The team dynamics that you're describing are really, really interesting. And i agree with you on the noisiness. What i do believe is, since we'll be doing this for many, many years, we will get increasingly good feedback on our selection process. When i was at gougl we would have employees who were interviewers score the applicants and these scores were then adjusted in a mathematical way based on the performance of the employee a year later. Thet was anti correlated. You under predicted their performance completely wrong. This caused a huge stir. We completely changed the way women were interviewed because ther was clearly apparent bias. So there are tems of merit michael sandel wrote an