# Daniel Birkholm

Daniel Birkholm works in talent-acquisition technology, with a focus on candidate experience and using feedback to improve hiring. His posts also discuss how to apply AI in recruitment without losing fairness or human connection.

- Profile: https://b2binfluencer.marketing/creators/daniel-birkholm/
- LinkedIn: https://www.linkedin.com/in/danielbirkholm
- LinkedIn followers: 3,521
- Topics: artificial-intelligence, recruiting, healthcare, hr, candidate-experience
- Based on 11 dated posts, latest 2026-10-02

## Summary

Useful for explaining how candidate feedback and responsible AI can keep hiring human.

- Best for: A candidate experience platform campaign, webinar, or blog on candidate-centric AI and feedback.
- Not for: Hiring-automation vendor selling AI screening to staffing agencies without a feedback layer.
- Check first: Confirm audience survey details and recent results on comparable topics before committing budget.

### Takeaways

- AI is not inherently candidate-centric and can distance recruiters from candidates.
- Candidate-centric recruitment is a repeating cycle: gather feedback, improve, listen again.
- Feedback is the guardrail that keeps fast, AI-driven hiring fair and human.

## Main ideas

- **Candidate-centric recruitment is a repeating cycle, not a one-off goal**: Birkholm argues that being candidate-centric is not a single end state but a loop: gather candidate insights, use them to improve, then gather more insights to produce happier candidates and better hires. They say this should become a permanent way of working for a talent acquisition team, not a project with a finish line. They also name the practical difficulty: continuous improvement gets hard once a team has fixed the one or two obvious pain points and loses the signal that showed it what to do next.
- **Feedback is the guardrail that keeps fast, AI-driven hiring fair and human**: Birkholm's position is that as AI speeds up hiring, continuous listening to candidates, recruiters and hiring managers becomes the control that keeps decisions grounded. They describe the risk in stark terms — AI in hiring is accelerating and so are the risks — and offer feedback as a real-time guardrail to keep hiring fair, data-driven and human. After the event, they repeat the same line: feedback is your hiring guardrail, whether you are experimenting with AI, optimising a process or launching a new initiative.
- **AI is not inherently candidate-centric**: This is Birkholm's sharpest stated position. Responding to commentary on how overwhelmed recruiting teams feel about AI, they add that AI can and will help recruiters handle a heavier workload, but is not inherently candidate-centric and can create more distance between recruiters and candidates. They describe their North Star across a career in talent acquisition technology: enabling recruiters to increase productivity and be more candidate-centric at the same time. They end by asking their audience whether AI will improve candidate-centricity or hurt it. Separately, Birkholm quotes Jim D'Amico, who tells SHRM that teams feel overwhelmed by what AI means for recruiting and that there is too much noise in the market.
- **Candidate experience analytics only matters if it changes the hiring process**: Birkholm argues that insight about candidates is worth little until it is converted into action, and frames their product work accordingly: moving beyond candidate experience analytics toward a hiring experience platform that employers use to prioritise the hiring experience from start to finish. They open by tying candidate quality to experience quality — top quality candidates expect high quality experiences — and describe years of work pulled forward by the merger of Talenthub and Starred. The numbers cited are Birkholm's own.

## Work to read

- [AI is inherently not candidate-centric](https://www.linkedin.com/posts/danielbirkholm_candidateexperience-recruitment-recruiters-activity-7153661250588024832--NEI)
- [Candidate-centric recruitment as a continuous cycle](https://www.linkedin.com/posts/danielbirkholm_candidate-centric-recruitment-is-not-just-activity-7173962690153844737-dwAb)
- [Talenthub and Starred merger and the Hiring Experience Platform](https://www.linkedin.com/posts/danielbirkholm_candidateexperience-hiring-recruitment-activity-7194260542151155712-VyvL)
- [UNLEASH World 2025 talk: AI in hiring is accelerating and so are the risks](https://www.linkedin.com/posts/danielbirkholm_healthyhiring-healthyhiring-unleashworld-activity-7382339056271273985-aouh)
- [UNLEASH World wrap-up: feedback as the hiring guardrail](https://www.linkedin.com/posts/danielbirkholm_healthyhiring-healthyhiring-activity-7388609904313274368-hTiN)

## Brand relationships

- **Starred** (disclosed_partnership)
- **Talenthub** (mention)
- **UNLEASH World** (mention)

## Partnerships

The material shows no public creator partnership program for Daniel Birkholm. Their posts feature commercial activity connected to Starred.com and Talenthub: a candidate-feedback webinar promoted with Lars van Wieren, a joint Talenthub x Starred platform launch, and an UNLEASH World 2025 booth and talk under the #HealthyHiring banner. These company and event collaborations may help buyers assess fit for a co-marketing campaign, but they are not a published menu of sponsorships, rates, or deliverables. Ask Starred or Daniel Birkholm for current partnership terms before committing budget.

## Alternatives

- Maria Christopoulos Katris: If the goal is to prove the value of employer-brand and talent-brand spend in AI-driven candidate research, Maria Christopoulos Katris is the better choice. In two posts, they describe hundreds of conversations with leaders responsible for employer branding, talent acquisition and talent attraction who cannot show whether those investments are paying off. They argue that candidates now discover and research employers inside Google AI Overviews, ChatGPT, Gemini, Claude or Perplexity before reaching a career site or job board. Their proposed alternative to source-based attribution measures visibility, reputation and total outcomes by market, function and role. That makes for a different campaign: a measurement and AI-discoverability session for a talent-brand audience, rather than a product-led candidate feedback webinar.
- Fabian Herhold: If the goal shifts to recruiter and agency throughput—sourcing, business development, follow-up email and scaling an agency without adding headcount—Fabian Herhold is the better match. Their posts offer a founder-operator view: opening a beta for Hyreflow, reaching 150 workspaces with 64 active in a week and an average first result in about 24 minutes, filing 148 tickets through Linear, and treating activation rather than signups as the real work. A separate post gives five recruitment email subject-line types with exact examples and a warning about sending infrastructure. It’s a practical operator’s guide to getting replies and building pipeline.
- Vas Georgiou: If the campaign needs an agency-side search practitioner who can speak from the hiring manager’s perspective about quality over quantity, Vas Georgiou is the better choice. The two posts describe founding Heilsa after quitting an HR job, growing exhausted by recruiters who sent irrelevant CVs and disappeared after rejections, and building a specialist headhunting firm focused on Law, Cybersecurity & Tech, Financial Services and Healthcare across the US, UK and EU. The second post centres on a client review praising their understanding of the company and team, not just the role on paper, and connects that to their direct HR experience. For a brief about hiring quality in specific sectors, that firsthand hiring-manager perspective is more useful than platform analytics.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/