Tomer Cohen

You can't just go and bring a third party tool and have it work on the LinkedIn stack. In fact, that's one of our biggest learnings. It never works. Never works. You have to bring it in and customize a lot of it, working almost in alpha mode with those companies to make it work internally.

If you're looking for a formal reorg or declaration to start building differently, you're waiting too long. Look, my biggest thing is here's a permission for me to just not wait and just go.

It's not great to just give it access to your drive and say, 'Reason all over this knowledge base.' It actually does a very poor job understanding importance of the past and putting weights on stuff. You actually want to think about specifically what the context when do you want to give it to and what's the knowledge base that you want to have it focused on.

I think if I were to play what's the hardest craft to potentially learn, I think design has a lot more work to get the design agents to be really, really good. So I think designers have a little bit of a leg up in terms of others learning their craft than the vice versa.

When we look at the skills required to do your job, by 2030, it will change by 70%. So whether or not you're looking to change your job, your job is changing.

Top talent has this tendency of continuously trying to get better at their craft and this innate need to be at the cutting edge of how you build, and I think we're seeing this here as well.

The incentives for you are so aligned with your organization of what we're asking for, right? Because we need you to change. We want to be a more agile, adaptive, resilient organization that can deal with the pace of change, but you want as well for your own career.

There's a realization that you don't control the experience anymore, you control the ingredients. It's almost like being a chef at the restaurant and you're used to deciding every part of the dish... and then this new technology comes in and say, just give me the ingredients, give me the guidelines of how you cook and now I'll take care of it.

The key trait that I'm emphasizing for builders is where I want them to spend their time is where I think great builders should shine in. So the idea of vision. Coming up with a compelling sense about the future. Empathy, super critical, right? Having a profound understanding of an unmet need. Communication is critical... Creativity... And then ultimately what I think is the most important trait for a builder is judgment.

I start backwards. It's like what is the potential here? If you start from the premise that LinkedIn ultimately is a platform for economic opportunity that sits on top of a very strong social graph. Almost every aspect of economic transaction is possible.

We're entering this phase where the time constant of change is far greater than the time constant of response. Basically means that change is happening faster than we're able to respond to it.

I realized my career path was very much dictated by one thing. It was like, what's most in demand? What's most challenging?... And then when I came here, there was a really big challenging for me personally around what do I care about? What matters most to me?

If you're not genuinely excited about what you want to build, you don't have conviction about it, it's going to be very hard for you to make a big impact.

To really set the new purpose for it, which was this is not a springboard for other products. This is not a traffic jumpstart, it's not an upsell feed. It's really about people that matter, talking about things that I care about professionally.

It's not enough to give them the tools. You have to build the incentives programs, the motivation, the examples to how you do it. I see a lot of companies roll out their agents and just expecting companies to adopt. It doesn't work this way.

Change management here is going to be a critical part, but it's not enough to give them the tools. You have to build the incentives programs, the motivation, the examples to how you do it.

Let go of what you've built. Go back to the objectives you were trying to solve and now with this technology, how can you do that objective better?

The goal itself is to empower great builders to take their idea and to take it to market, regardless of their role and the stack and specifically which team they're on.

AI is the ultimate matchmaker. It's underutilized, it's misunderstood, it's really about value exchange. And if I'm able to do value exchange really well, then people will come back and they do and they engage.