Clari

we had built all of this process in Clari was just to report the news.

Today marks 7 years at Clari. I can't help but think about all the milestones. Series D, E, and beyond. 3+ acquisitions/mergers. Global sites established (India, UK, Poland, Australia, to name a few). The chance to help hire a remarkable People Team that has grown and scaled programs and initiatives that not only stayed true to our values and mission, but that challenged and grew and supported countless Clarians. 1000+ offers have come across my desk, and I'd wager there will be countless more. I'm sharing a personally written note from our founders, Andy Byrne and Venkat Rangan , who wrote notes to each and every Clarian before we went to our annual retreat, Costanoa (IYKYK), back in September 2019. This is posted at my desk, and serves as a reminder of the selflessness our founders, executive staff, and fellow Clarians had for each other as we grew this amazing place to remarkable heights. Onward, and upward!

Clari's forecasting and pipeline insights are connected directly to sales execution layer

it's shadow spreadsheets and side math and maybe now it's an artifact or dashboard in in Clari, but either way, you've got multiple sources of truth and ours is now no longer the one that they believe.

I'm attached to Clari

An algorithm didn't reject your resume. I know that goes against the popular narrative. Every other post in your feed is telling you the algorithm is the enemy, the robots are eating your resume, and you need to hack the system with the right keywords to get past the machine. But the truth about the "resume filter" is much more low-tech. A human reads them. Every single week at Clari, I'd block out hours just to manually review the massive pile of resumes sitting in our ATS. When you get 500 applications in 24 hours, the real filter isn't the technology. It's human fatigue. Recruiters are manually opening almost every resume, but because of that volume, they only have about six seconds to scan each one before moving on. You want to know what's ironic? The ATS we used scored candidates on keyword relevance. I had little interest in the 90% matches the machine overlords loved. The ones it scored at 20%? Those were the people I actually wanted to talk to. Because keyword filters don't pick up progression. They don't pick up nuance. They don't distinguish between a seller who hit a number and one who built something. Stop optimizing for the machine. Start optimizing for the human on the other end who's scanning your resume on a Sunday morning with a cup of coffee and ten seconds of patience. Clean formatting. Hard numbers. A clear career arc. That's what gets you past the pile. Recruiters: What is the absolute worst "ATS hack" you see candidates using on their resumes right now? #hiring #recruiting #sales #gtm #CareerAdvice

Had an amazing time at Salesloft on Tour in Boston. Loved leading a fireside chat with customer and friend, Michael Down , and connecting with so many great leaders during executive briefings, including Jacob Barbato , Adelle Bonavire , Chad Simon , Thomas Volpe , Matthew Kinlaw , Erin Grantier Schott, Kevin Kotyluk , Gavin Marcus , Dave Mankowski (and the Bounteous team), Cristina Grzejka, Michael T. , and, of course, 3x Clari customer, Lisa Johnson . What stood out most: the appetite for change is real. Leaders are pushing hard on pipeline growth, visibility, predictability, and retention. But just as importantly, they’re looking for platforms that bring it all together and truly harness the power of AI. Beyond the tech, the best part for me is always time with customers & colleagues. That’s what fills my cup and keeps me energized. Exciting to see how this category, and the GTM operators leading it, continue to evolve.

Clari is hiring across multiple roles (Engineering, Product, Program Management, etc.). If you’re interested, feel free to apply here: 🔗 [ https://lnkd.in/dt_imZRn ] If you or someone in your network is looking for their next opportunity, feel free to apply #hiring #referral