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