We ran a 6-week pilot with two product teams using name-blind resume screening plus a 5-point structured rubric; pass-through to onsite for career-switchers rose 17%, but time-to-fill stretched by 4 days. For those balancing inclusion goals with speed, have batch reviews (e.g., Tuesdays with a 24-hour SLA) and biweekly interviewer calibration stuck for you without burning out hiring managers?