I'm absolutely down with your thesis here, and am deeply interested in creating a hiring pipeline for my teams that allows for neurodivergence, for differing backgrounds, for different strengths and weaknesses. You do a nice job of highlighting the problem. But what's the solution? Eliminating a foundational tool for candidate screening, with what do you replace it? It *has* to be something more rigorous and quantifiable than simply, 'my gut' and organic conversation, but it also has to be a rubric flexible enough that we can recognize and describe value that may show up in a variety of different ways. What did you replace coding tests with?