Open to AE or GTM Engineering roles | Call me: 727 637 2778 | Follow to find out what the heck Clay.com actually does | Will do a paid post for $1,000,000

Full cycle AE  and GTM Engineer specializing in early stage SaaS companies going from 0 -> Unicorn status.

Worked for companies backed by the biggest names in VC. Base10, Ridge, Susa Ventures, Altos, Alt Capital, Greylock and Microsoft. 

Taking big swings :)

🏍benyamin ‎

I'm joining AirOps as a GTM Engineer.

I gotta say this was a weird one, I had at least 3 people reach out to me separately, maybe more, telling me they were hiring for this role and that I should look into it. Once I did it became very obvious I should seriously consider talking to these folks. 

If you've followed me for a while, you know I've avoided purposefully GTM tech. The market is fickle. Costs are deflationary. And I think seat-based SaaS pricing is going to buckle under the weight of headless tools and agents operating APIs way more efficiently than humans ever would. 

So why break my own rule?

Because AirOps isn't selling more seats or licenses or a fancy workflow, they're solving for how businesses get discovered in a world where brands are found through prompting and not SEO. 

Google built the infrastructure for how we found information for 25 years. It's not dead yet, but when you look at the buyers of the next five years, they will not be relying on the first page of Google anymore. 

ChatGPT, Perplexity, Gemini, Copilot, Rufus on Amazon. The way people find answers is fragmenting across general-purpose AI, shopping AI, and proprietary search engines we haven't even seen yet. Most companies have no idea how to show up in those contexts.

AirOps is building the workflows that help them figure it out. And as more AI search vectors emerge, I think we're positioned to capture that market.

People have asked me why I decided to make this move. The reason is simple. if AirOps gets the technology right and grabs enough land early enough, this is a chance to ride one of the biggest technological shifts of the modern era.

Thank you to Eoin Clancy and Lucas Hulleberg for the opportunity. And to all the other team members I haven't met yet who have built something that I will get to grow. 

Travis Tyler accepting a role here had a non-zero effect on my decision. I was mulling over whether to make a move when I heard he started here, and I figured there must be something to it. He's a pretty discerning guy. 😉

AirOps is looking to grow headcount very aggressively this year. If you are looking for a new role with high performing folks - please reach out to me, I will connect you with the right person.

P.S. Sweater not real

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📂 GTM Engineering
  ┃
  ┣ 📂 Prospecting & Enrichment
  ┃ ┣ 📂 Contact Discovery
  ┃ ┣ 📂 Multi-Source Enrichment Chains
  ┃ ┣ 📂 ICP Fit Scoring
  ┃ ┗ 📂 Intent Signal Detection
  ┃
  ┣ 📂 Outbound Engine
  ┃ ┣ 📂 Email Sequencing
  ┃ ┣ 📂 Sender Infrastructure & Warmup
  ┃ ┣ 📂 Persona-Based Copywriting
  ┃ ┗ 📂 Reply Classification
  ┃
  ┣ 📂 CRM Automation
  ┃ ┣ 📂 Salesforce Operations
  ┃ ┣ 📂 HubSpot Sync
  ┃ ┣ 📂 Pipeline Reporting
  ┃ ┗ 📂 Data Hygiene
  ┃
  ┣ 📂 Meeting Intelligence
  ┃ ┣ 📂 Transcript Processing
  ┃ ┣ 📂 MEDDPIC Extraction
  ┃ ┣ 📂 Follow-Up Generation
  ┃ ┗ 📂 Deal Stage Automation
  ┃
  ┣ 📂 Account Research
  ┃ ┣ 📂 Prospect Briefs
  ┃ ┣ 📂 Tech Stack Detection
  ┃ ┣ 📂 Web Scraping & Crawling
  ┃ ┗ 📂 Competitive Analysis
  ┃
  ┣ 📂 AI Visibility
  ┃ ┣ 📂 Answer Engine Optimization
  ┃ ┣ 📂 Structured Data / JSON-LD
  ┃ ┗ 📂 AI-Search Publishing
  ┃
  ┣ 📂 Workflow Orchestration
  ┃ ┣ 📂 Task Management
  ┃ ┣ 📂 Visual Dependency Boards
  ┃ ┣ 📂 EOD Reporting
  ┃ ┗ 📂 Team Dashboards
  ┃
  ┗ 📂 Self-Healing Infrastructure
    ┣ 📂 Auto-Correcting API Docs
    ┣ 📂 Reusable Script Library
    ┣ 📂 Automated Smoke Testing
    ┗ 📂 Persistent Memory

I started putting my GTM work in a GitHub repo. Not code in the traditional sense. Operational logic. API schemas, enrichment routing, slash commands, context files that teach my AI copilot how to do my job.

It started as a practical problem. Everything I'd built at Cyft lived on my local machine. If my SSD died, a huge chunk of how I actually worked would die with it. GitHub was the obvious fix.

But it turned into something bigger. When I accepted my offer at AirOps, I had three weeks before my start date. So I started prepping a brand new repo for the new environment. Currently I'm building the scaffolding for all new and improved raw code and slash commands that I'll be running in Claude Code at Airops

Example of things I'm building: When I was at Cyft I had a growth meeting command that would pull from three APIs and compiles a structured agenda. Salesforce, Email Bison and Typeform to form a holistic picture of our funnel. At AirOps, the tools will be different. The architecture and ideology transfers. 

I think GTM engineers are going to start maintaining repos the way software engineers always have. I think highly technical revops teams are already started to resemble SWE teams more than the revops of 2015. 

If I were interviewing a GTM engineer today, I'd ask if they have a Github I could look at. I wouldn't expect it. But I'd ask. Not because the code matters that much, but because it signals how someone thinks about their work. Systems vs. tasks. Reusable vs. disposable.

Wrote the full breakdown 👇

Toward the tail end of my time at Cyft, I started seeing an existential threat to my work. All of the workflows, Claude Code slash commands, API integ

Open article: GTM Engineers Should Have Github Repos by 🏍benyamin ‎ • 6 min read

if you sell API-based SaaS and you're not optimizing your site for Cursor, Claude Code, and the other coding agents... you're about to get cooked by those who are.

I believe in the future these agents will sign up for services on my behalf, run test queries against real data, and benchmark outputs head to head. The evaluation stage of buying dev tools is about to skip humans entirely. And honestly I trust Claude Code to evaluate many of these outputs much better than I'm able to. 

This is what we're building for at AirOps. AI search isn't just ChatGPT and Perplexity anymore. 

Buying decisions are happening inside coding agents, IDE environments, SaaS-embedded chatbots. 

If your content isn't structured for machines to read and evaluate, you're invisible to an entire buying motion that's growing faster than any of us expected.

There's already more agents on the internet than humans. Soon they won't just be reading and reporting, but making decisions. Real business decisions with real dollar amounts attached to them. This is already happening at small scale. 

I had Claude Code buy some domains for me on Dynadot earlier this week. Now this is a small example, right? But an example nonetheless. I loaded up some money to Dynadot, fed Claude all the domains we currently owned and asked it to make some new ones and then go buy them throug the Dynadot API... That's a microcosm of what's about to start happening at many companies. 

Hope you're getting ready for it :)

how to source candidates from your own linkedin network for $40 and make 5k in commissions
 
if you're a seller with a big linkedin network, you're sitting on a recruiting side hustle. most recruiters charge 15-25% of base salary per placement. that's $20-40K per hire. you can do the same thing with your own connections and a claude subscription.
 
here's what I'm building right now to support AirOps 3x headcount growth this year and hopefully pick up some fat checks :)
 
𝘀𝘁𝗲𝗽 𝟭: 𝗲𝘅𝗽𝗼𝗿𝘁 𝘆𝗼𝘂𝗿 𝗹𝗶𝗻𝗸𝗲𝗱𝗶𝗻 𝗱𝗮𝘁𝗮
 
go to settings, data privacy, get a copy of your data. linkedin gives you a full dump. every connection, their title, company, location. takes about 2 or 3 hours to process. load it into a SQLite database so you can actually query it without spending 9000 tokens on looking for a contact
 
𝘀𝘁𝗲𝗽 𝟮: 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 𝘆𝗼𝘂𝗿 𝘁𝗮𝗿𝗴𝗲𝘁 𝗿𝗼𝗹𝗲𝘀
 
i scraped 31 job descriptions from our Ashby careers page and broke each one into structured criteria. required skills, seniority level, relevant companies, tech stack, years of experience. this becomes your matching rubric.
 
𝘀𝘁𝗲𝗽 𝟯: 𝘁𝘄𝗼-𝘁𝗶𝗲𝗿 𝗺𝗮𝘁𝗰𝗵𝗶𝗻𝗴
 
tier 1 is keyword matching. titles, companies, skills. fast and free. filters 10K connections down to a few hundred plausible candidates per role.
 
tier 2 is where it gets good. i use exa to pull enriched linkedin data on tier 1 matches, then feed those profiles into claude code to score against each role. work history, tenure patterns, location, tech stack overlap. things a keyword match misses.
 
𝘀𝘁𝗲𝗽 𝟰: 𝗲𝗻𝗿𝗶𝗰𝗵 𝗮𝗻𝗱 𝗱𝗿𝗮𝗳𝘁 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵
 
top-scoring candidates get deeper enrichment through leadmagic. the system drafts personalized linkedin DMs based on why that specific person fits. not "i saw your profile" messages. actual context about their career and how it maps to the role.
 
took an hour to build. these people already know you. a warm DM from a real connection converts at a completely different rate than a cold InMail from a recruiter. 
 
the system tells me "Maya is a 47/50 match for Senior AI Engineer because she built RAG pipelines at Notion and has 7 years in ML." i review the context and hit send.

If you're hooked up to your apollo API key you could then use the peoplefinder endpoint to expand on this process if you're having luck with it
 
any seller with 5K+ connections and a $20/month claude subscription is sitting on $2-6K commissions per placement in warm leads they already have.

P.S. screenshot is fake for educational purposes :)

𝗛𝗼𝘄 𝘁𝗼 𝗕𝗹𝗮𝗰𝗸-𝗣𝗶𝗹𝗹 𝗬𝗼𝘂𝗿 𝗦𝗮𝗹𝗲𝘀 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗔𝗯𝗼𝘂𝘁 𝗖𝗹𝗮𝘂𝗱𝗲 𝗖𝗼𝗱𝗲
 
An SDR I shared some tips with messaged me after starting a new role and said they've been totally blackpilled about the status quo after implementing Claude Code and Cursor workflows for the GTM team at their previous company. 

They can't unsee the efficiency gains, and they can't unsee the insanity of all the manual processes around them.

They'd asked their new manager if they could hook up the Apollo API to Cursor to automate some of their longer-form workflows, specifically around lead list building. They were told no without much explanation.
 
I get why. If somebody with six months of sales experience says "let me hook up the most sensitive part of the GTM stack to an AI tool with a dubious level of security," "Fuck No" is a reasonable first reaction. There are real security concerns. But you're shooting yourself in the foot by hand-waving about security when the mitigations are really quite simple. Fix it, move on, and start utilizing the efficiency gains.
 
If you're relating to this, that frustration is a signal. You're early. And there's still time to save yourself from the impending white collar job collapse. 
 
They went on to ask how to socialize this stuff within their new team. Here's what I told them:
 
The play - treat institutional change like a sales cycle.
 
Don't walk into your manager's office and pitch a revolution. That's how you get a polite "no" and a reputation as the weird one. I learned this the hard way when a past CEO told me, "Ben, you have good ideas, but you don't know how to leverage political capital." He was right.
 
Instead, multithread. Sell bottoms-up. Drop an article in the team Slack. Share something in a meeting. Get two or three peers curious. Let them start asking their own questions.
 
If you do this, your manager starts getting the same questions from multiple people. It's no longer one person asking about weird shit, it's a pattern. It makes its way to the director meeting, and now the conversation is happening at a level where things actually change.
 
If you zoom out, the cost of building software is going to zero. Distribution, security, compliance, customer service, all the enterprise readiness stuff, that's what's becoming the real challenge. The playing field is being leveled. 

A lot of people are being lulled into a false sense of security while their competition gets leaner. Smaller teams are producing the sales output of much larger ones across pipeline management, outbound activity, and post-sales support. They're building a compounding velocity advantage and they are going to use it to destroy you.
 
If you're a sales director, a RevOps leader, and you haven't used Claude Code or Cursor, you need to go familiarize yourself. Google it. It's not hard to find.
 
I write about this stuff regularly. If you need talking points to socialize these ideas, just send them one of my posts :)

I spent 6+ years in the Fitness Industry until in 2018 I got recruited to become an SDR at a small tech start-up that was located in downtown Columbus, Ohio. 

My journey began in Tech Sales and the rest is history.

I’ve always been excited about the opportunities the Sales and Business Development role can create and I believe in the impact it has on careers and helping others obtain a better quality of life. 

My mission is to continue to contribute to the Sales and Business Development community and invite more people who are underserved into the industry as I continue to grow and make an impact to be able to provide opportunities for others.

I have been very fortunate in my professional career to gain a multitude of experience in marketing, customer service, cold calling, sales development, and client facing sales. I have worked with and learned a lot from great leadership along the way. 

I consider myself to be very eclectic and open-minded and I feel that has led to many opportunities that I am forever grateful for. I enjoy dissecting and driving the numbers needed to hit goals, rallying the team, and seeing others win!

A few fun facts about me personally is that I love music, personal development, and I enjoy strength training. 

I’m always open to chat and connect. 

Here are my 3 success principles that I choose to live by:
1.  Always Stay Positive.
2. Always Keep Learning.
3. Always Be Ready To Pivot.

Feel free to reach out to me anytime to learn more.

Josh Williams

Started as an SDR in 2018 at a small insurtech in Downtown Columbus.

Just booked the biggest logo I’ve ever booked yesterday.

I’ve always said that between 4pm - 5pm is the golden hour for cold calling.

Yesterday it was 3:30pm PT / 6:30pm ET

47 dials (power dialing, no parallel)
4 connects
2 conversations
     -1 interested, follow up via email
     -1 contact bad fit
0 meetings

*1 out of 2 conversations was interested but was not at their desk so asked me to send an e-mail to find time so technically booked it via e-mail.

Outside of a direct referral it would have been hard to get their attention.

This is why I still and will always believe in establishing a cold calling culture for any GTM strategy is a must followed by having the right leaders and resources in place to support it.

P.S. Even veterans need confidence builders

Helping talent leaders scale internal expertise before it walks out the door | Senior GTM People Leader

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