This week Julia Fulton (Float) joins us on Looks Good on Paper to break down why hiring in 2025 has got to shift away from praising perfection, to rewarding potential. From compensation transparency to why she’s never read a cover letter, Julia breaks down what top teams are doing (and should be doing) differently in 2025.

In this week's episode we'll cover:

• Why sharing compensation upfront changes everything for candidates (and why everybody deserves to know)
• How hiring the "perfect fit" conceals the hidden bias that limits team growth
• What might help replace the CV - and why authentic responses matter more

👧🏻 Guest Bio

Julia Fulton is the Talent Manager at Float, a global, async-first company whose philosophy is all about doing your best work, while living your best work life. Float is fast on the rise, and for Julia, it’s all about championing the candidate experience, and having complete transparency — rooted in her own path into tech, and the belief that great hiring balances rigor with undoubtable humanity.

📄 About Looks Good on Paper / Willo

Looks Good on Paper is your weekly source for hot takes from modern talent leaders, recruiters, and powered by Willo, the async video platform helping teams hire faster-and more thoughtfully-at scale.

Chapters
00:00 – Intro to Looks Good on Paper & Julia Fulton (Float)
00:54 – Julia’s hiring philosophy and Float’s async global model
02:15 – Biggest hiring mistake: hiding compensation + key details
03:45 – The “Spider-Man meme” salary dance and why it’s broken
04:26 – Float’s radical transparency + public employee handbook
04:45 – “Same work, same pay” across geographies
06:38 – Candidate experience, no ghosting, and re-engaging talent
08:03 – Hidden bias: hiring perfection vs. growth potential
09:41 – Non-traditional backgrounds and the skills we underestimate
11:41 – If CVs disappeared: application questions & Loom alternatives
14:19 – Why generic cover letters (even AI ones) fail
16:18 – Letting candidates present in their strength format
17:38 – Role skills vs. interview skills
18:12 – AI in hiring: where it helps and where humans stay vital
19:49 – Going analog again: protecting voice and culture
20:37 – BoBo the cat cameo + wrap-up

Are you a talent leader and want to be on the show? Let us know!

We’ve got plenty more hot takes, so if you enjoyed this episode, follow/subscribe and leave a quick rating or review. Thanks for listening!

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

Jim Miller, VP of People & Talent at Ashby, joins Anita to unpack what’s really broken in modern hiring—from over-indexing on referrals to misusing AI in recruiting. If you’re a founder, talent leader, or recruiter, this one’s a playbook episode.

What you’ll learn in this episode:

• Why over-relying on employee referrals can quietly damage quality of hire, talent density, and culture
• How Ashby designs job postings and closing dates to review 100% of applicants fairly
• A practical framework for protecting hiring manager time and raising the hiring bar
• Why resumes aren’t going away anytime soon—and what a “choose your own adventure” application flow could look like
• How intentional AI deployment will reshape hiring volumes and productivity by 2026

Guest Bio: Jim Miller, VP People & Talent at Ashby

Jim Miller leads the People and Talent team at Ashby, a modern recruiting platform built for high-growth teams. With 25+ years in talent acquisition, Jim has hired software engineers in London agencies, built Google’s early engineering org in London, led global inbound recruiting for 4–5 million applications a year, and even co-designed Google’s in-house ATS in just 30 days. After leading TA at FullStory and becoming an Ashby customer, he pitched himself into his current role—where he now helps teams scale hiring with both rigor and empathy.

About Willo / Looks Good on Paper

Looks Good on Paper is a snackable podcast for people leaders, recruiters, and founders, powered by Willo—the async video interview platform that helps teams hire more thoughtfully at scale.

📌 Chapters

00:17 – Welcome to Looks Good on Paper & intro to Jim Miller
00:47 – Jim’s journey: agencies, Google, FullStory, and pitching himself into Ashby
02:10 – The biggest hiring mistake: over-relying on employee referrals
04:13 – How Ashby treats referrals, inbound, and sourcing as one unified pipeline
05:54 – The hidden bias: only reviewing a slice of your applicant pool
07:38 – Using deadlines and data to review 100% of candidates (without burning out teams)
08:53 – Protecting hiring manager time while improving quality of hire
09:54 – Could we remove CVs completely? Legal, risk, and workload realities
12:11 – “Choose your own adventure” applications and helping candidates find the right role
13:58 – Jim’s 2026 prediction: intentional AI, productivity, and fewer hires
16:18 – Parkinson’s Law, Pomodoro, and making AI efficiency real for teams
16:51 – Wrap-up, Ashby resources, and where to learn more

⭐ If you enjoyed this episode, please follow the show, leave a rating or review, and share it with someone in your talent or founder circle—it really helps us reach more listeners.

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

Clio’s hiring engine: real talk with Alyssa-Marie Lefebre (Senior TA Specialist, Clio).
How a 1,700-person legaltech scales recruiting without losing the human.

In this episode you’ll learn:

• The difference between culture fit and culture add—and how to interview for it.
• How to kill ambiguity bias with clear interview guides and prep.
• Why CVs/LinkedIn are useful and a “map of biases”—plus fair alternatives.
• Tactics for true candidate care at volume (prep calls, feedback loops).
• The TA stack behind Clio’s growth: Workday, LinkedIn, Gem, BrightHire/Gemini & more.

About Clio
Clio is a category-leading legaltech company transforming practice management with an AI-forward, human-centered approach. With 1,700+ employees, Clio continues to expand across EMEA and APAC.

About Looks Good on Paper / Willo
Looks Good on Paper is powered by Willo and hosted by Anita Chauhan. Simple, candidate-friendly one-way video interviews that help teams screen faster and fairer.

Watch & subscribe:
🎥 YouTube
💡 Follow Willo → https://www.willo.video
💬 LinkedIn

Chapters

00:00 — Welcome & guest intro (Alyssa-Marie Lefebre, Clio)
02:11 — Clio’s scale: 1,700+ people, global growth & AI shift
03:34 — Biggest mistake: “culture fit” vs “culture add” (and values that work)
06:56 — Rewriting values: the “Recharge Your Way” lesson
09:19 — Hidden bias: ambiguity in interviews (and how to fix it)
11:47 — White-glove candidate experience at volume
13:02 — If CVs vanished: LinkedIn’s role & bias awareness
15:18 — Multiple application paths & equitable review systems
16:44 — Skills-based hiring, feedback calls & fair assessments
17:48 — The stack: Workday, LinkedIn, Gem, BrightHire/Gemini, no-code ops
20:40 — How to reach Alyssa (LinkedIn) & close

Guest Bio
Alyssa-Marie Lefebre is a Senior Talent Acquisition Specialist at Clio, where she’s helping build high-performing teams with scalable, people-driven processes. With nearly a decade in tech recruiting Alyssa champions transparent interviews, equitable evaluation, and candidate experiences that enable long-term growth.

📌 Love the show? Follow, rate ★★★★★, and leave a quick review—your support helps more people discover smart, human recruiting conversations!

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

Summary:
Golden Ventures’ Alison Kaizer joins host Anita Chauhan to talk about why early-stage founders keep hiring the wrong people, and how to fix it. From AI aptitude to structured interviews to CV-free hiring, this quick-hit episode challenges every old rule of recruiting.

You’ll Learn:
• Why resume and pedigree bias still plague startups.
• How AI aptitude outweighs tenure and titles.
• The difference between experience and problem-solving ability.
• How to build a CV-free interview loop that actually works.
• When human judgment matters most.

About the Guest:
Alison Kaizer is Partner at Golden Ventures, working hands-on with founders to build category-defining teams from pre-seed through Series B.

About Willo / Looks Good on Paper:
A Willo podcast about the future of hiring—hosted by Anita Chauhan. Real stories, better hires. willo.video |

Watch & subscribe:
🎥 YouTube
💡 Follow Willo → https://www.willo.video
💬 LinkedIn

Chapter Markers
00:00 Intro – Golden Ventures + the big question
01:13 Resume bias & the pedigree trap
03:45 Seniority bias in the AI era
05:40 How AI aptitude beats years on paper
07:59 Human judgment vs automation in hiring
09:07 Designing CV-free interview structures
14:10 The hire who proved the resume wrong
17:08 Values & passion as the real signal
17:45 Wrap – Keep it human

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 if your best hire lists 4 years on paper, but delivers 8 years of outcomes?

Miovision’s Global Talent Acquisition Manager Justin Krulicki, breaks down why tenure and industry bias are quietly derailing your hiring process, and how a 90-second video intro can beat a CV before you even read it.

In this episode you’ll learn:

- Why “years served” is a weak signal, and what better metrics to use

- How to cleanly structure interviews into Technical ▪ People ▪ Values (without overlapping)

- Why we asked for 90-second intros in one real req: 5,000 resumes. Zero portfolios. Three videos. Only the videos got callbacks

- How well-trained interviewers (not repeating the same question six times) prevent groupthink

- What a “no-CV” future could feel like, and how AI might soon rank those intros before you open a resume

🎧 Listen on Spotify
Watch on Youtube

Connect with Justin Krulicki
Linkedin

About Miovision
Miovision builds intelligent mobility solutions that help cities optimize traffic in real time. Think AI + camera systems + computer vision to understand movement across cars, cycles, and pedestrians.

About Looks Good on Paper / Willo
Looks Good on Paper is our interview-first podcast. It surfaces practical operator lenses for hiring, team building, and leadership. Powered by Willo.

⏱️ Chapters

00:00 — Outcomes over years
00:28 — The real cost of tenure & pedigree bias
02:00 — Passion & outcomes as hiring currency
02:35 — Avoiding bias: measure tech / people / values
03:45 — Trained interviewers vs. groupthink
07:00 — No-CV intake: 90-second intros & the 5,000-resumes story
11:20 — Tooling: ATS, AI & video-first recruiting
13:20 — Wrap & next steps

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 if your best hire doesn’t “fit” your culture—they add to it?

Microsoft Canada’s Kree Govender shares a practical stack you can try this month:

- hire culture add (not clones),
- test with the Three A’s: Attitude, Aptitude, Assimilation (to change),
- run STAR interviews with independent panels to avoid groupthink,
- use AI tools like Microsoft Copilot to surface hidden bias,
- and swap vanilla CVs for 90-second video/audio intros that actually show how people think.

In this episode you’ll learn:

- How to design for culture add and positive tension on purpose
- The Three A’s hiring lens (Attitude, Aptitude, Assimilation)
- Why STAR + independent interviewers raise signal and reduce bias
- How Copilot helps measure (not guess) interviewer bias
- When a 90-second intro beats a CV for early screening

Watch on Youtube

Chapters
00:00 Cold open — “Stop hiring your mirror”
00:26 Culture add vs culture fit (and why tension helps)
02:05 The Three A’s: Attitude, Aptitude, Assimilation (to change)
03:30 STAR interviews + independent panels (no groupthink)
05:00 Don’t guess bias—instrument it with Copilot
06:45 CVs → 90-second video/audio (what to ask for)
08:50 Leadership: Create Clarity • Generate Energy • Deliver Success
10:30 Model • Coach • Care in practice
12:20 What to pilot this month + wrap

Try one tactic this month and tell us what changed: 90-sec intro videos, STAR-only prompts, or independent panels?

👉 Watch and Subscribe for operator-grade hiring conversations here, or on Youtube.

Resources
• Willo — screen smarter at scale: https://willo.video
• Connect with the host, Anita Chauhan (Willo)
• Guest: Kree Govender, SMB Canada Leader @ Microsoft

Share this with a leader who still starts with CVs.

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

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