# Danny Rojas

Danny Rojas works at iCIMS and shares practical perspectives on talent acquisition, including hard-to-fill hiring, recruiting technology, and conversations with customers about their recruiting challenges.

- Profile: https://b2binfluencer.marketing/creators/danny-rojas/
- LinkedIn: https://www.linkedin.com/in/danny-rojas-dfw
- Topics: artificial-intelligence, recruiting, healthcare, talent-acquisition, ai-in-recruiting
- Based on 11 dated posts, latest 2026-10-07

## Summary

Danny Rojas is useful for example-led discussion of hard-to-fill hiring, recruiting technology, and customer perspectives in healthcare and skilled trades.

- Best for: A talent acquisition agency serving healthcare and skilled-trades employers for a LinkedIn series.
- Not for: A vendor-neutral recruiting-strategy nonprofit or RPO wanting a platform-agnostic time-to-hire method.
- Check first: Confirm iCIMS role, disclosure, scope, approval, and how case-study metrics were measured before contacting them.

### Takeaways

- Some diesel technician candidates are not on LinkedIn and may never have needed a resume.
- A healthcare case study cites increases in applications, completed applications, and hires.
- Customer conversations cover application quality, AI at the top of the funnel, and employer brand.

## Main ideas

- **Hard-to-fill roles are a pipeline problem. Build the pipeline before you need it.**: A perfectly good job opening can still fail when the search targets the wrong places, Rojas argues. The answer isn’t more sourcing from the same pool, but earlier investment: nontraditional channels, hiring people without the exact experience, and building training around them. Rojas ties this to the widening gap between retiring skilled workers and those coming up behind them, asking what employers are doing now to build the pipeline they’ll need later.
- **Recruiting technology should give recruiters room to be partners, not just faster processors**: Rojas’s central claim about recruiting software is what it frees people to do, not how much faster it makes them. When recruiters spend the day moving candidates through stages, checking statuses, scheduling interviews, and chasing information, the function becomes a processing desk. Structure and visibility matter because they create capacity to work differently with the business.
- **Let practitioners name the problem in their own words**: Rojas’s format is consistent: a short recorded conversation with a customer or practitioner, the main points summarized in the post, and a link to the full talk. The customer explains what their team is seeing; Rojas connects it to their own experience and closes with a practical question or lesson. The focus stays on the practitioner’s priorities, not a product feature list.
- **Talent acquisition is a relationship profession that outlasts the org chart**: Alongside the case studies, Rojas makes a simpler point about recruiting careers: work relationships outlast reporting lines, and hearing from a former colleague years later is part of the job’s value. They use that idea to bridge a personal story and an event invitation, keeping the promotional post human rather than turning it into a product announcement.

## Work to read

- [When the candidate pool isn’t on LinkedIn](https://www.linkedin.com/posts/danny-rojas-dfw_talentacquisition-skilledtrades-recfest-activity-7513327781724987392-d-2e)
- [From processors to partners: a healthcare recruiting case study](https://www.linkedin.com/posts/danny-rojas-dfw_we-werent-partners-we-were-processors-activity-7513681023537258496-rwyJ)
- [What healthcare recruiters are watching at the top of the funnel](https://www.linkedin.com/posts/danny-rojas-dfw_still-feeling-the-recfest-usa-vibes-i-activity-7513301045398331392-0FQA)
- [Why a login-screen photo matters: relationships and events](https://www.linkedin.com/posts/danny-rojas-dfw_dont-you-just-love-it-when-an-older-co-worker-activity-7513363342799925248-lA1X)
- [Selling a conference with an AI photobooth](https://www.linkedin.com/posts/danny-rojas-dfw_joins-icims-they-said-itll-be-fun-they-activity-7512983734539788288-hDV9)

## Brand relationships

- **iCIMS** (employment)
- **Signature HealthCARE** (mention)
- **BrightSpring Health Services** (mention)

## Partnerships

Danny Rojas's posts promote iCIMS events and customer conversations connected to an iCIMS role, not a public creator partnership or sponsorship offer. They don't specify paid formats, deliverables, rates, availability, or booking terms. Ask for an official partnership contact and terms before considering a collaboration.

## Alternatives

- Evgeniia Volkova: Choose Volkova when the series should make the candidate side of hiring roadblocks visible. In the ATS post, Volkova contrasts recruiter workflow with applicant silence and proposes showing how many people applied, were shortlisted and received messages. That fits a TA agency helping healthcare or skilled-trades employers repair applicant trust, not just source more people. The Referrio hiring call adds a referral-platform and early-stage growth angle if the campaign is about employee referrals.
- Jackye Clayton: Choose Clayton when the roadblock is the job description or the hiring process itself. The job-posting critique walks through a contradictory remote/onsite listing, unclear pay, an inflated title and disproportionate assessments, then asks TA to challenge requirements and reconcile contradictions. The Spirit Airlines post connects layoffs, exact-title filtering and skills-based hiring. That is a better fit for a series aimed at employers who need to fix how roles are described and how displaced or non-traditional candidates are screened.
- Jerad Clifford: Choose Clifford when the roadblock is the job ad or the adoption of AI in sourcing. The job-posting post offers a compact checklist: clear titles, four to six bullets, growth language, transparent pay and remote policy, mobile readability and a complete company page. The Risus customer story ties AI sourcing to placement revenue and a changed operating model. That suits a series for a TA agency whose clients lose candidates at the posting or sourcing-technology stage.

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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/