Because quite simply, resumes don't work. Lots of great developers have terrible resumes, lots of terrible developers have great resumes, they have zero correlative value in picking hires. When working on hiring pipelines I spend most of my time arguing for their complete removal.<p>Interviews around resumes can have amplifying effects. Being able to talk a good game about your past does not mean you can perform at writing software. Further there is a whole class of developers who do very poorly explaining their past and selling themselves. Lots of those developers do a great job of solving actual REAL problems for REAL businesses. Further, some of us work in environments where talking at any depth about the technical problems we've solved open both parties to potential lawsuits.<p>Maybe in some industries, with some population of developers a Github profile is useful for evaluating candidates. But there are whole swaths of candidates who have no profile on Github, or only use it for dumping toy projects or experiments. It is certainly not something you can build a repeatable hiring pipeline around.<p>This leaves us with very few options. Design sessions on a whiteboard suffer from many of the same problems as traditional interviews, but they are at least similar to an activity that is actively part of a developers job. It is a near daily occurrence, at least on the teams I've been on, to have sessions solving problems at the white board.<p>Work samples are ideal, but the combination of business relevant, not proprietary, representative and able to be completed without being a huge burden is very hard to come up with.<p>So, while I completely agree, our industry is terrible at filtering talent and in the future we are likely to back on our current processes as silly, I suspect the future will hold more design sessions and work samples, not less. Hopefully we just get better at creating them.