Women In Leadership | An Interview with Holly Knill
Women In Leadership | An Interview with Holly Knill | Group Director, IP & Content Products, Foxtel
Career
Originating in New Zealand, Holly studied English and Politics before joining Television New Zealand as a ‘rookie’ journalist. With an impressive career that has moved her from New Zealand to London, Abu Dhabi and Australia (with a few pit stops in between), Holly has worked on many innovations in Media, including digital TV channels, websites and interactive ‘red button’ apps, mobile TV, the UK’s ground-breaking Sky Go and, closer to home, OTT products for the Australian Open, the Rio Olympic Games and Foxtel’s Content and IP products. She has predominantly worked within large broadcasting companies but has also enjoyed her time working with start-ups who are devoted to solving business and consumer problems with innovative thinking.
Holly’s journalist instinct has played a part in the choices she has made and so far, it has ‘mostly’ paid off, but that doesn’t mean it has been without its challenges. Holly has a strong presence and can hold her own corner and she is not afraid to call out wrongdoings in the workplace. Like many of her peers, Holly has experienced workplace sexism, direct and passive. She will respond directly when asked about the ‘size of her balls’, being ‘too aggressive’ and having ‘too much testosterone’, and finds men can feel uncomfortable when asked the same questions, not that men typically ask each other these questions. She has been direct with colleagues and manager when sexist remarks, unconscious bias and bullying impact their working relationship or perception in the workplace. So, don’t be mistaken, she can definitely hold her own in Australia’s ‘Boys Club’ culture.
Leadership
Holly’s managers have been predominantly male and have all had different leadership styles. She learns from both the good and the bad and has realised that turning the bad to good results in the most rewarding work experiences.
Qualities she admires:
- Intellect – people that know their craft (bad behaviour can go hand in hand with brilliance)
- Passion for what they do
- Honesty
- Being able to challenge people and bring out the best in them
- Empathy
Holly is an honest and direct person, so will always tell her team what she expects and likes to leave them with a laugh or smile on their face. She wants to get the best out of them so that they can achieve something great, which they can use in their future roles.
Teams
Holly embraces opportunities to diversify her teams because her experience has shown it yields better results. Media and product development can be very ‘white male’ and without disruption, the unconscious biases can lead to dangerous group-think, poor customer experiences and financially risky situations. Diversity is crucial in great product design and service if you want to reach the widest possible customer base. She has recruited numerous teams throughout her career comprising different genders, religions, race, political beliefs, sport preferences and socio-economic backgrounds. The one constant upon which she is uncompromising is their talent.
Mentors
Holly likes to have mentors, although not necessarily in an official mentoring capacity. She will take inspiration and advice from her manager and other leaders with whom she has an affinity, and keeps old managers and friends in her back pocket for advice as / when needed. Having worked around the world, she can always find someone to lean on for advice if she needs it, regardless of the time.
Advice
Holly applauds the ‘Me Too’ movement and believes that the majority of younger woman today are more likely to stand up for themselves than their predecessors. Holly’s advice to women starting out in their career is:
- Be resilient – you get knocked down? You get back up again
- Stand-up for yourself and others. Call bad behaviour out without making it personal (it’s more effective in making a change for good).
Holly is an exceptional woman with an amazing career who has definitely made an impact on the teams she has managed and companies she has worked for. With her direct leadership style, no-nonsense attitude and sense of humour, it is easy to see why she has been so successful and it was a pleasure speaking with her.
Somewhere in the world right now, a hiring manager is asking a question… and three seconds later ChatGPT is answering it.
The AI Authenticity Gap: Why Your AI-Generated CV Might Be Costing You the Job I see hundreds of CVs every week. I spend more time on LinkedIn than I care to admit. And one thing that's becoming increasingly prevalent is the appearance of overly authored posts and descriptions with plenty of words but precious little substance. Much of this has coincided with the widespread adoption of tools like ChatGPT. As someone working adjacent to the tech space, I was genuinely excited when AI started making waves across the world. I thought this was going to be a real game changer, and in many ways, it has been. But the overuse of generic AI-generated content has become so prevalent that I feel some people are now failing to show their authentic voice - the very thing that makes them stand out in a competitive market. The Early Adopter's Reality Check I was one of those people who tried to adapt early to AI, using it to help me in my professional and personal life. But here's the crucial difference: I didn't just accept the standard output I was given. I took the bones and made them my own. I used AI as a tool, not as a ghost-writer. Too often now, I see CVs that have been completely assembled by ChatGPT - so generic, so obviously automated, that I genuinely feel the candidate would have been better off not sending anything at all. These applications don't just blend into the background; they actively work against the candidate by signalling a lack of effort and authenticity. The Numbers Don't Lie Recent research validates what recruiters like myself are seeing daily. A May 2025 survey of 600 U.S. hiring managers revealed some startling statistics: One in five recruiters (19.6%) would outright reject a candidate with an AI-generated resume or cover letter Over a third of hiring managers (33.5%) can spot an AI-generated resume in under 20 seconds 58% of hiring managers express concern about AI-generated applications Think about that for a moment. Hiring managers are detecting AI-written CVs in less time than it takes to read a single paragraph. The very tool candidates think gives them an edge is often the red flag that gets them filtered out. The Efficiency Versus Laziness Debate When ChatGPT first emerged, many of my colleagues said outright that this was going to make people lazy. I argued against that view. I believed that just as Excel made formulating reports easier without making us worse at analysis, ChatGPT would help people be more efficient in their work - freeing them up to focus on strategic thinking and creative problem-solving rather than getting bogged down in formatting and structure. I still believe AI can be a powerful efficiency tool when used correctly. The problem is that many candidates aren't using it to enhance their work; they're using it to replace their work entirely. The Personal Touch in an AI World While improvements are being made to make AI-generated content seem less generic, there's a fundamental issue when you're putting forward something meant to be a representation of yourself. Your CV is your professional story. It's your opportunity to showcase not just what you've done, but who you are, how you think, and what makes you different from the hundreds of other applicants. When you rely on AI to put it all together, you lose all control and that crucial personal touch. The research backs this up: Baby Boomers and Gen X hiring managers are particularly sceptical, with one in four Baby Boomer managers likely to reject fully AI-generated resumes. Even among younger Millennials and Gen Z managers, who you might expect to be more accepting of AI use, there's a clear expectation that the final product must sound human, show real effort, and reflect the individual behind the words. The Right Way to Use AI in Your Job Search By all means, use the tools available to you. AI can be excellent for: Brainstorming bullet points you might have forgotten Identifying gaps in your experience narrative Improving grammar and clarity in your existing writing Suggesting different ways to frame an achievement Creating a first draft structure that you then completely personalise But don't think that because you can do something quickly and easily, you're going to get the same results as someone who actually takes the time to show they've invested effort. The data shows that 74% of hiring managers have encountered AI-generated content in applications, and they're becoming increasingly adept at spotting it. Standing Out in a Tough Market It's a challenging market out there in many sectors of the technology industry. If you want to stand out from the crowd, you need to ensure you can show exactly who you are. That means: Write in your own voice - Not the corporate-speak that AI defaults to Include specific examples - Generic achievements sound hollow Show your personality - What drives you? What excites you about your work? Customize for each role - AI-generated applications often feel one-size-fits-all Proofread beyond grammar - Does this sound like something you would actually say? The Bottom Line The irony is that in trying to use AI to save time and improve their chances, many candidates are actually undermining themselves. They're creating a sea of sameness in which their application drowns rather than floats to the top. Remember: hiring managers want to hire people, not algorithms. They want to understand your unique perspective, your problem-solving approach, your communication style. They want to see evidence that you've put thought and effort into your application because that's a strong indicator of the thought and effort you'll put into the job itself. Use AI as a tool in your toolkit - but make sure the final product is unmistakably, authentically you. That's what will make you stand out in 2025 and beyond. Need help crafting a CV that showcases your authentic voice while still being competitive in today's market? Get in touch, I'd be happy to provide guidance on how to strike that perfect balance between efficiency and authenticity. Article written by: Jack Davies PRA Brisbane Associate Consultant - Development and Testing M: 0483 969 454 E: jack.davies@pra.com.au
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