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Liran Kotzer שיתף את זהThe best deal your team closes this quarter is probably already in your database. It's a contact you've known for years. You just don't know they changed jobs. Here's the pattern we kept seeing. A recruiter spends years earning a relationship. Then that contact moves companies, and overnight the relationship goes cold. Nobody's watching. But a job change isn't a lost contact. It's two open doors: → The new company needs to hire. → The old company needs to backfill. And both already trust the recruiter who built that relationship in the first place. Your database isn't the problem. It's full of opportunity. It just goes stale the moment nobody's keeping it current. That's why we built our BizDev Agent here at Woo, so your warmest opportunities come to you instead of chasing cold ones all day. And who better to walk you through it than Gabe Mendelsohn, who somehow makes BizDev automation look like a Netflix trailer 🎬
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Liran Kotzer שיתף את זה80% more accurate. 60% cheaper. Same AI, just better data underneath it. That's what Gartner published last week, and it reframes where the real AI investment should be going. Most organizations are racing to deploy AI agents on top of data that is outdated, incomplete, and never maintained for AI to actually use. Candidates who changed roles two years ago. Contacts still listed at companies they left. Records that exist, but no longer reflect reality. That's not a data quality issue, it's a foundation problem. And when AI agents operate on that foundation, they don't just underperform. They confidently produce the wrong answer. Gartner's point is precise: without current, contextually rich data — data that reflects real relationships and real meaning — AI agents cannot operate accurately. Garbage in, hallucination out. The bottleneck was never the model. It was always the data layer we skipped past to get to the exciting part. Infrastructure before intelligence. In that order. Link to the full Gartner report in the comments.
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Liran Kotzer שיתף את זהStaffing is a “people industry”- and that’s exactly why our networks make us stronger. Special thank you to a network dear to our heart, TechServe Alliance, for hosting us at a beautiful happy hour. It’s always a pleasure catching up with industry friends, clients and partners! Mark Roberts Susan Donohoe Sean Gilligan Sevonne Eliyahu Daniel Zargari, MBA Gabe Mendelsohn
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Liran Kotzer שיתף את זהI learned this one the hard way when I owned a staffing agency: I thought I owned my network. I didn’t. We were doing tech recruiting in a pretty tight market, and I was sure our ATS database had everything we needed. We had thousands of candidates who knew our agency (SeeV) Hiring managers we had worked with before, moving from one startup to another. A lot of history. A lot of relationships. I thought that was a huge advantage. But over time I realized something frustrating: - the network was there, but the data wasn’t. -People had changed jobs. - Candidate records were incomplete. - Important fields were missing. - Notes were scattered. - A lot of profiles were basically dead. Not because anyone was doing a bad job. Just because when you’re busy running a recruiting team, clean data is always “something we’ll fix later.” And later usually never comes. So in practice, we weren’t really using our network. We were rebuilding it again and again from the outside. Paying LinkedIn a lot of money to find people who, in many cases, were already somewhere in our system. That’s when it hit me: if your data is outdated, you don’t really own your network. You just have a messy record of it! That lesson stayed with me, and it’s a big part of why I built Woo.io Because I think a lot of staffing firms believe they have a top-of-funnel problem, when actually they have a database problem. And those are very different things. One means you need more leads. The other means the value is already there — you just can’t use it. So many firms are sitting on years of relationships and still acting like they’re starting from zero.
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Liran Kotzer פרסם/פרסמה את זה מחדשLiran Kotzer פרסם/פרסמה את זה מחדש🚀 We’re hiring a hands-on Revenue Operations Manager at Woo.io If you love owning the messy middle of RevOps and building the systems that make it disappear over time - this one’s for you. At Woo, you’ll: *Own the revenue ops backbone (customer data, invoicing, HubSpot) *Build dashboards leaders actually use (HubSpot + Replit) *Turn manual GTM processes into structure + automation *Sit at the intersection of Sales, CS, Finance, and Leadership *Help a fast-growing team scale how we run revenue This is a roll-up-your-sleeves role today with a clear mandate to build the machine for tomorrow. 📍 Tel Aviv / Ra’anana (hybrid) 📊 Reports to CRO 🧠 Big ownership, real impact, zero fluff If this sounds like you or someone you know please DM me! Yoni Gancz Daniel Zargari, MBA Gabe Mendelsohn
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Liran Kotzer שיתף את זהIt's exciting to see more and more Vincere customers using Woo. Live, enriched and reliable data is the foundation for successful AI adoption.Liran Kotzer שיתף את זהYour CRM is only as powerful as the data inside it 📊 To get real value from Vincere, your data needs to be clean, complete, and up to date. Doing that manually? Nearly impossible 😮💨 That’s where Woo.io comes in ✨ Woo keeps your candidate and client records fresh and actionable, helping you make more placements from your own database and rely less on third-party sources. Discover the Vincere + Woo integration: https://ow.ly/SF1y50XLpxv
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Liran Kotzer שיתף את זהI’m very happy to welcome Sevonne Eliyahu to Woo as our Chief Revenue Officer! Sevonne brings more than 20 years of SaaS leadership experience, having led revenue, customer-facing, and GTM organizations at some of the industry’s most respected companies. She has built and scaled global teams, strengthened customer relationships, and driven meaningful growth at every stage of her career. At Woo, Sevonne will lead all of our revenue and customer-facing functions as we continue expanding globally. Her people-first leadership style, strategic clarity, and deep operational expertise make her the ideal partner for this next phase of acceleration. We’re excited to have her with us as we scale Woo’s impact across the industry. Welcome, Sevonne. Big things ahead! 🙌
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Liran Kotzer שיתף את זהOur clients have been telling us non stop about the TechServe Alliance summit and the value in the conversations being held there. We are excited to see our clients, partners, and industry peers + leaders and discuss everything RecTech. See you there, connect with me / Yoni Gancz / Daniel Zargari, MBA / Gabe MendelsohnLiran Kotzer שיתף את זהTechServe Alliance thanks new Supplier Member, Woo.io for their support as a Silver Sponsor of the 2025 TechServe Alliance Executive Summit! With Woo, you can make your recruitment process more efficient by leveraging your past candidates. Constantly track your past candidates' career moves using Woo's AI-powered Career Tracker technology and re-engage with them at the right time. Learn more about their solutions here: https://lnkd.in/ekm3miyN Come meet the 2025 Sponsors in person at the Executive Summit - register today: https://lnkd.in/eaUSHk4j #TechServeSummit2025 #SummitSponsor #Woo #AIrecruiting
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Liran Kotzer פרסם/פרסמה את זה מחדשLiran Kotzer פרסם/פרסמה את זה מחדשEveryone wants to visit the Promised Land of AI Agents… Until they realize what’s actually waiting at the gate. “Wait, do I need more people?” “Aren’t agents supposed to replace people?” “Why does it cost so much?” “Do I need clean data? A strategy? Infra?!” “Why is this thing hallucinating!?” This is the reality check most companies face after jumping on the AI agent bandwagon, seduced by the hype and the dream of full automation. Here’s the thing: building effective agents is hard. Really hard. Especially when you’re dealing with tools like LangGraph or Langchain, where even finding talent is a challenge. And surprise: your agents are only as smart as your data is clean. No data, no value. No investment, no results. So before booking your ticket to the AI agent utopia, make sure you’ve packed the essentials: 🔹 A solid AI strategy 🔹 Quality data & infrastructure 🔹 Realistic expectations 🔹 And yes… budget. Otherwise, it won’t be a journey to the Promised Land. Just another detour to the AI graveyard. #ai #agents #genai
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We are very happy to have you with us Koz, good luck 🙌
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Liran Kotzer אהבתי את זהLiran Kotzer אהבתי את זהIf your recruiters are paying LinkedIn to reintroduce them to people already in your ATS, something is broken. Yes, it happens all the time. ATS data goes stale as people move companies, get promoted and change roles. Recruiters stop trusting it, so they head back to LinkedIn. Suddenly someone who applied, interviewed or worked with you before gets a cold message as if that relationship never existed. Or you pitch them a role they outgrew years ago. That’s inefficient for recruiters and even worse, a bad experience for candidates. I say this all the time: your net worth is your network. For staffing firms, your database is one of the few advantages that’s actually yours. Keep it current. Activate the relationships you’ve already earned. Otherwise, you risk becoming a very expensive LinkedIn reseller. More on this with Woo.io and Gabe Mendelsohn in the video below. 👇
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Liran Kotzer אהבתי את זהLiran Kotzer אהבתי את זהDreamforce is landing in San Francisco September 15-17, and Marc Benioff already told everyone the theme on the Q1 fiscal 2027 earnings call: "We are the number one agentic CRM, transforming every company into an agentic enterprise." Agentforce ARR crossed a billion dollars, up over 200% year over year. Here's the line that got less airtime: When Marc Benioff went after Microsoft's Copilot agents earlier this year, his real argument wasn't about features. He said the actual gap was the data and metadata underneath, the stuff needed to build real corporate intelligence instead of a chatbot wrapper. Same logic applies to every company building on Salesforce, including staffing firms running it as their ATS. An agent pulling from a database full of duplicate candidates and untagged, stale career history isn't going to make better placements. It's going to make confident guesses faster. There's a good prep piece floating around this week on what Salesforce shops need to sort out before Dreamforce, and the thread running through it is the same one I keep landing on whenever I'm knee deep in Woo.io's enrichment numbers. The agent layer is only as good as the record sitting underneath it. Nearly every staffing enterprise I'm talking to right now is dealing with the same issue, stale ATS data. Marc Benioff's betting big on agents, but no agent fixes that on its own, it'll just expose it faster.
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Liran Kotzer הגיבו על זהLiran Kotzer הגיבו על זהJumped right back into the swing of things earlier this week, but finally taking in the family time I got to enjoy. Vacation has a way of recalibrating what feels important. I was fortunate to spend a few days with my family in Austria and the Czech Republic. It was wonderful. Long walks. Fresh air. Mountains. Rivers. Beautiful cities. Time outside with nowhere particularly urgent to be. ...And wasps. So many wasps! 🐝 They became a running joke because they seemed determined to join every activity and outing. They literally tagged along on our family holiday. While it was annoying at the time, I came home reminded that not everything needs to be optimized- some things are meant to be experienced (and maybe overcome). Your kids don’t need every moment to go according to plan. Your team probably doesn’t either. There will be interruptions, frustrations, competing priorities and plenty you can’t control. What you can control is how much space you give them. It’s more important to stay present, deal with what shows up, and not let small irritations crowd out the people, moments and work that matter. We left unscathed, with great memories, a little more perspective, and thankfully, no stings attached.
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Liran Kotzer אהבתי את זהLiran Kotzer אהבתי את זהI’m a millennial, as my kids often remind me, which means I grew up watching Alyssa Milano and Hayden Panettiere. After the news of Hayden’s passing, Alyssa’s tribute stood out to me for a specific reason: she chose to remember the whole person. Not just the headlines. Not just the difficult chapters. But her courage, her humanity, the causes she cared about, and the ways she tried to make an impact. It made me think about how often we do the opposite at work. How we reduce people to a moment in time: a title, a promotion, a missed target, a difficult quarter, a bad decision. But careers are rarely linear, and people are rarely as simple as their most recent outcome. Good leadership requires judgment and accountability. It also requires perspective. The ability to assess performance without turning performance into identity. To recognize that someone can struggle and still be talented. Make a mistake and still have good judgment. Go through a difficult chapter without that chapter becoming the definition of their career. That doesn’t mean lowering standards. It means seeing people accurately. Maybe that’s part of what it means to be a mensch in leadership: holding high expectations while still making room for complexity, context, and humanity. A useful reminder that the person is always bigger than the performance. May Hayden’s memory be a blessing.
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Liran Kotzer הגיבו על זהBesides our people, our data is one of our most valuable assets. Like many organizations, we have a tremendous amount of information in our database. The challenge isn’t having the data—it’s organizing it so it's easy to access, understand, and act on. Woo has been a valuable partner in helping us unlock that information, making it easier to get to the insights we need and put our data to work. There’s a big difference between simply having data and being able to use it. Turning information into actionable insight is where the real value begins. #techtalentlink #woo #greatrecruitersLiran Kotzer הגיבו על זהHeard it on the Woo.io sales floor 👂 This one deserves a big shoutout to Susan Robinson at Tech Talent Link, Inc. Susan built TechTalentLink around a simple belief: hiring should be a positive experience for both clients and candidates. Her team puts a huge emphasis on open communication throughout the process, and the results speak for themselves. 85% of the candidates they present to established clients get interviewed, and roughly a third receive offers. That same thoughtful approach is what sparked this idea. Susan suggested looking at candidates she’d placed in the past who have since become hiring managers, whether through an internal promotion or a move to a new company. We worked together to narrow it into something she could act on immediately: 1. Identify those people 2. Turn them into a warm Contacts Hot List And the best part: Susan is already getting meetings from it.👏 This is what great partnerships look like. Susan brought the insight and deep recruiting experience, and together we turned it into an actionable workflow. Huge credit to Susan for spotting the opportunity in the first place, and for being such a great partner along the way. cc Ella Goldberg + Shani Nyer. Definitely one from the sales floor worth sharing!
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Liran Kotzer אהבתי את זהLiran Kotzer אהבתי את זהOkay, I know I've been quiet on LinkedIn. Very unlike me, I'm aware. Apologies in advance to everyone who thought I'd fallen off the face of the earth. I'm in Paphos, Cyprus this week with the Mrs and my three (beautifully chaotic) children. Really off, actually not checking Slack every 20 minutes. Huge thank you to the team at Woo.io for having my back and covering me! Between the pace of our innovations happening right now, taking real days off isn't so simple, and I know it only worked because people internally step in for each other. That doesn't go unnoticed, that's more than culture, that's a winning unit. My inbox, on the other hand, currently looks like a crime scene, please be gentle with me this week. Back soon, tanned, recharged, and ready to talk data quality with anyone who wants to box me about it in the comments! 📍 Paphos, Cyprus 🌴
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Liran Kotzer אהבתי את זהLiran Kotzer אהבתי את זהJust had my first article published with The Global Recruiter - The independent voice of the staffing industry, part of the (TRN) The Recruitment Network family. It's about the side of data nobody's talking about while everyone races to lock down identity verification. Turns out the bigger risk might already be sitting inside your ATS. Also, yes, that's me barefoot in the photo. The (TRN) The Recruitment Network Summer Retreat was incredible, but 14 hours of walking and networking in brand new leather loafers was a rookie mistake I will not be repeating. Shoes off, zero regrets showing off my maroon socks. Massive thank you to (TRN) The Recruitment Network for the platform and the trust to let me put ideas out there. Not something I take for granted! Would love your thoughts 👇
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Liran Kotzer אהבתי את זהLiran Kotzer אהבתי את זהThere's lots of optimism in the market as hiring demand is rising. The question we keep asking is whether your database is ready? Robert Half reports that 66% of U.S. employers plan to increase permanent hiring in the second half of 2026. At the same time, 58% say finding qualified talent is harder than it was a year ago. That is a major opportunity for staffing firms. Not just to source more people, but to uncover the value already sitting in their ATS. The candidate who gained new skills, the contact who moved companies and now holds budget, the specialist who was unavailable last year but may be ready today. When demand accelerates, agencies cannot afford to start every search from zero. That's why when you prioritize current, searchable and actionable data, you are sure to come out on top.
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Liran Kotzer אהבתי את זהLiran Kotzer אהבתי את זהMoved into new office. 36°C outside. 15°C between cheese and milk fridges. I'll be at the coolest spot in town until October. If anyone wants to meet for a Cornetto and yoghurt then be in touch.