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.
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.
Key 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.
Check first: Confirm iCIMS role, disclosure, scope, approval, and how case-study metrics were measured before contacting them.
Main ideas
Hard-to-fill roles are a pipeline problem. Build the pipeline before you need it. · Recruiting technology should give recruiters room to be partners, not just faster processors · Let practitioners name the problem in their own words
Danny Rojas shares practical perspectives on talent acquisition, especially hard-to-fill hiring and ways recruiting teams can improve their work.
They connect recruiting challenges to specific examples: a conversation about finding diesel technicians beyond standard online channels, and a healthcare case study about reducing recruiters’ administrative work so they can partner more closely with the business.
Other posts recap customer conversations about healthcare recruiting and promote iCIMS events.
These examples make their work useful to readers interested in recruiting practice, technology, and the experiences of talent acquisition teams.
Rojas makes recruiting issues concrete by pairing a problem with a practical example and a reason it matters.
In the skilled-trades post, the point is not simply that technicians are hard to find: some potential candidates are not on LinkedIn and may never have needed a résumé, so employers may need to widen sourcing and build training pathways.
In the Signature HealthCARE case-study post, they cite increases in applications, completed applications, and hires, then emphasize how the change gave recruiters more capacity to work with the business.
Marketers considering the case study should ask how those increases were measured.
Rojas also uses customer conversations to surface specific concerns, including application quality, AI at the top of the funnel, and employer brand.
The voice is not always instructional: some posts are personal or promotional, using humor and event details to build interest.
Follow them for concise, example-led discussion of talent acquisition challenges and customer perspectives, rather than treating every post as a detailed how-to.
Danny Rojas writes about talent acquisition from inside iCIMS, mostly through short customer conversations and case studies.
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Their recurring argument is that recruiting problems are usually structural, not effort problems: candidates are somewhere the requisition never looks, or the team is too buried in process to act as a business partner. Rojas leads with a practitioner’s own words, adds a first-person recruiting anecdote, and closes with a question a TA leader can act on.
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.
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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.
Recounting a RecFest conversation, Rojas describes using Craigslist to find electricians during their talent acquisition days and hiring people without experience, then building the training around them instead of waiting for the finished candidate. They credit Emily Fetzer of Mid-Atlantic Truck and Equipment with the point that experienced diesel technicians are retiring, many people she wants to reach aren’t on LinkedIn, and some have never needed a resume.
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.
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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.
Rojas opens with a TA team’s line, "We weren't partners.
We were processors," then describes how Signature HealthCARE simplified its process with iCIMS.
The post reports nursing applications up 52%, completed applications up 47%, and total hires up 17%.
But Rojas says the more important outcome was giving the team enough capacity to work differently with the business.
The post presents the metrics as a means to changing the team’s role, not as the headline result.
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.
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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.
In a RecFest conversation, Maria Schaefer of BrightSpring Health Services discusses application volume versus quality, how AI is changing the top of the funnel, employer brand, Video Studio, and how her team works with iCIMS. Rojas summarizes her view of healthcare talent acquisition’s future rather than arguing a position.
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.
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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.
Rojas writes about appearing on the iCIMS login screen and getting an unexpected text from an older co-worker, then uses the moment to promote iCIMS NEXT and its focus on AI, automation, and the platform’s future. In a separate post, they promote the same event with a joke about an AI photobooth, then list the TA insights, customer stories, and release news on offer.
Answers the question, “Does Danny Rojas understand hard-to-fill, non-office hiring?”
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Newcomers should start here: it offers the clearest practical example of sourcing beyond standard recruiter channels.
Danny Rojas retells a RecFest conversation with Emily Fetzer of Mid-Atlantic Truck and Equipment about a roughly 15-year skills gap in diesel technicians.
The post makes the shortage concrete: experienced technicians are retiring, the pipeline behind them is thin, and employers’ desired candidates often aren’t on LinkedIn waiting for a recruiter’s message.
Some have never needed a resume.
Rojas connects this to their own talent acquisition experience, including trying Craigslist to find electricians and hiring people without experience, then building training around them.
For brands planning a campaign
The strongest starting point for skilled-trades or blue-collar hiring campaigns. It supports an angle on rebuilding the pipeline rather than reposting the same requisition, giving brands a practical reason to discuss nontraditional sourcing and training.
Answers the questions, “What kind of recruiting problems does Danny Rojas write about, and what evidence do they use?”
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This is the clearest case-study example in the set, showing how Rojas frames technology around team capacity.
Rojas opens with a quote from a talent acquisition team: “We weren’t partners.
We were processors.”
Recruiters spent their days moving candidates through stages, checking statuses, scheduling interviews, and chasing information.
The post then presents Signature HealthCARE’s results after simplifying the process with iCIMS: nursing applications up 52%, completed applications up 47%, and total hires up 17%.
Rojas argues the more important outcome was that the team gained enough structure and capacity to work differently with the business.
For brands planning a campaign
Useful for recruiting-technology or transformation campaigns that need proof beyond efficiency claims.
Focus on what recruiters can do with reclaimed capacity, not just faster processing.
The post presents figures that are not independently verified here.
Answers the question, “Can Danny Rojas connect platform features to what a recruiting team actually cares about?”
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It’s a compact example of Rojas turning a customer conversation into a readable topic summary.
Rojas recaps a RecFest conversation with Maria Schaefer of BrightSpring Health Services about healthcare recruiting.
The topics are specific: application volume versus quality, how AI is changing the top of the funnel, employer brand, Video Studio, and how the team works with iCIMS to get more from the platform.
The post reads as a short customer-voice piece, not a general opinion.
For brands planning a campaign
Good for healthcare talent acquisition campaigns seeking a customer-conversation format. It supports themes of application quality, AI’s effect on early-stage recruiting, and employer brand, with the iCIMS customer relationship as context rather than the whole story.
Answers the question, “What is Danny Rojas like as a communicator, beyond case studies?”
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It’s the clearest example of the relationship-driven, lightly self-deprecating voice used around iCIMS events.
Rojas writes about appearing on the iCIMS login screen and hearing from an older co-worker out of the blue.
The light, personal post makes a point about talent acquisition: relationships last beyond org-chart changes.
Rojas also uses the moment to promote ICIMS NEXT and its focus on AI, automation, and the platform’s direction.
For brands planning a campaign
Best for community, event, or customer-relationship campaigns rather than an argument about recruiting practices. It shows Rojas blending a personal anecdote with a conference call to action without making the post feel like a dry product announcement.
Answers the question, “How does Danny Rojas promote iCIMS events?”
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It shows the more promotional end of their posting style and how they mix humor with a direct registration ask.
Rojas promotes ICIMS NEXT with a joke about joining iCIMS for the AI photobooth.
The post also lists serious reasons to attend: talent acquisition insights, customer stories, and iCIMS release news.
It leads with a playful hook, then event value, and ends with a registration call to action.
For brands planning a campaign
Useful for event-registration or booth-traffic campaigns seeking a low-pressure, humorous hook. For a campaign about recruiting expertise, use this as supporting material rather than the lead example: it’s mostly promotional.
Danny Rojas uses a RecFest conversation with Emily Fetzer of Mid-Atlantic Truck and Equipment to explain a roughly 15-year skilled-trades gap: experienced diesel technicians are retiring, the pipeline behind them is thin, and many candidates are not on LinkedIn or do not have resumes.
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They connect this to their own talent acquisition experience, including trying Craigslist for electricians and hiring people without experience, then building training around them. The practical argument is to look beyond current requisitions and build the pipeline needed later.
For brands planning a campaign
A staffing, skilled-trades, or recruiting-technology brand could use this topic for sourcing playbooks, early-career training content, or a campaign aimed at employers struggling with hard-to-fill roles. The value is in concrete tactics and role-specific examples, not general commentary on a labor shortage.
From processing to partnership in talent acquisition
Rojas frames a Signature HealthCARE case around what happens when recruiters spend their days moving candidates through stages, checking statuses, scheduling interviews, and chasing information: they become processors rather than partners.
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After simplifying the process and improving visibility with iCIMS, the post reports a 52% increase in nursing applications, a 47% increase in completed applications, and a 17% increase in total hires. They say the more important outcome was the talent acquisition team's capacity to work differently with the business.
For brands planning a campaign
This is useful for vendor case-study content, webinars, or sales enablement that connects platform metrics to changes in how a recruiting team works. A brand can evaluate Rojas for explaining technology adoption through team capacity and business partnership, not just headline hiring numbers.
Healthcare recruiting, application quality, and AI
In a RecFest conversation with Maria Schaefer of BrightSpring Health Services, Rojas covers application volume versus quality, AI changing the top of the funnel, employer brand, Video Studio, and how the team works with iCIMS to get more from the platform.
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The post summarizes a customer conversation rather than making a detailed argument, but it shows the subjects they discuss with healthcare recruiting practitioners.
For brands planning a campaign
A healthcare recruiting or HR-technology brand could use Rojas for customer-voice content on application quality, AI at the top of the funnel, and employer brand.
The format suits a short interview or event recap.
For a deeper campaign, ask for the full conversation or a more detailed brief.
Rojas promotes iCIMS NEXT with a light, self-deprecating tone: an AI photobooth, talent acquisition insights, customer stories, and release news.
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Another post notes that they appear on the iCIMS login screen, hear from people they worked with years ago, and say talent acquisition relationships persist after the org chart changes. The posts mix event promotion with AI, automation, and platform direction.
For brands planning a campaign
A brand could evaluate Rojas as a host or advocate for user conferences, customer community content, and event promotion. The posts show an ability to move between product news and relationship-driven messaging.
Several posts use a walk-and-talk format: a short conversation with a practitioner or customer at RecFest, posted with the main takeaways and a link to the full video.
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The subjects vary, but the method is consistent: let a customer describe a recruiting problem, connect it to Rojas's own experience, and close with a practical question or lesson.
Short recorded conversations with customers and practitioners, summarized in the post with a link to the full video.
For brands planning a campaign
This format gives a brand a low-production way to produce customer stories, event coverage, and practitioner-led content. Ask to review the linked videos before commissioning a similar series.
Danny says they joined iCIMS and refers to “this role,” making iCIMS the only employment relationship documented in the posts.
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Their posts also discuss iCIMS customers Signature HealthCARE and BrightSpring Health Services; they are examples in Danny’s work, not stated personal clients or sponsors.
iCIMS
Employment
Danny says they joined iCIMS and refers to “this role.”
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Their posts promote iCIMS NEXT and discuss customer conversations, but don’t state a job title.
Danny highlights a RecFest conversation with Maria Schaefer of BrightSpring Health Services, described as an iCIMS customer, about healthcare recruiting.
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Ask Danny to clarify whether they have any relationship with BrightSpring beyond the conversation.
Start with Danny Rojas's walk-and-talk posts from RecFest, where practitioners describe hard-to-fill roles and changing application quality in their own words.
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The Signature HealthCARE case makes the central argument: recruiting technology can move talent acquisition teams from processing work to advising the business.
The iCIMS NEXT posts are lighter and more promotional, but highlight current themes of AI, automation, and customer community.
Read the customer conversations first for practical recruiting ideas, then the event posts to see where they are pointing next.
Both examine how recruiting systems shape candidate visibility, drawing on firsthand hiring-side experience rather than abstract commentary.
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Volkova writes as an operator and startup founder, pressing platforms to give candidates more visibility; Rojas draws on customer conversations and vendor case studies.
Both focus on talent acquisition failures and practical fixes, from job descriptions and hiring systems to the gap between employer intent and candidate experience.
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Clayton writes sharp diagnostic posts, often addressing employers directly; Rojas makes a similar case through practitioner interviews and adoption stories.
Both cover recruiting technology, AI, and practical hiring improvements, using customer stories to show how recruiting teams change their work.
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Clifford favors list-style how-to advice and a staffing/AI case; Rojas focuses on healthcare and skilled-trades conversations and event-driven customer voices.
Danny Rojas is a plausible LinkedIn placement for a talent-acquisition audience interested in practical recruiting change, especially healthcare and skilled-trades hiring.
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Their posts speak to recruiters and TA leaders, covering hard-to-fill roles, candidate pipelines, recruiting technology, and customer conversations about shifting from manual processing to business partnership.
That topical fit makes them relevant for a campaign about overcoming hiring roadblocks, but the profile does not show whether followers are TA decision-makers.
Their LinkedIn profile lists 12,469 followers, as of 8 October 2026.
Before booking, ask for follower demographics — job function, seniority, industry, company size, and location — and recent engagement rates for comparable customer-story and hiring-roadblock posts.
Danny Rojas's posts promote iCIMS events and customer conversations connected to an iCIMS role, not a public creator partnership or sponsorship offer.
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They don't specify paid formats, deliverables, rates, availability, or booking terms. Ask for an official partnership contact and terms before considering a collaboration.
Brief: A talent acquisition agency serving healthcare and skilled-trades employers wants a short LinkedIn series on overcoming hiring roadblocks.
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Decision: Good fit, with a clear role as host and customer-story interviewer rather than a vendor-neutral expert.
Rojas has shown the core move the brief needs: name a specific bottleneck, let a practitioner describe it, then translate it into an action.
The strongest evidence is the skilled-trades post, where they discuss retiring diesel technicians, thin pipelines, candidates who are not on LinkedIn, and trying Craigslist for electricians before hiring people without experience and building training around them.
That is a concrete roadblock-to-action story for employers who keep reposting the same requisition.
The healthcare material adds a second lane: application volume versus quality, AI at the top of the funnel, and recruiters moving from processing work to business partnership.
Fit depends on disclosing their iCIMS role and not presenting iCIMS customer metrics as independent proof.
No creator partnership offer or rate card is documented, so the agency should agree on scope, disclosure, and approval directly.
When to choose a specialist
An independent recruiting-strategy nonprofit or a vendor-neutral RPO wants a spokesperson to teach a general, platform-agnostic method for cutting time-to-hire across office and professional roles.
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Decision: Poor fit as the lead voice.
Rojas's posts are closely tied to iCIMS: event promotion, iCIMS customer conversations, and an iCIMS case study.
They show practical judgment about healthcare and skilled-trades hiring, but not a platform-neutral curriculum, office-role examples, or independent time-to-hire research.
Using them as the face of a vendor-neutral method would blur the iCIMS relationship and overstate what the posts show.
A better use would be a disclosed, contrasting practitioner view or a customer-story segment, not the main teaching voice.
A worked campaign example
Brief: A TA agency wants a three-post LinkedIn series for employers struggling to fill healthcare and skilled-trades roles.
Angle: 'The pipeline is not missing; your channels are.' Post 1 opens with the diesel-technician gap and the candidate who has never needed a resume, then asks employers to audit where they source instead of reposting the same requisition.
It closes with one action: list two channels outside LinkedIn where the target role actually gathers.
Post 2 uses the BrightSpring conversation to separate application volume from quality and ask what AI at the top of the funnel is doing to candidate fit.
The action is to compare applications and qualified starts for one role over 30 days.
Post 3 uses the 'processors to partners' case to argue that automation should buy recruiters time for hiring-manager conversations; the action is to name one manual status chase the team will remove this month.
Rojas hosts or narrates; customer voices carry the proof.
The agency's diagnostic CTA replaces an iCIMS registration CTA, and the series discloses their iCIMS role.
Do not repeat the 52%, 47%, and 17% figures as independent results; label them as iCIMS customer-reported outcomes.
Before production, confirm a direct agreement on partnership terms, since no public terms or inquiry route are documented.
Choose Volkova when the series should make the candidate side of hiring roadblocks visible.
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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.
Rojas's posts do not show healthcare or skilled-trades sourcing work, customer implementation stories or a tested employer playbook.
The argument is strong on candidate experience but thinner on the operational detail a TA agency may need for a fill-the-requisition campaign.
The Referrio post is a hiring call, not evidence of a proven referral program.
Choose Clayton when the roadblock is the job description or the hiring process itself.
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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.
The posts offer advocacy and analysis, with less healthcare or skilled-trades customer work than Rojas's posts.
Clayton also promotes a class and a TA Lab tool, so an agency would need to distinguish practical methods from product promotion.
For a campaign requiring customer-story proof from healthcare employers, this is a weaker substitute.
Choose Clifford when the roadblock is the job ad or the adoption of AI in sourcing.
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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.
The posts lean on LinkedIn Talent Solutions and vendor customer-story material.
They do not address skilled-trades candidates who are not on LinkedIn or the healthcare application-volume problem in Rojas's posts.
If the campaign needs non-LinkedIn sourcing and sector-specific hiring-manager conversations, Clifford is less direct.
The AI results are customer-reported, not independent proof.
This profile draws on the full text of five LinkedIn posts by Danny Rojas from early October 2026, covering skilled-trades sourcing, healthcare recruiting, customer conversations at RecFest, and iCIMS event promotion.
It also uses six posts from three comparable creators, dated June 2025 to October 2026, for the similar-creator comparison, plus a LinkedIn follower snapshot observed 8 October 2026.
The posts are treated as Rojas's own account of the work; employer details and customer results are not independently verified.
Not reviewed: linked videos, complete posting history, per-post engagement, audience demographics, or formal partnership terms.