Suhaib S.

Brian T. Clay can’t scrape LinkedIn connections directly. Best practice is enrich with Clay for company/people data, then use a LinkedIn tool like LinkedHelper, Phantombuster, or Sales Navigator to map mutual connections. Combine both and you’ll know where warm intros exist

Find People filter by department/title (like IT, HR, etc.) and then count them with a rollup/aggregate column. That’ll give you department-wise headcount

OpenAI + Anthropic depending on the task, OpenAI usually wins on cost/effectiveness for most Claygent runs

easiest way is add a Lookup column in your employee table, match on domain with the company table, and pull the locations count over

in that case better to pre-filter in Supabase with SQL, then send only the reduced set into Clay as context. Pulling everything raw into the LLM will always be costly

when you run the enrichment, click the (settings) next to the output field, then choose “map to existing column” instead of creating a new one. That’ll let you send the description straight into your existing column

credits don’t roll over on Clay, they reset each billing cycle. If you had 95k unused, they expire at renewal and your account just resets to the plan’s monthly allotment (4k on the downgrade)

Alexander F. no native Supabase MCP in Clay. Either host your own MCP (Vercel/GCP) or just hit Supabase REST/PostgREST API in Clay to pull only needed rows

Bill G. I’m not in Minneapolis but I work a lot in Clay. Happy to connect and help out if you’re looking for tips or want to compare setups

Joshua P. few things you can tweak: 1) Try more signals than just open jobs (funding, team growth, tech stack shifts). 2) Hiring managers are fine but test CXOs too for better replies. 3) Bounce rate likely from email enrichment flow run a single verify at the end instead of every step. 4) Scripts may need personalization beyond job openings. These usually lift reply rates