# Cosign Awards: AI Agents and Reputation Networks

**Podcast:** a16z Podcast
**Published:** 2026-10-31

## Transcript

What if I'm looking for a job and in fact like my agent should be able to connect with the company's agent and do a first pass of whether it's worth elevating me to the hiring manager or maybe it's true of an idea looking to connect and it's our agents are having a first conversation.
Whether it's like what are our mutual goals?
What is the coincidence of intents and is there one here where if there is then the agents can connect us.
The biggest opportunities in your career often come down to one person willing to vouch for you.
What happens when you turn that signal into a network?
In this episode of MTS, Sophia sits down with A16Z New Media's David Booth and Dhruv Gupta to discuss Cosign and the new Cosign Awards, recognizing the operators behind some of the most successful companies.
They also explore a bigger idea, a professional network built around reputation and trusted relationships, where AI agents could eventually connect people and companies without the noise of job boards and cold outreach.
The goal is to increase what David calls your surface area for luck.
Hello, everyone.
Welcome back to MTS Today.
We are joined live by two guests.
We've got David Booth here and Dhruv Gupta.
They're both from A16Z's new media team, and they just launched Cosign Awards.
So excited to have you guys on MTS Today to talk a little bit about it.
Excited to be here.
Do you want to kick us off with what Cosign Awards are today?
Yeah, let's kick it off.
We did.
I mean, we're coming in towards the end of 2026.
And it's been crazy.
It's been a crazy year.
One of the things we keep seeing again and again is that sometimes, you know, the people that get the recognition in the public, the founders, the CEOs, the face of the company.
But more and more, in this year in particular, I think going forward, there's across all of the functions, there's like one or two, or, you know, there's some smaller number of people who are just the operators who are like having the most impact.
They can single-handedly turn a company's trajectory around.
They can single-handedly have more impact than anyone across it.
So Cosign Awards is honestly, the first idea was, well, can we shine a spotlight on who are the people that had the most impact across the year?
Which are the companies that have the highest talent density that have the most impact on the world, but also could have the most impact on your career?
Which are the products that had the most impact?
throughout the year.
And so bring that together and to do this combination of like the incredible opportunity for people to nominate those that they see that someone might not see.
And also for people who, you know, we've selected this pool of judges, we'll talk about some more, who have this visibility spanning the industry and can talk about, you know, what they're seeing at the high level in the meta trends.
Hopefully we pull this together into some really, really interesting people to celebrate, companies to celebrate.
This is pretty cool.
I would say one of the big things that I saw from Cosign Awards is that this information right now lives in silos.
Like maybe here at MTS, we know who are some of the top people when it comes to Twitter growth.
But that information isn't known across you guys or you guys know some information across other companies that we don't quite know.
So what's the big goal here with Cosign Awards?
Maybe Drew, I know you played a really impactful role in actually building this system.
So tell me more about that.
Yeah, I think the Cosign Awards, our main goal is to give people the chance to celebrate everyone at their company that they think deserves it.
I remember like...
Being at like MTS, that was really my first experience in San Francisco.
I think that I really could only get into like the startup ecosystem as a whole because Brent, the CEO of MTS, co-signed me in one way.
And I think co-sign awards are a way for us to also try and give all those people who are doing great jobs that visibility.
With anyone being able to nominate, anyone being able to vote, we hope that a lot of like...
operators that are under-recognized by the public but have great recognition inside their company are able to kind of take that step to being like well-known in the public for the great work they're doing as well.
Yeah.
You brought up an important point right there around Brent co-signed you.
Oftentimes, it's not the resume that's the impressive piece or your past job, but it's the person that I trust who can vouch for you.
It's that connection.
That's that person who can actually co-sign and prove that this person is worthy or this person should get hired or this person is phenomenal at what they do.
And a little bit what you guys are doing is you're just now allowing that to happen on a massive scale.
So what are some of these awards that you could potentially win here?
There's, I mean, firstly, exactly that.
One way you could say is like, if you were willing to introduce this guy to somebody that you deeply respect, that's incredibly busy, not most, most people can't get to, but you say, actually, this is worth your time.
That's the coastline.
In the same way here, I'd say across of, what we tried to do is we tried to break, and that's not perfect, we couldn't get as granular as you'd like to, but break down across those three categories, the people, companies, and products.
What's like the most, logical way to think about each.
For people, there's a lot of them are role based.
So there's things like engineers, FTE, product design, there's things like AI researchers, comms growth.
There's a couple that are like less traditional on the org chart, like category for public intellectuals with 65 nominees.
There's one for podcaster of the year, 76 nominees.
The one that- Well, maybe we can end up on it.
Well, I was going to say, I mean- I think you are on.
There's a video, yeah.
Sweet.
If all the MTS hosts are out there already, then we're doing something wrong.
Poster of the year.
I mean, a lot of the audience here will be pretty ex-native anyway, so they'll see a lot of familiar faces in there.
There's ones I'm personally very excited about.
I think the Rising Stars is the most populated category.
I don't know if we could share this or otherwise people should head to cosign.co slash rewards.
But there's 135 so far, and there's some really interesting people.
A mix of like, I see founders who are you know, series C through series A, but still a huge ramp ahead of them.
I see people who are like, you know, some are better known and some I've never heard of ever in my life.
But, you know, I sure know that if someone out there thinks they're a rising star, then that is a cosine.
And that's something that I'm going to take note of and pay attention to.
Yeah.
And similarly for companies, we have a lot of awards that you can win by industry, but also general awards for things like talent density.
We want like...
employees especially to be voting for their own companies because that tells us that, you know, this is a place that they like to work and probably a place that like other people would also like to work.
That's really interesting too.
So the people that would benefit from this information, it's not just individuals to figure out, it's also companies.
So who are the, who's this for?
Like what is all this information for?
I think it's for everyone.
I think we want Cosign to be the source of truth for the startup ecosystem.
This should be where you, go to get like any question you have answered, whether that's like who in New York is building the coolest thing in biotech or like who was like the first person who discovered Sophia Duke.
All of those questions should be able to be answered from Cosign.
And I expect that like people will be interested in it.
Companies will be interested in it.
Agents will be interested in it.
We're really building this for everyone.
Agents will be interested.
Interesting.
What types of questions could you not just go to your friendly LLM for an answer and get sort of a something that's ingested off the public internet, something that comes from a relationship graph?
One thing that we, I mean, personally, I've spent most of, if not all of my career in pursuit of at this point is the idea that a huge amount of what happens around us comes down to what feels like coincidences, what feels like, you know.
just meeting the right co-founder at just the right time or, you know, conversation with a friend of a friend who introduces you to the person that offers you a breakout job or the cold email you sent.
It's like, what happened to create that coincidence?
There is the, I was tweeting about this earlier today, but the Steve Jobs quote I've always loved, that you can't plan to meet the person who changes your life, but you can certainly put yourself in the path of luck and you can know that, you know, when that person appears, you can grab it with both hands and run with it.
One way I've started reframing Cosign is, yes, I hope that it can be what truth is.
I hope there can be a source of truth for the tech ecosystem.
I hope there can be a place that you can go and ask questions that you can't ask anywhere else.
But like in its almost easiest form, I hope it's a place where you can increase your service area for luck.
It's a place where you can go and you know that if you build a profile out or if you browse the graph and you sort of, you teach cosine, you talk to, there is an agent, we're talking about that.
You ask cosine questions, then it's going to help you put yourself in the path of luck.
It's going to help people find you.
It's going to help your future co-founder, you know, find you and realize that you might be into the same things.
This idea of a coincidence of intent.
How do you make two people who have the same hopes, dreams, and complementary skills come into each other's orbits soon?
And the whole awards is really part of this.
Like maybe a winner of a design and a winner of an engineering award who otherwise never would have found each other have a better chance of doing that now.
And if that happens, then they build something together, then we're all better off for it.
Yeah.
It's pretty interesting because it feels like the legacy systems for maybe how you would traditionally get a job are outdated.
Just the idea, even just going to college, a lot of young people are like, do I need a degree to get my dream job?
And you hear this in Silicon Valley, especially in San Francisco.
where you have young, ambitious people who just show up with a big dream.
And for a lot of people, social media is that outlet that allows them to actually get an opportunity, land them their first job, open up doors.
But it's not that clear of a path.
It's really hard to build up a social media following and try to create those opportunities for yourself.
So it feels like Cosign is almost this shortcut.
You know, if you already have some of these people, you can get some of those opportunities that maybe social media traditionally could give you, but just get them through people you already know who can vouch for you.
Yeah.
Yeah, I mean, I'm a senior at Penn right now.
In my career, in my summer internship, sophomore and junior year, I went down the like very traditional path of like Morgan Stanley and Jane Street finance stuff.
And to get those jobs, I was just like cold applying on Handshake every day, checking new jobs.
It was like, Horrible.
It was not a fun experience at all.
My first experience in tech, as I mentioned earlier, was through Brent.
Seeing some of the work I'd done at Polymarket before and recognizing that I would be able to contribute at MTS.
And him taking that chance on me really allowed me to get into the tech world.
I think that everyone will have someone like that who can take that chance on them.
And we want Cosign to be the place where that happens.
And you can find the people who the people you trust are co-signing and like think about giving them jobs.
I think if we move more and more towards that as a means for hiring instead of like cold apply button mashing on LinkedIn or handshake, it'll be like a better world for everyone.
I completely agree.
I think there's one piece that you just alluded to, which is the person piece, where now you can actually find people and opportunities because there's a person that vouched for you.
But on the other end, there's also this company piece.
I see it here, David, that you're pulling up.
One thing I think that's interesting here is if you can get all the people who maybe have a traditional job that they don't love, maybe some people love their traditional job, so keep them wherever you're excited there.
But there's a lot of amazing talent stuck.
with golden handcuffs who, for whatever reason, don't know what else exists.
And I have a fundamental belief that if you get all of these people to genuinely do what they're passionate about and what they're exceptional and one of one in, in an industry or solving a problem that a specific company is working towards, that's how you change the world.
Just get everyone to work on the thing that they were meant to be doing.
It's yes, and it's not even that company which needs to change the world.
It's the fact that a lot of people who think that way go work there together and they build their own relationships and they meet their own future co-founders.
And it's kind of, it's an extension of the idea that you are the average of the five people you spend the time with.
So if you want to, you desperately want to help, you know, re-industrialize America or, you know, uncover new sources of essential minerals or, you know, whichever one of a thousand missions that...
people are working on that there.
If you self-select into a culture of people who are working on that mission, then you will find that it's not even just the, there's this line of careers along, you know, roles are short, but it's the people you meet along the way that you can build the next thing with.
And co-sign when you're there with them so that you can keep tabs on them.
Yeah, completely agree.
I would say for a lot of this young talent too, or talent that just, exceptional talent that maybe wants to make a career change.
it can be really hard to find what are those companies that they should go towards.
You hear about the big companies and the big companies have a monopoly around attention because you consistently hear their names again and again, but you don't hear about some of these smaller startups.
And so I know that's something that you guys have been very focused on.
I know famously Katie Kirsch with her LinkedIn posts is one of the best ways to find out about new types of jobs within the A16Z Portco world.
But tell me what Cosign's role is here.
There's, I mean, if you think, again, Awards Live now, they're kind of community-generated lists.
They're lists that anybody can nominate to.
There are lists all across.
I mean, it's one of the core things that we're playing with.
I think of Cosign and sort of these three layers.
One is, it's almost like Wikipedia style.
You scaffolded out profiles for 40,000, 50,000 people across the site now.
You can just...
you can click through, you can rabbit hole up and down to companies or investors, back to people.
The next layer up is lists.
It's a way of doing a lightweight curation.
So you can go to many, I think about 400 people at this point have made lists of companies.
Paki McCormick, Not Boring is one of my favorite examples.
I'll go and, you know, Paki's got 36 companies listed there, which he and his time that he takes to write and research thinks are really interesting, vertically integrated, you know, companies that somebody who reads Not Boring might be interesting going to work at.
But then that equivalent across of however many like angel investors and GPs at great funds, these are the companies that if you're looking for something, you should go and join one of these.
If you go and sort of dig into, there's this tab, cosine.co forward slash lists.
You can scroll down.
It's an infinite scroll and you go through all of these different subsets of...
That's the company ones, but also people.
What if you could look at every, you know, different individual list?
There's sort of the Interact fellows, the Teal fellows, the different lists that have been created over time and see where they intersect.
See where the, you know, the Interact fellows of 2014 are now is the one that has to be on my screen.
Wow.
In front of mind.
And we think that by having, so if there are all these profiles for, you know, 50,000 really interesting people in the industry.
there's this lightweight layer of curation that sits on top of that.
Then the cherry on top of that is the cosine.
You talk about that.
It's the very intentional given from me to you to say, this is somebody that I would work with anywhere, someone that I think is going to be great and the world doesn't know yet, or someone that, you know, changed my career and helped put me in business.
And honestly, I do want to say as well, like this is very, very early in this products development.
There is a lot more that we're testing, iterating on live.
I would encourage everyone to go on.
Go and click around and flag anything you see for us.
There's still some rough edges on the experience.
Cosines particularly, we're going to be leaning in on in the future.
I think one of the most important things, Drew is very, very passionate about this, given his story and Brent and things as well, is I think there is one of the most interesting things this could do is be that opportunity for the next 50,000 Drews.
He has no equal, but there's another 50,000.
How many thousand people out there?
just have incredible potential and they haven't been discovered yet.
And they haven't been discovered yet.
Yeah, 100%.
Especially thinking about that when it comes to a global, you know, a global level, because it's not just in the United States.
There's probably some amazing, exceptional people in other countries that can never find out about the opportunities here in the U.S.
And now with social media, with ability to network across borders, who knows what's going to be possible.
We can tap into everyone's untapped potential, you know?
Yeah.
Just incredible.
Back when I was at MTS, when we were trying to hire engineers, there was a 17-year-old kid from Sweden who reached out to me about that role.
And even though we weren't able to have him work with us at MTS, I've been able to help him in other ways in his career.
And I'm sure that there's so many other thousands of young people like that around the world.
Yeah.
I am really curious to hear about this agent piece.
You, I know, work on the software, the tech behind this entire product.
How do lists and then the ability of agents to then parse those lists and get information might create the next data layer for these hidden networks behind the startup ecosystem?
Yeah.
So I think that one thing that LinkedIn will never do is introduce an MCP that allows you to have vast search access over the graph.
So even though there are so many thousands, hundreds of thousands of accounts on LinkedIn, your ability to find the people that you need is limited.
And the same thing for companies.
I think I remember back when I was in New York this summer, I wanted to start meeting people who I thought I might be able to work for one day.
So I Googled who are the best startups in New York.
And Gemini gave me a pretty bad answer.
I switched to ChachiBT.
It also gave me a pretty bad answer.
I think that that whole data layer of information is kind of...
missing right now.
And our hope is that with Cosign, with people contributing to their profiles, contributing to lists, enriching our graph even more, as agents are able to search through that, we'll be able to get much better answers to those questions, much better answers to those questions personalized to you because as you are interacting with the platform, we're getting a better understanding of what you're looking for, what you would want to do.
Answers would like make you the happiest.
And we want you to also be able to access these agents anywhere.
We have like our on platform Ask Cosign feature, but we also have an iMessage agent.
We also have a personal MCP that lets you connect your Muse, your GrokBot, your Instinct, et cetera, to the platform.
And we're going to keep on building more and more of those types of integrations to make this truly the first kind of agent native professional networking platform.
That's so interesting to me because a lot of this information right now is completely gated away.
You can't actually parse it.
There's so many fun layers to this, and I'm going to start with a call out to people who are thinking about this kind of stuff.
DMs are open, and I want to chat.
But there is a lot of what Drew was talking about, rightly, is about the search problem.
And search is, I think, still a problem, but it's getting easier than either.
There is a new, yeah, XR is phenomenal.
There's so many different databases that you can search across.
You've got more powerful models.
I think that there's kind of two ways to find, to get alpha in talent.
One of them is like a quant fund.
You take the same public information that every other fund has, but you can analyze it better.
And I think that as models get better, you're going to be able to analyze the public commoditized talent data.
The thing that I've been thinking a lot about is what does it mean when agents can kind of negotiate with each other on behalf of their owners?
So I've been following along so closely with the personal agent wave of the last month.
It seems insane that it's only like maybe, let's say, a month or two.
Muse has hit 10 million users now, I think.
There's this line, like, I realized that your personal agent could know you extremely well.
It can know all of what you want to achieve.
It could be that you're asking questions about how to get promotions and how to find new jobs and how to like develop skills.
But it still doesn't have a way to actually connect with the people that is finding you.
The best it can do is draft an email in your inbox and send it to someone else's inbox where maybe an agent picks it up and sends back in.
So we realized that recently there was some very early showing of like agent to agent communication and customer success was one.
Decagon was one of the first to introduce their agent-to-agent protocol with Muse and Instinct.
And their customers who might be big companies, like a car rental company, say, and the personal user can just negotiate directly with the agent on the other side.
And then we started thinking, you go down that rabbit hole, you realize that, well, what if I'm looking for a job?
And in fact, like our agent should connect with, my agent should be able to connect with the company's agent and do a first pass of whether it's worth elevating me to the hiring manager or maybe it's driven i looking to connect and and it's our agents are having a first conversation whether it's like what are our mutual goals what is the uh the coincidence of intents and is there one here where if there is then the agents can connect us um so there's a lot of fun to be had here we're um basically at the moment prioritizing building at cosine.co forward slash agents i don't know if we tweeted that yet but People can go there and they can connect their MCP.
They can text the agent.
They can find AskCosign, super powerful, just conversational agent baked right into the UI.
And there's a lot more coming.
Yeah, I mean, on networks right now, the inbox works the same way for Sam Altman as it does for me, as for my 14-year-old little sister.
And I probably shouldn't.
And I think that that's one of our core beliefs as well, is that we really want to be able to preserve that signal and make sure that you are meeting the people.
who you should be meeting.
And you don't have to spend time looking through a ton of people who you probably shouldn't be meeting.
Definitely.
One last thing for you guys, since I know we're kind of at time.
What's next for Cosign?
What can people expect to see from you all in the next few months?
Well, we've got to close out these Cosign Awards.
That's a big one.
Voting is open or nominations are open through the end of the month.
So through the end of November.
So we've got about three weeks left.
Now, the coolest thing about this, by the way, is that everybody who was like with the judges participation selected as the winners of the categories we're going to invite to bring together.
So I think that people don't need another trophy or another certificate.
The opportunity to build relationships with the other category winners is the real thing I'm honestly the most excited about.
So that's a big one for us.
A lot of product coming.
So much product coming.
And I can't answer what it's going to be a week from now, much less a few months from now.
All you know is that you're busy.
What we can say is that the product changes rapidly with feedback.
So the more that people can come and share, one of the biggest ones that we've been hearing over and over again is that the onboarding needs to be a lot smoother and a big opportunity to learn how we can help people.
So there's a lot of changes coming there.
And yeah, just hit us with your questions and we're excited to be building more.
Awesome.
Well, thank you guys so much for joining us today on MTS announcing the Cosign Awards.
I had you on earlier when Cosign first launched and so excited to have you on again to talk about the latest updates.
But thank you so much for joining us.
We'll have to come and announce the winners in a month.
I can't wait.
I can't wait.
It'll be happening live on MTS.
Maybe we'll get a little exclusive.
It'll be fun.
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