One can probably infer the age from things like school/employment dates, or if your CV lacks those, things like number of earlier employers or tech used at earl

One can probably infer the age from things like school/employment dates, or if your CV lacks those, things like number of earlier employers or tech used at earlier jobs. A couple of years ago I played around with this idea that it'd be great with a completely censored hiring process, where at the screening stage you can't really see info such as: - Names are censored or made into generic placeholder names - All dates are removed. And rather than having from/to date of employment, maybe make more general groups, like "short","mid","long" periods of employment. - No profile pictures etc. But then I read some study from France where they tried out just that, and it didn't really help on diversification. Strong candidates still had a much stronger resume, while those you'd want to help up still had fundamentally weaker resumes.