About Clay

Our mission is to help organizations turn any growth idea into reality.

We see growth as a creative practice not a formula. Finding and reaching your best-fit customers takes unique ideas and constant iteration. As AI makes execution faster and tactics easier to copy creativity is the only lasting advantage. Were already helping thousands of customers including Anthropic Notion Google and Ramp go to market with unique data signals and AI research.

In 2025 we raised a $100M Series C backed by world-class investors including Sequoia CapitalG and First Round and crossed $100M in revenue.

In 2026 we announced our second employee tender offer in 9 months at a new $5B valuation. We also launched a community equity round for our customers agency partners and club members.

Some things to know about us:

• Our community includes 11000 customers 150 integration partners 125 agencies 50 Clay clubs and 30k members on Slack.

• Our culture is unique inside and outside of work. Our team members are also DJs activists writers clowns marathoners skydivers psychedelic therapists social workers and more.

• All employees can work for free with world-class coaches who specialize in creativity management and more.

• Our operating principles including negative maintenance and non-attached action guide our work. Read more about them here.

• Read about us in the NYT Forbes First Round Review and more.

Hear from our employees directly on our Glassdoor page!

About the GTME Talent Marketplace

The GTME Talent Marketplace is the highest-leverage commercial surface of the entire GTME Ecosystem its how we turn GTME supply into ENT demand and close the loop on why someone should invest in becoming a great GTME in the first place. The next phase of this motion requires more experience and more dedicated ownership to turn a high-taste semi-automated motion into a real measurable scalable program.

This is a mini-founder role. Youll think about the marketplace the way a founder thinks about a two-sided platform with obsessive attention to match quality a long-term view on both-sided trust and a refusal to chase volume over fit. That means owning:

• GTME vetting the bar the process and the signal that determines who goes on the marketplace collaborating heavily with our certifications and badges team.

• ENT-side pipeline the enterprise companies looking to hire GTMEs how theyre sourced qualified and routed and creating case studies/success stories

• Match-making the actual matching motion today manual partially automated and high-taste and what it should become as we scale

• Thought leadership Clay defined the role and we need to continue to define how people hire train and deploy the role globally.

• Cross-functional loops integration with Campus (pipeline in) Community (vetting signal and pipeline) Partnerships (partner-sourced ENT demand) and GTM Partnerships (ENT relationship side)

• Commercial proof point this is the most direct answer to why invest in becoming a great GTME and you own whether that answer is credible

What Youll Do

• Take the marketplace from high-taste manual motion to scalable program. Weve validated this team from zero-to-one. Youll work with the founding member to build the one-to-ten: vetting rubrics intake processes ENT-side pipeline management and the lightweight systems that let match quality hold as volume grows.

• Own GTME vetting end-to-end. Define what ready for the marketplace means. Design the vetting experience. Hold the line when someone doesnt meet the bar even when theyre popular.

• Build the ENT-side pipeline. Today ENT demand is largely inbound and relationship-driven. Youll build the sourcing qualification and account management motion that makes ENT-side supply as reliable as GTME supply for matching candidates.

• Run the matching motion. For now match-making is a human judgment call and should stay that way until we have the data to systematize. Youll run matches personally learn what works and design the measurement layer.

• Instrument match quality as a time series. 6-month and 12-month placement retention. ENT repeat-hire rate. GTME satisfaction with the match they were routed to. Today these are anecdotes. Youll make them data.

• Close the cross-functional loops. Campus feeds pipeline in. Community provides vetting signal on whos real. Partnerships sources ENT demand. GTM Partnerships owns the ENT relationship. Youll be the connective tissue that makes all of those loops tight.

Who You Are

• A marketplace operator who obsesses over match quality. You know that in a two-sided marketplace the worst thing you can do is fill the funnel at the cost of fit. Youd rather place 20 GTMEs brilliantly than 100 mediocrely.

• High-taste on people. You can tell the difference between a GTME who will thrive at Scale AI and one who will thrive at an early-stage founder-led team. Youve exercised that judgment before and been right more than youve been wrong.

• Comfortable running a high-touch motion. The matching work is not a CRM flow. Its calls judgment pattern-matching and trust-building. If the idea of a 30-minute intake call with every candidate sounds tedious the role wont work.

• Instrumentation-minded. You love the high-touch work but you also know that without measurement quality is invisible until its already broken. Youll build the lightweight instrumentation that turns this into a real program.

• Experienced in recruiting talent marketplaces or GTM hiring specifically. Not required but the ramp is shorter if youve done this kind of work whether at a recruiting firm a talent marketplace a staffing platform or an in-house recruiting team at a high-bar company.

• Proven hunger not just potential. Youve already scaled a talent function a marketplace or a matching motion where the quality bar was non-negotiable and the measurement was on you.

Who You Are Not

• A recruiter chasing placement volume. If your instinct is to optimize for matches made per month were solving different problems. Placement retention at 6 and 12 months is the only number that matters.

• A systematizer before a prover. The matching motion has to stay manual until we understand it. If your first instinct is to build an ATS-style pipeline youll destroy the signal that makes this work.

• A people-pleaser who avoids hard calls. Saying no to a GTME who isnt ready or to an ENT partner whose hiring standard is off is a weekly part of the job. A marketplace built on trust requires a willingness to disappoint people in the short term.

• Someone who wants to own the ENT relationship. Youll collaborate deeply with GTM Partnerships on ENT accounts but you dont own the enterprise relationship. Clear swim-lanes matter here.

• A strategist who doesnt run the matches. Youll build the strategy doc and then run the next 50 matches yourself. Mini-founder means youre in the details until the system can hold them without you.