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.
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.
Key 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.
Check first: Confirm audience survey details and recent results on comparable topics before committing budget.
Main ideas
Candidate-centric recruitment is a repeating cycle, not a one-off goal · Feedback is the guardrail that keeps fast, AI-driven hiring fair and human · AI is not inherently candidate-centric
Daniel Birkholm works in talent-acquisition technology and writes about candidate experience, feedback, and responsible use of AI in hiring.
In their posts, the central idea is that better hiring depends on listening to candidates, recruiters, and hiring managers—not adopting technology for its own sake.
They also discuss the Talenthub and Starred Hiring Experience Platform and share perspectives from UNLEASH World.
Birkholm connects a broad principle—keep hiring human as technology advances—to practical questions about what teams should measure and change.
One post describes candidate-centric recruitment as a repeating cycle: gather feedback, improve the process, and listen again.
Another warns that AI can help recruiters handle more work while increasing distance from candidates.
Together, these examples show why their work is useful to readers weighing new hiring technology: it asks them to judge it by the experience it creates, not just the efficiency it promises.
The posts also show an exception to the AI-risk emphasis: they present feedback as useful beyond AI adoption, including when optimizing processes or launching other initiatives.
Daniel Birkholm's public writing keeps returning to one idea: hiring technology should be judged by what it does to the candidate.
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Two arguments run through the posts.
First, candidate-centric recruitment is a cycle — collect feedback from candidates at each stage of the journey, act on it, then collect again — rather than a survey you run once.
Second, AI in hiring is a tradeoff to manage, not an automatic improvement: it can relieve recruiter workload, but it can also put more distance between recruiter and candidate, so feedback has to act as a guardrail.
Birkholm frames their priorities around holding recruiter productivity and candidate-centricity together, and turning candidate-experience data into changes in the hiring process itself — the story behind the Talenthub and Starred merger and the platform launch described in the posts.
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.
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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.
Birkholm promotes a webinar on using candidate feedback to lift cNPS, presented by their colleague Lars van Wieren. The announced content is operational: which touchpoints in the candidate journey to measure, which surveys map to each stage (with templates), how to analyse the data behind cNPS and find its drivers, how to benchmark against peers, and case studies of companies that used feedback to raise both cNPS and hiring outcomes.
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.
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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.
Birkholm's UNLEASH World 2025 talk in Paris was titled "AI in Hiring is Accelerating - and so Are the Risks," a fifteen-minute session on October 22 arguing for feedback as a real-time guardrail.
The accompanying booth, run with the Starred team, offered live demos of Starred AI turning feedback into actionable insights, plus new features and benchmarks.
In Birkholm's wrap-up post Birkholm says AI was the dominant topic at the Paris Convention Centre but that the talent acquisition leaders Birkholm met were deliberately evaluating it rather than copying others, and Birkholm credits the Starred.com team for the booth.
The measurement argument came first, in the webinar post on cNPS and journey touchpoints; by 2025, the same feedback mechanism is recast as a safeguard against AI risk rather than an improvement programme in its own right.
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.
The post quotes D'Amico directly, then argues past him: Birkholm agrees the noise is real but says something more important is at stake — the distance AI can open up between recruiters and candidates — and asks readers to answer in the comments.
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.
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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.
In the launch announcement, Birkholm describes a Hiring Experience Platform built on candidates' terms with employers in mind. They say thousands of talent acquisition professionals and more than 10,000,000 of their candidates helped shape the platform, and ask readers to sign up to be notified when it goes live.
This post sits between the two arguments above: it keeps candidate experience as the subject but shifts the emphasis from measuring it to acting on it, a frame the later AI and HealthyHiring posts build on.
This is the shortest route to Daniel Birkholm's core argument: adopting AI in hiring is not automatically good for candidates.
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Daniel Birkholm quotes Jim D'Amico of SHRM on recruiters feeling overwhelmed by AI noise, then adds a sharper point: AI is inherently not candidate-centric.
It can help recruiters handle a heavier workload, but it can also put more distance between them and candidates.
Birkholm says their North Star throughout a career in talent-acquisition technology has been enabling recruiters to be both more productive and more candidate-centric.
They ask whether AI will improve candidate-centricity or hurt it.
For brands planning a campaign
For a campaign about candidate experience and AI, this post sets up a clear tension: use AI to give recruiters more capacity without letting it replace candidate contact. A webinar or blog post could explore the question they put to their audience.
Shows what candidate-centric recruitment means in practice—and why one survey is not enough.
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Daniel Birkholm describes candidate-centric recruitment as a cycle: gather candidate insights, use them to improve, then gather more. They note that continuous improvement gets difficult after the obvious pain points are fixed, and promote a March 26 webinar with Lars van Wieren covering which candidate-journey touchpoints to measure, how to map surveys to stages, how to read the drivers behind cNPS, benchmarking, and case studies of companies that used feedback to raise both cNPS and recruitment outcomes.
For brands planning a campaign
A candidate experience platform could co-host or sponsor the follow-up webinar and turn the listed touchpoints into a practical template. The post also shows Birkholm promoting a specific event with a named collaborator, useful for planning co-marketing.
Shows what business Daniel Birkholm is building, and why candidate experience analytics is a starting point rather than the end product.
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Drawing on more than 15 years as an entrepreneur and leader in recruitment and talent attraction, Daniel Birkholm writes that top candidates expect high-quality experiences.
They announce a launch from Talenthub x Starred: a merger accelerated a platform that goes beyond Candidate Experience Analytics toward a Hiring Experience Platform.
They cite thousands of talent-acquisition professionals and more than 10,000,000 candidates as having shaped the platform, and frame it as built on candidates' terms with employers in mind.
For brands planning a campaign
This is the product story a partner could plug into. A campaign can position the platform as the operational layer that turns candidate feedback into hiring decisions, with Birkholm explaining the shift from analytics to hiring experience.
Shows how Daniel Birkholm frames AI risk for a live talent-acquisition audience and what they bring to a conference stage.
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Daniel Birkholm announces a UNLEASH World 2025 talk in Paris on October 22, 14:30-14:45 in Spotlight 1, Room E6, titled "AI in Hiring is Accelerating - and so Are the Risks."
The talk promises to show talent-acquisition leaders how to use feedback as a real-time guardrail to keep hiring fair, data-driven, and human while AI speeds things up.
They also promote a booth where the Starred team will demo Starred AI turning feedback into clear insights, along with new features and benchmarks.
For brands planning a campaign
The short stage session, guardrail framing, and demo booth form a co-marketing event template: a brief talk that makes the argument, followed by a booth that turns it into a product experience.
Shows what Daniel Birkholm took away from talking to talent-acquisition leaders in person, and how the HealthyHiring message sounded after the event.
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Daniel Birkholm reports back from UNLEASH World at the Paris Convention Centre, where AI was the hottest topic but talent-acquisition leaders were trying to adopt it deliberately, not just because everyone else was.
Their main message: feedback is your hiring guardrail, whether you are experimenting with AI, optimizing processes, or launching a new initiative.
They argue AI is here to stay, but only teams that ground decisions in candidate, recruiter, and hiring manager experience will thrive.
They thank the Starred.com team for the booth.
For brands planning a campaign
A campaign can reuse the line "feedback is your hiring guardrail" as a hook for a blog post or sales conversation. The wrap-up shows Birkholm turning conference conversations into a consistent message, not a one-off talk.
A shift from candidate experience metrics to AI-era healthy hiring5
Event-led community building with named collaborators3
Feedback as the guardrail for AI in hiring2
Candidate-centric recruitment as a continuous feedback cycle1
AI is not inherently candidate-centric1
From candidate experience analytics to a merged hiring experience platform1
Candidate-centric recruitment as a continuous feedback cycle
Birkholm treats candidate-centric recruitment as a repeating loop: gather candidate insights, use them to improve, then gather again.
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In a post promoting a webinar, they make the practical steps explicit: measure key touchpoints in the candidate journey, match surveys to each stage, provide templates, analyse the data behind cNPS to find what drives it, and benchmark against peers. They frame this as continuous improvement that gets harder once the obvious pain points are fixed.
Webinar-led teaching, with templates, benchmarking and company case studies.
For brands planning a campaign
This is the strongest educational angle for a candidate experience platform campaign: frame feedback as an operating rhythm, not a survey project. A co-marketing webinar or blog can use the touchpoint-to-survey mapping and benchmarking idea to give the audience a usable framework rather than a product tour.
Ahead of UNLEASH World 2025 in Paris, Birkholm's talk was pitched as “AI in Hiring is Accelerating — and so Are the Risks.”
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The argument: talent acquisition leaders can use feedback as a real-time guardrail to keep hiring fair, data-driven and human as AI speeds everything up.
Their post-event recap repeats the message — feedback is your hiring guardrail — and notes that attending leaders were deliberately evaluating AI rather than adopting it because others were.
The #HealthyHiring booth carried the philosophy into live demos and benchmarks.
This is conference and booth messaging. It shows how Birkholm frames the topic publicly, not a documented research finding about AI outcomes.
For brands planning a campaign
A brand promoting AI-enabled hiring can co-own a “healthy AI” frame, positioning candidate, recruiter and hiring-manager feedback as a control layer on top of automation. A webinar and blog pairing could put efficiency claims alongside a listening mechanism.
Responding to a SHRM interview quote in which a talent leader described teams as overwhelmed by the noise around AI in recruiting, Birkholm adds a sharper point: AI is not inherently candidate-centric.
Read more
It can help recruiters handle a heavier workload, but it can also create more distance between recruiters and candidates. They describe a North Star of enabling recruiters to be more productive and more candidate-centric at the same time, then ask whether AI will improve candidate-centricity or damage it.
Commentary on third-party media, backed by a stated career position and a direct question to the audience.
For brands planning a campaign
Useful tension for a blog post or webinar segment: AI in hiring is a tradeoff to manage, not a default good. A co-marketing piece could pair this framing with concrete platform features that close the distance between recruiter and candidate, then invite the audience to answer the same question.
From candidate experience analytics to a merged hiring experience platform
Birkholm describes the merger of Talenthub and Starred as accelerating a launch they had been working toward for years: a Hiring Experience Platform built on candidates' terms and designed to help employers prioritise the hiring experience end to end.
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They position the move as going beyond candidate experience analytics to turn insight into impact, citing thousands of talent acquisition professionals and more than 10 million of their candidates as having shaped the product. They open by tying candidate quality directly to experience quality.
Product-launch announcement with a signup call to action, presenting a merger and years of prior work.
For brands planning a campaign
For a brand assessing product collaboration, the story to anchor on is analytics-to-action: insight is useful only if it changes the hiring process. A co-marketing campaign can build on that storyline rather than a generic feature list, positioning the partner as helping convert feedback data into process change.
Event-led community building with named collaborators
Across their event posts, Birkholm names colleagues, partners and attendees individually, thanks the booth team by name, and describes the stand's appeal in terms of conversations, live demos, limited-edition swag and a chance to recharge.
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The UNLEASH posts focus on being physically present with talent acquisition leaders rather than broadcasting at them; Birkholm invites attendees to stop by or send a direct message.
Conference presence and booth activity, combined with direct outreach and joint promotion with partners and colleagues.
For brands planning a campaign
Plan a co-marketing webinar or event with Birkholm as a joint activity, with named participants on both sides, not a passive sponsored slot. Budget for shared promotion, live demos or booth-style interaction, and partner acknowledgement as part of the deliverable.
A shift from candidate experience metrics to AI-era healthy hiring
The earlier posts in this set centre on candidate experience measurement — cNPS, journey touchpoints, survey design and benchmarking — and the Talenthub and Starred product merger.
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The 2025 posts shift focus to AI in hiring and #HealthyHiring, recasting feedback as the guardrail that keeps fast, automated hiring fair and human. Candidate-centricity remains constant; what changes is the technology the argument is applied to.
Posts from roughly 2024 to 2025 show a shift from measurement foundations to current AI themes.
For brands planning a campaign
A campaign can show Birkholm moving from measurement to applied AI guardrails, addressing both teams still building feedback programmes and those already deploying AI. Sequence the content: measurement foundations first, AI risk and guardrails second.
The posts show one clear commercial affiliation and two contextual brand ties.
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Daniel Birkholm posts repeatedly alongside the Starred team, shares its #HealthyHiring framing, and describes a joint launch with the merged Talenthub x Starred business.
They also name the Talenthub–Starred merger as the driver of a platform launch and appear as a speaker and booth host at UNLEASH World 2025 in Paris.
No sponsorship, affiliate or investment relationships appear in the posts, and none carries an advertising label.
Ask Birkholm to confirm their formal title, employer and any ownership stake.
Starred
Disclosed partnership · 2025-10-22
Birkholm appears with the Starred team at industry events under a shared #HealthyHiring banner, refers to “our mission” and “our #HealthyHiring philosophy”, and promotes the launch of the combined Talenthub x Starred hiring experience platform.
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The posts show an active working association with the brand.
Birkholm says the merger of Talenthub and Starred accelerated a platform launch they had been working toward for years, and describes the result as “Talenthub x Starred”.
Birkholm spoke at UNLEASH World 2025 in Paris on “AI in Hiring is Accelerating - and so Are the Risks” and hosted Booth B216 with the Starred team, giving live demos and a first look at new features.
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A follow-up post thanks attendees and the team after the event.
Start with the webinar post from March 2024, which sets out the core idea that candidate-centric recruitment is a loop — collect feedback across the candidate journey, act on it, collect again — and identifies the practical problem: continuous improvement stalls once the obvious pain points are fixed.
The platform launch post moves from measurement to action: candidate experience analytics matters only if it changes the hiring process.
The 2025 posts take the argument into AI: first, a commentary post arguing that AI is not inherently candidate-centric; then, the UNLEASH World talk announcement and wrap-up, where feedback becomes the guardrail that keeps fast, automated hiring fair and human.
Throughout, the focus is candidates and the quality of their experience, not technology for its own sake.
The technology changes; the test for it does not.
Follow the work if you care about candidate experience measurement, hiring technology or how AI is changing talent acquisition practice.
The closing question in the AI post — whether AI helps or hurts candidate-centricity — is the open debate they invite readers into.
Both write about how AI is reshaping the candidate journey and both argue that talent teams are measuring the wrong thing.
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Christopoulos Katris makes the case that candidates increasingly discover and research employers inside AI tools before reaching a career site, and proposes a measurement framework built on visibility, reputation and outcomes rather than last-click attribution — the same shift away from legacy recruiting metrics that Birkholm argues for when Birkholm treats feedback as an operating rhythm rather than a one-off survey.
Christopoulos Katris approaches the problem through employer brand and talent attraction measurement, borrowing from marketing’s response to AI-driven buyer behaviour.
Her posts are diagnostic, asking what to measure and how.
Birkholm focuses on candidate experience within the hiring process, using feedback at each journey touchpoint as the mechanism.
Their writing sits closer to product and platform work.
Both work at the junction of recruiting and software, and write practical posts for recruiters rather than thought-leadership essays.
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Herhold documents building an AI sourcing and outreach product and shares tactical material such as recruitment email subject lines that get replies.
Birkholm writes about hiring technology and its effects on candidates.
Both treat AI adoption in recruiting as a live, hands-on experiment with plenty of unfinished questions.
Herhold's material is tactical and builder-facing — outreach tactics, activation metrics and running an agency alongside a software product — for recruiters doing business development.
Birkholm focuses on candidate experience strategy and the guardrails that keep AI-driven hiring fair and human.
Their product references concern the hiring experience rather than sourcing and pipeline generation.
Both came out of in-house HR and talent acquisition and write from firsthand experience about what candidates and hiring managers actually go through.
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Georgiou describes sitting on the hiring manager's side of the table and building a firm around quality over quantity and understanding the team rather than the role on paper. Birkholm's North Star pairs recruiter productivity with a better candidate experience.
Georgiou writes as the operator of a specialist headhunting business, covering sector focus, placements and client relationships; the lesson is about the recruiter's craft. Birkholm writes as a talent acquisition technology voice, focusing on feedback systems and how hiring technology should be judged by its effect on candidates.
Daniel Birkholm's posts suggest a usable fit for a campaign aimed at talent-acquisition practitioners seeking to improve candidate experience, though reach appears modest: the only published audience figure is 3,521 LinkedIn followers.
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The five posts target people who own hiring—candidate experience leads, recruiters, and talent-acquisition or HR technology buyers—and repeatedly address candidate feedback as a hiring guardrail, candidate-centric AI, and the risk that automating hiring distances recruiters from candidates.
Two posts cover UNLEASH World 2025 in Paris, where Birkholm spoke on AI risks in hiring and hosted a Starred booth.
That pattern points to an audience that attends industry conferences, not just one reached through the feed.
Before committing budget, ask for recent campaign results on comparable topics and formats, follower growth over time, and an audience survey covering job titles, seniority, company size, and geography.
The material shows no public creator partnership program for Daniel Birkholm.
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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.
The HR technology company’s campaign to promote a candidate experience platform is a strong topical match for Daniel Birkholm’s expertise in healthy hiring and AI.
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A webinar followed by a blog post on candidate-centric AI would build on arguments already present in their writing: AI is not inherently candidate-centric.
It can help recruiters handle a heavier workload, but it can also put more distance between recruiters and candidates.
The proposed remedy is feedback as a real-time guardrail to keep fast, automated hiring fair, data-driven and human.
That gives the webinar and follow-up article a clear teaching focus rather than a product-tour feel.
The supporting material is equally usable: a candidate-centric recruitment cycle of gathering insights, improving and gathering again; candidate-journey touchpoints to measure and surveys for each stage; the drivers behind cNPS; peer benchmarks; and case studies of employers that raised both cNPS and recruitment outcomes.
The posts show precedent for working with a named partner in this format.
Birkholm promoted a webinar on candidate feedback and cNPS alongside Lars van Wieren, and spoke at UNLEASH World 2025 on AI risks in hiring before hosting a Starred booth with live demos, new features and benchmarks.
The commercial identity is already within this category: the Talenthub and Starred merger produced a Hiring Experience Platform positioned as moving beyond candidate experience analytics to turning insight into impact, with thousands of talent-acquisition professionals and more than 10,000,000 candidates cited as having shaped it.
Two limits matter to the decision.
The strongest claims in these posts come from conference and booth messaging, not published research; don’t present them as findings about AI outcomes.
Reach is modest and unmeasured beyond 3,521 LinkedIn followers, with no per-post engagement figures.
Buy this for topical credibility and content collaboration, not distribution.
The posts publish no rate card, deliverable menu or partnership inquiry route; ask Birkholm or Starred to confirm terms before committing budget.
When to choose a specialist
A materially different brief is a poor fit: a hiring-automation vendor selling AI screening tools to staffing agencies wants high-volume reach among agency owners in North America and content arguing that automation improves hiring efficiency without a measurement or feedback layer.
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Three things break.
First, that message contradicts Birkholm’s stated position that AI is not inherently candidate-centric and that feedback is its guardrail.
Their public argument that automation can widen the distance between recruiters and candidates would have to be contradicted or ignored.
Second, the audience cannot be shown to match.
The only measured figure is 3,521 LinkedIn followers; there is no data on geography, job title, seniority, employer size or occupation, and no per-post engagement or reach figures.
Nothing supports a claim that agency owners in North America are in the audience or helps size a campaign.
Choosing Birkholm based on follower count, or assuming talent-acquisition readers equal staffing-agency owners, would be a guess.
Third, the commercial format is undocumented.
The posts show company and event collaboration—a webinar with a named colleague, a joint platform launch, a conference talk and a booth—but no published sponsorship menu, rate card, specifications, disclosed paid examples or inquiry route.
A performance-driven brief with defined CPMs or lead targets has no basis for pricing or assessing delivery.
Consider a different creator.
A worked campaign example
Campaign angle for the HR technology company’s candidate experience platform: a joint webinar on keeping AI hiring healthy, followed by a blog post that reuses the same structure.
Run the webinar in three segments.
First, the risk: why speed in hiring does not automatically help candidates.
Use Birkholm’s framing that AI is not inherently candidate-centric and their concern that it can create distance between recruiters and candidates.
Second, the mechanism: feedback as a guardrail.
Walk through candidate-journey touchpoints worth measuring, the survey that fits each stage, and how to read the drivers behind cNPS rather than just the score.
Third, the decision: how to benchmark against peers and how one employer moved from feedback data to a changed hiring process.
Give the audience practical tools alongside the argument: a touchpoint-to-survey template to fill in and a short benchmarking exercise to run with their own numbers.
Let the blog post carry the measurement material for teams still building a feedback programme, while the live session covers AI guardrails for teams already deploying automation.
That follows the progression in Birkholm’s material from cNPS and journey measurement to healthy hiring in the AI era.
Make it a joint activity, with named participants on both sides and shared promotion.
The posts show a format to repeat: a short talk that makes the argument, followed by a booth or demo segment that turns it into a product experience, with live demos and benchmark data.
Encourage conversation, not just broadcast.
The UNLEASH posts emphasize being present with talent-acquisition leaders, inviting people to stop by, and thanking the booth team and attendees by name.
Suggested deliverables: a 30-minute joint webinar with a partner-side host and a Birkholm segment; two short clips from the recording; one long-form blog post on the same thesis with a downloadable template; and a follow-up note to registrants pointing to the completed template.
Measure webinar registrations and attendance, template downloads and post-download enquiries against a target agreed up front; treat the blog post as the durable asset.
Before committing budget, ask whether Birkholm takes paid partnerships and on what terms, since none are published; what reach and engagement to expect beyond 3,521 LinkedIn followers, since the posts give no per-post figures; and who owns the claims made on stage.
The healthy-hiring arguments come from conference and booth messaging, not published research, so they should not be presented as findings.
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.
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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.
The tradeoff is the missing operational layer for a campaign promoting a candidate experience platform.
Maria Christopoulos Katris writes about framing and measuring employer-brand influence, but not the candidate-journey touchpoints, survey mapping, cNPS drivers or real-time feedback guardrails covered in Daniel Birkholm’s posts.
A sponsor would get a sharper measurement argument, but less of the feedback mechanics, templates and candidate-centric AI risks explored in the webinar and blog post.
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.
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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.
The tradeoff is the audience and message.
A candidate experience platform brief needs an argument for keeping AI hiring healthy and grounded in candidate feedback.
Fabian Herhold’s material instead focuses on recruiter productivity, agency pipeline and outreach mechanics, and they have a product and agency of their own in the same space.
A sponsor in candidate experience analytics would be buying a different conversation, while the overlap with Hyreflow or Automindz Solutions could complicate a clean endorsement.
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.
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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.
The tradeoff is the platform and AI angle.
Vas Georgiou’s material covers specialist search and candidate quality in four named sectors, but not candidate feedback programmes, cNPS measurement or AI in hiring.
A sponsor promoting a candidate experience platform would get sector credibility and a practitioner voice, but would need to supply the AI and measurement content.
The audience would also be narrower than a talent-acquisition technology audience.
Daniel Birkholm has five full LinkedIn posts published between early 2024 and 27 October 2025: a candidate-feedback and cNPS webinar promotion, a post arguing AI is not inherently candidate-centric, a Talenthub and Starred platform launch announcement, a UNLEASH World 2025 talk announcement, and an event wrap-up.
The posts offer short-form commentary and event messaging, establishing themes and public brand associations rather than a full career history.
The posts do not include long-form articles, reports, talk transcripts, a signature book, show or earlier body of work, nor audience demographics, per-post engagement or published partnership terms.
