A growing number of tech companies are placing their bets on algorithms to reinvent talent acquisition and create a more inclusive workforce. In some cases, this might mean entirely removing traditional aspects of the hiring process. Introduced in the nineties, applicant tracking systems (ATS), were created to help HR professionals organize the surge of applications that resulted from the growing use of the internet. Over the last several decades, ATS became increasingly advanced, using algorithms to sift through thousands of resumes based on various data. The promise was efficiency and blind hiring, but the algorithms have proven to perpetuate structural inequities in hiring.