CEO / Co-Founder @ RevGen Labs | AI + Sales + Growth Hacking

I'm Christian, Co-Founder at RevGen Labs, a B2B lead generation agency. 

We're solving a critical problem in B2B sales: how to scale cold email outreach with purpose (not spam).

Here's the reality most revenue teams face: 

You know cold email works, but scaling it properly is nearly impossible. 

You're stuck between sending mass blasts that destroy your reputation or spending hours crafting individual emails that don't scale.

The result? Either your outreach feels robotic and gets ignored, or your team burns out trying to personalize everything manually. 

At RevGen Labs, we're building proprietary AI tools that solve the "scale vs. purpose" dilemma. Our technology helps B2B teams send cold emails that feel personal and relevant at any volume - without the spam tactics that ruin deliverability and brand reputation.

We can help you if:

• You're sending cold emails but struggling to make them feel personal at scale

• Your team is burning out trying to research and customize every single outreach

• You want higher response rates without resorting to spammy tactics

• You need to increase email volume while maintaining (or improving) quality and relevance

We've helped 50+ revenue teams transform their cold email approach from "spray and pray" to strategic, purposeful outreach that actually converts. 

If you're ready to scale your cold email efforts the right way - with purpose, not spam - let's connect.

Send me a DM or reach out directly at christian[at]revgenlabs.com

Want to see how we're revolutionizing cold email? 

Check out revgenlabs.com

Christian Oland

STEAL MY 35,000+ Recruiting & Staffing Agency Lead List - FREE
 
I've been sitting on this for a while. Figured it's time to just put it out there.
 
If you are thinking, "Why are local leads different?" here's why:
 
These aren't procurement committees and 6-month sales cycles. These are owner-operated agencies. One decision maker. They trust someone who actually knows their market - not another vendor cold blasting from a spreadsheet.
 
Less competition. Faster close. And almost NOBODY is targeting them right now.
 
Here's exactly what's in it:
 
👉 Owner name + their LinkedIn profile link
👉 Whether they're spending on ads RIGHT NOW
👉 Reviews, ratings, review keywords
👉 Competitors mapped out
👉 Address, hours, whether they're temporarily closed
👉 Whether the listing can even be claimed
 
Why free? Because I can, and if it helps you close one deal - worth it.
 
1. Like this post
2. Comment "Staffing"
3. Send me a connection request
 
I'll send it over personally in the next 24 hrs.

Founder of RevGen Labs | Helping businesses unlock 10x growth through growth hacking and AI

I've been MIA from LinkedIn for the last 2 months.
 
And it was the best thing I did for the business.
 
Got the time I needed. Read 2 books.
 
And actually good ones - which almost never happens.
 
1. Traction
 
Got the rec from Jeremy Chatelaine 🔥 at a Tuesday Triggers session. I don't usually take sales books seriously. Most are just someone explaining how great they are for 250 pages. Painful to read.
 
But this one was different. The book talks about EOS (Entrepreneurial Operating System). It isn't new. Tens of thousands of companies run on it.
 
And I liked it because it's basically a system for stopping yourself from being everything to everyone.
 
Which is exactly what I was doing.
 
2. Built to Sell
 
Written by John Warrillow.
 
The narrative is built around a guy who owns a marketing agency. Makes a couple million a year. Clients own him. Team's a mess. No real exit path.
 
The fix?
 
- Build a Standard Service Offering.
- One thing you do better than anyone.
- Document the process. Hire specialists.
- And stop taking everything that walks in the door.
 
That's it.
 
Between the two, I realized at RevGen Labs we've been building mountains to climb over instead of just... not building them.
 
Already started implementing EOS. Early. Messy. But moving.
 
Got some exciting stuff lined up this year. Stick around... :)

Vishesh Jain 🐼 is booking 20 meetings/day by sending 200 emails/inbox.
 
And as he dropped that message in the Tuesday Triggers group, questions were flying left, right, and centre.
 
(If you are a cold email or lead gen agency owner and want to join Tuesday Triggers, Comment "TT" and I'll add you to the group)
 
Later Vishesh ended up writing a whole post about it. I'll link it below. But first - here's why it works.
 
Most agencies will tell you your campaign is underperforming because of deliverability. Or your copy. Or your targeting.
 
But almost nobody looks at the offer, which is the actual problem.
 
At RevGen Labs, before we send a single email for a client, we do this:
 
We audit everything. Current offers, past attempts, what's been tried before, who they're actually selling to. If we don't have this figured out, we will not make the campaign live.
 
Then we brainstorm 20 to 30 lead magnet ideas. We had a custom GPT trained on every high-performing lead magnet we've seen work. Now we do it via Claude Code. We plug the client's business in and just generate.
 
The prompt: Use /lead-magnet-skill - generate 30 lead magnet ideas for [url]. Filter for offers that trade time, not assets. No PDFs. No courses. No audits.
 
Then we pick the best 3 to 5 and test them.
 
A few things to mention:
 
Nobody really cares about a PDF. Nobody really cares about a course. And definitely, nobody wants a free audit. People don't want their taxes audited. Or SEO strategy. Or Meta ads.
 
The only thing that still converts is your time.
 
→ A call where you actually build something for them
→ A strategy session where they walk away with a real deliverable
 
Whatever the first step of your service is - GIVE. THAT. AWAY. FREEEEE.
 
No-brainer. People know that's worth money. That's why it works.
 
Vishesh figured this out. His offer is ripping his TAM.
 
Link to his post in the comments - worth reading if you're straight-up serious about this. 👇

Your GTM guy books a call for a client. Confirms it. But prospect ghosts. So who's actually responsible - the person who set the call or the person who didn't show up?
 
The EASY answer is to blame the prospect. We don't.
 
Because in almost every no-show we looked at across a bunch of clients, the targeting was fine. The prospect was real. The interest was there.
 
What killed it every time was what happened between the booking and the call. That window is the most neglected part of the entire sales process and it's bleeding show rates dry.
 
Here's what we do at RevGen Labs:
 
[1] Confirmation page - the second they book, they land on a page with a short video of me introducing the company. Case studies. Testimonials. Stats. Just enough to remind them what they said yes to.
 
[2] 24 hours before - we send a helpful doc on deliverability fixes. Something actually worth reading. With Real value.
 
[3] 2 hours before - another short touchpoint. A bit more social proof, a few testimonials. Keeps the call top of mind without being annoying about it.
 
Taylor Haren just did a video on this - he uses Cal.com for the booking workflow, which is worth looking at if you're rebuilding this from scratch.
 
One thing I'll say: don't over-sequence this. There's a version where you're hammering people with 6 emails before a 30-minute call and they show up annoyed. The goal is for them to feel like their time won't be wasted - not like they accidentally signed up for a nurture sequence.
 
If you're doing outbound and booked meetings keep ghosting you, grab some time here: ﻿https://lnkd.in/gkAANh7a

One of the most DANGEROUS beliefs in outbound is believing a trigger will save bad copy.
 
The trigger hype cycle is exactly like NFTs.
 
Lots of noise. But ONLY a few winners.
 
How do I know that?
 
I've watched teams spend weeks on scrapers, Clay workflows, Apify setups. HELL EVEN we did it. All while chasing the perfect trigger.
 
One of the triggers was "website visitor identification." It was supposed to be the MASSIVE unlock. So massive that everyone lost their mind over it.
 
But it worked only if you were pulling serious US traffic.
 
The reality is that triggers are an addition to a working system.
 
And not a replacement for one.
 
We've seen sequences sit at 0.1% reply rate. Same list. Same setup. Change up the verbiage slightly. Suddenly 2-3% reply rate.
 
Just better copy.
 
Find what converts. Then make it smarter.
 
What trigger did you spend the most time building that ended up being a flop?
 
Also, massive shoutout to Smartlead, they've been our partners since the inception of RevGen Labs. I was invited to Smartlead office hours a few months ago, forgot to share the video. You can watch it here ﻿https://lnkd.in/gN8_vGFE

18 months ago if you told me cold calling was still a viable channel I would've said no way.

Now we have a whole team of cold/warm callers.

Took us a while to commit to it honestly. But we did. 

And we figured out pretty quickly that it all comes down to how you clean and enrich your data. We used to string together like a whole bunch of tools, which helped a ton with connect rates. Plus we've figured out some of our own secret sauce along the way.

But the ops side of it was a nightmare. 

Dialer in one tab. Enrichment tool in another. CRM open on the side. Rep finishes a call, has to log it manually, check the email history separately, schedule the follow-up somewhere else. 

By the time they're done with admin - they've lost the momentum from the call.

We were running 5 different tools just to make it work.

But dialing straight out of Smartlead's SmartDialer has made things a. ma. zing.  Deal rate went up by 23%. 

Everything's in one place - call history, email history, notes, follow-ups. As soon as the rep hangs up and it's already handled.

Been using Smartlead since the early days. Vaibhav always delivers. This one's no different.

If you're a Smartlead user already, Smartdialer one's gonna make your life way easier. Thank you thank you thank you.

Check it out here https://lnkd.in/gMbsizd7

Using Claude Code right now is like getting your hands on TikTok back in 2018.
 
Not many people know about it. And even fewer are actually using it.
 
I'd guess maybe 1% of people in GTM have touched it. The rest have heard the name, seen a few posts, but haven't actually opened it.
 
This post is for that group.
 
Here's how to actually get started:
 
There are 4 ways to run Claude Code:
 
[1] The desktop app. Download it from claude.ai. Sign in. If you've used ChatGPT, you already know how this works.
 
[2] The terminal. Follow instructions on code[dot]claude[dot]com
 
[3] Inside an IDE. I use Antigravity.
 
[4] Get the Claude Code extension. If you can't get the Google it - there are a bunch of walkthroughs that'll get you set up in 10 minutes.
 
Pick whichever matches how you already work.
 
Once you're in, the first thing to do is create a CLAUDE.md file.
 
This is your system prompt for the project. It tells Claude what you're building, what tools you're using, what your data looks like, what your ICP is. Without it, Claude is generic. With it, Claude becomes specific to your stack.
 
Think of it like onboarding a new ops person. You wouldn't just say "go build campaigns." You'd explain your tools, your signals, your enrichment flow, your copy frameworks. The CLAUDE.md file is that onboarding doc.
 
Next, use Plan Mode before you build anything. Plan Mode makes Claude think harder, ask better questions, and catch gaps you missed. Start every complex task there.
 
Third, develop your own Claude skills. These are reusable knowledge packs. If you do enrichment a certain way, or build n8n workflows, or have a copy framework that works - save it as a skill. Claude loads only what's relevant per task.
 
One thing most people miss:
 
At the end of every session, tell Claude to update the CLAUDE.md file.
 
The CLAUDE.md file is the brain. Every time you close a session, that context disappears. But if you tell Claude to update the file before you close, it saves what it learned. Next session, it starts from that stored knowledge instead of starting from scratch.
 
Once you learn it, you can build plays like:
 
→ Score and filter against your ICP
→ Find decision-makers via Sales Nav search
→ Enrich contacts across multiple providers
→ Generate personalised copy at scale
→ Push leads to your fav seqeuncer automatically
 
All of this runs from Claude Code.
 
Start with one workflow. Improve it. Deploy it. Then build the next one.

I receive ~ 100 personalized DMs and emails every week.
 
And I don't reply to a single one.
 
They all follow the same pattern. Open with something real - a win, a case study, something off my LinkedIn. Then pitch me something I'd never buy in a million years.
 
Simple rule I live by: I don't reply to messages I wouldn't send to myself.
 
That personalization - the 'saw your post about X' opener followed by an unrelated pitch - people see right through it now. Random triggers don't work anymore.
 
The only thing that matters is the offer. And whether the thing you scraped is a real reason this person would want it right now.
 
Here's how to fix this problem:
 
Before any trigger goes into a campaign, ask yourself:
 
"Why does this signal make this person a good fit for this specific offer?"
 
If you can't answer that in one sentence, the trigger doesn't go in.
 
Because a trigger that's true but disconnected actively signals that the outreach is automated. Prospects clock it instantly even if they can't name it.
 
And almost nobody sending those emails knows that's the reason they're not getting replies.
 
Want to be in a room where top GTM experts talk cold email in depth - with a few jokes thrown in?
 
Comment "TT" and I'll add you to Tuesday Triggers.
 
Cold email and lead gen agency owners only. 👇

Running an agency is not always clean.
 
Fellow agency owners will relate to this one
 
I have been in tough situations where I had to cut costs heavily.
 
I am dead sure some of you have been in situations where the revenue numbers look fine on paper but your gut tells you something is off.
 
- Payroll decisions.
- Tools we thought we needed.
- A hire that made sense six months ago but not anymore.
 
Darn it. It is not a fun process.
 
But going through it taught me some of the most important financial lessons I know.
 
1. Your P&L is a liar.
 
You can have a great month on paper and be one payroll away from trouble.
 
Cash in the bank is the only number.
 
2. Build a document you update every single Monday.
 
- Starting cash >> what is actually in the bank.
- Cash in >> real payments that have cleared.
- Cash out >> everything leaving. Payroll. Contractors. Tools. Etc.
 
3. Collections will bleed you slowly.
 
In a service business the gap between cash and what your books say is almost always a collections problem.
 
4. Before every major financial decision run three scenarios.
 
- Revenue drops 10 percent.
- Revenue stays flat.
- Revenue grows 10 percent.
 
If the bad scenario kills you do not do it.
 
This one framework alone will save you from some very emotional and very expensive decisions.
 
5. Agency owners scale fast and hand out cards with no limits and no policy.
 
- Set spending limits by role instead.
- Do weekly reviews not monthly ones.
- Seven days to catch a mistake means you fix it Monday.
 
No one is born good at running a business.
 
Most of us figure this out after an expensive mistake.

Thanks for having me over Smartlead team. 

Had a blast at the session 🔥 

If anyone is grinding on cold email, outbound, or GTM... you already know what to do. DMs are open.

Stop blowing up your infra with bad data. 

Watch Christian Oland and our panel of outbound experts break down the exact data enrichment systems you need https://lnkd.in/gyUJnzfU

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!

LAST CALL -> Building a Fractional RevOps / Growth List to connect with clients 🚨

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

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The Battle

Christian Oland

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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);}Christian Oland's LinkedIn Performance

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