There's some risk of that. But I think that we can make it work. Basically, the model I have is that there are many different ways that an engineer can signal competency to a company and get a job. One way is doing well on our quizzes. But another way is having impressive experience at a good company, or a lot of open source contributions. Any one engineer might be really good, but look bad on one of these metrics (someone who gets stressed and does poorly on tests, or someone who has mostly worked for the government and does not have side projects). This happens a lot. When we ONLY ranked engineers by our assessments, we just missed people. The goal now is to let people show skill in any of these ways.