The latest episode of The Unicorn Whisperer features Michael Brown — formerly Head of Talent at Snyk, now founder of Door 3 Talent. Michael has quickly become one of the most visible voices in talent acquisition when it comes to AI, with thousands engaging with his LinkedIn posts and experimenting with the prompts he shares.

From Recruiter to AI Builder

Michael didn’t set out to be an “AI guy.” He started tinkering with prompts for personal use, trying to sharpen his own content and workflows. What started as curiosity turned into a practice: building bots, experimenting with ChatGPT, and sharing his work publicly. His goal? To close the knowledge gap for recruiters and HR leaders on how to actually apply AI.

He views it almost like open source: publish a prompt, let others adapt it, and collectively raise the bar. For recruiters used to Boolean searches and sourcing hacks, prompt engineering is just the next evolution.

Where AI is Shaping Talent Acquisition

Michael sees three big areas where AI is already changing the recruiting workflow:

Top-of-funnel filtering – Resume-matching and fraud detection are becoming critical as inbound applications surge, often inflated by AI-written resumes.
ATS enrichment – Tools that scrape and update candidate data can turn applicant tracking systems into living sources rather than stale databases.
Candidate intelligence – Layering AI onto interviews, scorecards, and assessments can give recruiting leaders deeper insight and better signal on candidate quality.

The shift isn’t just about efficiency. It’s about moving from “did the task get done” to “was the output high-quality.”

Fraud Detection and Transparency

One of Michael’s recent experiments was a resume fraud detection prompt. Inspired by conversations with a Chief People Officer swamped by fake resumes, he built a tool that flags inconsistencies in work history, titles, and progression. It’s still a work in progress, but early results show how AI can save recruiters hours of wasted review time.

At the same time, Michael is clear: these tools shouldn’t widen the recruiter–candidate divide. Transparency matters. He points to “Glassbox AI” approaches that show candidates how filtering decisions are made — creating trust on both sides.

What Makes a Good Prompt

Michael’s advice for recruiters new to AI:

Set the stage — Tell the model what role it’s playing (e.g., enterprise marketer, recruiter, strategist).
Define the outcome — Know the format, structure, and end goal you want before you start.
Expect iteration — Don’t settle for the first draft; the best prompts evolve over time.
Control the tone — Train the model on your past writing (he used LinkedIn posts and old memos) so the voice feels authentic, not “overly marketing.”

For Michael, prompt engineering is less about clever tricks and more about discipline: building step-by-step, testing, and refining until the AI works like an extension of his own style.

The Future of Work and Recruiting

As AI accelerates, Michael sees opportunities — but also risks. Entry-level jobs may shrink as automation eats up repetitive tasks, making career transitions harder. Recruiters and leaders will need to adapt, not just in their tools but in how they design roles and pathways for talent.

At the same time, the biggest opportunity may be cultural: using AI to elevate quality, free up recruiter time, and improve candidate experience — not replace the human side of hiring.

Follow Michael and Explore the Tools

Michael shares most of his work openly on LinkedIn, where he’s built a community of nearly 40,000 followers. He’ll soon expand his work at Door 3 Talent, but for now, LinkedIn and Unicorn Talent’s knowledge center are the best places to find his prompts, templates, and tools.

For recruiting leaders, the lesson is clear: AI isn’t something to fear. It’s the next evolution of the skills recruiters have always had — curiosity, experimentation, and the drive to make hiring smarter.

Mastering AI as a Talent Leader with Michael Brown