&gt; What typically happens is that people are screened into a hiring process on the basis of what’s on their resume... That already throws a lot of the baby out with the bathwater.<p>In my experience, about 80% of the candidates who send in their resume will not come close to working out. If you&#x27;ve never run a hiring process before, you&#x27;d be surprised how many people look decent on paper but somehow can&#x27;t write a line of code without some serious hand-holding. The OP points out that sometimes the opposite is true (a candidate with a mediocre resume ends up being stellar), but this is an exception and you&#x27;ll waste a lot of time trying to find these people.<p>I&#x27;ve honed my resume screening skills over time and I&#x27;ve gotten pretty good at filtering out most of that 80%, and I know I&#x27;m likely to screen out plenty of talented folks, but it&#x27;s well worth being able to focus my time and my team&#x27;s time interviewing more exceptional engineers than mediocre ones.<p>In other words, I think it&#x27;s OK to throw out a lot of the baby with the bathwater as long as you&#x27;re left with mostly baby.