Looks Good on Paper

Anita Chauhan
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Looks Good on Paper flips hiring on its head. Hosted by Andrew Wood and Anita Chauhan, we dive into why CVs and "perfect fits" are overrated. Through fun, insightful conversations with industry experts, we explore how skills, potential, and real experience should be the focus of hiring... not what looks good on paper. Quick, candid, and packed with actionable insights, we’re here to rewrite the rules of hiring, one episode at a time.

  1. It's Just Robots Hanging Out: What's Actually Happening in Hiring Right Now

    FEB 24

    It's Just Robots Hanging Out: What's Actually Happening in Hiring Right Now

    AI is flooding hiring pipelines — and most of the tools claiming to fix it are making the noise worse. Automated outreach, AI-generated applications, and screening tools that were never built for the volume they're now processing: the signal-to-noise problem in recruiting has never been worse. The teams navigating it best aren't the ones with the most sophisticated tech stack. They're the ones who stayed clearest about what a good hire actually looks like — and built their process around finding that, not processing everything. Julia Arpag, Founder and CEO of Aligned Recruitment, has spent over a decade placing talent at high-growth tech companies and she's watching the same mistake repeat itself: teams outsourcing judgment to automation and wondering why the humans they hire keep disappointing them. In this episode of Looks Good on Paper, she breaks down what's actually shifting in hiring right now, why people-first recruiting is harder than it sounds when the tech is moving this fast, and what separates companies getting great hires from the ones spinning their wheels. What you'll learn: →  What AI is actually doing to hiring pipelines in 2026 versus what vendors claim →  Why people-first recruiting is harder to maintain as automation scales →  What the companies making the best hires right now have in common  GUEST Julia Arpag — Founder & CEO, Aligned Recruitment LinkedIn → https://www.linkedin.com/in/julia-arpag/ YOUR HOSTS Anita Chauhan — Fractional CMO, co-host LinkedIn → https://www.linkedin.com/in/anitachauhan/ In this episode: 0:00 Introduction 2:27 The biggest hiring mistake companies keep making 3:08 Why "culture fit" leads to homogeneity 3:34 Skills assessments for every role, not just technical ones 6:23 Hidden biases even progressive companies have 9:04 What hiring looks like without resumes 10:49 "It's just robots hanging out" 11:08 Calling candidates to reject them instead of emailing 11:43 Julia's husband's nonprofit-to-tech pivot story LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/8ukiBXAZKRw POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time.  The signal-to-noise problem in hiring has reached a critical point. AI-generated applications have made volume metrics meaningless, and automated screening tools trained on historical data replicate historical bias at scale. The companies making the best hires in 2026 are the ones who have stayed clear about what good looks like — and built their process around finding that rather than processing everything. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    14 min
  2. Better Hiring Without the Noise: Why Hiring Feels Over-Engineered (and How to Fix It)

    FEB 18

    Better Hiring Without the Noise: Why Hiring Feels Over-Engineered (and How to Fix It)

    Hiring isn't broken. It's over-engineered. Every new tool added to the stack, every extra screening step, every automated touchpoint is making the process heavier — and candidates can feel it. The irony is that teams adding complexity are usually trying to make better decisions. But more steps without better signal just produces slower decisions with the same quality. And in a competitive talent market, slow is a filter that works against you. Jim Berrisford, VP of Partnerships at Willo, has a front-row seat to where hiring processes break down — and where the simplest interventions create the biggest improvements. In this episode of Looks Good on Paper, he unpacks why adding more technology to a broken process just breaks it faster, what poor candidate communication is actually costing you in offer acceptance and employer brand, and where the real leverage is when you want to hire better without adding more noise. What you'll learn: →  Why complexity in hiring creates worse outcomes, not better ones →  What poor candidate communication costs you beyond just the immediate hire →  The simplest changes that have the biggest impact on hiring quality GUEST Jim Berrisford — VP of Partnerships, Willo LinkedIn → https://www.linkedin.com/in/talentattractiontech-hrtech-tech2rec/ YOUR HOSTS Anita Chauhan — Fractional CMO, co-host LinkedIn → https://www.linkedin.com/in/anitachauhan/ 🕘 Chapters 00:00 — Intro & Jim’s background in recruitment and HR tech 02:20 — The biggest hiring mistake: poor communication 03:30 — Why “throwing tech at hiring” backfires 05:00 — AI noise vs real assisted intelligence 06:30 — Hidden bias and lived experience in hiring panels 09:20 — What hiring without CVs could actually look like 12:30 — Over-engineering recruitment systems 14:20 — Human-centric technology in hiring 16:30 — Final thoughts on AI, nuance, and the hiring journey LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/u54b2w6OnRc POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. Over-engineered hiring processes don't produce better decisions — they produce slower ones with the same quality. Each additional step that doesn't generate new signal adds friction for candidates without adding value for hiring teams. The companies hiring best in 2026 are removing steps, not adding them. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    18 min
  3. They Belong in a Museum: Why Most Resumes Say Nothing at All

    FEB 11

    They Belong in a Museum: Why Most Resumes Say Nothing at All

    The resume was already a weak signal before AI. Now candidates generate polished CVs in minutes, ATS systems sort on keywords, and hiring teams are drowning in documents that tell them almost nothing about whether someone can actually do the work. The resume's fundamental problem isn't that people lie on it — it's that even honest resumes measure the wrong things. They capture job titles and tenure, not judgment, adaptability, or the ability to produce outcomes in a specific context. Jeff Waldman from ScaleHR has spent years helping companies fix what their hiring process is actually measuring. In this episode of Looks Good on Paper, he explains why most traditional hiring signals fail, what to look for instead, and why clinging to the CV in 2026 is like keeping a fax machine because it technically still works. What you'll learn: →  Why the resume fails as a signal even when candidates are completely honest →  What hiring signals actually predict performance versus which ones just feel rigorous →  How to redesign your screening process around the outcomes you actually want GUEST Jeff Waldman — ScaleHR LinkedIn → https://www.linkedin.com/in/jeffwaldmanhr/ YOUR HOSTS Anita Chauhan — Fractional CMO, co-host LinkedIn → https://www.linkedin.com/in/anitachauhan/   ⏱️ Chapters 00:17 – Meet Jeff Waldman (ScaleHR) 01:31 – Building global HR communities 03:06 – The biggest hiring mistake companies still make 06:38 – Why resumes are an outdated artifact 07:48 – AI resumes & “It belongs in a museum” 08:50 – Hidden bias: gaps, job hopping & “clean careers” 12:42 – AI, bias, and why prompting matters 14:01 – What hiring looks like without CVs 16:01 – Accessibility, choice & candidate experience 18:20 – Better hiring signals for 2026 20:09 – Final takeaways   LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/qJakAdHG32o POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share iy with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. Resumes fail as hiring signals not because candidates misrepresent themselves, but because the format measures the wrong things. Job titles, tenure, and company names are proxies for experience, not predictors of performance. In a market where AI has commoditised resume polish, the gap between what a resume signals and what a candidate can do has never been wider. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    21 min
  4. Stop Hiring for Titles: What Startup Hiring Actually Requires

    FEB 4

    Stop Hiring for Titles: What Startup Hiring Actually Requires

    Startups don't need the person with the best title. They need the person who can do the work that exists right now — and probably three other things that don't have titles yet. Most early-stage hiring fails because founders write job descriptions for the company they want to be, not the company they actually are. They hire for structure that doesn't exist yet and miss the generalists who could build it. Sarah Sheikh, Chief of Staff at Loop Financial, has built and scaled teams inside the pressure of early-stage growth. In this episode of Looks Good on Paper, she shares why generalists consistently outperform specialists in startup environments, how task-forward hiring beats role-based hiring, and what most founders get catastrophically wrong when they're making their first critical hires. What you'll learn: →  Why generalists outperform specialists in early-stage environments →  How to write a job description based on actual work, not imagined structure →  The hiring mistakes that compound fastest in the first 10 hires GUEST Sarah Sheikh — Chief of Staff, Loop Financial LinkedIn → https://www.linkedin.com/in/sarahsheikh/ YOUR HOST Anita Chauhan — Fractional CMO, host LinkedIn → https://www.linkedin.com/in/anitachauhan/ Chapters 00:00 Intro + Sarah’s role at Loop Financial 00:48 From fintech shutdown to startup “trial by fire” 01:54 Why startup life is glamorized (and what it’s really like) 02:57 What Loop does + how Chief of Staff connects to hiring 05:19 The biggest hiring mistake: planning by titles vs tasks 06:24 Quarterly “task audit”: automate, cut, or reassign work 07:16 The case for hiring generalists (and letting them specialize) 09:43 Hidden bias: “ex-[big company]” signal vs real work done 10:55 Tough interview questions + upfront expectations (hours, ambiguity) 12:20 Why fintech is hard in Canada (and why that matters for hiring) 13:59 “Get rid of CVs”: what Sarah would replace them with 14:51 Why LinkedIn tells you more than a resume 16:18 Why traditional screening breaks—and what video enables 16:53 The Catch-22: 279 applicants, limited time, and resume triage 17:45 “Death by tool” + what AI should actually do in hiring 18:12 AI mistakes: obvious copy/paste applications (and why they get rejected) 19:20 AI for applicants: searching roles faster + reducing busywork 19:50 AI for recruiters: smart sourcing tools (and what Sarah misses) 20:47 Practical sourcing: target companies + find proven generalists 21:35 Wrap-up + why Chief of Staff perspectives matter LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE  - https://youtu.be/3b08JzpBEzg POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    22 min
  5. Fair, Equitable Hiring Needs a Retention Strategy (S2E14)

    JAN 28

    Fair, Equitable Hiring Needs a Retention Strategy (S2E14)

    Getting diverse candidates in the door is the easy part. Keeping them is where most companies quietly fail — and they usually don't notice until the people they worked hardest to recruit have already left. Diversity hiring without a retention strategy isn't equity. It's a pipeline with a hole in it. And the cost — in team morale, employer brand, and actual dollars — compounds every time it happens. Gillian Emerson, Head of Talent and Partnerships at Toast, knows what a retention strategy actually looks like versus what gets put in a deck. In this episode of Looks Good on Paper, she breaks down why equity has to be embedded in systems and not just hiring goals, what flexibility really means to employees versus what companies think it means, and how to build teams that don't just represent diversity on paper. What you'll learn: →  Why diversity hiring without retention strategy produces churn, not equity →  What flexibility actually means to employees versus what companies think it means →  How to embed equity into hiring systems rather than just hiring targets GUEST Gillian Emerson — Head of Talent & Partnerships, Toast LinkedIn → https://www.linkedin.com/in/gillianemerson/ YOUR HOST Anita Chauhan — Fractional CMO, host LinkedIn → https://www.linkedin.com/in/anitachauhan/ Episode Chapters 00:00 – Welcome & Gillian’s journey to Toast 01:40 – Building Toast’s recruiting function from scratch 03:50 – Why women leave tech—and why retention matters 04:50 – The biggest hiring mistake companies keep making 06:40 – Flexibility, choice, and return-to-office policies 09:00 – Rethinking how candidates are evaluated 11:00 – Why pedigree and big names can mislead hiring 13:30 – Hiring beyond resumes and “shiny” credentials 16:00 – How Toast experiments with different hiring approaches 17:30 – AI in hiring and its unintended consequences 19:00 – Hiring and recruiting trends for 2026 LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/_w9ScoYMtCk POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. Diversity hiring without a retention strategy is a pipeline with a hole in it. Companies that focus on diverse recruitment but haven't examined their promotion criteria, pay equity, flexibility policies, and management culture will keep losing the people they worked hardest to hire. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    20 min
  6. Why Hiring More People Is the Wrong Fix (And What High-Growth Companies Do Instead) (S2E12)

    JAN 14

    Why Hiring More People Is the Wrong Fix (And What High-Growth Companies Do Instead) (S2E12)

    Headcount is not a growth strategy. But in high-pressure, high-growth environments, adding people feels like the most immediate lever — and it gets pulled too early, too often, and without enough clarity about what problem it's actually solving. The companies that scale well don't just hire more. They hire differently. They have a clearer picture of what they're optimising for before they open a role, and they treat team design as a strategic question rather than a reactive one. Mike Bettley, Senior Director of Talent at StackAdapt — one of Canada's most recognised high-growth adtech companies — has built and scaled hiring functions that have to perform under real pressure. In this episode of Looks Good on Paper, he breaks down what separates companies that scale cleanly from companies that bloat and stall, how to know when adding headcount will help versus when it will make things worse, and what a mature workforce planning process looks like before you're already in crisis mode. WHAT YOU WILL LEARN The signals that tell you it's time to hire versus time to optimiseHow high-growth companies think about team design before opening a roleThe headcount planning practices that prevent over-hiring cycles Guest: Mike Bettley — Senior Director of Talent, StackAdapt LinkedIn: https://www.linkedin.com/in/michaelbettley/ Hosts: Anita Chauhan High-growth companies that scale well treat headcount as a last resort, not a first response. Before opening a role, they ask what outcome the hire is meant to produce and whether that outcome can be achieved by redesigning how existing capacity is deployed. Companies that skip this question tend to over-hire, bloat their org, and face painful corrections 12 to 18 months later. ─── FOLLOW & CONNECT ─── If this changed how you think about hiring, follow the show — we're one episode per week. Watch on YouTube: https://youtu.be/SO5y6HAasME Spotify: https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts: https://podcasts.apple.com/podcast/id1625835562 Try Willo — video interviewing for skills-based hiring: https://www.willo.video/looks-good-on-paper LinkedIn: https://www.linkedin.com/company/10170893 RELATED TOPICS Talent acquisition strategy, workforce planning, scaling teams, skills-based hiring, high-growth startups, future of work, HR strategy Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    23 min
  7. The Real Reason CVs Are Failing: 8 Leaders on Volume, Bias, and What Comes Next

    12/18/2025

    The Real Reason CVs Are Failing: 8 Leaders on Volume, Bias, and What Comes Next

    What actually happens when you take the CV out of hiring? Eight leaders sat down with Looks Good on Paper over the course of Season 2 and didn't hold back. The conversation covered AI-generated applications flooding pipelines, the bias baked into screening processes most companies refuse to audit, and the formats — video, work samples, structured conversations — that are actually surfacing better candidates. No one agreed on everything. But a clear through-line emerged. This is the Season 2 supercut: the sharpest moments, the most honest takes, and the argument that kept coming up no matter who we were talking to — that the document we've built hiring around for 50 years is no longer fit for purpose, and the companies figuring out what replaces it are already pulling ahead. What you'll learn: →  What eight senior hiring leaders actually think about CVs in 2026 →  Which screening alternatives are producing better hires in practice →  The through-line argument that connects every Season 2 conversation  YOUR HOSTS Anita Chauhan — Fractional CMO, co-host LinkedIn → https://www.linkedin.com/in/anitachauhan/ Chapters 00:00 – The question that changes everything: What if CVs disappeared? 00:26 – Are CVs becoming “vanilla applications”? 00:43 – The biggest source of bias? 01:08 – Cover letters: loved, hated, or ignored 01:18 – CVs as protection vs. limitation 01:38 – What makes a candidate stand out 01:55 – Beyond experience: solving ambiguous problems 02:30 – Giving candidates choice & the rise of AI-guided screening 03:14 – The video tension: engagement vs. burden 03:40 – “If CVs were eliminated, I’d be thrilled.” 04:14 – Employers must evolve too 04:34 – What CVs miss—and why layering context matters 05:00 – Closing: Why progressive hiring teams are shifting now LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/JwHVk9QCtII POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time.    The CV persists in hiring not because it works, but because it provides a defensible paper trail. Eight hiring leaders across Season 2 of Looks Good on Paper identified the same core problem: resumes measure credentials and presentation skill, not the capability to do the job. The formats replacing them — structured video, work samples, skills assessments — share one thing in common: they ask candidates to demonstrate something rather than describe it. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    6 min
  8. Plan Earlier, Hire Smarter: Why Emergency Hires Sabotage Great Decisions

    12/10/2025

    Plan Earlier, Hire Smarter: Why Emergency Hires Sabotage Great Decisions

    Hiring rarely fails because teams don't care. It fails because the decision gets made too fast, under too much pressure, by people who are already stretched thin. Reactive hiring doesn't just produce bad hires — it produces bad hires that everyone defends because there wasn't time to do it differently. The moment you're hiring urgently is the moment your standards are most likely to slip and your biases are most likely to take over. Charisma reads as competence. Confidence reads as capability. And the hire that felt right in the moment becomes the problem six months later. Tia Fomenoff, VP of People at PurposeMed, has spent her career building the people infrastructure that prevents these moments from happening. In this episode of Looks Good on Paper, she breaks down why charisma bias thrives in emergency conditions, how burnout distorts hiring judgment, and what proactive workforce planning actually looks like before you're scrambling to fill a gap. What you'll learn: →  Why reactive hiring amplifies bias even in well-intentioned teams →  How charisma bias takes over when decisions are made under pressure →  What proactive headcount planning looks like at an early-stage company ⏱ Episode Chapters 00:00 - Welcome & intro to Tia Fomenoff 00:47 - From nonprofit work to tech & people leadership 02:48 - Why Tia joined PurposeMed 03:41 - The biggest hiring mistake: waiting too long 05:25 - Reactive hiring, burnout, and exhausted leaders 06:09 - Planning proactively with hiring managers 07:47 - Hidden bias: charisma vs substance 09:56 - How introverted candidates get overlooked 10:50 - Can you remove CVs from hiring? 11:25 - Application questions, cover letters, and effort 13:10 - Offering candidates choice in interviews 14:45 - Hiring trends for 2026: AI with intention 16:40 - Long-term sourcing and building pipelines early 17:10 - Wrap-up and what's next GUEST Tia Fomenoff — VP of People, PurposeMed LinkedIn → https://www.linkedin.com/in/tiafomenoff/ YOUR HOSTS Anita Chauhan — Fractional CMO, co-host LinkedIn → https://www.linkedin.com/in/anitachauhan/ LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/-pQoGAfacxI POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time.  Emergency hiring is where bias does its most damage. When a role needs to be filled urgently, interviewers under pressure default to charisma as a proxy for competence and confidence as a proxy for capability. Neither reliably predicts performance. The cost of a rushed hire almost always exceeds the cost of the gap it was meant to fill. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    18 min
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About

Looks Good on Paper flips hiring on its head. Hosted by Andrew Wood and Anita Chauhan, we dive into why CVs and "perfect fits" are overrated. Through fun, insightful conversations with industry experts, we explore how skills, potential, and real experience should be the focus of hiring... not what looks good on paper. Quick, candid, and packed with actionable insights, we’re here to rewrite the rules of hiring, one episode at a time.

Information

  • Creator
    Anita Chauhan
  • Years Active
    2022 - 2026
  • Episodes
    71
  • Rating
    Explicit
  • Copyright
    © 2026 Looks Good on Paper
  • Show Website
    Looks Good on Paper