I hire on anonymized data. I can tell you that it works well. The only flaw is that if your pool of application sifters is not diverse, bias will start to creep back in. For instance, in a group of several application sifters of a single gender who are collectively deciding which applications to progress to interview stage, one may frequently encounter presumptions of gender and age of the applicants due to implicit bias by the sifters.

The organisation must have a very respectful culture in which colleagues feel comfortable calling out others on their biases when this happens.