As a data point: we've been hiring resume-blind for going on 2 years now. We tell candidates they don't have to send us resumes, and we generally don't read them.
I did resume blind hiring for a bit. I had a list of skills they would need and said “apply if you have them”. Then I asked them to submit a paragraph about how they will bring a unique perspective to the role. I got a lot of interesting applications but some of the interviews didn’t go very well. They didn’t have the skills.
We don't interview. We do work-sample tests (WSTs). Anybody can get our first WST just by asking. Not submitting any WST response is our biggest downselect, followed by rejected first WSTs. I'll get on the phone with anybody who asks to, and we'll answer almost any question by email regardless of where people are in the process.
The whole thing is calibrated to take less candidate time (from a suited candidate) than an interview loop would.
You can see a warts-and-all experience report from a thread started earlier this week (amusingly, I only found it because I was searching for people shit-talking Chicago on HN):
