can build the same workflows.

What differentiates you is:
 • clarity
 • communication
 • confidence
 • individuality

The best Looms don’t feel like demos.
They feel like conversations.

If you’re sending Looms right now:

Are you telling a story…
or screen-sharing a spreadsheet?

PS: Sorry to put it in your face but HAVE YOU SEEN HOW MY LILIES HAVE BLOSSOMED??!

Picture this -> I'm on an interview speaking to a GTMe and I'm thinking he'd be great for Bjion Henry... simultaneously WhatsApping him. 

Booked an interview from an interview (INCEPTIONNNN)

No BAMFAM. Just BAIFAI. (Sounds thai)

Hired the next day. 

Voilà 🪄

Why "The Clay Headhunter"? 
few months ago i'm speaking with a gtm engineer.
the guy has an email that sounds like "@hiregtm.com".
as a joke i tell him "did you buy all the gtm recruitment related domains".

silence. 
he did. 

little did he know that a couple weeks back, i was wrestling with godaddy to find a name for my business because they were all taken 😂 

and that's how: The Clay Headhunter was born. 

PS: share, like, comment, print, send via pigeon to your... sorry. i stop it there. HAPPY THURSDAY!

Before accepting that GTM Engineering job… check if the company will still exist in 6 months.

How do you know if you’re joining the best GTM opportunity… or entering agency hell through the big door?

I get this question a lot.

Even when I’m not the one placing the candidate.

Because one thing people don’t realize about my job is that I also screen clients.

Yes, candidates get vetted.

But so do companies.

If I’m working with a business, I’m making sure there is:
• Respect for operators
• Budget to hire properly
• Longevity in the model
• Stability in the team

There is zero point placing someone in a company that will churn the talent in two months.

I’m building a long-term business here.

And that only works if talent + opportunity + company actually make sense.

Now… I’m not here to gatekeep.
The market is wide open right now.
You’ll see offers ranging from $1k/month to $10k/month.

This post isn’t about salary benchmarks.
It’s about how you qualify the opportunity.

Here are a few simple questions that reveal a lot:

1️⃣ How long has the company existed?
 A brand new agency isn’t necessarily bad… but the risk profile is very different.

2️⃣ Where are they in product-market fit?
 Are they testing?
 Selling?
 Or already stable?
Each stage requires a different type of operator.

3️⃣ What does the team look like?
 Are people staying?
 Or is LinkedIn showing a revolving door?

4️⃣ Do they have a clear salary structure and budget?
 If compensation feels improvised… the business probably is too.

The funny thing is:
Most of this information can be stalked online in 5 minutes.
But I strongly encourage candidates to ask these questions directly.

Not like an FBI interrogation.
Just genuine curiosity.
You’re not trying to catch them out.
You’re trying to understand the stage, the potential, and the reality.

Because the wrong GTM role doesn’t just waste your time.
It can damage your momentum.

Curious now:
What’s the biggest red flag you’ve seen when evaluating a GTM opportunity?

Indiana Jones lied to me. 
Headhunting is way more intense.

I wasn’t always a recruiter.
I studied art history.
I was supposed to become an archaeologist.

In my head?
I was travelling the world, uncovering lost relics, living my best Indiana Jones life... or being Sydney Fox from Relic Hunter.

Three months in, reality hit. 
(yup very naive... or a very rich inner world) 
Turns out it’s less adventure, more archives.

But the obsession stayed.
The thrill of finding something rare.

Something difficult.
Something most people overlook.
I just translated it.

Today, I hunt in a different terrain.
The GTM market.
High demand.
Limited clarity.
Very niche skill sets.

The best operators are there.
They’re just buried under noise.

And right now, I’m looking for two rare finds:
1️⃣ Growth Engineer – London-based only - SaaS
 
Someone who understands GTM data at scale.
Someone who can explain to the board why deals aren’t closing.
Someone who sees patterns between marketing, sales behaviour, and revenue gaps.

London-based. Non-negotiable.
Salary up to £110k.

2️⃣ VP of GTM – Europe or US - SaaS 

This role is about orchestration.
Bringing departments together.
Scaling an ecosystem of GTM products toward $10M ARR.
Funded. Ambitious.
Needs someone who can align strategy with execution.
Salary up to $120k.

Archaeology taught me one thing:
The rarest artifacts aren’t found by accident.
They’re found by people who know exactly what they’re looking for.

If one of these roles feels like it was written for you…
DM me.

Let’s see if you’re the next discovery.

PS: OBVIOUSLY NOT AI 💅

I'm hiring a Growth Engineer.

Most companies say they want growth.
Very few are ready to build the systems behind it.

I’m currently partnering with a GTM tool SaaS company that recently secured Series A funding and is now scaling aggressively toward Series B.

They’re hiring a Growth Engineer.
This is not a “run campaigns” role.
This is for someone who can build AI-driven revenue systems and scalable data infrastructure from the ground up.

Think:
• Designing data pipelines that actually explain why deals close (or don’t)
• Building AI-assisted growth workflows
• Turning GTM data into decision-making systems
• Creating data infrastructure that supports revenue at scale

You’ll sit close to leadership and work on the architecture behind how the company grows.

The kind of role where technical depth meets commercial impact.

Location: London 

Salary: up to ~£120k

If you’re a builder who thinks in systems, data, and revenue loops, I’d love to hear from you.

DM me “Growth” and I’ll share the details. 

Like/comment/share might help someone looking for a role now ;) 

PS: This is a rare opportunity where the role is open to pure engineering background as well with training is supported by the founder to get into the GTM world!

🚨 Building a Fractional RevOps / Growth Bench 🚨

The contractor list worked.

 It brought real projects to real operators.

So we’re doing it again, but sharper.

This time, it’s for:
Fractional RevOps + Fractional Growth leaders
(Yes, both. No, we’re not mixing the roles.)

There is demand for:
 → Revenue architecture brains
 → CRM + attribution cleaners
 → Growth orchestrators
 → Builders who can fix what’s broken
 → Leaders who can align departments

And right now, hiring fractionals is slower than it should be because founders don’t know where to look.

So here’s what we’re doing:
If you’re a serious Fractional RevOps / Growth operator…

DM me the word:
"fractional"
I’ll send you a form.

We’re not doing DMs with random info anymore.

The form will require:
 • Case study
 • References
 • Scope clarity (Leader vs Builder)
 • Rate
 • Availability

No half-filled applications.
No vague positioning.

There is work for both:
 → Strategic leaders
 → Technical builders

But clarity matters.

The goal?
Speed up hiring.
Reduce noise.
Get serious operators into serious mandates faster.

If you’re a founder who might need fractional firepower in the next 3–6 months…

Stay close.

And if you’re an operator ready to step into high-leverage work:
DM "fractional".

Let’s build this properly 🥰

Most SaaS companies are sabotaging their own revenue team.

Having spoken with early stage to Series C founders every single week for the past few months, I keep seeing the same pattern.

The ones who scale don’t rush into permanent hires.

They stage it.

-> Step 1:
They hire an agency to launch outbound.
Test messaging.
Test ICP.
Build early system logic.

-> Step 2:
Sometimes they bring in a RevOps agency.
Or combine both.
Clean data.
Basic reporting.
Initial structure.

Step 3:
They hire a fractional GTM or RevOps leader.
Not to click buttons.
To think.
To align strategy.
To decide what should exist long term.

-> Step 4:
Only then do they hire a full-time RevOps leader.
And 1 to 2 GTM Engineers to architect and scale the engine.

Notice the order.
Test → Structure → Strategy → Ownership → Scale.

Not:
Panic → Hire → Chaos → Replace → Repeat.

The founders who get this right understand one thing:

You don’t hire builders before you know what you’re building.

Curious… where are you in that sequence right now?

PS: If you're at "Step 3" and "Step 4"... let's have a chat! I headhunt only RevOps and GTMe roles across agencies and SaaS 🔥

taplio

The Battle

Antoine M.

Noëmie J.

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The Battle

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Noëmie J.

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