Ageism is so rife in the tech sector in the US that people don't even notice it because it's omnipresent. I would go so far as to say that in the Bay Area, actively discriminating against anyone with the appearance of being over 40 is the default behavior for tech companies.

For example, if you look over 40 and not a tech lead/manager and haven't been one, you won't be hired, as you will be seen as having a lack of career trajectory. The entire 'career trajectory' premise is inherently ageist.

Can you suggest a better alternative?

Then again, maybe it's time to stop looking for a one size fits all solution and acknowledge that (in an ideal world) we might want to have different processes for different candidates, depending on their life situation and/or individual priorities?

Ok, so what's your process for candidates who have families and/or can't/won't work on evenings and weekends?

What I was trying to imply (and obviously failed) is the traditional (interview based) hiring process would remain an option for those candidates.

Well, it's only for a few weeks and only when you are looking to change jobs, and you get paid. I'd wager that many, if not most, people wouldn't mind picking up a little extra income on the side from time to time.