# Danilo Dukanovic

Danilo Dukanovic works at the intersection of behavioural science, psychometrics and AI. Their work helps companies make more structured decisions about hiring, promotion and employee development.

- Profile: https://b2binfluencer.marketing/creators/danilo-dukanovic/
- LinkedIn: https://www.linkedin.com/in/danilo-dukanovic-dd
- Topics: artificial-intelligence, recruiting, hr
- Based on 10 dated posts, latest 2026-06-22

## Summary

They are most useful for practical arguments on structured people decisions across hiring, promotion and development.

- Best for: B2B HR technology thought leadership partnership on AI-driven talent assessment.
- Not for: Performance-led recruitment lead generation with free ATS audit and AI keyword screening.
- Check first: Confirm commercial terms, audience data, and review process for product and performance claims.

### Takeaways

- AI screening does not fix weak hiring; clear criteria, skills assessments and work samples matter.
- HR teams lose full-time work to fragmented data synthesis.
- The bigger opportunity is talent decisions after hiring, not only recruitment.

## Main ideas

- **AI amplifies hiring problems instead of fixing them by itself**: Danilo argues that candidates and recruiters both use AI, exposing weaknesses in hiring systems rather than creating them. A recruiter reviewing CVs in seconds and AI screening at scale both feel impersonal, but the alternative is not a perfect human evaluator. Instead, look beyond the CV: use psychometrics to assess potential, mindset and soft skills, alongside skills-based assessment and work-sample tests. Employers that use AI as blind automation should not complain about poor application quality or employer-brand damage.
- **HR teams lose full-time work to fragmented data synthesis**: Danilo argues that capable HR business partners often spend their time on work they were not hired to do: reading PDFs, moving between Excel files, consolidating reports from different countries, and preparing executive and audit documents. The problem grows when a regional enterprise has legacy software from headquarters, a group HRIS competing with a local ATS, and assessments from local vendors. Danilo estimates the cost in hours and money, then proposes AI infrastructure to automate integration across those sources while keeping data inside the company's ecosystem. The goal is to free HR staff, not reduce the team.
- **The bigger opportunity is talent decisions after hiring, not only recruitment**: Danilo explains that recruitment pain was real but often not strategic enough in larger companies. It was treated as a workflow issue, folded into broader HRIS decisions, or too weak to justify a complex enterprise sale. Meanwhile, the team used its own tool internally for performance review, development, internal mobility and talent mapping. That changed how they saw the product: its greater value was helping companies decide whom to promote, develop, move or prepare for succession, not only whom to hire. Danilo says market conversations then shifted toward internal mobility, succession, leadership pipelines and workforce visibility.
- **Structured criteria should replace gut feel and politics in people decisions**: Danilo's stated work sits at the intersection of behavioural science, psychometrics and AI. The priority is to help companies hire, promote and develop people with more structure and less politics. Across the recruitment post and internal-mobility story, Danilo argues against relying on informal impressions, rushed screening or political judgment. The alternative is a system based on data, criteria and technology, with assessment methods that evaluate potential, skills and soft skills.

## Work to read

- [“Your most capable HRBP isn’t doing the job you hired them for”](https://www.linkedin.com/posts/danilo-dukanovic-dd_va%C5%A1-najsposobniji-hrbp-danas-ne-radi-ono-activity-7462410955629539328-5KvW)
- [“Candidates use AI, recruiters use AI”](https://www.linkedin.com/posts/danilo-dukanovic-dd_kandidati-koriste-ai-regruteri-koriste-ai-activity-7442177402228682752-A81T)
- [“We did not expand beyond recruitment because recruitment stopped mattering”](https://www.linkedin.com/posts/danilo-dukanovic-dd_story-time-we-did-not-expand-beyond-recruitment-activity-7450220194905485312-bmYL)

## Brand relationships

- **Recrewty** (disclosed_partnership)

## Partnerships

The posts show Danilo Dukanovic writing in a professional capacity about their product work: an AI infrastructure build for HR data, a language model trained for BCMS languages, a benchmark, and a pivot from recruitment into internal mobility and succession. They also include opinion posts about AI in screening. None is presented as paid content: the posts disclose no sponsored post, affiliate arrangement, or brand collaboration. For a thought leadership collaboration on AI-driven talent assessment, ask directly about terms, budget, and the approval process.

## Alternatives

- Tomislav Vazdar: Choose Tomislav Vazdar when the partnership needs to reach AI-governance, policy, and cybersecurity decision-makers rather than HR buyers. The posts show national-level work: presenting seven AI priorities to Croatia's National Council for Digital Transformation and serving as a CroAI board member, plus a television appearance explaining the Collins Aerospace outage that disrupted airport check-in systems. For a campaign about the rules and risks around AI in hiring — regulatory sandboxes, cross-border compute, compliance obligations like NIS2 — a partner who can speak to regulation and security carries more weight than an assessment specialist.
- Andrea Diaz: Andrea Diaz is the better choice when the campaign angle is legal and compliance risk in AI hiring. The posts analyze Illinois HB-3773, amended California FEHA rules that expose employers to liability for discriminatory automated decisions even from third-party tools, and Washington limits on background checks. They also advise employers to document individualized review, bias testing, and human oversight. Diaz shows a working HR-tech partnership model: a 200-employee client moved off spreadsheets onto Rippling through a referral-partner route with preferred pricing. For a brand whose need is AI-hiring compliance plus a referral partnership, this is the closer match.
- Eric Buntin: Eric Buntin is the better choice when the campaign centers on talent-acquisition leadership, employer brand, and workforce strategy rather than assessment technology. The posts turn leadership interviews into practice — accountability as the basis for talent acquisition's strategic seat, governance across regions — and lay out a sector-specific playbook for manufacturing's Gen Z perception gap, with steps on rebranding the work, modernizing candidate experience, building early pipelines, and leading with purpose. For a brand selling a broad TA or employer-branding offer, this speaks the buyer's everyday language.

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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/