The résumé is broken. So we deleted it.

Interviewing is the most expensive thing in hiring, and almost none of that cost buys information. A candidate gives up days — evenings rehearsing, afternoons taken off, round after round — often to hear nothing back. A company spends senior engineers’ hours, coordinators’ hours and weeks of calendar on the same process, and frequently ends it unsure whether the person can do the job.

Everyone knows why. The process starts from a résumé: a document that says where someone has been rather than what they can do, that rewards the right school and the right company names, and that anyone can quietly improve. So the interviews exist to find out what the résumé never said — and both sides pay for that discovery, every single time, from scratch.

The tempting fix is a better résumé. A profile. A candidate card. Something cleaner to look at. That changes nothing — a profile is a résumé with better typography. It still leads with who someone is, and it still leaves the actual question unanswered until somebody spends a week of interviews on it.

So we took the other path: answer the question first, and remove the person from the part where they should not have been anyway. Prove the skill once, in a verified assessment that is the same for everyone. Let employers evaluate that proof without a name, a photo or an employer attached to it. Reveal who someone is only when both sides are genuinely progressing and the candidate agrees.

The interviews that remain are then worth having, because they are about fit and judgement rather than about establishing whether the claims were true. And nobody spends a month finding out.