Continued: (hit the 4000 chars limit) I know that a lot of what I'm describing above is already used by a big fraction of tech companies. But the information a

Continued: (hit the 4000 chars limit) I know that a lot of what I'm describing above is already used by a big fraction of tech companies. But the information asymmetry is huge, making it only profitable for one side, therefore it's not really solving any of the abovementioned problems. It's hard to google (replace with your preferred search engine) "a company which hires tech staff this way", when this approach probably doesn't even have its own distinctive name. IMHO, we need more of the stuff I'm describing. And that includes making people very well aware, where they can find stuff like this, without subjecting them to pointless and time-wasting fortune games, which classical recruiting model is alarmingly too close to, at least when used to find and hire tech people. Of course, some of us may have adapted to this model, possibly throwing away doubts like what I'm describing long time ago, but it doesn't change the fact that possibly we're making a huge waste all the time, and are currently failing to notice that. Please also keep in mind, that I'm strictly talking about purely technical positions! I'm aware that it'll be the exact opposite for say, a CTO position, or any other position where it's not even really certain what exactly a person will need to be doing.