Want Diversity? Do Something.

By David Sokolow, Co-Founder and CEO of WeFind

August 17, 2017

I only realized my gender bias a few weeks ago. I was walking around the workspace where WeFind calls home, and I came across Rachel Brender and her team at Pitaya. Rachel is an awesome founder and we tend to commiserate on the fun ups and downs of startup life. As I walked passed her team, a table fully occupied by four women, I made the joke, “Wow, a lot of diversity at this table.” She looked at me and said, “David, your founding team of you and Yarin (co-Founder at WeFind) are all guys, where’s your diversity?” At that point, I realized, wow, why was it weird that her team was all women? Read more here...

Our Guiding Principles (and a brief story about Burger King...)

By David Sokolow and Yarin Slivka, Co-Founders of WeFind

June 5, 2017

Before David's parents got married, they sat down in a Burger King on January 10, 1980 and developed the “Great Compromises made at Burger King.” No, this was not a Whopper order. They wrote down rules for what was important to them when raising a family. Rule #5: Teach children to be independent. Rule #16: No one will take anyone for granted. Any time they had to make an important decision, they would go back to this contract to make sure they were following this guidance. Growing a company is a lot like growing a family, and in that light, Yarin and I have developed our WeFind Guiding Principles. Read more here...

In Recruiting, (Company) Size Matters

By David Sokolow, Founder and CEO of WeFind

March 29, 2017

Originally published here on

Many hiring managers look outward when evaluating potential candidates: Does this person have the skills or experience I need?

While this is an important consideration, it’s only half of the equation. Finding great talent is about identifying the right match. Not only does a candidate need to meet your requirements, but your company also has to make sense for them.

One of the most important factors in the talent-employer match equation is your company size. Working at a 10-person company is a very different experience from working at a 1,000-person company. Each poses a very different value proposition for a candidate, and candidates need different sets of personal and collaborative skills to succeed in each setting. Read more here...

WeFind & WeWork Partner to Give WeWork Residents Better Access to Talent

By David Sokolow, Founder and CEO of WeFind

March 19, 2017

We’re super excited to announce that WeFind has officially gone live on the WeWork benefits platform to give their resident companies better access to talent. 

Starting this week, every US WeWork resident company that signs up to WeFind through this promotion will receive a 50% discount on all candidate searches for their first year on WeFind! WeWork has many incredible startups working as resident companies in their workspaces, and we know startups need valuable tools to succeed in their early stages.

WeFind is here to help by giving startups a competitive advantage in the talent market. We help startups tap into their user base to find great talent for every role from engineering to sales to customer service and more. Finding talent in your early stages is about connecting with people that live and breathe your product, and these are the people we help you find.

In addition to this, we’re helping startups better understand their user bases through demographic analyses and helping them partner with companies in the WeFind network to grow their user bases as well. We want to be by your side to help you achieve your mission.

We’re excited to help WeWork residents grow and develop their incredible ideas and we look forward to working together. If you are a member of a WeWork resident company and want to learn more about the partnership, just email and we will get the conversation started.

Rethinking Location in Recruiting

By David Sokolow, Founder and CEO of WeFind

March 14, 2017

Tel Aviv, Houston, San Juan, Manila, and Istanbul - these are the global offices of WeFind. It might sound a little absurd for a 1.5 year old company to have 5 offices across the globe, but this is not out of the norm for the modern startup.

While location has long been a constraint in the recruiting equation, in 2017 this has changed. The shift of all roles to computer-based work and the explosion of cloud-based office collaboration tools have made it so almost any job can be done remotely.

This presents both an opportunity and a challenge for hiring managers and talent acquisition leaders. The old philosophy has been that the more people work together in person, the more efficiently and cohesively they can work and bond as a team, and the better product they will produce. The new philosophy asserts that location is a variable that can optimized to give you access to better talent and minimize cost. But, how do you think about location in your talent portfolio in this new world? Opening remote work gives you access to talent in new markets, but what’s the cost to company culture?

Read more here...

Building Your Dream Product? 10 Tips to Work with Freelance Developers to Build it Right

By David Sokolow, Founder and CEO of WeFind

February 17, 2017

It’s a really exciting moment when you’re starting to turn your idea into a real product. You start to think about the beautiful design of what it could be. The visceral reaction you will get from your users when they use your product for the first time. The millions of dollars you’ll get when Google buys your startup (obviously). Now, time to begin!

You’re not a developer, so you start looking for someone to build your product. You find them online and only for $30/hr! They like your idea and it’ll only take 20 hours to build. You give them a quick spec and then spend the rest of the day on Mansion Global looking at the house you’ll buy post-exit.

25 hours later, you get the first version back...Read more here...

Grounding AI in Reality: The Impact of Artificial Intelligence on Recruiting

By David Sokolow, Founder and CEO of WeFind

February 9, 2017

It’s difficult to write about artificial intelligence (AI) without getting caught in a sea of buzzwords. Machine learning. Natural language processing. Deep learning. Neural networks. We could go on for a while...

There is a tidal wave of tech hype around the topic, and in this environment it’s hard to assess what’s actually having an impact versus what’s just clever marketing.

The reality is, when it comes to AI’s impact on recruiting, the same core things matter that have always mattered: are you hiring the right people to help your company grow?

AI’s impact on recruiting will be measured by how well it helps companies answer this question. If tech companies and HR organizations prove that AI can effectively connect companies with better people, then it will be transformational. If not, it won’t. Read more here...

Make Room for a Nudge: The Impact of Shared Workspaces

By David Sokolow, Founder and CEO of WeFind

January 24, 2017

Everyday at WeFind I am constantly thinking about how we can get better. The better we are at everything, the closer we are to growing revenue. If we can do something that will get us a 1% productivity improvement, we’ll take it. Every inch counts.

This is why we love nudging. A nudge is a simple concept where you change an element of how you work to indirectly encourage better behavior. As an example, an office might shift all of their teams to sit at group tables instead of private offices to encourage more collaboration. Google is a big believer in this, but it’s become popular in government as well under David Cameron in the UK and Obama in the US.

Nudging is so valuable because it’s usually a one-time test to put a nudge in place, and once you do it, it’s very little effort to maintain the positive behavior improvement on an ongoing basis. If you just put the healthier food in the office pantry in a more accessible place, more people will eat healthy at the office and you’ll save on your health care budget in the long run. Beautiful! (Google actually did this one)

Our most successful nudge at WeFind so far is our chosen office space: SOSA. SOSA is an innovation hub and shared workspace in Tel Aviv. Shared office spaces are a relatively new phenomenon in the past 5-10 years, and they serve as an ad hoc real estate option for high growth companies that don’t have time to manage it on their own. SOSA provides us with offices, wireless internet, and all of the Nescafe you could ever desire. However, more than this, SOSA and shared workspaces in general provide a unique ecosystem that nudges us to innovation. Read more here...

Founders vs. Analysts: Why You Need Both on Your Team

By David Sokolow, Founder and CEO of WeFind

January 11, 2017

Prior to my life as founder and CEO of WeFind, I was a strategy analyst. Sexy, right? I spent years at Deloitte Consulting in their strategy and operations group, and following that I went on to Grubhub to work in an internal strategy group.

I chose this career path because coming out as a young undergraduate business school grad, strategy was a top destination. It gave you the opportunity to see a variety of businesses, get exposure to executive leadership, and understand how to think and plan for the long term. While all of these things are true, it probably only prepared me for 50% of the journey of starting WeFind.

Making the parachute inflate

Starting a company is hard. Really hard. I’ve probably made up 10-20 analogies to describe it, but my favorite is the parachute analogy. Remember that parachute game in gym when you were a kid? Everyone in your gym class stands in a big circle around a giant parachute and you all lift it up in the air. Wow, the parachute inflates!

Starting a company is kind of like that, except instead of 30 people trying to lift the parachute, it’s just you. And if you don’t inflate it, your company dies. 

This dramatically shifts how you think about the world. Pragmatism trumps idealism. Passion and pain inform creativity. Your life is the hustle. Read more here...

10-9-8-7-The Countdown to Recruiting Season Starts Now

By David Sokolow, Founder and CEO of WeFind

December 28, 2016

# of Queries for the Term 'Jobs'

Google Trends Data 2012-2016

Some people look forward to football season. Other people look forward to wedding season. At WeFind, we look forward to recruiting season.

That’s right, it’s almost January 1st and that marks the beginning of the busiest time in recruiting all year. Seriously, it’s true:

Every year candidate and company interest in recruiting spikes in January, driven by new budget for hiring across companies and millions of midnight New Year's resolutions to find new job opportunities.

To capitalize on this recruiting season we’ve put together our top tips for talent managers and candidates to be successful this year. Our theme for the year is optimization. As a talent acquisition manager, how do you optimize your strategy to find the best people? As a candidate, how do you optimize your search to give yourself the best chance of landing a new opportunity? Read more here...

The Rockstar Dilemma

By David Sokolow, Founder and CEO of WeFind

December 15, 2016

Talent acquisition is one of the busiest teams in your company. In high-growth organizations, each recruiter may be tasked with filling 20+ roles per month, and all of these individuals have to be rockstars. Rockstar is a word that gets thrown around a lot in talent acquisition. It’s a label for top performing individuals that excel in their jobs and can elevate the performance of their team.

While everyone wants to hire them, with a busy talent acquisition team, it’s easy to fall into a trap of only evaluating talent that actively applies to your company. Active applicants are more likely to respond to your emails and accept job offers, so they require less energy to hire.

This is a trap. Active applicants only represent a small portion of the market and are statistically less likely to be top performers. While you may be able to find talent that is good enough to satisfy hiring managers, you end up leaving a substantial amount of value on the table by not waiting for those rockstars to join your team. Read more here...

Want Your Employees to Care? Get Them to Use Your Product

By David Sokolow, Founder and CEO of WeFind

November 29, 2016

Product is at the center of everything you do as a company. Despite this, in many organizations, employees are disconnected from it. If it doesn’t fit into their daily lives, they don’t care.

This is a missed opportunity.

Motivating your employees to use your product will not only make them better at their jobs, but it can create that sense of shared purpose you’ve been looking to build within your teams.

Read more here...

How to Take Talent From Being Found to Being Hired: 

Optimize Your Open Rates

By David Sokolow, Founder and CEO of WeFind

November 17, 2016

“I can’t find top talent.” 

You may have heard this line uttered by your CTO, CMO, or other lead hiring managers. Seemingly caused by a global skills gap in web-driven roles, hiring managers are often unable to find suitable talent and are asking recruiters to help solve this problem for them.

Here’s the hard truth: The notion that finding talent is the only solution to growing your team ignores the rest of the recruiting funnel. In actuality, there’s a second step that comes after finding talent: hiring that talent, and therein lies a tremendous opportunity to optimize how candidates go from being found to being hired. The bulk of this opportunity sits in how you communicate to these potential hires, especially over email. Perfecting your email open rate can yield tremendous talent gains, even with the same level of initial recruiting team investment. After all, the talent has been found — now all they need to do is open the opportunity. Read more here...

The Best Hires Are Right Under Your Nose: Your User Base

By David Sokolow, Founder and CEO of WeFind

October 31, 2016

Hiring great talent is one of the most important challenges your company can face. The individuals you bring on board are your company's lifeblood — driving development, fueling innovation, and encompassing brand values. They show up ready in the morning, and are there late at night to keep the lights on.

While important, the process for finding these inspiring individuals can be particularly expensive and time-consuming. In the US, it costs an average of $4,000 just to fill one position. This expense limits a company’s ability to invest in other areas of the business, including how much they can offer to pay a new hire — and when you finally find great talent, the last thing you want is to lose them with an unimpressive salary. Read more here...

Learn how you can find great talent with WeFind


Great talent exists in your user base.

Let's find it.