In a recent LinkedIn post, Ani Filipova challenges traditional hiring practices, arguing that a candidate’s character and core instincts are far more valuable than their curriculum vitae. Filipova, a seasoned professional, highlights how many leaders and executives dedicate significant time to scrutinizing CVs, often prioritizing factors like prestigious degrees or extensive tenures at top companies, only to face persistent issues post-hire.
Filipova points out the common pitfalls of relying too heavily on a CV:
“Why doesn’t this person take ownership? Why do we have to follow up with them for every deliverable? Why has the team’s morale dropped since they joined?”
These recurring problems, according to Filipova, are precisely the kinds of questions a CV is ill-equipped to answer. She posits that while skills can be acquired relatively quickly – a capable individual can learn a new system in weeks or a new industry in a year – certain fundamental character traits are immutable.
The Unteachable Qualities That Define Success
The core of Filipova’s argument rests on the idea that some attributes are simply not teachable. These include an individual’s behavior when unobserved, their commitment to seeing tasks through, their willingness to deliver direct and honest feedback, and their impact on team dynamics. As Filipova states:
“But there are some things you just can’t teach, no matter how much time you spend. Like how someone behaves when no one is watching. Whether they finish what they start. Whether they tell you the hard truth directly, or just share the polite version after the fact. Whether they lift up the people around them or bring them down.”
Filipova shares a candid reflection from her own career, admitting that hiring individuals with flawless CVs but the wrong underlying instincts has been her most costly professional mistake. Conversely, she has found that candidates whose CVs were not a perfect match but who possessed the right attitude, values, and a strong desire to learn often outperformed their more conventionally qualified counterparts.
Shifting the Hiring Focus to Behavioral Insights
To counteract this hiring bias towards credentials over character, Filipova advocates for a shift in interview strategy. She urges hiring managers to move beyond the resume and pose probing questions designed to uncover a candidate’s true nature and decision-making processes. These questions, she suggests, provide far richer insights than a CV ever could.
Probing Questions for Deeper Understanding
Filipova recommends asking questions that reveal how candidates handle adversity and conflict. For instance:
“How do you make tough decisions when things weren’t going well?”
She also suggests inquiries such as:
“What do you do when you have a major disagreement with your Boss?”
And critically:
“What would you do differently if you went back to a moment you’re not proud of?”
According to Filipova, the answers to these types of questions can reveal more about a candidate’s potential fit and long-term value in a mere fifteen minutes than a CV can in fifteen years. This approach, she implies, leads to more successful hires and a stronger, more cohesive team.
Filipova also offers a practical tool for career development, directing readers to a Career Optionality Quiz she created to help individuals identify areas of strength and focus for future growth.
📝 About This Content
This article is based on insights shared by Ani Filipova on LinkedIn.
📅 Originally posted on July 11, 2026 | View original post on LinkedIn →