.png)
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
Neurodiversity and AI in Hiring: Who Gets Filtered Out Before Anyone Sees Them
Use Left/Right to seek, Home/End to jump to start or end. Hold shift to jump forward or backward.
Most hiring processes were designed without neurodivergent candidates in mind — and it shows. Timed assessments, unstructured interviews, rigid communication norms: the standard screening gauntlet systematically removes people whose brains work differently, regardless of whether those people would be exceptional at the actual job.
AI tools are supposed to make hiring more objective. For neurodivergent candidates, they often make it worse — pattern-matching on communication styles and response formats that have nothing to do with capability, and filtering out exactly the people who bring the most distinctive thinking.
Theo Smith is a celebrated recruiter and co-founder of Neurodiversity World, which helps organisations build workplaces where neurodivergent people can actually thrive. In this episode of Looks Good on Paper, he talks through the specific ways standard hiring fails neurodiverse candidates, where AI tools help and where they actively cause harm, and what truly inclusive hiring looks like in practice rather than in policy.
What you'll learn:
→ Where standard hiring processes systematically exclude neurodivergent candidates
→ Why AI screening tools can amplify bias against non-neurotypical communication styles
→ What inclusive hiring design looks like at the process level, not just the policy level
GUEST
Theo Smith — Co-founder, Neurodiversity World
LinkedIn → https://www.linkedin.com/in/theosmithuk/
YOUR HOSTS
Anita Chauhan — Fractional CMO, co-host
LinkedIn → https://www.linkedin.com/in/anitachauhan/
CHAPTER MARKERS:
00:00 Intro
00:35 Introduction
01:06 Biggest Hiring Mistake
06:45 Unknown Hidden Bias
11:04 Surprising Hire
16:40 Wildcard: How Recruiters Can Educate Candidates To Leverage AI
18:58 Wrap Up
19:28 Outro
SHOW RESOURCES:
CV Free Toolkit: https://cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessments
Willo: https://willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any time
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/TI-ngol6Toc
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.
Standard hiring processes — timed assessments, unstructured interviews, rigid written communication requirements — were designed for neurotypical candidates and consistently screen out neurodivergent applicants before any human evaluates their actual capability. Inclusive hiring design requires examining each stage of the process for the assumptions it makes about how competent people think and communicate.
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
