I interviewed every person we hired at @Clay in my orgs until we passed 300 people. We're scaling beyond that now, so our recruiting ops team built a system that keeps me involved in every hire. We have a Slack channel called hiring-theses and I review it every day. Before we hire anyone, the hiring manager writes a hiring thesis about the candidate. It answers four questions: 1. Why should we hire this person? 2. What is one exceptional thing this candidate has accomplished in their career or otherwise? 3. What are the risks/concerns? 4. How will we support this person if they join? A thesis draws on a deep dive interview into the candidate's whole story, behavioral interviews, scored feedback from every round, and thorough reference calls. The thesis also includes every piece of submitted interviewer feedback. When I review that feedback, I notice discrepancies, pieces of feedback from an interviewer that the hiring manager didn't address, or missing voices I want to hear from. Then I approve, deny or discuss with the hiring team. I can't sit in every interview anymore, but I still read every thesis and every piece of feedback before someone joins Clay. Hopefully this is helpful to other teams scaling past the point where a founder can meet every candidate. Let me know if you have any questions!

Today we're announcing our Series D: $115M raised, led by @Wellington_mgmt, at a $7.1B valuation. Fundraises are good moments to reflect on our journey so far. Act 1 was aggregating the best data. Act 2 was building the GTM infrastructure (audiences, workflows, agents) to run any campaign on top of that data. Now we are entering Act 3: creating the self-learning revenue engine to grow every business. @Clay will predict the next best action for your business and help you take it. Sometimes, that might be a tweak to a subject line or ad copy. Other times, it might be a suggestion to change your marketing strategy, train your sellers differently, or even build a different product based on lost deal patterns.