GTME Ecosystem - University & Credentials Lead

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 https://clayrun.notion.site/Wall-of-Love-b243f2b67607438b9fad99341e6b8d47 — including Anthropic, Notion, Google, and Ramp — go to market with unique data, signals, and AI research.

In 2025, we raised a $100M Series C https://www.nytimes.com/2025/08/05/business/dealbook/clay-ai-marketing-fundraise.htmlbacked by world-class investors including Sequoia, CapitalG, and First Round — and crossed $100M in revenue.

In 2026, we announced our second employee tender offer https://www.nytimes.com/2026/01/28/business/dealbook/clay-start-up-tender-offers.html in 9 months at a new $5B valuation. We also launched a community equity round https://www.clay.com/blog/community-equity-offering, for our customers, agency partners, and club members.

Some things to know about us:

• Our community http://community.clay.com includes 11,000+ customers, 150+ integration partners, 125+ agencies, 50+ Clay clubs https://luma.com/claylive, and 30k members on Slack.

• Our culture https://nextplayso.substack.com/p/spotlight-clay 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 https://cdn.prod.website-files.com/61477f2c24a826836f969afe/685d83a71452245cc1129791_4d770abfd83e276ec15315a2e06945bd_Clay2025_OperatingPrinciples.pdf.

• Read about us in the NYT https://www.nytimes.com/2025/08/05/business/dealbook/clay-ai-marketing-fundraise.html, Forbes http://google.com/search?q=forbes+clay&rlz=1C5OZZY_enUS1155US1155&oq=forbes+clay&gs_lcrp=EgZjaHJvbWUyBggAEEUYOTIHCAEQABiABDIHCAIQABiABDIHCAMQABiABDIHCAQQABiABDIHCAUQABiABDIHCAYQABiABDIHCAcQABiABDIHCAgQABiABDIHCAkQABiABNIBBzkzM2owajSoAgOwAgHxBVAe8UAxJx_p&sourceid=chrome&ie=UTF-8, First Round Review https://review.firstround.com/podcast/inside-clays-unconventional-path-to-1-25b/, and more https://www.clay.com/press.

Hear from our employees directly on our Glassdoor https://www.glassdoor.com/Overview/Working-at-Clay-EI_IE9850794.11,15.htm page!

ABOUT GTME UNIVERSITY & CREDENTIALING

We coined the GTM Engineer category. Now we're building the institution behind it.

Clay University is the core IP of the GTME Ecosystem — the definitive place where thousands of GTMEs learn what excellent looks like.

Credentialing is how that learning turns into opportunity: certifications that carry Clay's stamp of approval and stay tightly bound to demonstrated mastery, and badges that recognize meaningful engagement across the whole ecosystem.

Today those are two halves of one experience — and this role owns the whole arc: learn → build → get credentialed.

A learner might enter through a course, a cohort, a workshop, or the community. You make sure that wherever they start, there's a clear path from "I've heard of GTME" to "I think like a GTME" to "I hold the credential that proves it" — and that employers trust what that credential means.

This is a mini-founder role. You'll inherit a mid-flight program — a large content library, an existing content team, a professional certification just wrapping beta, a peer-review and grading pipeline, vendor relationships, and a credentialing portal — and you'll think about all of it the way a founder thinks about their product. That means owning:

• The learner journey — the persona journey map (new user → power user → credentialed practitioner → GTM leader) and the site architecture that guides people through it

• Content strategy & velocity — the roadmap, the bar, and the shipping cadence across docs, courses, Cohorts, and guides

• The team — a player-coach seat leading and growing the University team

• Certification design & rigor — job task analysis, assessment philosophy, rubrics, and the hybrid quiz-plus-workbook model that keeps the bar high without rubber-stamping

• The badge system — a constellation (not a linear path) that rewards community participation, content creation, peer review, and program completion, and that feeds PLG and the community flywheel

• Grading & operations — the peer-review council, calibration, SLAs, round-robin review, and the Clay tables and automations that run it

• Tooling & vendors — the University platform and credentialing portal, plus relationships and decisions across vendors like Accredible and Yoodli

• Measurement — content resonance and inbound, credentials issued, completion and pass rates, time-to-feedback, and downstream hire-ability signals

WHAT YOU'LL DO

• Own the strategic vision for GTME University end to end. You'll build the persona journey map and the content roadmap that serves it, collaborating with the brand and website team to create the single best hub for GTM Engineering the world has ever seen — one where every learner knows exactly where to go next.

• Ship more, faster, without dropping the bar. The pace of AI development continues to evolve, and our content velocity needs to evolve with it. You'll create content yourself, hire and partner to create more, and ensure our coverage spans everything users want under the GTME sun — not just Clay.

• Lead and grow the University content team. This is a player-coach role. You'll unblock the existing team, sharpen their work, take the strategic weight off their plates, and build the content partnerships and hires that keep us at pace.

• Build the cross-functional content pipeline. Our Solutions team produces golden content every day. GTMOps is constantly pushing the edges. The Forward Deployed GTME team creates wild builds. You'll create the systems that make these innovations accessible to the global GTME community.

• Keep certifications ultra-premium. Certs are resume-worthy credentials, so the process should not be easy. You'll happily pay the friction tax — designing assessments, rubrics, and review standards that prize rigor over accessibility, and that companies hiring Clay talent can actually trust.

• Build the badge ecosystem from the ground up. You'll design the buckets for badges (programs, community, content, platform), define what each badge unlocks, and make badges a forcing function for the behaviors that grow the community.

• Own the tooling and vendor stack. You'll make the build-vs-buy calls, manage the credentialing portal, and drive vendor decisions (Accredible vs. Credly, the Yoodli pilot, and whatever comes next) with a clear point of view.

• Make the whole arc a defensible flywheel. You'll build in public, market the programs, stand up the solutions partner certification, and partner with GTMOps and Sales so content creates demand and credentials connect people to opportunity. You'll measure what resonates, double down, and kill what doesn't.

WHO YOU ARE

• A builder with a founder's gut. You can write the article, record the Loom, design the rubric, and run the grading session. You see the whole system — and you take deep personal ownership over every credential that carries Clay's name.

• You know when to ship scrappy and when to pay the friction tax. A great piece of content shipped this week beats a perfect one shipped next quarter — but a credential is only as valuable as the standard behind it. You hold both truths and know which mode each surface demands.

• A learner first, a teacher second. When a frontier model drops, you're playing with it that evening — and constantly re-examining what "good" looks like as the target moves.

• Comfortable in ambiguity. There's no established playbook for the definitive university — or the first credential — of an emerging discipline. Don't rely on old playbooks; build the AI-native one.

• Proven hunger, not just potential. You've already run a content function, a program, a publication, or an assessment system where the pace and the bar were both yours to set.

WHO YOU ARE NOT

• A strategist who doesn't execute. You'll write the strategy doc and then write the article, build the course page, grade the submissions, and troubleshoot the portal the night before launch. Mini-founder means owning the fulfilling and the tedious.

• A rubber-stamp operator. If your instinct is to maximize completions and hand out color, we're solving different problems. You protect the value of the credential, even (especially?) when that means telling people no.

• A pure people-manager. This is a player-coach seat, not a delegate-and-review seat. You're excited to get your hands dirty while leading a team.

• An editor who loses the reader. You care about craft, but you care more about the learner's experience.

• Someone who thinks this is "just content" or "just badges." GTME University is the primary brand surface of the entire GTME Ecosystem, and credentialing is how it turns skill into opportunity. Together they're the institution behind a new profession.

• A systematizer before a prover. You run the scrappy version, learn, then scale what works.