Clay Jobs Data: One of the Most Underrated Free Signals for GTM
How I'm using Clay's free job data to run four different GTM plays.
I've been using Clay (along with Claude Code) for a while now as my main orchestration platform for outbound.
It’s a platform where GTM engineers like me set up data enrichment and downstream workflows. I find it reliable for deterministic, linear pipelines, and the tabular UI makes it easy for me to audit and diagnose what's happening at each step.
The more data vendors I onboard, the more I appreciate what’s already sitting inside Clay for free. There’s a surprising amount of high-quality signal data I can build workflows on top of without having to pay a separate vendor for it.
One such data source is jobs data.
What I actually get with Clay Jobs
Clay maintains a catalogue of LinkedIn jobs in their database.
Last I checked it was around 18 million indexed, with new ones being added daily (wow!) And it’s free too, you don’t have to pay for this data.
With each indexed job post, it comes with:
Company name
Job title
Location
Date of job post
LinkedIn job URL
Then I can run a Clay enrichment (see below) on top of that to surface:
Job description
Recruiter Linkedin URL
That’s the raw data I work with to create workflows downstream.
My specific use case
For context, the market I’m trying to crack is companies running webinar programs.
So the jobs I’m pulling from Clay are mostly webinar-adjacent roles: Webinar Manager, Virtual Events Lead, Demand Gen Manager (Webinars), Content Marketing Manager with webinar ownership etc.
My thinking is straightforward. A company hiring for a webinar related role is a typically a company building or scaling a webinar function.
That’s intent + budget + timing compressed into one data point.
GTM Workflow #1: Direct Hiring Manager Outreach
When I pull jobs from Clay, I see the roles split into two groups: jobs with a hiring manager attached, and jobs without.
For the ones with a hiring manager, there’s a further split I look at. The hiring manager is either the direct owner of the function (e.g. a Head of Demand Gen hiring her own Webinar Manager) or it’s a recruiter from the talent team handling the listing.
The play here is that I filter for direct hiring managers only. These are the people who own the function the new hire is joining, which means they’re also the person who owns tooling. ).
Once I’ve the direct hiring managers, I run two outreach paths:
Email outreach: My standard cold email cadence with a job hiring opening hook
LinkedIn outreach: I keep it simple, just a DM to open up a conversation
GTM Workflow #2: Lateral Hiring Manager Outreach
For the jobs that don’t have a direct hiring manager attached, I don’t throw them away. I push them into a separate workflow instead.
My logic: I’ve already established the company-level intent. I know they’re hiring a webinar role. That signal stands regardless of whether I can see the hiring manager.
So the play becomes mapping the hiring signal to an estimated ownership persona at the company:
Head of Marketing
VP Demand Gen
Director of Content
Founder / CEO (for smaller companies where the function isn’t built out yet)
I run a separate enrichment workflow to find these people, then outreach with the same job-hook context.
Definitely a lower precision as compared to Workflow #1, but it lets me recover all the company-level signal that would otherwise sit unused.
GTM Workflow #3: Map Job Signals to CRM Inactive Deals for AE Outreach
More of a sales play.
Every AE has deals that go quiet, it’s part and parcel of the sales process. The challenge I keep seeing with reactivation messaging is finding a real reason to come back into the conversation. In my opinion, “Just circling back” is not really a good angle to restart a sales conversation.
A fresh job posting is one of the best reactivation triggers I can think of.
How I’d run it:
Pull all inactive / stalled deals from HubSpot with X timeframe
Run them through Clay
Cross-reference against new job postings at those same companies
When a match hits, e.g. a stalled account just posted a Demand Gen Manager role with webinar ownership, surface it to the AE + map into the CRM.
The AE picks up the thread with that signal as the context
Now the reactivation email writes itself: “Hey John, saw you're hiring a Demand Gen Manager with a focus on webinars. Curious if this is a good time to catch up on where we left off?”
The AE is bringing real intel back into the deal and not just surface-level nudging.
GTM Workflow #4: Job Signals Closed-Won Analysis
As a GTM engineer, one thing I’m constantly evaluating is the quality of my signals. It’s hard to quantify whether a signal is actually predictive of a deal closing, or whether it just based on my gut feel.
I think the the best way to run a form of win/loss analysis, which is to correlate the signals I’m tracking against the deals that actually closed.
Here’s what I’d do specifically:
Pull all my closed-won deals from HubSpot
For each account, retrospectively map the job postings they had in the 3, 6, 12 months before the deal closed (using Clay)
Feed all of that into Claude Code, and run some form of win/loss analysis skill over it
Look for correlations. IE is there a hiring pattern that shows up consistently across the closed-won cohort?
If a pattern shows up, that's now a “propensity model” (learnt a new word) for me, not just a trigger. Maybe most of my closed-won customers hired a Content Marketing Manager within 6 months of signing. Maybe they all had a "Head of Demand Gen" hiring role 12 months before.
When a company in our CRM shows that specific job signal in the future, we already know that this account has a higher chance of closing. That could potentially change how we run the play in two ways:
More aggressive multi-threading on outbound: more channels (email + LinkedIn), more prospects within the same company, longer cadence before writing the account off
Proactive AE follow-up: the AE gets fed the signal too, so they push the deal harder instead of waiting for the prospect to come back