Software hiring is in the dark ages, often a desperate race to the bottom for the perceived commonality of skills. A large part of that problem bias and immaturity. This means the industry must move past placating to the demands of immature candidates and set higher standards using agreed upon data points.<p>Examples of data points:<p>* Years employed in industry and/or career path.<p>* Average years of employment per employer.<p>* Score on a knowledge assessment exam, a multiple choice exam provided to all candidates to baseline compare the candidates against each other with a metric.<p>* Open source contributions: number of commits, pulls requests, issue contributions, projects.<p>* Performance against a problem scored by a computer.<p>The only way to defeat hiring bias is with numerical measures applied equally to all candidates. Incompetent candidates don’t want this due to poor performance tied to poor hiring prospects. Employers don’t want this out of desperation to acquire higher quantities of (under performing) candidates for less money. If candidates were scored with a number like a credit score higher performing candidates can ask for more money and employers can make better hiring decisions.