GTM Academy: High Performance Talent & Systems Incubator 🚀

Hey, I'm Reyhan Khan and I've placed more than 250 offshore resources in the last three years.

Today I want to tell you a little bit about GTM Academy, which is a high performance talent and systems incubator designed to turn you from being this business owner who's always stuck in the execution bottleneck to a growth architect who can just make the calls and in the execution takes care of itself.

Obviously you will be involved.

I don't want to give unrealistic expectations here, but this is very different from just average entry level virtual assistants from Philippines, India, Pakistan that you just give a task and they barely completed and they almost never think of ideas and ways to make the business better.

This is very, very different.

So first, what do you need?

If you're here, if you're watching this, you probably need one of these things or maybe all of these things.

First thing would be a reliable offshore resource who acts as your technical right hand person.

By this I do not mean someone super technical, a software developer.

I do mean somebody who can figure out any new SaaS product that lands on the market.

Because this is changing really, really fast.

SaaS products like Clay, N8N, Claude, Code Gemini, which AI bot is the best to talk to, how to integrate this into your CRM, into your delivery, depending on different use cases, but someone capable of handling those projects, someone on the team who enables your business with the latest tech.

So are you using cloud code already?

No.

Okay, in a year's time, let's say you're a recruiter.

In a year's time, I can assure you at least 5 to 10% of recruitment, recruitment businesses will be using cloud code or a similar system.

Right?

What will the other 90% do?

Still make phone calls, still go on LinkedIn, LinkedIn, recruiter to source, Canada.

They still do things the old school way and they will slowly die down.

And only the recruiting businesses and only the agencies in any domain, whether you do gtm, whether you do recruitment, I do this for different type of businesses, I'll tell you more about that later.

But you need to be enabled with those latest systems.

If you don't, you will be left behind.

I am not trying to spread FOMO or trying to sell by fear here.

This will actually happen.

This is a reality right now.

third thing, someone to buy you back time.

So if you do not have someone you can rely on, let's say go on holiday and your business still runs for three to five days at the same pace, you have not even seen what's possible with not just the academy, with the level of talent that's available in the world.

someone who turns your raw ideas into practical projects.

Right.

Most CEOs are visionaries.

However they don't have the time or capacity to go do all the things themselves.

So you just come up with ideas, give direction and you get a 70, 80, 90% done draft of that project within a committed timeline.

Someone to enable you with best in class systems for operation, sales and content delivery.

I've already talked about that ties in here but specific use cases, right?

Specific use cases like operations this means CRM this means ads system sales, this means reaching out on email, right.

Automated messaging on LinkedIn, automated voice notes for example content.

How to post on LinkedIn, how to go from an idea to an image post or a video post.

how to market that post on different platforms.

Right.

How to get people to engage with that post all of that delivery.

How to find better candidates.

Right.

Just yesterday I posted a tutorial comparing pin.com against clay against LinkedIn recruiter, on which one is faster and better to source candidates.

It takes about seven minutes now to source 250 qualified candidates for a niche job.

It the experiment I did here was for an estate lawyer in Atlanta in a specific location and it worked well.

So my point is you need these systems for all these different use cases.

Lastly, resource and place battle tested resources.

So I'm not just making promises here.

I have a community now I have two communities actually.

One is for business owners.

I mainly coach recruitment business owners on how to set up how to do better, how to scale their business.

But also you see here, 79 members GTM Academy.

I'm putting everybody through these courses then answering their questions twice a week, training these people up even after I place them and allowing them to be better and better with time.

So it's not like you'll just pick up someone and place them with you.

We will pick one of these people or someone that or has already been through, all of our systems in our training.

So they don't just help out in the end they arrive with the blueprints to fix your sales, your delivery, your content engines.

Depends on the use case.

because I have placed, I'll talk about that, like who you are.

I've placed talent with different types of businesses.

Now your current situation, the type of businesses we mostly work with are either solopreneurs or teams from 1 to maximum 30, 35 is what I see, right?

You're not happy with the current quality of talent in your team.

You have possibly tried offshore hires before and they did not work well because they were just task takers, right?

You went on upwork and you hired, you went on fiverr and you hired.

You work with an agency that plays the VA for like $700.

Who could, let's say, I don't know, reply to emails for you.

Like something super basic, right?

They cannot really come up with proposals to send to clients that you just did calls with like tends to send to prospects, right?

You could just say hey, here's my call notes to send this client of proposal, add these pointers and before you send, send it to me for review that type of task.

Because this is critical, this is revenue generation.

That's why I just came up with an example.

You are drowning in operations, fulfillment and sales.

You are the single point of failure in your business.

This is the case with most small business owners.

Even if the business is at 10 to 15 people, it will still crash once they step out.

I'm not saying just by plugging in this resource everything will change magically, but within the first three to six months you will start to feel relief as well as feel a camaraderie amongst, building amongst your team.

Right?

Even if it's just the two of you, you will feel support.

and I have multiple like I have more than a dozen testimonials to show that you have an in house team where you're paying people 60k to 120k.

This happens a lot.

I just had somebody who fired their operations guy who they were paying $55,000.

This was in person in Arizona in the US and that guy didn't even know how to use Clay.

Clay is one tool we use for enriching better data and outreach mainly for lead generation.

That's just one example, right?

Imagine this guy wasn't that good with HubSpot and he was supposed to manage the operations for sales, sales and outreach.

Now he couldn't even understand that tool.

We let go of that guy, we placed the guy for fifteen hundred dollars and then give him comms for every deals closed.

And now this client has been very happy for the last 60 days.

He's probably saved like 45k annual just by making this one hire.

We have another example.

Shaina Mar, a recruiter in the US who has hired three people.

one operations manager, one junior recruiter, one talent sourcer, all through us, all at in between 1200 to $4400 per month.

So that's another thing, cost savings.

It's a big one because there's really elite talent across the globe now.

I personally, I am from Pakistan, I live in Lisbon, Portugal.

I've been here for three years.

I've been to the, I've lived in Dubai for a bit.

I've also been working for a company in New Jersey.

Before that I worked at some of the biggest revenue generating agencies in terms of like the team size, like how lean they were.

Like a company of 20 people just consistently doing 2 million every single month.

Right.

In those environments there's a lot of pressure and you have to figure out a lot of different things based using all those learnings.

Now I'm trying to train these people.

So that brings me to why?

Listen to me.

Because I have placed more than 250 offshore resources in the last three years alone with only six replacements.

We always do a replacement guarantee.

If you do not like the resource, we will change it for you.

We will place a new person.

But now I'm very proud of the fact that we don't even get to a replacement.

We ramp up the person so well and we keep a, check on the client for the first eight weeks, make sure they're happy and then we do like no replacements have happened for the last eight months.

Secondly, I was an offshore VA nine years ago.

So if you go and check out my LinkedIn, which I would really appreciate if you do because I always post content around these things and I'm confident if, even if there's no financial transaction involved, you can definitely learn a thing or two from the system or from my story.

And again, I'm not trying to be this guru guy here.

I'm just trying to sharing my mistakes as well as my learnings.

Now if you go on my LinkedIn, my jobs here, I, this S and P, I was in Pakistan right until even 2021.

I was working in the capital of Islamabad as a of Pakistan.

Islamabad at a dead end corporate, right.

I started freelancing and then here I used to be a va and then eventually when I left I was in operations lead.

This company I joined as a va.

I haven't shown the full transition here, but I left as director of operations.

I joined as an operations VA, from Upwork.

There's a full story on my YouTube channel about this as well, on how I got into this.

And then my third company that I work for and then I joined my Own business.

I went from making $250 per account to making as much as 12 to 13,000, 14,000 in a month.

And now even more like, thank God, God is kind with this growth.

But I'm just trying to show you I was there and I have made it from OPS VA to coo.

That's why I know why, like, what are the important things?

It not just, it's not just the tools.

It is not just even the proactivity.

It is more along the lines of personality traits and the Persona that you look for.

Like, how hungry are these people?

And I always find offshore resources to be more hungry.

It's just, just a, probably a thing of opportunities.

Like they don't have as many opportunities.

and yeah, so that's what places me, into a good position to train these people.

I train them on talking to your clients eye to eye, challenging them, pitching your ideas, sending end of day reports every single day, end of week summaries, holding the whole team accountable to their end of weeks, to their projects and their KPIs, how to set SLAs, KPIs.

What systems do you use for that?

Asana ClickUp.

Market Monday HubSpot.

Everything is covered in the course that we put them through.

However, we tailor the experience once we place the person.

So if someone's working for a marketing agency and we've placed them, we will not push them through all the recruitment content.

For example, four week ramp up support.

This is actually eight week ramp up support now.

So we support every single person that we place through a WhatsApp channel, as well as these two weekly Q& A calls that I've shown here.

by the way, this community is invite only.

You see, 13 membership pending requests which I have not accepted.

People want to join this, but this is only meant for the people I want to train and that I will place with our clients.

Free replacement guarantee for the 60 days.

If you do not like the person, if the vibe is off, if, I don't know, they decide to just disappear.

Like these things happen time to time.

but like I said, out of 250, we only did this six times.

It may also happen where you feel like initially you wanted someone else, something else, and now you're like, hey, I want like an AI content creator.

I recently had that.

So we always have this room for replacement, replacement, of resource within 60 days.

Lastly, cultural mastery.

I have mastered, I believe, the cultural alignment between talent from South Africa, Pakistan.

Those are the two biggest places I place Talent from we also time to time I've sourced some talent from Tunisia, from Lebanon, from Egypt as well.

but what I'm trying to tell you is these people don't have like a 10 on 10 cultural match with a business owner in the UK or the US right.

If you prepare them well though, or if you go in deep enough and find that talent that is already a cultural match and then train them on the skills and then let's say I place someone for a year or two years and now they've gone from a junior to like a mid level resource.

And, and now I meet another client who needs a mid level resource.

Now this person's a perfect fit.

So it's not always like we place a junior, there's different tiers but we make sure that every single person that we place there is cultural alignment.

Right?

They speak perfect English, they're fluent, it almost never feels like they're offshore.

but also they do understand your needs, you know, where you come from, how you talk, like how you joke around and things which sometimes people do not understand.

So we make sure the cultural alignment is there.

And finally, who is this for?

I have placed about 60 to 65% of the people with recruitment agencies, but we've also done SaaS.

We've placed a very capable resource with Heyreach, which is a 10 million ARR SaaS right now GTM agencies, multiple agencies.

One of the most notable ones is called Outreach AI, which is one of the best outbound agencies when it comes to recruitment.

lastly for marketing agencies, a company called Client Accelerators is where I went from being a VA to head of operations and then I ended up placing about eight to 10 people within that agency.

So you can look up all these examples on, on the same page if you scroll below.

and mostly it would, it would be best if you're an SMB owner.

We have like those are all the people that we work with in the past.

So if you're looking for a cost effective high agency talent that doesn't need hand holding, you've come to the right place.

lastly, if you are also interested in getting better with systems, right?

If you want to prepare for the future, prepare yourself with the right tools, tech stack, systems and processes, including Claude Code, Claude Bot.

Right now we're exploring these two.

This is March of 2026.

but I don't know what the future holds.

So you better have people by your side which can at least equip you and prepare you for the future.

So if this is of interest, scroll below, book a call or message me on LinkedIn.

I would love to get on a call with you, just share a free roadmap and tell you how many resource we have resources we have that match your, criteria right now.

And we also send out one or two sample profiles with a person's introduction video and a CV for free.

We'll send you a profile, not the full cv, like a redacted one, for free.

You can take a look and before you make any, you know, any transaction, any financial transaction, you can just see that for yourself and see if this would be a good fit for your team or not.

Thank you so much for taking out the time and I will see you on the other end.