Specifically, she created Blendoor, a platform that matches up companies and potential workers, Tinder-style, and scrubs the name and photo from a job candidate’s résumé.

GapJumpers, an emerging leader, compares its method to theBlind auditionson the TV singing competitionThe Voice.” A candidate completes series of tasks related to a job and is given an anonymous scorecard, which serves as her first introduction to the hiring company.

Interviewing.io lets hiring companies and potential employees chat anonymously, sharing ideas and solving coding problems, before any personal information about the candidate is revealed.

Past research shows that even expert predictions of a candidate’s future performance in a particular role can be unreliable, bolstering the argument that selection processes, for jobs or otherwise, are more effective the more objective they are.

The startup soon switched to a system that focused more on work samples giving candidates a job-related problem to see how well they solved it and stopped looking at résumés and names.

In a survey released in May of last year, the platform saw a 15 percent increase in community college graduates who got an in-person interview, compared with those who went through a more traditional application process.

Lerner says, a more anonymous process exposes companies to candidates without any traditional education.