GTME Ecosystem - GTME Talent Lead

Responsibilities

• Own GTME vetting end-to-end. Define what "ready for the marketplace" means. Design the vetting experience. Hold the line when someone doesn't meet the bar, even when they're popular.
• Build the ENT-side pipeline. Today ENT demand is largely inbound and relationship-driven. You'll 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. You'll 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. You'll make them data.
• Close the cross-functional loops. Campus feeds pipeline in. Community provides vetting signal on who's real. Partnerships sources ENT demand. GTM Partnerships owns the ENT relationship. You'll be the connective tissue that makes all of those loops tight.

Requirements

• 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. You'd 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. You've exercised that ju

Benefits

Additional Information

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. We're 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 11,000+ 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 - it's 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. You'll 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 they're 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

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