# Tian Lan

Tian Lan builds Care Mojo, a wearable and edge-AI system intended to help families and home-care agencies monitor older adults’ safety, routines, and changing care needs at home. Tian Lan has also posted about AI recruiting and hiring.

- Profile: https://b2binfluencer.marketing/creators/tian-lan/
- LinkedIn: https://www.linkedin.com/in/lantianx
- LinkedIn followers: 4,981
- Topics: artificial-intelligence, startup, recruiting
- Based on 15 dated posts, latest 2026-09-17

## Summary

Most useful as a speaker, advisor, or co-panelist on AI screening and candidate experience.

- Best for: A recruiting tech or talent assessment brand seeking speaking, advisory, or co-produced content on AI hiring.
- Not for: Consumer or caregiving brands wanting influencer-style sponsored placement with measurable reach.
- Check first: Confirm sponsorship terms, rate card, and audience data, since none are published.

### Takeaways

- They say AI screening should widen the pool, not just speed the filter.
- They report a hiring team filling roles in 14 days through automated screening.
- They note roughly 90 percent of candidates never get seen once AI filters are applied.

## Main ideas

- **Choose markets where buyers want the technology and few competitors are there**: Tian Lan argues that startups should choose a vertical by asking whether customers want the product and whether the field is already crowded, weighing personal fit and social impact alongside financial potential. Engineering teams produced pilots but slow enterprise deals, partly because engineers feared AI was coming for their jobs. Sales teams were unpleasant to work with, and the sales-enablement software market was already strong. Healthcare offered the opposite profile: broken systems held together by collaborative people, slow AI adoption, and users who said they wanted AI and would pay for it. Their conclusion: money follows improving people’s lives.
- **Applied AI in overlooked industries matters more than tools for agents**: Tian Lan contrasts San Francisco conversations about building tools for agents with the founders they met at the Techstars Workforce Development Accelerator, who apply AI to healthcare, supply chains, construction, and other critical parts of the economy. They argue that domain knowledge, real-world data, and relationships with the people served can matter as much as chasing each new AI trend, and that cutting-edge AI combined with deep vertical expertise is where the next wave of impactful companies will emerge. Their test for the agent economy is whether it improves human lives; otherwise, it is another tech bubble. They name caregiving as one of the most overlooked infrastructure challenges.
- **AI screening needs to widen the pool, not just speed the filter**: The recruiting posts report real speed gains from automated screening while warning about who gets discarded. AI-written sourcing outreach can lack authenticity, and a large share of candidates never get seen under AI filters. Tian Lan argues for broader, multi-dimensional screening that surfaces high-potential people and adds human touch, rather than rejecting anyone who does not clear an automated pass. The approach connects to the job simulations Peak Mojo offers talent teams.
- **Job categories are merging, so career ladders will change**: Tian Lan argues that as AI takes over more screening and coordination work, old job boundaries are collapsing: engineering plus product is becoming “builder,” and marketing plus sales is becoming “growth.” A guest on the same panel framed the shift as a consolidation into four roles. Lan says this could move hiring away from managing a hundred open positions at once. Companies will need new ways to spot real doers in an AI-augmented workplace.
- **Caregiving is treated as infrastructure, and the motivation is personal**: Tian Lan frames dementia care at home as one of the most overlooked infrastructure problems of the time, rather than a niche product category. The work is personal: they watched their grandfather live with dementia and saw the fear, guilt, and uncertainty families carry when no one notices a loved one’s needs. That framing shapes the design: a wearable, privacy-first edge-AI system intended to give home-care agencies continuous visibility into safety, routines, and changing care needs, and help families stay connected between visits.

## Work to read

- [We’re 1 year into building our stealth AI product!](https://www.linkedin.com/posts/lantianx_were-1-year-into-building-our-stealth-ai-activity-7432234970682662912-7T5j)
- [Excited to announce we’re part of Techstars!](https://www.linkedin.com/posts/lantianx_excited-to-announce-were-part-of-techstars-activity-7438341011312943104-Aa1h)
- [What can be accomplished in a 13-week accelerator?](https://www.linkedin.com/posts/lantianx_techstars-demoday-dementiacare-activity-7470609881603940353-wks-)
- [They’re here! Our first batch factory-made Care Mojo devices](https://www.linkedin.com/posts/lantianx_agetech-wearableai-edgeai-activity-7506415041584218112-IKcb)
- [Last week, I traveled to Shanghai...](https://www.linkedin.com/posts/lantianx_caremojo-agetech-edgeai-activity-7485124270751236096-yPD0)
- [Kicking off New York Tech Week with the AI in Recruiting panel](https://www.linkedin.com/posts/lantianx_nytechweek-airecruiting-talentacquisition-activity-7335700041950535680-y1lA)
- [What’s next for hiring and talent strategy?](https://www.linkedin.com/posts/lantianx_seattletech-hiring-ai-activity-7356503788993564672-9mBa)

## Brand relationships

- **Care Mojo** (disclosed_partnership)
- **Peak Mojo** (disclosed_partnership)
- **Techstars** (mention)

## Partnerships

The posts do not mention a sponsorship offer, rate card, media kit, formal creator-partnership program, or official inquiry route for Tian Lan. They document company-level collaboration: Care Mojo works with manufacturing partners in Shanghai on hardware production, home care agencies and senior homes on device pilots and deployments, and the Techstars Workforce Development Accelerator network of mentors, investors, and cohort founders. Tian Lan also posts from recruiting and talent events, including Seattle Tech Week and New York Tech Week, where HR tech or health tech companies could open a speaking or advisory conversation. Start any sponsorship or content-partnership discussion with a direct LinkedIn message, and ask about scope, formats, and terms.

## Alternatives

- Stephen Tweed: Choose Stephen Tweed when the campaign targets home care agency owners and executives rather than recruiters buying software. Their posts describe several months of interviews with founders and CEOs in the top tier of the home care industry about strategic planning, leadership and board retreats, and company culture. They make a specific argument this audience can debate: providers are shifting from a customer-first to a caregiver-first culture because caregiver recruiting and retention, not sales and marketing, is the real growth constraint. Tweed also teaches corporate culture in a graduate communication and business leadership program, making them a fit for a workshop or advisory engagement with operators. Pick Tweed over Tian Lan when the buyer needs someone who can discuss culture, recruiting, and retention as business problems for care providers, without an AI product attached.
- Gabrielle Carlson, M.Ed., PHR: Choose Gabrielle Carlson when the buyer is building or scaling an internal talent acquisition function and wants an advisor who speaks in operating-model terms. Their posts offer a five-part framework a hiring vendor can borrow directly: structure enables speed, workforce planning beats requisition management, metrics should drive decisions and show results, hiring managers are the biggest variable, and employer brand starts inside the business. A second post makes a revenue case for recruiting: hiring speed affects revenue velocity, time-to-productivity affects customer outcomes, and requisition count, time-to-fill, and cost-per-hire are necessary but insufficient measures. That makes Carlson the sharper choice for an HR tech company arguing that recruiting should be measured against business outcomes, not merely automated.
- Vanshikaa Oberoi: Choose Vanshikaa Oberoi when the engagement is a positioning or market-entry project for a health, senior care, or age-tech brand rather than a recruiting-technology conversation. Their posts analyse how positioning changes by sector, contrasting impulse-driven DTC purchase pages with retirement and senior living, where families make considered decisions on someone else's behalf. Brands in the latter category typically lead with four or five functional must-haves, including dementia and memory care, alongside differentiators such as support for families living apart. A second post argues that differentiation erodes when categories compete only on function, using Miss Mosa and Nykaa as contrasting examples. Oberoi also states that they help founders with strategy and positioning, making them a fit for a health tech company explaining its product to families and care operators.

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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/