RevGen Labs

RevGen Labs merges elite lead gen services with groundbreaking tech innovation. Our founding trio, comprising a sales wizard, a renowned growth hacker, and a tech virtuoso, synergize their expertise to deliver more than just services - we're creating a suite of proprietary tools that are set to revolutionize sales and marketing. We're more than a company; we're a powerhouse lab crafting the future of sales and marketing.

Chief Executive Officer

RevReply

RevReply.com - An AI auto-responder that saves you hours a day and increases your meeting bookings by 900% on average.

Chief Strategy Officer

AUDIENCEX

For marketers, brands, and agencies - with complex goals needing intelligent, integrated solutions, we are your multi-channel media arm—piloting your digital campaign from pixels to projections. We offer clearly defined KPIs and customized reporting as well as a dedicated account manager always monitoring and optimizing your campaigns.

Following an analysis of your current strategy, we construct a multi-channel framework for your campaign. We analyze your positioning and messaging and acquire a rigorous understanding of your various audiences—allowing us to make decisions around tactical execution from channel mix to budgetary allocation with the goal of accelerating business growth.

Head of Sales Enablement

engage:BDR

Engage:BDR prides itself on offering advertisers streamlined and comprehensive solutions via programmatic media buys across display, video, native and ConnectedTV. 

With 12 years in business and as a publicly traded company, we'll go above and beyond to build a custom-tailored strategy to improve your results, and simplify your strategy.

Senior Director of Strategic Partnerships 

MNTN (formerly SteelHouse)

SteelHouse provides a best-in-class full-funnel display advertising and ConnectedTV platform.

High-value platform sales - primarily focused on building large brand and agency relationships to solidify programmatic advertising and ConnectedTV campaigns. 

Specialties include: Programmatic advertising, retargeting, acquisition, platform sales, SaaS, full-funnel marketing solutions, brand/agency relationships, ConnectedTV.

Senior Strategic Partnerships

CenturyLink Business for Enterprise

Managed a portfolio of customers whose monthly revenue generates 1.5 million.
Prospecting and hunting to find new clientele while continuously exceeding quota.

Senior Relationship Manager

Park West Gallery

Created week-long VIP experiences - Every week was a new ship, new clientele, new cities.
Ran art auctions and seminars.
Introduced world renown artists.
Auctioned art ranging over 500k.
High-level in-person sales.
Constant adaptation.
1.2 million per cruise avg - 240% over quota.

VIP Division Team Lead on Cruise Ships and Abroad

Conducted art auctions, seminars and VIP events for guests on cruise ships.
Sales training and management of up to 15 person teams.
Successful marketing - measured weekly.
Averaged 180k in sales per week.

Principal Art Auctioneer on Cruise Ships and Abroad

International Art Consultant

Research, evaluate, locate, and sell exclusive high-end art.
Artworks ranged upwards of 500k.

Private Consultant

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

I added 100 GTM operators to my private WhatsApp group in 3 weeks.
 
Still have room for 100 more.
 
Comment "Expand" if you want in.
 
The quality of conversations has been UNREAL.
 
-Real-time ideas, strategies, roasting :)
-Tool recommendations that save thousands per month
-Job opportunities shared before they hit LinkedIn
-LTD deals just for the group members
 
What we share:
 
>Direct intros when someone needs what you sell
>Beta access to tools before they blow up
>Weekly sessions with top experts in the B2B space
 
The vetting is still strict. 

I got 200+ comments on last post yet i added only 100.
 
If you're asking about "best subject lines" — this isn't for you.
If you're selling courses or want to pitch your services — don't bother.
 
But if you're an operator generating real pipeline from cold outbound...
 
Drop "EXPAND" below.
 
I personally review every request.
 
(100 spots left, then we're closing it again)

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

8 million people use the same sales triggers you do (and your prospects' inboxes look like a scene from The Big Bang Theory)

- You craft what feels like the PERFECT cold email...
- Mention their recent funding round 
- Mention about the new hire
- Hit send with confidence

and get absolutely nothing back

Here's why.
 
7 other people probably sent the exact same trigger-based message that morning.
 
And no one will get a response because it looks like every salesperson bought the same data package.

BUT here's what everyone misses about triggers...
 
It's not about having THE trigger. 
It's about having triggers NOBODY ELSE has.
 
While everyone's fighting over the same Apollo data points, we built what I call the "Master Trigger" system.
 
70+ unique trigger sources feeding into one engine.
 
We're not talking about the usual suspects: 

→ Funding rounds, 
→ Job changes, 
→ Tech stack updates.

That stuff's been picked clean.
 
I'm talking about triggers like...

→ Sudden spikes in organic traffic but drops in paid ad spend
→ Political campaign donations that signal budget shifts
→ Patent filings that hint at product pivots
→ Leadership speaking at conferences

(means they're thinking about specific problems RIGHT NOW)
 
Let's say you help SaaS companies with conversion optimization...
 
Instead of: "Hey, saw you raised Series B..."
 
Try: "Noticed your demo page traffic jumped 40% last month, but your trial conversion rate dropped. Most companies hit this exact wall after scaling paid acquisition..."
 
One sounds like everyone else. 

The other sounds like someone who actually KNOWS their business.
 
Want the list of 70+ unique trigger?
 
Drop "TRIGGERS" in the comments below and I'll send it over.
 
(Make sure we're connected first)

P.S. I'll add you to my free lead gen community (if you are an agency owner)

Most cold emails fail because of one stupid mistake.
 
And it's an AI mistake.
 
Most people think AI email is a copywriting problem.
 
"Help me write better subject lines."
"Make this sound more human."
"Personalize this template."
"Research this person."
 
Wrong.
 
AI email is a DATA problem disguised as a copy problem.
 
See, I've been running AI campaigns for years now and we pull 15+ data points per prospect... company growth signals, hiring patterns, tech stack changes, funding rounds, competitor moves.
 
All of that so the AI can write INSANELY good emails when it has real intel to work with.
 
And this is where everyone screws up. They feed the AI sh*tty data and expect gold outputs.
 
The real sequence looks like this:
 
Data enrichment FIRST → Context building → THEN copy generation.
 
Most people start with generic templates and try to sprinkle AI on top. That's why you get the same "I noticed you're hiring" opener that everyone's using.
 
Here's what works for us:
 
We build our data layer BEFORE we build our copy layer.
 
Examples: Patent filings. Acquisition rumors. Executive changes. Product launches. Compliance changes. Industry shifts.
 
We feed THAT to our AI and get insanely good copy.
 
So my advice?
 
Stop trying to fix your copy. Fix your data.
 
P.S. If you want to build bulletproof GTM systems, DM me.

Built 3 companies. 1 exit. Processes MILLIONS of emails daily

Vaibhav Namburi is joining Tuesday Triggers next week... 

and I'm honestly SUEPR excited about this one

- V Started Five2One with $500 in 2017. 
- Hit 7 figures in 11 months and 28 days.

- Then launched SmartWriter in 2021. 
- Scaled to 14,000 users including Facebook, Stripe, and VaynerMedia.

- Then started Smartlead in June 2022.

Now he's helping process millions of emails daily for agencies and enterprises worldwide.

And he's dropping some SERIOUS insights for our Tuesday Triggers community.

Tuesday Triggers is a free community where I bring in the sharpest operators in cold email, AI automation, and agency growth for weekly deep-dives.

Here's what we're covering on November 25th:

↳ How to future-proof your infrastructure 
↳ Big innovations Smartlead is dropping (you'll hear it here first)
↳ The hurdles agencies CAN face in the next 3-6-12 months (and how to prep NOW)

Mark your calendars.
 
Tuesday, November 25th.
 
Limited spots available.
 
Register here: https://luma.com/yjujicn6

I've sent ~15 million cold emails in 2025 so far.
 
Yeah, you read that right. FIFTEEN MILLION.
 
And here's everything you need to know about what ACTUALLY works in 2025:

11 Cold Email Lesson 

90% of the personalized emails are just LinkedIn stalking.
 
And some people can't even stalk properly. Here's why:
 
I get pitched about 40 times a day (LinkedIn + Email)
 
"Saw you are the Founder at RevGen Labs..."
"Loved your vision for RevGen Labs..."
 
Yeah mate, I wrote that on LinkedIn. Now what?
You scraped my LinkedIn? Cool.
 
Did you scrape my problems?
No you didn't. And this is exactly what has made cold outreach BORING.
 
People follow this and when they don't get result they say "Cold outreach is DEAD"
 
Cold outreach isn't dead. Your process is. Here's what works instead:
 
SIGNAL-BASED PERSONALIZATION:
 
We built our own AI research agent that monitors these signals across our client's ICPs:
 
→ Tracks 17 different intent signals per prospect
→ Scores relevance based on timing and context
→ Writes the first line based on the highest-signal event
 
Signals like:
 
➤ They just hired their first DevOps engineer
➤ Their pricing page changed 3 times in 2 weeks
➤ They're getting roasted in G2 reviews for integration issues
 
Traditional approach: "Saw you're VP of Sales at SaaS company..."
 
Our approach: "Noticed your team's been hiring SDRs while your CEO posted about pipeline visibility issues twice this month..."
 
Because outbound isn't about writing a better line. It's about knowing something they don't.
 
This separates pros from people playing email roulette. Suddenly, mentioning their job title feels amateur compared to mentioning their actual problems.
 
What's the most obvious copy-paste job you've seen lately?

I'm sure everyone who uses Clay has somewhere along their journey binge-watched Patrick Spychalski's content... I definitely have.
 
He runs one of the biggest outbound agencies, The Kiln.
 
And next Tuesday, he's jumping into Tuesday Triggers to share his journey of starting and scaling his agency exclusively with my community.
 
Perfect for anyone thinking about starting their own agency or getting into the outbound space. He'll cover what worked, what didn't, and what he'd do differently if he started over today.
 
Tuesday Triggers, where 400+ agency owners and SaaS founders help each other out because we're all trying to figure out the same thing: how the hell do you scale outbound without losing your soul (or your sanity)?
 
In the last 30 days, we've got big hitters like:
 
• Nick Abraham
• Jesse Ouellette
• Ilija Stojkovski
• Vaibhav Namburi
 
If you're running any kind of outbound and you're NOT in this room... honestly, you're missing a lot of insider knowledge that's shaping how the top 10% agency owners actually do this stuff.
 
Want to join the session?
 
Register here: https://luma.com/ni5o7iks
 
P.S. DM me if you want to join the Tuesday Triggers community.

Still running the same cold email plays as last year?
 
Time to UPGRADE.
 
I'm going live with Akash Ravikumar on Smartlead Office Hours this Thursday to break down exactly what's working and what will work beyond 2025.
 
On Thursday's Office Hours, I'm sharing the MODERN outbound playbook that's driving results for RevGen Labs:
 
→ The 3 core cold email pillars: deliverability, targeting, messaging
→ When to add AI or incentives without killing your reply rates
→ A simple framework to build outbound from scratch or fix what's broken
 
Time: 🗓️ Thursday, Dec 4 ⏰ 10 AM EST
 
Save your spot: ﻿https://luma.com/ttveo8am
 
See you there.

🔥 TT SESSION TODAY - 8AM PST 🔥

Ilija from HeyReach.io is joining us to share how HeyReach.io hit $9M ARR in 28 months.

If you don't know Ilija, he's the CTO who built HeyReach.

And how to built a system that kills “LinkedIn → CRM → ChatGPT → LinkedIn → repeat” insanity.

Never been to a TT session? 

Perfect time to jump in.

Register: https://luma.com/k4t79sc6

Last month I resumed Tuesday Triggers sessions and had an amazing first guest - Nick Abraham
 
And here are 5 lessons that every operator should follow:
 
1. Too many cooks kill your kitchen
 
Most agencies have account managers, GTM experts, VAs, and 10 people in one Slack channel for ONE client.
 
The winning approach --> client gets ONE person.
That person does everything --> onboarding, strategy, campaigns, reports, communication. Everything.
 
2. Simple scales, complex fails
 
When starting out, many try omnichannel campaigns with calls, emails, LinkedIn, and fancy dashboards. Complete mess. Strip it down to what actually drives results.
 
Ask yourself: "Out of all the things in here, what's actually leading to results?"
 
3. Don't wait to assess campaigns
 
Most agencies wait until campaigns are nearly done before evaluating. Change to 7 days. You know within 48-72 hours if it's going to be a winner.
 
4. Track department numbers, not individual clients
 
Weekly calls should focus only on: 

- total emails sent, 
- total replies, 
- total leads submitted, 
- email-to-lead ratio. 
 
5. Domain-level analytics save campaigns
 
Build a dashboard that shows domain performance vs. overall average. Campaign getting 1.5% reply rate looks decent, but if it's 57% worse than average - kill the domain immediately.
 
P.S. If you want to join the next Tuesday Triggers session, the link is in the comments.

Next Tuesday, I'm hosting one of the OGs of the cold email space, Jeremy Chatelaine 🔥, founder of QuickMail.
 
Jeremy built one of the FIRST cold email platforms.
 
His podcast with 300+ episodes is top-rated in the cold email space.
 
The man knows his stuff.
 
And I'm bringing him to the Tuesday Triggers community - my private group of cold email KILLERS who meet weekly for exclusive calls with industry leaders.
 
This is intimate. Raw. ACTIONABLE.
 
The Tuesday Triggers crew gets access to frameworks that'd cost $5K+ at some mastermind.
 
Jeremy's gonna break down:
 
→ His latest deliverability hacks for 2026
→ How to scale one-to-one feel without losing your soul
→ Why most agencies are getting their infrastructure WRONG
 
Time: 8 AM PST
 
Book your slots here: ﻿https://luma.com/uxrb0bxy

How you can get companies data who got funded 3-7 days before mainstream media reports it
 
To find funded company information, the usual suspects are... 

➡️ Crunchbase notifications, TechCrunch articles, the whole ecosystem.
 
But there's a small group of operators who figured out how to skip the line.
 
They're hitting funded prospects days before anyone else knows money changed hands.
 
The secret? Public records that nobody bothers checking.
 
Here's what's happening:
 
➡️ SEC filings go live 3-7 days ahead of media coverage. 
➡️ Form D submissions are mandatory within 15 days post-funding.
➡️ But companies typically file within hours to avoid compliance issues.
 
This creates a window where the information exists... but isn't being monitored.
 
And I recently came across a post by Giorgio Zanella who created a workflow to get financial information before mainstream media providers pick it up.
 
Go follow that process and get yourself some new clients.

GTM Engineer - passionate about data DM if you have a cool API to try

💰 Funding information is so important, and still 99.9% of people get their information all at the same time when Crunchbase, TechCrunch, and other main newspapers and data providers release it.
But what if there was a way to get this information days earlier, be the first one in the market to know about it - and not have to wait for the main media providers to release it? ⚡

The SEC website is a goldmine for this type of info. I get it, they probably last updated the interface back in 2004, but differently from all the classic AI B2B SDR bla bla bla startups, their website is ugly but the product (the data) actually works, and it works great! 💎
In this video I'm showcasing how to leverage Form D on the SEC website to get financial information before mainstream media providers pick it up. I leveraged the API from https://sec-api.io/ (Data2value) to pull this data directly into Clay. 

Here's a step-by-step:
1️⃣ Gather the legal name of the company (ask Claude to create the prompt)
2️⃣ Configure and execute the API call (ask Claude how to do it - if you've never done it before, just share a few screenshots and it will tell you step by step. If it doesn't work, pass it a screenshot with the error and try again)
3️⃣ Format the result in a structured format into Clay
4️⃣ If you're serious about it and you're a real tech nerd, post it on X before anyone else

Companies are legally obligated to file this information, so you can be sure it will be on the SEC website. If you want to take this to the next level, you can automatically fetch the data using the RSS feed, but that's level 2 and we'll do it in the next video.

What are the other main use cases that you're using the SEC website for? 🚀

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. ⚡

Noëmie Jacquemin

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?

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

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 🤯

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.

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?

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.

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 🥳

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?

If you want to hire a GTM Engineer before the end of the year, stop what you’re doing.

Here’s the timeline everyone forgets:
 There are 31 days before Christmas.

And I know what you’re thinking.
 “It’s fine. Holidays don’t stop hiring.”

Technically, yes, you can hire anytime.

But here’s the problem:
In about two weeks, the entire market slows down.

 Not because people disappear…
 but because coordination becomes a nightmare.

One founder is travelling.
A candidate is flying home.
Interviewers are off for team events.
Budgets need one more approval.
Final calls get pushed to “after the break.”

Suddenly your clean 14-day hiring process turns into +5 weeks.
Not because of lack of interest, but timing.

If end of year onboarding is the goal,
the window is now before the slowdown hits.

Calling all my GTMe network and Lead Gen founder... simple question but how many clients does one GTM Engineer manage in your agency? 

PS: Now that Cloudfare is down, I know you got time to spill the tea 🫖

How many clients do you or your GTM Engineer manage? 

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The Battle

Christian Oland

Noëmie Jacquemin

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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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