The average time to hire in 2026 is 44 days. Taylor Genre's team at Beemac Logistics gives every sales candidate a final answer within 24 hours.

Taylor is the Director of Recruiting and Marketing at Beemac Logistics, a multimodal transport and logistics provider based in Pittsburgh. She came into logistics recruiting from roles at ePeople, Healthcare, and ADP. In this episode, she breaks down why not paying people what they're worth is the most expensive hiring mistake companies keep making and how the cost compounds through turnover, onboarding, and lost trust. She names the bias hiding inside the word "overqualified" and how quickly it becomes ageism when you don't have the conversation. And she walks through exactly what had to change inside Beemac for the 24-Hour Promise to work: it wasn't the recruiting team that needed to shift, it was the hiring managers.

GUEST
Taylor Genre, Director of Recruiting and Marketing, Beemac Logistics https://www.linkedin.com/in/taylor-genre-95935b14a/

YOUR HOST
Anita Chauhan, Host, Looks Good on Paper https://www.linkedin.com/in/anitachauhan/

LISTEN & FOLLOW
Apple Podcasts → https://podcasts.apple.com/us/podcast/looks-good-on-paper/id1625835562
All episodes → https://looksgoodonpaper.buzzsprout.com

WATCH ON YOUTUBE
→ https://youtu.be/WR2j0lc4dG8

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 made you think, share it with one person who hires people. And subscribe — we're rewriting the rules of hiring, one episode at a time.

If this episode made you think, share it with one person who hires people.

The average time to hire in 2026 has reached approximately 44 days, with 81% of hiring managers reporting decision-making paralysis when extending offers. Meanwhile, 61% of candidates accept the first offer they receive, meaning slow companies lose top candidates not to better offers but to faster ones. Organizations that have built alignment between recruiters and hiring managers on decision speed, salary transparency, and candidate communication are consistently outperforming on both offer acceptance and retention.

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

Startups love being scrappy. They love the hustle. And they keep making the same mistake with that energy: hiring three or four junior people when they should have hired one senior person. Not because junior talent isn't valuable but because without someone who has the reps, the strategy side falls apart and the execution side has nobody steering it.

Jen Paxton is VP of People and Talent at Roofr, where she took the company from around 125 to 260 people. Roofr is her ninth startup. Before that, she co-founded Jamyr (acquired by Recruitics) and built people functions at Smile.io, Privy, LevelUp (acquired by GrubHub), TrueMotion, and more across the Boston tech ecosystem. She holds a master's in vocal performance from Boston Conservatory at Berklee. In this episode, she breaks down the seniority mistake startups keep making, the pedigree bias that drives comp decisions, a big-company horror story involving managers doing their own payroll onboarding, why her team still reviews every resume by hand, and the five-word question Boston TA leaders are using to catch ghost candidates.

GUEST
Jen Paxton, VP of People and Talent, Roofr
https://www.linkedin.com/in/jenpaxton/

YOUR HOST
Anita Chauhan, Host, Looks Good on Paper https://www.linkedin.com/in/anitachauhan/

LISTEN & FOLLOW
Apple Podcasts → https://podcasts.apple.com/us/podcast/looks-good-on-paper/id1625835562
All episodes → https://looksgoodonpaper.buzzsprout.com

WATCH ON YOUTUBE
→ https://youtu.be/KEKYr6m32Yg

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 made you think, share it with one person who hires people.

Startups frequently under-hire on seniority, bringing in multiple junior employees to fill a role that requires senior-level judgment and strategic capacity. The cost extends beyond salary: without experienced leadership, teams lack the ability to balance execution and strategy, context switching overwhelms less experienced hires, and retention suffers when people are placed in roles they are not yet equipped to succeed in. Companies continue to overpay for candidates from well-known brands while undervaluing proven capability from lesser-known organizations. As AI-generated applications flood hiring pipelines, talent acquisition teams face a verification crisis, with structured verification methods, referral networks, and manual review processes emerging as critical defenses against a system producing more noise than signal.

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

"Culture fit" sounds like a good thing until you look at what it actually filters for. People who look like you. People who sound like you. People who make you comfortable. It's not a hiring strategy. It's a survival instinct dressed up as one.

Daen Fox has led talent acquisition across BT, Bupa, Nuffield Health, RICS, Saint-Gobain, and The Midcounties Co-operative. He's worked in insurance, retail, construction, healthcare, and leisure. He holds a master's in psychotherapy and now runs The Fox Consulting Collective, offering fractional TA leadership, employer brand advisory, and talent strategy consulting. In this episode, he breaks down why "culture fit" is the most persistent bias in hiring, what happened when he removed CVs from assessment centers and let managers evaluate candidates first, how he built a TA team by hiring from marketing and finance instead of recruiting from recruiting, why employer brand is a five-to-ten year investment that most companies still refuse to make, and why AI fluency is the signal he'd be screening for right now.

GUEST
Daen Fox, Freelance Talent Acquisition Leader, The Fox Consulting Collective https://www.linkedin.com/in/daenjafox/

YOUR HOST
Anita Chauhan, Host, Looks Good on Paper https://www.linkedin.com/in/anitachauhan/

LISTEN & FOLLOW
Apple Podcasts → https://podcasts.apple.com/us/podcast/looks-good-on-paper/id1625835562
All episodes → https://looksgoodonpaper.buzzsprout.com

WATCH ON YOUTUBE
→ https://youtu.be/WR2j0lc4dG8

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 made you think, share it with one person who hires people. And subscribe — we're rewriting the rules of hiring, one episode at a time.

If this episode made you think, share it with one person who hires people.

"Culture fit" remains one of the most common and least examined phrases in hiring. Research shows that unstructured evaluations of cultural fit consistently encode unconscious bias, filtering for familiarity rather than capability. Organizations using structured, evidence-based hiring processes hire employees who perform better, stay longer, and are more demographically diverse. Assessment methods that remove resume review from the initial evaluation stage consistently surface candidates that hiring managers would not have selected from a CV alone. As AI reduces the signal value of the written resume, companies that invest in employer brand, structured assessment, and skills-based evaluation are building the infrastructure that will determine their ability to attract and retain talent over the next decade.

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