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Looks Good on Paper
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.
Looks Good on Paper
The Hiring Bias Nobody Thinks They Have
Use Left/Right to seek, Home/End to jump to start or end. Hold shift to jump forward or backward.
Most companies believe they've moved past credential bias. They've rewritten their job descriptions, dropped degree requirements, maybe even adopted skills assessments.
But when six hiring leaders were asked the same question independently, without hearing each other's answers, every single one pointed to the same blind spot: companies are still screening for where someone has worked instead of evaluating whether they can actually do the job.
The language has shifted. The behavior hasn't. "We need someone who's operated at scale" still means "did you work at a company I've heard of." And the teams that recognize this pattern in their own process, the ones willing to strip away the shortcuts and sit with what's left, are the ones making better hires right now.
This is a Season 2 supercut from Looks Good on Paper.
Six voices, one question, and an answer that should make every hiring team uncomfortable.
What you'll learn:
- Why screening for recognizable company names is outsourcing your talent assessment to a third party
- How one team removes company names, school names, and years of experience from every candidate presentation
- The difference between hiring for cultural fit and hiring for cultural addition - Why the most progressive hiring leaders actively avoid big-company experience for certain roles
- What happens when you force hiring managers to question their own screening defaults
GUESTS
Mike Bettley — VP Talent, StackAdapt
Gillian Emerson — Sr. Director Talent Acquisition, Toast
Jeff Waldman — Founder, ScaleHR
Sarah Sheikh — Chief of Staff, Loop Financial
Julia Arpag — Founder & CEO, Aligned Recruitment
Jim Berrisford — VP Partnerships, Willo
YOUR HOST
Anita Chauhan — Host, Looks Good on Paper
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/34sf1c3bKUc
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.
When companies use recognizable employer names as a shortcut for evaluating candidate quality, they are outsourcing their talent assessment to another organization's hiring standards rather than evaluating capability directly.
Skills-based approaches that remove company names, school names, and credential signals from candidate evaluation consistently surface stronger matches by forcing hiring teams to assess problem-solving ability, adaptability, and role-specific competence on their own terms.
The gap between how confident companies are in their hiring process and how confident they should be is one of the most underexamined problems in modern talent acquisition.
Show Resources
- Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any time
- CV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessments
- Anita Chauhan: linkedin.com/in/anitachauhan - Connect with the host
