Origins

We didn't always hire like this.
In the industrial age, work was visible - on factory floors, in physical outputs, in repetition. You didn't interview a blacksmith or a machinist. You watched them work. Judgment came from evidence.

Then came the knowledge economy. Work became abstract. So we built rituals to simulate judgment. Enter the interview. A conversation. A guess. A confidence test dressed up as evaluation.

We started hiring for how people speak about work, not how they do it.

Bias

Interviews reward the wrong things.
Confidence over clarity. Eloquence over execution. People who "interview well" aren’t necessarily the best at the job. They are just good at playing the game.

You already know this.
You’ve seen people dazzle in interviews and disappear on the job. You’ve seen quiet builders passed over because they didn't perform well in a synthetic situation.

And the data backs it up.
Resumes with privileged names win callbacks. Interviewers rank people higher if they share the same hobby or alma mater. None of this predicts performance. But we still let it guide hiring.

Performance

Let’s ask something basic.
Would you pick an engineer because they can talk about code? Or because they can build?

Would you hire a writer because they explain writing well? Or because they write something that moves you?

Most hiring decisions still hinge on storytelling, not signal.
Interviews are theatre. The real work happens elsewhere. And yet we trust the theatre.

Loss

This illusion has a cost.
Bad hires. Burnout. Teams that don’t ship. Cultures that decay slowly. Hours spent evaluating people who’ve mastered the art of being evaluated but not the work.

We pretend to be objective.
But what we’ve really built is a system of social signaling. Who fits. Who talks right. Who looks familiar.

We’re not hiring for truth. We’re hiring for comfort.

Shift

The world is changing.
Proof of work is becoming visible again. Builders share openly. Designers post. Coders commit. Writers publish. Analysts visualize. People are working in public because that is the new credential.

We are entering a post-interview era.
Not because interviews are bad. But because they are insufficient. In a world where real-world performance is observable, why rely on hypotheticals?

Trust

Hiring is a trust problem.
You are asking: can I trust this person to own something important? The old system asks them to prove it with words.

The new system shows you with work.
Give someone a problem. Watch how they approach it. See how they communicate. Observe how they react to feedback. Trust is built there. Not in small talk. Not in prepared answers.

Future

Soon, every company will start hiring differently.
Not because it's trendy. But because it's better. Faster. Fairer. More precise.

The best hires will come from seeing, not guessing. From proof, not polish. From watching someone work with you before they work for you.

The interview, as we know it, will fade.
And something far more honest will take its place.

We’ll stop asking if someone can do the job.
We will already know they can.