> selecting good people in a sea of resumes is HARD. Degrees aren't amazing proxies for productivity, but they are decent proxies. I've seen dozens of theories

> selecting good people in a sea of resumes is HARD. Degrees aren't amazing proxies for productivity, but they are decent proxies. I've seen dozens of theories on how to interview and triage people, but few approaches beat the cost-benefit of supporting decisions based on a degree from a solid institution. That's... a bullshit argument, and should get called out as bullshit? It's an easy approach, and beats other approaches for HR but says absolutely nothing about whether the person is a good person (both in the "are they a sociopath?" and "are they a good fit for the role we're filling" sense). In fact, most high achievers are bad fits for most jobs, because their intention is to not be in that job for long. They're on a fast track career path, no matter what job you're offering them, you're going to have to rehire for it 2 or even 1 year down the road. That's an atrocious cost-benefit ratio: that's not an investment, that's intentionally hiring for the short term and intentionally preventing institutional knowledge from ever building up. If you're a startup, good for you, your goal is to get valuable fast and then cash out. But if you're a real business, and your plan is to own yourself and the market you operate in, it's downright idiotic.