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Hiring for potential rather than tenure led Michael Privat to offer a senior engineering role to an intern rather than a more experienced candidate. He argues that years of experience became a reliable hiring signal only because access to knowledge was once scarce and slow to build, a condition AI has now largely erased. What predicts performance today, he says, is adaptability, curiosity, and a willingness to take ownership of a problem without a playbook, qualities a résumé’s years-of-experience line doesn’t capture. His case is that hiring processes still screen candidates out on tenure before any of that gets a chance to show.