Wiggli vs Woo

Woo proved the rediscovery thesis. Then it stopped there.

Woo's origin story deserves respect, because it is nearly ours. Founded in 2015 by former agency operators, Woo was built on an observation every owner recognises: agencies lose touch with roughly 80% of their candidate database within two months, then pay to source strangers while known, placeable people drift away unwatched. Their Career Tracker monitors job switches, promotions, and relocations across your past candidates, syncs the updates into Bullhorn, Greenhouse, Lever, Salesforce, or HubSpot, and signals the right moment to re-engage.

Treating one symptom of it, precisely. Look at what surrounds the Career Tracker and the shape becomes clear. Re-engagement runs on email, the one channel your rediscovered candidate is most likely to ignore, while the WhatsApp message and the voice note that would actually get the reply are not in the product. The tracked candidate lands back in an ATS Woo does not control, so the parsing, the matching, the submission, and the billing all still depend on the legacy platform underneath. There is no external sourcing for the roles your revived database still cannot fill, no BD engine for the client side, no matching a recruiter can defend, and no back office. Woo makes your Bullhorn slightly warmer. The desk around it stays exactly as cold.

The same career signal, spent three ways

Here is what makes this comparison interesting: the data Woo sells you as re-engagement, Wiggli spends three times. The same job-change signal that says a past candidate is movable also says their old employer just opened a gap worth a BD call, and it also says a candidate you once submitted may have started somewhere that owes you a fee. Woo uses the signal once, for email re-engagement. Wiggli routes it to Rediscovery, to BD Intelligence with the hiring manager's verified mobile attached, and to Backdoor Detection, which cross-references every past submission against live employment data and flags the quiet hire while the contractual window is still open. That third use alone recovers an estimated $10,000 to $50,000 per recruiter per year that no career tracker was ever built to see.

And when the rediscovered candidate says yes, Wiggli keeps going: glassbox-matched to the role, submitted through a branded portal, contracted, timesheeted, invoiced, and extended, in the same tab where the signal first fired. Built by recruiters who scaled Gentis to 60M euros and refused to buy their own database back one feature at a time.