ALL TECHNOLOGIES / CLAY

Hire Clay experts who turn raw lists into pipeline your reps can work

GTM operators from Latin America who build Clay tables every day: enrichment waterfalls, account research, scoring on real signals and a clean push to your CRM and sequences. Working your hours, verified on the tool before you meet them.

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An analyst reviewing a spreadsheet of business data on a laptop

TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS

  • Apollo
  • Vonage
  • Expensify
  • GetAccept

How it works

How do I hire a Clay expert?

You do one thing: interview. We handle everything else.

1

Post the role

5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.

2

Review your matches

3 to 5 matches in 48 hours.

3

Interview and hire

We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.

WHY TEAMS TRUST CLOUDTASK

What you get with every hire

Someone inside your team

A Clay operator who works your tables every day, not an agency that builds a workflow, hands it over and leaves when the data changes.

Your hours, your pipeline

Latin America and the Caribbean overlap the US working day, so lists are enriched and pushed while your sales team is working.

Verified on the tool

Clay and the CRM and sequencing tools it feeds are checked per candidate on a live call, not taken from a self-reported list of tools.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. If the fit is wrong, we replace the person, so your data workflows do not stop while you start over.

WHY CLOUDTASK

Staffing with numbers behind it

10,000+

hires placed

since 2016

85%

still in seat

past 90 days

24 months

replacement guarantee

on Managed Staffing

12

countries

across Latin America and the Caribbean

TECH STACK

The Clay stack we screen for

Tables and enrichment

  • Table design from raw lists

  • Waterfall enrichment across providers

  • Contact and email verification

  • Enrichment spend kept under control

Research and personalization

  • Account research with Claygent

  • AI formulas for first lines and summaries

  • Templates your reps can reuse

Scoring and signals

  • Firmographic and technographic scoring

  • Intent signals to prioritize accounts

  • Triggers on job changes, funding and stack changes

Pipelines and handoff

  • Push to Salesforce or HubSpot

  • Feeding lists into outbound sequences

  • ABM lists refreshed on a schedule

  • Documented table architecture

A person working on a graph on a laptop

PRICING MODEL

Managed Staffing.

Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.

Pay

One all-in monthly rate

Per person. That is the number, and there is nothing added to it.

In the monthly rate

  • Sourcing from the CloudTask staffing and recruiting company
  • Screening and vetting
  • Matching coordination
  • Worker payments
  • Compliance and employment administration
  • Onboarding support at day 0, 7, 30 and 60
  • Ongoing check-ins with the hire and with you
  • Time and activity tracking, on by default
  • Performance escalation
  • 24-month replacement guarantee. Replacements not capped.
  • Health benefits available on request
  • Equipment benefits available on request

Stays with you

  • The work itself
  • Priorities and direction
  • Who you hire

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

PRICING MODEL

Direct Hire.

Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.

Pay

20% to 30%

Of first-year base salary. One time, quoted per role, paid when they accept.

In the fee

  • Sourcing from the CloudTask staffing and recruiting company
  • Screening and vetting
  • Shortlist of matched candidates
  • Interview coordination
  • Offer support
  • 6-month replacement guarantee. One replacement, same job description.

Yours when they accept

  • Employment and payroll
  • Compliance and employment administration
  • Ongoing management
  • Time and activity tracking
  • Health benefits and equipment benefits

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

How CloudTask compares

Run the numbers. We did.

The same role, three ways to fill it.

Swipe to compare

US Direct Hire Staffing Agency
Time to First Interview 48 hours 3 to 6 weeks 2 to 4 weeks
Payroll & Compliance Included on Managed Staffing You manage Included in rate
Vetting Process Human + AI verified You screen Recruiter screened
Candidate spam Screened out before you see a profile Common Low
Tool Verification Verified per candidate Self-reported Rarely verified
Free Replacements 24 months on Managed Staffing, 6 months on Direct Hire None Variable

Testimonials

Trusted by teams that hire with us

  • LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.
    David Barrett
    David Barrett CEO, Expensify
  • At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.
    Tim Zheng
    Tim Zheng CEO, Apollo.io
  • After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.
    Carl Carell
    Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in a Clay expert

What separates someone who has opened a Clay table from someone who can own your GTM data.

  • ICP translated into a table

    Starts from a description of your best customers and builds the columns, filters and scoring that find more of them, and can explain why each one is there.

  • Waterfalls built with intent

    Orders enrichment providers on purpose, stops once a field is found and knows which columns are worth paying to fill.

  • Research that answers a question

    Uses Claygent and AI formulas to answer a specific question about each account, not to generate paragraphs nobody reads.

  • Signals used with judgment

    Turns job changes, funding and stack changes into triggers, and knows when a signal is noise rather than a buying moment.

  • Clean data before the push

    Verifies emails, removes duplicates and checks the output by hand before anything reaches the CRM or a sequence.

  • A clean handoff to the CRM

    Maps fields, decides which system owns each record and prevents Clay from overwriting data your reps already fixed.

  • Measuring what the table produces

    Tracks coverage, spend and the meetings that come from each list, so the tables get better instead of just bigger.

  • Documentation that outlives the builder

    Writes down how each table works and what feeds what, so the setup survives the person who built it.

HIRING GUIDE

How to hire a Clay expert

Hiring someone to run Clay well comes down to three decisions: whether the work belongs inside your team or with an agency, what the person will actually build, and how you verify it before day one. This guide walks through each one, then explains how CloudTask matches you with a vetted Clay expert from Latin America.

A Clay expert inside your team or a Clay agency?

A Clay agency is an outside firm that builds tables and workflows for several clients at once. It can be a good fit for a one-time project: a first set of tables, an audit, or a migration from spreadsheets.

The limit shows up after launch. Lists go stale, providers change, your ICP moves and the sales team asks for new fields every week. A Clay expert inside your team works on your data every day, joins your pipeline meetings and adjusts the tables as the business changes. If Clay feeds your outbound every week, the work is ongoing, and ongoing work usually belongs to someone on your team.

What a Clay expert actually builds

Most of the work is tables: a raw list goes in, and enriched, scored and verified records come out, ready for the CRM or a sequence. Around the tables sit waterfalls that try several data providers in order, Claygent research that answers questions about each account, and triggers that react to signals such as job changes, funding or stack changes.

The work overlaps with what some teams call a GTM engineer. The difference that matters for hiring is the scope: this page is about a person who operates Clay for a sales, marketing or RevOps team, not about building software.

Decide whether you need a builder or an operator

Clay work comes in two shapes. A builder designs the tables, the waterfalls and the connections to the CRM and outbound tools. An operator runs them every day: loads new lists, checks the output, fixes what breaks and hands clean records to the reps.

Small teams often want one person to do both, and it can work. Write down which half matters more before you brief anyone, because a builder who hates routine and an operator who has never designed a table are both common.

Enrichment spend is part of the job

Every enrichment column in Clay has a cost in your account, and a table that enriches every row with every provider spends far more than it needs to. A strong candidate decides which fields are worth filling, in what order the providers run, and when a row is not worth enriching at all.

Ask how they would cut the spend of an existing table without losing the fields the reps actually use. The answer tells you whether they have owned a budget or only built tables.

The handoff to the CRM and to outbound

A Clay table is only useful when its output lands somewhere. When the push to the CRM is careless, duplicates appear, good data gets overwritten and reps stop trusting both systems.

Ask how they have pushed data into Salesforce or HubSpot: which fields Clay is allowed to write, how duplicates are prevented, and how enriched lists reach the sequencing tool without someone copying files by hand.

What to check in the interview

Give the candidate a short description of your best customer and a raw list of companies, and ask them to talk through the Clay table they would build: columns, enrichment order, scoring and where the output goes. You will hear whether they think about the question the table answers or only about the features.

Then show them an AI formula or a Claygent prompt that produces generic output and ask what they would change first. A strong answer narrows the question, adds an example of a good result and explains how to check the output before it reaches a rep.

Red flags in Clay expert candidates

Features before the question. In the table exercise, a candidate who lists every integration before asking what the sales team needs will build tables nobody uses.

Enrich everything. A candidate who fills every column with every provider, and never mentions spend, will burn through your account without better data to show for it.

Generic AI output. If the fix for a weak prompt is a longer prompt, with no example and no check of the result, your reps will get research they cannot use.

Push without checking. A candidate who sends records straight to the CRM without verifying or removing duplicates will damage the data your whole team relies on.

Nothing written down. A candidate who has never documented a table will build a setup that only works while they are there.

How much does a Clay expert cost?

It depends on the scope, the seniority and the country the person works from, and any single number describes one scenario and calls it a price. Clay itself is billed by the vendor, separately, and the person works inside your own account.

What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person, with payments, compliance and replacement cover inside it. On Direct Hire it is a one-time fee of 20% to 30% of first-year base salary and the person goes on your payroll. We quote your number before you interview anyone.

How CloudTask hires for this role

You tell us whether you need a builder or an operator, the CRM and outbound tools Clay feeds, and the hours you need covered. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against Clay and the tools you named.

You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.

FAQ

The fine print, in plain terms.

What does a Clay expert do?
They build and run the Clay tables behind your outbound and ABM: enrichment waterfalls, account research with Claygent and AI formulas, scoring on firmographic and intent signals, and a clean push of the results to your CRM and sequences.
Should I hire a Clay expert or a Clay agency?
A Clay agency is an outside firm that builds tables for several clients, which suits a one-time project. If Clay feeds your pipeline every week, a Clay expert inside your team keeps the tables current as your ICP, lists and providers change.
What is Claygent used for?
Claygent is the AI research agent inside Clay. A Clay expert uses it to answer specific questions about each account that a data provider does not cover, and checks the answers before they reach a rep.
Is this the same as hiring a developer or an agency for Clay?
No. This page is for people who operate Clay inside a sales, marketing or RevOps team. If you need custom software built around your data, that is an engineering hire, and if you want a one-time project delivered by an outside firm, that is an agency.
Do we need our own Clay account?
Yes. Clay is billed by the vendor, separately from CloudTask, and the person works inside your own account, so the tables and the data stay with you.
Does the six-month minimum term apply?
Only if the role creates demand. If the person also works as an outbound SDR, a BDR, in demand generation or as a full-cycle AE, Managed Staffing runs on a six-month minimum term. A role that builds Clay tables for the team without creating demand does not carry one. Direct Hire has no minimum term.
What is the $299 for?
It starts your search. One time, not a subscription. It applies to your first placement or toward a buyout, so it is not an extra cost, it is the first part of one.
Why is there no number on the monthly rate?
Because it depends on the role, the seniority and the country. We quote the all-in monthly rate per person before you interview, so you know the number before you commit to anyone.
Who is the legal employer?
On Managed Staffing, CloudTask is the contracting party and handles payments and compliance, and you direct the work. On Direct Hire, you employ and manage the hire from day one.
How does tracking work, and can I turn it off?
On Managed Staffing, time and activity tracking is on by default. Talk to us about your setup when you start your search.
What happens if the person does not work out?
Managed Staffing carries a 24-month replacement guarantee, and replacements are not capped. Direct Hire carries a 6-month replacement guarantee: one replacement for the same job description.
Is there a platform or subscription fee?
No. $299 starts your search, one time, and applies toward your first placement. There is no subscription.

Ready to hire?

3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.