Robin Daniels

Chief Business Officer @ Zensai #HumanSuccess & #AI | 3xCMO | 2.5xIPOs 😆 | Ex @Salesforce @WeWork @LinkedIn @Box @Matterport | LinkedIn Top Voice | Creator of Epic Teams | Dad | Runner | Made in Denmark 🇩🇰

Hi, I'm Robin Daniels, The James Bond of B2B, at least according to one legenday VC 😆

I'm an experienced executive focused on growth, marketing, GTM, product innovation, and leadership development to deliver epic results through ground-breaking, fun, and highly differentiated activities, while empowering people and teams to do the best work of their lives. 

I'm Chief Business Officer for Zensai (zensai.com) - where I run Product, Marketing, Partnerships, and GTM.

Throughout my career I've held executive leadership roles in high growth companies of all sizes, including Matterport (IPO) WeWork (near IPO), Salesforce, LinkedIn, Box (IPO), Veritas, and Vera (acquired).

My areas of expertise include growth strategy, product innovation, marketing, product marketing communications and media, GTM strategies, org design, leadership development, innovation management, mergers & acquisitions, top-level leadership, category-creation, brand building, public speaking, and sales transformation.

Here's more about my life story and journey during the last two decades: https://www.linkedin.com/pulse/roadmap-life-love-happiness-robin-daniels/

I spent over 20 years in the US and UK, but I'm from Copenhagen, Denmark and an avid runner and movie nerd.

Founding Member & Advisor

byFounders is an early stage venture fund actively investing in tech startups across the Nordics and Baltics. Made up of some of the region's most accomplished entrepreneurs (Zendesk, Unity, Skype, and more), the byFounders Collective invests in and supports the next generation of globally ambitious founders. I help byFounders portfolio companies with deal sourcing, go-to-market strategy, business development, and fundraising advice.

AI usage in our Learn365 platform has gone up 172% year over year to help our customers learn in the flow of work 🚀 

Our customers are seeing more engaged employees with personalized AI-powered learning paths that we made so every person can experience growth, development, and momentum in their lives in a way that's perfect for them.

Super excited to see Fosway Group, David Wilson and Fiona Leteney recognize how much love, innovation, and focus we put into delivering a platform that our customers love 💙 

Thank you for the partnership and the recognition. I know everyone at Zensai appreciates this 🙏 

Onwards and upwards!

Studied and trusted by EMEA’s learning leaders, the 2026 9-Grid™ for Learning Systems is out today. 

The research shows that the market is growing but uncertainty and complexity remain; nevertheless, vendors are continuing to focus on AI-enabled functionality.

Revealing the market and solution trends in the learning systems market, the 2026 9-Grid™ report shows that:

- While AI is the top priority for the coming year – alongside skills, according to Digital Learning Realities 2025 – staples such as compliance and regulatory training are still critically important but have ceded the spotlight to AI due to the market-wide effectiveness of their delivery in modern learning. 
- The proliferation of AI sees face-to-face, cohort-based learning achieve premium status, with the research noting that “…leadership judgement, surgical precision, craftsmanship, [and] complex negotiation” remain capabilities that need observation and social interaction.

Fiona Leteney, Senior Analyst at Fosway Group, commented on the report’s learning experience insight: "It’s official: The LXP as a standalone category of learning system is finally behind us. Organisations still care deeply about the learning experience, but what used to be differentiators like personalised recommendations, intuitive UX, seamless content access, are now baseline expectations. AI is accelerating this shift, and even potentially transforming the traditional ‘Netflix style’ front door of learning into adaptive, conversational experiences where AI coaches and tutors guide learners in real time."

Myself and Fiona Leteney will take questions on the research in a live online ‘Ask the Analyst’ session on 19 March 2026 at 3pm GMT. Register for your free place here.

There are other market analysis models, but there’s only one 9-Grid™. Examine it today to accelerate your buying knowledge.

The links can be found in the comments below.

#Learning #LearningSystems #AI

Thanks for the great conversation about purpose, sleep, exercise, and happiness. I loved it Eric Bomyea - keep doing awesome work.

Podcaster | B2B Brand Director | Yoga Instructor

You don’t need a perfect sleep routine. You need portable anchors.

You already know the sleep science: 

Same bedtime. 
Same wake time. 
Dark room. 
No screens. 
Total consistency.

But your life moves.

Travel. 
Clients. 
Team dinners.
New beds. 
Different time zones.

So when the routine breaks, you feel behind.

In my conversation with Robin Daniels, he shared two anchors he protects wherever he is:

Sleep as a priority — even when it’s imperfect.
Daily physical regulation — move the stress out.

Two commitments that can travel with you. That reframed how I think about living dynamically, not perfectly. 

If your day goes sideways tomorrow, what would you still protect?

https://lnkd.in/gjpvNeF9

Open video: Stop Chasing Perfect. Lead a Dynamic Life (Without Burning Out) | Robin Daniels on youtube.com

Stop Chasing Perfect. Lead a Dynamic Life (Without Burning Out) | Robin Daniels

Beamery

Global Head of Talent & Executive Search

Newly created role to build and execute a comprehensive executive recruiting strategy for Beamery that is aligned with our vision and our Growth Framework, in order to identify & engage a diverse range of high quality candidates for Director + roles as well as partnering with Executive Search Firms when required.

Create, drive and manage the candidate engagement & intelligence strategy for each assigned executive search (Director-level +) with partnership and input from our Co-founders, C-Suite and Leadership Teams.

Create a closed-loop inspection mechanism to evaluate our exec hiring strategy and outcomes, report progress, and drive continuous improvement.

Prepare for and present relevant market data at all points (search scoping & discovery meetings, search progress meetings, interview team calibration sessions, etc.)

Conduct “deep dive,” competency-based assessments of candidates to ensure our C-Suite is only seeing qualified, top-of-market talent.

Drive thought leadership as a subject matter expert in the talent engagement process, showing knowledge of sources, industries and markets, organisational structures and companies.

Build succession plans for all roles reporting into Co-Founders and Leadership Teams to support executive retention and identification of performance risks. 

Create a leadership hiring playbook and structured recruitment and assessment methodology to raise the bar on how Beamery recruits executive talent.

Close working relationship with CEO, C-suite, Senior Leadership Team and Board.

I also support the Talent Acquisition Team on complex / high priority vacancies and projects.

Global Head of Executive Search 

GFG Alliance

Newly created role reporting into Global Chief People Officer based in London, offering an advisory and business partnering service to our Executive Chairman, Executive Committee and Family Office.

My role as Global Head of Executive Search is to manage the end to end executive search process for all C-Suite roles (CEO, CFO, CCO, CMO, CPO, COO, CTO), Global Advisory Members (GAB) and Non Executive Directors (NED), including full onboarding and integration of new hires.

Responsible for global succession pipeline and external talent attraction strategy and engagement of high calibre C-Suite talent.

I also manage the Talent Acquisition team responsible for experienced hires across all functions (non technical and technical hiring) including entry level / early careers recruitment, employer branding, workforce planning and management of all social media platforms.

Global Head Talent Acquisition & Executive Search

The Estée Lauder Companies Inc.

Newly created role reporting into Vice President, Human Resources, UK & Ireland and VP Talent, New York.

Ensure our talent acquisition strategy, engages and attracts the best talent from diverse backgrounds and ethnicity to support future organisational growth targets.

Built best-in-class Talent Acquisition Function (Corporate and Retail) that always provides high-touch service to our consumers and candidates.

Responsible for all Executive Recruitment across Corporate Recruitment for the UK Region, Travel Retail EMEA, Jo Malone Global and Retail Recruitment for ELC Brands and Travel Retail. 

Continually driving change management initiatives and strategy in TA to enable delivery of the right talent at the right time including entry-level hires (apprenticeships).

Director, Talent Acquisition - UK & Ireland (Corporate & Retail)

Avon

Newly created role reporting into Global Executive Director, New York & Director, EMEA Talent the scope of my role includes;

•	Development of a modern and competitive EMEA-wide talent acquisition       
        capability which attracts and retains the best talent and supports Avon’s strategic growth 
        plans.
•	Setting up a new Talent Acquisition Centre of Excellence to support the UK & EMEA 
        functions to effectively source high quality talent through direct sourcing and social media      
        channels.
•	Responsible for the recruitment & succession pipelining of Director + Vacancies across      
        EMEA.
•	Responsible for driving the standardisation & improvement of end to end recruitment & 
        selection processes.
•	Global Linkedin Account Manager across EMEA, LATAM, APAC & North America.
•	Establishment of a cohesive vendor partnership, which is fit for purpose & supports our 
        immediate & future strategic growth plans.
•	Close working relationship with our executive search firms & agencies.
•	Development of Hiring Manager Recruitment & Selection Capability up to exec     
        level.
•	Development & launch of competency framework, guides & best practices for all levels &   
        grades.
•	Designed & launched a centralised EMEA-Wide internal job board to support talent retention.

Senior Manager - Talent Acquisition EMEA

Home Retail Group PLC

This transformation plan will reinvent Argos as a digital retail leader and reposition it from a catalogue-led retailer to a digitally-led retailer over the next 3 years.
 
Newly created role reporting into Head of People and Organisational Change my responsibilities include;
 
• Responsible for all executive hiring to support the future success of the Argos Digital Transformation.
• Submission of weekly reports to the Exec Board and Transformation Director for all resourcing  activities
• Providing strategic resourcing advice to the Senior Execs and Transformation Director to help support the recruitment of headcount requirements within the Transformation Office and functionally across the programme.
• Working closely with the functional HRBP’s to ensure role profiles clearly reflect the type of skill-sets and capabilities required for the success of the programme
• Working closely with the BAU Resourcing Team to ensure they are delivering headcount requirements on time and within budget.
• Close partnership and management of executive search firms working on £100k + business critical roles
• Using a multi-channel resourcing approach to attract high calibre talent (e.g. via internal succession plans, linked-In, market mapping, direct head-hunting using referrals obtained from the exec and using the internal referral programme to increase pipeline of candidates).

Onboarding & Induction Project - May - Sept 13 

- Delivered an inspiring, exciting and engaging digital onboarding experience that increased new starter productivity, engagement and reduced attrition.

Resourcing Manager - Argos Business Transformation Programme

Reporting to Director of HR Operations, my initial responsibilities were to review, establish and agree the operating model for our new ‘head office’ resourcing function and formulate a multi-channel resourcing strategy;  whilst delivering the business resource requirements to cost, quality and time to hire targets.
 
• Providing strategic recruitment solutions to senior stakeholders & HR community.
• Regular meetings with HRBP’s to review current and forecasted vacancies against annual resource plan and  identification of talent through our succession planning and talent management programme.
• Responsible for annual budget process across all operating companies.
• Responsible for managing and developing a resourcing team of 13.
• Regularly providing directors with competitor intelligence, marketplace trends and bench-marking salaries.
• Providing monthly resourcing update to the Group Operating Board and HR Leadership Team.
• Optimisation of social media and business networking tools to build appropriate talent pools (active & passive).
• Responsible for developing and delivering talent and employer branding attraction strategies across a broad range of disciplines and job roles across all operating companies.
• Regular coaching Resourcing Team to proactively use cost effective routes to market and shifting mindsets of recruiters from ‘order takers’ to ‘decision influencers’.
• Working closely with other Resourcing Managers within the Group to create a community to share knowledge and best practice, discuss key initiatives and join up on projects to create further cost efficiencies.

- Winners of Best Employee Referral Strategy by In-house Recruiter Awards (Nov 2012)
- Shortlisted by in-house recruiter awards for best social media strategy.

Group Resourcing Manager, Argos, Homebase, Group Functions & Habitat

Barclays Bank

	A high profile ring fenced project which involved recruiting 450 additional heads within a 12   
        month period, 30% on-shore and 70% off-shore recruitment (New York & India).
	Recruitment project consisted of permanent, temporary & contract headcount planning & 
        forecasting as well as responsibility for all executive hiring.
	Responsible for preparing weekly MI for Global Payments project board.
	Close working relationships with HRBP’s, Reward, Talent, and Learning & Development & 
        Global Mobility.
	Key focus on reducing agency spend resulted in only 20% of budget utilisation.
	Involved with upskilling Hiring Manager interview skills in New York.

Resourcing Manager - Global Payments & CBTO (Barclays Corporate)

	Working closely with senior stake holders across Commercial Bank.
	Responsible for all executive hiring (Packages up to £400k) – using direct routes to markets and executive search firms when necessary.
	Provided regular MI to senior stakeholder and worked closely with HRBP & Business Heads on demand headcount planning & fore-casting.
	Team management & development of up to 5 employees.
	Coaching Hiring Managers on recruitment best practice and policies.
	Improved direct-hire capability using Linked-In and promoting Refer a Friend. 
	Budget Responsibility of £800k.

Resourcing Manager - Middle & Back-Office, Commercial Bank

Interim consulting role

Interim roles at Accenture, Astra Zeneca, T-Systems, Carphone Warehouse

Interim Roles

Hudson Highland Group

Principal HR Consultant

Computer People

Principal Recruitment Consultant

Results-oriented and commercially focussed Talent Acquisition Leader with extensive experience in talent acquisition and executive search across diverse industry sectors such as B2B SaaS scale-up, Consulting, Financial Services, Technology, Pharmaceutical, Luxury Retail, Steel, Energy, Aluminium, and Real Estate. 

My expertise lies in identifying exceptional talent from Director level, C-Suite and upto Non-Executive Board Members for Corporate and PE & VC-backed businesses to fuel organisational growth and long-term success.

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The Battle

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