Previous work and achievements definitely carry valuable signal - we don't disagree with that. And relying on them makes sense for companies where the time of hiring managers is constrained and you need a quick way to identify the (likely) best people within a population.

Relying solely on those signals though acts to the detriment of skilled people whose best work hasn't been done at prestigious, name brand companies.

Our approach to removing credentials from our screening process is to prevent ourselves being biased by them and forcing ourselves to build a process that can find strong engineers who don't look good on paper. This is a win for the companies we work with as it expands the pool of talent they can hire from.