What happens when you remove CVs from the hiring process? In our season 2 supercut, our leaders debate bias, volume, video, AI, and what truly helps candidates stand out.

What You’ll Learn in This Episode

• Why CVs feel both essential and outdated for modern hiring teams
• How video, portfolios, and short‑form content change candidate evaluation
• Where AI‑guided screening is improving fairness and scalability
• What candidates really worry about when asked for extra materials (like Looms)
• The growing expectation that employers must modernize, too—not just candidates

🎬 Our Season 2 Supercut

This episode brings together a range of hiring leaders—from high‑volume talent teams reviewing 35,000+ monthly applications to people‑first organizations like Clio, Float, Remote and PurposeMed—each sharing real‑world experience on what breaks and what improves when you move beyond the traditional CV. Their perspectives highlight the evolving landscape of candidate experience, modern screening tools, and the push for more equitable, human‑centred hiring practices.

🎧 About the Show

Looks Good on Paper is a Willo-powered podcast where talent leaders and founders share real hiring insights to help teams build fairer, more thoughtful hiring processes.

👉 https://www.willo.video/

📺 Watch the full episode: https://youtu.be/-pQoGAfacxI

💬 Follow us on LinkedIn → https://www.linkedin.com/company/willovideo/

⏱ Episode Chapters

00:02 — What if CVs disappeared tomorrow?

00:26 — Vanilla resumes & missed opportunities

00:43 — Bias, LinkedIn profiles & recruiter friction

01:08 — The cover‑letter love/hate divide

01:18 — CVs as structure vs. limitation

01:38 — What makes a candidate stand out today

01:55 — Beyond experience: solving ambiguity + panel comfort

02:30 — Candidate choice & PurposeMed’s AI‑guided screening

02:53 — Using AI to improve equity and conversation quality

03:14 — Looms, burden, and candidate trust

03:40 — A world without CVs: video as the new first impression

04:14 — Employers must evolve if candidates are expected to

04:34 — What CVs miss & layering deeper context

05:00 — Closing thoughts: modern hiring, modern tools

📌 We’ve got plenty more hot takes, so if you enjoyed this episode, follow/subscribe and leave a quick rating or review. Are you a talent leader and want to be on the show? Let us know!

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

Hiring rarely fails because teams don't care-it fails because decisions get rushed. In this episode, Tia Fomenoff (VP of People at PurposeMed) breaks down why reactive hiring, charisma bias, and burnout quietly undermine great teams-and how people leaders can plan ahead instead.

In this episode we’ll talk about

• Why waiting too long to hire turns roles into "emergencies"
• How reactive hiring leads to burnout and poor decision-making
• The hidden bias toward charismatic candidates-and how it shows up in interviews
• Why introverted candidates often outperform louder ones
• How PurposeMed is thinking about AI, automation, and human-first hiring for 2026

👤 Guest Bio

Tia Fomenoff is the VP of People at PurposeMed, where she's helping build an accessible, compassionate healthcare system for underserved communities through brands like Freddy, Freida, and Fourier. With a non-traditional path spanning nonprofit work, digital marketing, and scaling teams at Unbounce, Buffer, and Thinkific each from 20 employees over 500, Tia brings a people-first, practical approach to hiring, culture, and growth.

👉 https://www.linkedin.com/in/tiafomenoff/

🎧 About the Show

Looks Good on Paper is a Willo-powered podcast where talent leaders and founders share real hiring insights to help teams build fairer, more thoughtful hiring processes.

👉 https://www.willo.video/

📺 Watch the full episode: https://youtu.be/-pQoGAfacxI

💬 Follow us on LinkedIn → https://www.linkedin.com/company/willovideo/

⏱ 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

📌 We’ve got plenty more hot takes, so if you enjoyed this episode, follow/subscribe and leave a quick rating or review. Are you a talent leader and want to be on the show? Let us know!

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

Global hiring is changing faster than most teams can keep up. In this episode, Remote's Senior Director of Onboarding & Business Operations, Noelle Pittock, shares how her team screens 35,000+ applicants a month all while staying human.

On this week’s episode, you'll learn

• Why hiring only within commuting distance quietly kills your talent strategy
• How to turn company values into real behaviors in a fully remote workforce
• What "CV bias" looks like-and how Remote is designing around it
• How agentic and generative AI can open up equity in early-stage screening
• The top skills and trends Remote is watching for HR leaders heading into 2026

👓 About the guest

Noelle Pittock is the Senior Director of Onboarding and Business Operations at Remote, where she leads a global team of 100+ specialists across EMEA and APAC. With a background in B2B and content marketing, she brings a uniquely creative lens to operations, overseeing Remote's employer of record division and helping companies onboard and pay global talent quickly, compliantly, and with a standout service experience.

📌 About Remote

Remote is a global HR company that helps businesses hire, manage, and pay talent anywhere in the world-compliantly and seamlessly. From employer-of-record services to global payroll and benefits, Remote gives teams the infrastructure to scale across borders with confidence.

📄 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

00:16 - Welcome to Looks Good on Paper & intro to Noelle

00:25 - What Remote does & Noelle's role leading 100+ global specialists

01:49 - The biggest hiring mistake: only hiring within office radius

02:40 - Flexibility, talent shortages & why local hiring is failing (Remote data)

04:16 - Turning values into real behaviors on global remote teams

05:32 - Remote's public handbook & cultural infrastructure

06:38 - Values that evolve as your company grows

07:19 - Hidden leadership bias: cloning your top performer's CV

08:39 - Why CVs don't predict success & how Remote hires differently

09:43 - "We're already kind of CV-free": 35,000 applications a month

10:39 - Using agentic & generative AI to open up equity in screening

11:43 - Ditching "3-5 years experience" in job descriptions

12:48 - Making hiring criteria more progressive and candidate-friendly

13:30 - Are we missing great people with AI filters?

14:42 - Hiring trends for 2026: generalists, global flexibility & automation

15:52 - Cultural competency as a hiring superpower

16:24 - Final thoughts & closing on the future of work

⭐ Enjoyed this conversation with Noelle Pittock? Follow or subscribe and leave a quick rating or review to help more talent leaders discover the show.

🙋🏽‍♂️ Building global teams or rethinking hiring? We’d love to hear from you — reach out if you want to be on the podcast.

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

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