Anuj Rastogi is a sales and revenue leader turned talent strategist who helps purpose-driven founders and HR leaders scale their teams. As Managing Director at BackStretch, he's seen firsthand how companies unknowingly sabotage their hiring by chasing the "obvious" candidate. In this conversation, Anuj breaks down the three critical hiring mistakes that even progressive companies make—and why the person who looks perfect on paper is often the wrong choice.

From a retail worker who became a top sales performer to developers hired without degrees who outperformed their credentialed peers, Anuj shares real stories that challenge everything we think we know about qualifications. He explains why job descriptions miss 97% of what the work actually entails, why hiring sequence matters as much as who you hire, and how the easy-apply era has created a volume crisis that's drowning out genuine talent. His advice? Stop optimizing for speed and start optimizing for the human connection that reveals true capability.

If you've ever wondered whether that stack of 1,000 applications is actually helping you find better people—or just creating more noise—this episode will make you rethink your entire approach. Anuj doesn't just critique the broken system; he offers a practical path forward that balances technology with the irreplaceable value of human judgment. Whether you're a founder building your first team or a talent leader drowning in resumes, this conversation will shift how you think about who deserves a shot.

Connect with Anuj Rastogi:

• Anuj Rastogi: https://www.linkedin.com/in/anujrastogi13/ - Managing Director at Backstretch, helping purpose-driven companies build resilient talent pipelines
• BackStretch: https://backstretch.biz/ - Talent strategy firm focused on quality hiring and proactive search
• YENZA3: https://www.yenza3.com/ - Guiding organizations on people-centric AI and knowledge transformations

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

Daneal Charney is a fractional HR executive and leadership coach who has seen hundreds of tech companies navigate their hiring challenges. After 10 years in the Toronto tech ecosystem, including her role as Executive in Residence at MaRS, she now helps fast-growth companies build high-performing leadership teams. In this episode, she breaks down the three biggest hiring mistakes that keep companies stuck in broken patterns.

Daneal reveals why we consistently hire based on what we can see rather than what actually drives performance - the motivation and mindset that exist "below the iceberg." She shares why hiring before you're organizationally ready sets everyone up for failure, and tackles the controversial topic of hiring from your personal network. Her insights on CEO bias in hiring decisions and the importance of defining success criteria will change how you think about building your team.

From a medical company's innovative panel interview approach that led to a 15-year hire, to frameworks for identifying the drivers and motivations that predict long-term success, Daneal provides actionable strategies for better hiring decisions. She also weighs in on emerging tools like one-way video interviews that can reveal communication patterns and behavioral signals traditional methods miss.

Connect with Daneal Charney:

• LinkedIn Profile - Fractional HR Executive and Leadership Coach specializing in fast-growth tech companies https://www.linkedin.com/in/danealcharney
• MaRS Discovery District - Toronto innovation hub where Daneal served as Executive in Residence https://www.marsdd.com

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

What happens when 9 of Canada’s top hiring leaders get brutally honest about bias? During Tech for Canada Conference, we captured raw, unfiltered insights from executives at Microsoft, Deloitte, True Search, and more. From “pedigree bias” to companies getting “completely blindsided” by famous names, these behind-the-scenes conversations reveal the hidden forces sabotaging your talent strategy.

The most eye-opening revelations include: Simon De Baene (Workleap) admitting companies get “completely blindsided” by famous company names, Marianne Bulger (True Search) breaking down the “pedigree trap,” and Yauhan Mehta sharing hard truths about elite education bias. Meanwhile, Anuj Rastogi (Backstretch) delivers the ultimate reality check: “Often the best hire is not the one that was most obvious.”

This exclusive supercut compilation features candid moments captured during Tech for Canada Conference interviews, giving you a preview of the powerful conversations coming in Season 2 of Looks Good on Paper - launching this month! If you’re ready to break up with the CV and discover what really matters in hiring, these insights will change how you think about talent forever.

Featured Leaders:

• Yauhan Mehta: Deloitte - Consultant
• Katrin Kourtoff: Big Viking Games - VP of Talent
• Kree Govender: Microsoft - SMB Canada Area Lead
• Anuj Rastogi: Backstretch - Managing Director
• Marianne Bulger: True Search - Partner
• Sarah Blackmore: Riipen - Talent Acquisition Professional
• Andy Claremont: Glide - Head of Ecosystem & Community
• Simon De Baene: Workleap - Co-founder & CEO
• Amir Tavafi: Abloomify - Co-founder & CEO

Watch the video version of this podcast on YouTube: https://youtu.be/dDPDXg-HSYQ?si=il1pVFl1ECK00URB

Season 2 launches this month!

Special Thanks:

• StartWell for providing their incredible studio space for us to capture these interviews in-person: https://startwell.co
• Cameron Suorsa for expert video podcast editing since the start of season one:

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

David Hiford, Lead Talent Acquisition at Hitachi Rail, challenges the dangerous assumption that experience always equals competence. With nearly four years in recruitment across New Zealand and the UK, David has witnessed firsthand how companies miss out on exceptional talent by refusing to consider career switchers, from engineers becoming project managers to military personnel transitioning to civilian roles.

In this episode, David reveals the hidden conformity bias that's creating homogenous workforces and limiting organizational strength. He shares why hiring managers gravitate toward candidates who mirror their own educational backgrounds and experience, particularly in industries like finance where Russell Group university preferences still dominate decision-making. David's insights on unconscious bias training and the importance of acknowledging our inherent biases provide a roadmap for more inclusive hiring practices.

David's surprising hire story perfectly illustrates his philosophy of prioritizing potential over paper credentials. His approach to spotting talent comes down to one fundamental question: "Do you feel like this is a good person?" This human-centered perspective, combined with skills-based assessment tools, has helped him build stronger, more diverse teams at Hitachi Rail while navigating the complexities of organizational mergers and transformations.

Resources Mentioned

• David Hiford: https://www.linkedin.com/in/davidhiford/ - Lead Talent Acquisition at Hitachi Rail
• Hitachi Rail: https://www.hitachirail.com/ - Global rail solutions and technology company

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

Derek Polowyj from Eden Scott brings a unique perspective to hiring, having studied recruitment as part of his graduate apprenticeship while working full-time in deep technology recruitment. His academic approach combined with real-world experience recruiting for everything from space tech to AI companies gives him fascinating insights into why traditional hiring keeps failing.

Derek reveals the "red pen exercise" that transforms bloated job descriptions into focused requirements, exposing how most companies haven't actually identified what they need versus what they want. He breaks down the dangerous combination of network bias and affinity bias that's quietly undermining diversity efforts, even in companies that think they're progressive. From one-page CVs to buzzword-filled personal profiles, Derek explains why our current approach to CVs is fundamentally broken.

The conversation takes a powerful turn when Derek shares the story of an overseas engineer whose CV was full of "red flags" but became one of the best hires his client ever made. It's a compelling reminder that the most surprising successes often come from candidates who don't look good on paper but have incredible stories to tell when given the chance.

Resources Mentioned

• Derek Polowyj: https://linkedin.com/in/derek-polowyj - Recruitment specialist at Eden Scott focusing on deep technologies sector
• Eden Scott: https://edenscott.com - Scotland's largest independent recruitment agency operating across 12+ sectors including renewable energy, deep tech, and professional services

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

Joshua Sklüt, Chief People Officer and co-founder of MyStandard, joins us to discuss how traditional hiring methods are fundamentally broken. As the creator of the first employment and talent acquisition service built on Web3 technology, Josh argues that platforms like LinkedIn have become "the Tinder of recruiting" - focusing on superficial details rather than actual ability to do the job.

Josh reveals the biggest hiring mistakes companies make, from reactive hiring decisions driven by desperation to unconscious biases that limit talent pools. He shares powerful insights about how diversity improves business quality - not just for social responsibility, but for bottom-line results. The conversation covers why companies unknowingly perpetuate hiring biases even when they believe they're progressive, and how verification of candidates can transform the entire interview process.

The episode culminates with Josh's surprising hire story about bringing on a quadriplegic team member who became an invaluable employee, challenging preconceptions about ability and cultural fit. His wildcard response about abolishing resumes focuses on skills assessments as the only information that truly matters - a philosophy that drives MyStandard's encrypted, candidate-controlled platform where companies pay candidates directly for access to their verified professional data.

Resources Mentioned:

• Joshua's LinkedIn: Chief People Officer and co-founder of MyStandard
• MyStandard: Web3-powered employment platform giving candidates control of their professional data

Studies & Examples Referenced

• Bertrand-Mullainathan Study (2004): American Economic Review research showing identical resumes with white-sounding names (Emily, Greg) vs. African American names (Lakisha, Jamal) resulted in 50% more callbacks for white applicants (Josh referenced this as a "New York Times study" in the episode, but the actual research was published in the American Economic Review)
• Ivy League Hiring Bias - Example of companies that "only hired out of Ivy League schools" blocking 90% of qualified candidates
• Quadriplegic Employee Success Story - Josh's experience hiring a wheelchair-using employee who became an invaluable team member, challenging assumptions about ability and cultural fit

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

Adam Gellert, founder of Linkus Group and the talent marketplace Hipo (previously HiredHippo), joins us to share insights from his two decades in the recruiting space. With a mission to build the greatest marketplace of pre-vetted diverse, high-potential candidates, Adam is reshaping the job application process with a focus on candidate experience. His expertise spans from helping startups hire their first employee to supporting companies scaling to 250+ people.
In this eye-opening conversation, Adam reveals why speed is the biggest hiring mistake companies make, explaining how rushing to fill positions without proper planning leads to poor outcomes. He challenges conventional hiring wisdom, arguing that recruiting is about getting "the best possible person, in the fastest amount of time, for the lowest cost" - and that companies don't need to compromise on any of these factors when they plan properly. Adam discusses how unconscious biases prevent organizations from recognizing great talent, and explains why the future of recruiting will be less about sourcing and more about consulting on fit and retention.
Adam shares compelling insights about surprising hires that defied conventional expectations, including candidates who started at $70K salaries and eventually commanded $500K. This episode challenges listeners to reconsider their hiring processes, recognize the limitations of what "looks good on paper," and embrace a more nuanced approach to identifying high-potential talent that can transform organizations.

Resources Mentioned

• Adam's Linkedin: https://www.linkedin.com/in/adamgellert
• Linkus Group: https://www.linkusgroup.com - Recruiting agency for hard-to-fill roles
• Hipo: https://hirehipo.com - Talent marketplace for high-potential candidates

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

In this provocative episode of 'Looks Good on Paper,' hosts Woody and Anita explore the demise of the traditional job advertisement with Christine Spagnuolo, founder of The Sorelle Group and a veteran headhunter with 18 years of experience. Christine boldly declares job ads a "waste of time" and "outdated, broken system," explaining why she hasn't posted one in over a decade.

Christine dismantles the "post and pray" approach, revealing how it creates fatigue for both employers and candidates, especially in today's world where AI generates both job descriptions and applications. She argues that truly exceptional talent isn't browsing job boards - they must be directly pursued. The conversation delves into why internal recruitment teams struggle compared to agency headhunters, and makes a compelling case for commission-based incentives in corporate recruiting.

The discussion exposes hidden biases in hiring processes, with Christine sharing memorable career stories - including placing identical twins without interviews and seeing her first-ever placement climb to department head at Ferrero Rocher. The episode concludes with Christine's forward-thinking perspective that relationships and personal endorsements are already replacing CVs in progressive industries, particularly in tech startups where her recommendations alone secure interviews without traditional resumes.

Resources Mentioned

• Christine Spagnuolo: linkedin.com/in/christinespagnuolo - Senior recruitment consultant with 10+ years experience helping companies focus on skills and potential rather than traditional CVs.
• The Sorelle Group: thesorellegroup.com - Boutique recruitment consultancy specializing in relationship-based talent sourcing across North America, the Caribbean, and Hong Kong.

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